The Performance Feedback Form is a standardized document used in Dutch employment contexts for conducting and documenting formal employee performance evaluations. It is designed to comply with Dutch employment law, including the Dutch Civil Code (Burgerlijk Wetboek) provisions on fair treatment and good employership, as well as GDPR requirements for personal data protection. This document is typically used during annual or semi-annual performance reviews, capturing essential information about employee performance, goal achievement, competency assessment, and development planning. The form supports objective evaluation practices while providing a clear audit trail for employment-related decisions and ensuring consistency in performance management processes across the organization.
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1. Employee Information: Basic details including employee name, position, department, manager name, and review period
2. Performance Ratings Scale: Clear explanation of the rating system used (e.g., 1-5 scale with definitions for each level)
3. Key Performance Indicators (KPIs): Assessment of performance against predetermined KPIs and targets
4. Core Competencies Evaluation: Assessment of essential skills and behaviors required for the role
5. Achievement of Goals: Review of goals set in previous period and extent of achievement
6. Strengths and Accomplishments: Documentation of key achievements and demonstrated strengths during the review period
7. Areas for Improvement: Identification of development needs and areas requiring enhancement
8. Future Goals and Objectives: Setting of new goals and objectives for the next review period
9. Employee Comments: Space for employee to provide their perspective and feedback
10. Manager Comments: Space for manager's overall assessment and recommendations
11. Signatures and Date: Formal acknowledgment of the review by both parties
1. 360-Degree Feedback Summary: Include when the organization uses multi-source feedback as part of the evaluation process
2. Project-Specific Evaluation: Add for employees who work primarily on projects rather than ongoing operational tasks
3. Technical Skills Assessment: Include for technical roles requiring specific skill evaluation
4. Leadership Competencies: Add for management or leadership positions
5. Training and Development Plan: Include when there's a formal development planning process
6. Promotion/Compensation Recommendations: Add when the review is linked to promotion or compensation decisions
7. Performance Improvement Plan: Include when performance issues need to be formally addressed
1. KPI Metrics Sheet: Detailed breakdown of KPI calculations and measurements
2. Competency Framework: Detailed descriptions of competencies and expected behaviors at different levels
3. Previous Period Goals: Copy of goals set in the last review period
4. Development Resources: List of available training and development opportunities
5. Job Description: Current job description used as reference for performance expectations
Relevant legal definitions
Review Period
Performance Rating
Key Performance Indicators (KPIs)
Competencies
Reviewer
Reviewee
Development Plan
Performance Goals
Performance Standards
Core Responsibilities
Performance Improvement Plan
Rating Scale
Evaluation Criteria
Review Date
Effective Date
Calibration
Performance Metrics
Career Development Goals
Behavioral Competencies
Technical Competencies
360-Degree Feedback
Direct Manager
Performance Cycle
Target Achievement Level
Objective Evidence
Performance Rating
Key Performance Indicators (KPIs)
Competencies
Reviewer
Reviewee
Development Plan
Performance Goals
Performance Standards
Core Responsibilities
Performance Improvement Plan
Rating Scale
Evaluation Criteria
Review Date
Effective Date
Calibration
Performance Metrics
Career Development Goals
Behavioral Competencies
Technical Competencies
360-Degree Feedback
Direct Manager
Performance Cycle
Target Achievement Level
Objective Evidence
Clauses
Personal Information
Confidentiality
Data Protection
Performance Criteria
Rating Methodology
Evaluation Process
Goal Setting
Competency Assessment
Development Planning
Feedback Rights
Review Period
Appeals Process
Documentation Requirements
Signature Requirements
Amendment Process
Review Frequency
Performance Metrics
Grievance Procedure
Rights and Obligations
Record Retention
Confidentiality
Data Protection
Performance Criteria
Rating Methodology
Evaluation Process
Goal Setting
Competency Assessment
Development Planning
Feedback Rights
Review Period
Appeals Process
Documentation Requirements
Signature Requirements
Amendment Process
Review Frequency
Performance Metrics
Grievance Procedure
Rights and Obligations
Record Retention
Relevant Industries
Technology
Financial Services
Healthcare
Manufacturing
Retail
Professional Services
Education
Government
Non-profit
Construction
Hospitality
Telecommunications
Energy
Transportation
Media and Entertainment
Relevant Teams
Human Resources
Finance
Marketing
Sales
Operations
Information Technology
Research and Development
Legal
Administration
Customer Service
Product Development
Quality Assurance
Business Development
Corporate Communications
Facilities Management
Relevant Roles
Chief Executive Officer
Department Director
Senior Manager
Project Manager
Team Lead
HR Manager
Software Developer
Financial Analyst
Marketing Specialist
Sales Representative
Customer Service Representative
Operations Manager
Research Scientist
Administrative Assistant
Product Manager
Quality Assurance Specialist
Business Analyst
Legal Counsel
Accountant
Engineer
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