This document is essential for Dutch employers conducting formal reviews at the conclusion of an employee's probationary period. The 6 Month Probation Review is a critical tool for evaluating new employees' suitability for permanent employment under Dutch law. It should be used to document the assessment of an employee's performance, capabilities, and cultural fit during their probationary period, typically conducted between the fifth and sixth month of employment. The document ensures compliance with Dutch employment legislation, particularly Articles 7:652 and 7:611 of the Dutch Civil Code, which govern probationary periods and fair employment practices. It serves as both a legal record and a management tool, supporting transparent decision-making regarding the continuation of employment beyond the probationary period.
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1. Employee and Company Details: Basic information including employee name, position, department, start date, and review date
2. Review Period: Specification of the exact period under review (typically the 6-month probationary period with precise dates)
3. Performance Criteria Assessment: Detailed evaluation of pre-established performance criteria, including technical skills, job knowledge, and behavioral competencies
4. Goals and Objectives Review: Assessment of achievement against the initial goals and objectives set at the start of employment
5. Overall Performance Summary: General summary of the employee's performance, including key strengths and areas for development
6. Conclusion and Decision: Clear statement of the decision regarding the employee's continued employment after probation
7. Next Steps: Outline of immediate actions, future objectives, and any specific conditions or recommendations
1. Training and Development Progress: Include when specific training or development plans were part of the probationary period
2. Attendance and Punctuality Record: Include if there have been any concerns or notable patterns regarding attendance
3. Project Contributions: Include when the employee has been involved in specific projects during the probationary period
4. Team Integration Assessment: Include when team fit and collaboration are crucial aspects of the role
5. Performance Improvement Requirements: Include if the employee is passing probation with conditions or specific improvements needed
1. Performance Metrics Summary: Detailed breakdown of performance scores across different evaluation criteria
2. Initial Goals and Objectives Document: Copy of the original goals and objectives set at the start of employment
3. Training Completion Records: Documentation of completed training programs during probation
4. Interim Review Notes: Summary of any formal interim reviews conducted during the probation period
5. Future Development Plan: Detailed plan for ongoing development and performance expectations post-probation
Relevant legal definitions
Probationary Period
Review Date
Performance Criteria
Key Performance Indicators (KPIs)
Competencies
Performance Standards
Review Period
Evaluation Matrix
Performance Rating
Development Areas
Core Responsibilities
Performance Objectives
Reviewer
Employee
Line Manager
HR Representative
Company
Performance Improvement Plan
Assessment Criteria
Evaluation Framework
Review Date
Performance Criteria
Key Performance Indicators (KPIs)
Competencies
Performance Standards
Review Period
Evaluation Matrix
Performance Rating
Development Areas
Core Responsibilities
Performance Objectives
Reviewer
Employee
Line Manager
HR Representative
Company
Performance Improvement Plan
Assessment Criteria
Evaluation Framework
Clauses
Performance Evaluation
Attendance and Punctuality
Work Quality
Professional Conduct
Team Collaboration
Goal Achievement
Skills Assessment
Training Completion
Confidentiality
Data Protection
Decision and Recommendations
Appeal Process
Next Steps
Sign-off Requirements
Performance Metrics
Development Needs
Probation Outcome
Future Objectives
Employee Comments
Management Feedback
Attendance and Punctuality
Work Quality
Professional Conduct
Team Collaboration
Goal Achievement
Skills Assessment
Training Completion
Confidentiality
Data Protection
Decision and Recommendations
Appeal Process
Next Steps
Sign-off Requirements
Performance Metrics
Development Needs
Probation Outcome
Future Objectives
Employee Comments
Management Feedback
Relevant Industries
Technology
Financial Services
Healthcare
Manufacturing
Retail
Professional Services
Education
Construction
Hospitality
Telecommunications
Energy
Transportation
Media and Entertainment
Public Sector
Non-Profit
Relevant Teams
Human Resources
Finance
Legal
Operations
Sales
Marketing
Information Technology
Research and Development
Customer Service
Product Development
Quality Assurance
Administration
Executive Leadership
Project Management Office
Business Development
Relevant Roles
Software Developer
Financial Analyst
HR Manager
Sales Representative
Project Manager
Operations Director
Marketing Specialist
Customer Service Representative
Research Scientist
Account Manager
Administrative Assistant
Product Manager
Business Analyst
Legal Counsel
Department Head
Technical Lead
Quality Assurance Specialist
Executive Assistant
Operations Manager
Finance Director
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