The Performance Management Form serves as a standardized tool for conducting and documenting employee performance evaluations in Belgian workplaces. It is designed to comply with Belgian employment legislation, including the Employment Contracts Act of 1978 and relevant Collective Labor Agreements. This document should be used for regular (typically annual or semi-annual) performance reviews, capturing performance objectives, achievements, competency assessments, and development plans. The form includes mandatory elements required by Belgian law, such as employee feedback provisions and data protection considerations, while providing a structured framework for fair and objective evaluation. It is particularly important for maintaining proper documentation of performance discussions, setting clear expectations, and supporting personnel decisions in alignment with Belgian employment regulations.
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1. Employee Information: Basic details including name, employee ID, department, position, and reporting manager
2. Performance Period: Timeframe covered by the evaluation (typically annual or semi-annual)
3. Performance Objectives: Key performance indicators (KPIs) and objectives set for the evaluation period
4. Competency Assessment: Evaluation of core competencies required for the role
5. Achievement Review: Detailed assessment of performance against set objectives
6. Rating Scale: Definition and explanation of the performance rating system used
7. Overall Performance Rating: Final evaluation score based on all assessment criteria
8. Development Plan: Identified areas for improvement and development actions
9. Employee Comments: Space for employee feedback and comments on the evaluation
10. Manager Comments: Space for manager's feedback and recommendations
11. Acknowledgment: Signatures of employee, manager, and HR representative confirming review completion
1. 360-Degree Feedback Summary: Include when multiple stakeholders provide input on employee performance
2. Project-Specific Evaluation: For employees involved in specific projects during the review period
3. Language Skills Assessment: For roles requiring multiple language proficiencies
4. Sales Performance Metrics: Specific section for sales roles with quantitative targets
5. Leadership Competencies: For management or team lead positions
6. Technical Skills Assessment: For technical or specialized roles
7. Career Progression Plan: For discussing long-term career development opportunities
1. Appendix A - Performance Rating Scale: Detailed explanation of rating criteria and scoring system
2. Appendix B - Core Competency Framework: Detailed descriptions of core competencies and expected behaviors
3. Appendix C - Development Resources: List of available training and development resources
4. Appendix D - Performance Improvement Plan Template: Template for documenting specific improvement actions if needed
5. Appendix E - Goal Setting Guidelines: Guidelines for setting SMART objectives for next review period
6. Appendix F - Appeals Process: Documentation of process for appealing performance evaluation results
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