The Probationary Employee Performance Evaluation Form is a critical human resources document used in Austrian workplaces to assess new employees during their statutory probationary period, which typically lasts one month. This document serves as an essential tool for evaluating employee performance, competencies, and organizational fit while ensuring compliance with Austrian labor laws, including the Arbeitsrecht and Angestelltengesetz. It is designed to facilitate objective assessment across key performance areas, document feedback and development needs, and support decision-making regarding continued employment. The form includes sections for performance ratings, detailed feedback, and recommendations, while incorporating necessary elements to comply with Austrian data protection requirements and works council rights where applicable. This structured evaluation process helps organizations make informed decisions about permanent employment while providing clear documentation of the assessment process.
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Key Requirements PROMPT example:
Probationary Employee Performance Evaluation Form
"I need a basic Probationary Employee Performance Evaluation Form that complies with Austrian law, suitable for a small tech startup with 20 employees, focusing mainly on technical skills and cultural fit evaluation."
1. Employee Information: Basic details including employee name, position, department, start date, and probationary period dates
2. Evaluation Period: Specific dates covered by this evaluation and timing within the probationary period
3. Performance Criteria: List of core competencies and skills being evaluated, including job-specific requirements, behavioral aspects, and general work performance
4. Rating Scale: Clear explanation of the rating system used (typically 1-5 or similar scale) with definitions for each rating level
5. Performance Assessment: Detailed evaluation of each performance criterion with corresponding ratings and specific examples
6. Overall Performance Summary: General assessment of the employee's overall performance during the probationary period
7. Recommendations: Clear statement regarding continued employment after probation, including any conditions or development areas
8. Acknowledgment and Signatures: Space for signatures of the evaluator, employee, and relevant management, including date and any employee comments
1. Development Plan: Specific actions and timeline for addressing identified areas for improvement - include when performance needs enhancement but employee shows potential
2. Goal Setting: Specific objectives for the remainder of the probationary period - include when conducting mid-probation review
3. Works Council Statement: Section for works council comments or acknowledgment - include when required by company policy or when works council is involved
4. Prior Review Summary: Summary of any previous evaluations during the probation period - include when multiple reviews are conducted
5. Language Declaration: Statement confirming the employee's understanding of the evaluation in cases where German is not their first language - include for non-native German speakers
1. Job Description: Detailed description of the role and responsibilities against which the employee is being evaluated
2. Performance Metrics: Specific quantitative measures and targets relevant to the role
3. Competency Framework: Detailed descriptions of each competency being evaluated and the behaviors associated with each rating level
4. Employee Rights Document: Summary of employee rights during probationary period under Austrian law
5. Training Record: Record of any training or orientation provided during the probationary period
Authors
Relevant legal definitions
Probationary Period
Evaluation Period
Performance Criteria
Key Performance Indicators
Competencies
Rating Scale
Satisfactory Performance
Unsatisfactory Performance
Development Areas
Core Skills
Technical Competencies
Behavioral Competencies
Evaluator
Line Manager
Works Council
Performance Standards
Employment Contract
Notice Period
Development Plan
Performance Metrics
Evaluation Meeting
Professional Conduct
Company Policies
Working Hours
Attendance Standards
Quality of Work
Remedial Actions
Final Recommendation
Target Achievement
Position Requirements
Evaluation Period
Performance Criteria
Key Performance Indicators
Competencies
Rating Scale
Satisfactory Performance
Unsatisfactory Performance
Development Areas
Core Skills
Technical Competencies
Behavioral Competencies
Evaluator
Line Manager
Works Council
Performance Standards
Employment Contract
Notice Period
Development Plan
Performance Metrics
Evaluation Meeting
Professional Conduct
Company Policies
Working Hours
Attendance Standards
Quality of Work
Remedial Actions
Final Recommendation
Target Achievement
Position Requirements
Clauses
Performance Assessment
Evaluation Criteria
Rating Methodology
Feedback Process
Data Protection
Confidentiality
Employee Rights
Evaluation Timeline
Documentation Requirements
Decision Process
Appeal Process
Development Planning
Performance Standards
Attendance and Punctuality
Work Quality
Professional Conduct
Team Collaboration
Communication Skills
Technical Competencies
Signature and Acknowledgment
Works Council Rights
Review Process
Employment Status
Next Steps
Evaluation Criteria
Rating Methodology
Feedback Process
Data Protection
Confidentiality
Employee Rights
Evaluation Timeline
Documentation Requirements
Decision Process
Appeal Process
Development Planning
Performance Standards
Attendance and Punctuality
Work Quality
Professional Conduct
Team Collaboration
Communication Skills
Technical Competencies
Signature and Acknowledgment
Works Council Rights
Review Process
Employment Status
Next Steps
Relevant Industries
Banking and Financial Services
Information Technology
Manufacturing
Healthcare
Retail
Professional Services
Public Sector
Education
Telecommunications
Construction
Hospitality
Transportation and Logistics
Energy and Utilities
Media and Entertainment
Non-Profit Organizations
Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Training and Development
Performance Management
Operations
Administration
Management
Recruitment
Relevant Roles
Human Resources Manager
HR Business Partner
Recruitment Specialist
Department Manager
Team Leader
Division Head
Performance Management Specialist
Training and Development Manager
Compliance Officer
Legal Counsel
Employee Relations Manager
Chief Human Resources Officer
Operations Manager
Line Manager
Supervisor
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