The Objectives For Performance Review document is a crucial tool in Belgian workplace management, used to formalize performance expectations and evaluation criteria between employees and their supervisors. It should be implemented at the start of each review period (typically annually or semi-annually) and whenever an employee's role significantly changes. The document ensures compliance with Belgian employment law, including the Employment Contracts Act of 1978, anti-discrimination legislation, and data protection requirements. It typically includes specific performance targets, measurement criteria, development goals, and review timelines. This document forms the basis for fair performance evaluation, salary reviews, and career development discussions, while providing legal protection for both employer and employee by establishing clear, documented expectations.
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1. Employee and Reviewer Information: Identification of the employee being reviewed and the supervisor conducting the review, including their roles and departments
2. Review Period: Clear statement of the time period covered by these objectives
3. Purpose and Context: Overview of the performance review process and its alignment with company goals
4. Key Performance Areas: Main areas of responsibility and focus for the employee's role
5. Specific Objectives: SMART (Specific, Measurable, Achievable, Relevant, Time-bound) objectives for each key performance area
6. Performance Metrics: Detailed description of how each objective will be measured and evaluated
7. Expected Outcomes: Clear description of what constitutes meeting, exceeding, or falling below expectations for each objective
8. Review Schedule: Timeline for progress reviews and final evaluation
9. Acknowledgment and Signatures: Space for both employee and reviewer to acknowledge and agree to the objectives
1. Development Goals: Additional objectives focused on personal and professional development - include when career development is a focus
2. Training Requirements: Specific training or development activities needed to achieve objectives - include when new skills are required
3. Resource Requirements: Additional resources or support needed to achieve objectives - include when objectives require new or additional resources
4. Variable Compensation Links: How objectives link to bonus or variable pay - include when performance is tied to variable compensation
5. Team Objectives: Objectives related to team leadership or collaboration - include for managers or team leaders
6. Previous Period Review: Reference to previous period's performance - include when there's relevant historical context
1. Appendix A: Competency Framework: Detailed description of company competencies and behaviors expected at the employee's level
2. Appendix B: Measurement Criteria: Detailed explanation of how each objective will be measured, including any formulas or calculations
3. Appendix C: Department Goals: Overview of department or team goals that individual objectives align with
4. Appendix D: Development Resources: List of available training, mentoring, and development resources
5. Appendix E: Review Timeline: Detailed calendar of check-ins, mid-period reviews, and final evaluation dates
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