General Performance Evaluation Form

General Performance Evaluation Form Template for Germany

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Key Requirements PROMPT example:

"I need a General Performance Evaluation Form compliant with German law for our tech startup, focusing on remote work performance metrics and including specific sections for evaluating digital collaboration skills and project delivery in an agile environment."

Document background

The General Performance Evaluation Form serves as a standardized tool for conducting and documenting employee performance reviews in accordance with German labor law requirements. This document is typically used during annual or semi-annual performance reviews, incorporating elements required by German workplace regulations and works council agreements. The form ensures compliance with the Works Constitution Act (BetrVG), data protection regulations (BDSG and GDPR), and anti-discrimination laws (AGG). It provides a framework for objective evaluation while maintaining proper documentation of employee development, goals, and achievements. The document is designed to facilitate transparent communication between employers and employees while creating a legally compliant record of performance assessments.

Suggested Sections

1. Employee Information: Basic details including name, employee ID, department, position, and evaluation period

2. Evaluation Scale Description: Clear explanation of the rating scale used (typically 1-5 or similar) and what each level represents

3. Performance Criteria: Core competencies and skills being evaluated, including job-specific responsibilities, behavioral competencies, and achievement of objectives

4. Goal Achievement: Assessment of previously set goals and objectives, including percentage of completion and quality of delivery

5. Comments Section: Space for detailed feedback and specific examples supporting the evaluation

6. Development Plan: Future goals and development opportunities identified for the next evaluation period

7. Signatures and Acknowledgment: Space for signatures of evaluator, employee, and any required management levels, including date and acknowledgment of review

Optional Sections

1. Self-Assessment: Section for employee's self-evaluation, used when organization wants to incorporate employee perspective in the evaluation process

2. Peer Review Input: Additional section for peer feedback, used in organizations with 360-degree feedback systems

3. Performance Improvement Plan: Detailed plan for addressing performance gaps, included when significant improvement areas are identified

4. Bonus/Compensation Review: Section linking performance to compensation, used when evaluation directly affects salary decisions

5. Language Declaration: Statement about form availability in multiple languages, used when workplace operates in multiple languages

Suggested Schedules

1. Appendix A - Competency Framework: Detailed description of each competency and behavior being evaluated

2. Appendix B - Goal Setting Template: Template for documenting specific, measurable goals for the next period

3. Appendix C - Rating Scale Guide: Detailed examples and behaviors associated with each rating level

4. Appendix D - Development Resources: List of available training and development resources aligned with competencies

5. Appendix E - Data Protection Notice: Information about how evaluation data will be stored and processed in compliance with GDPR and BDSG

Authors

Alex Denne

Head of Growth (Open Source Law) @ tiktok��˰� | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co

Relevant legal definitions

Clauses

Relevant Industries

Technology

Manufacturing

Financial Services

Healthcare

Retail

Education

Professional Services

Public Sector

Telecommunications

Construction

Automotive

Energy

Logistics

Media and Entertainment

Non-Profit

Relevant Teams

Human Resources

Personnel Development

Legal

Compliance

Training and Development

Talent Management

Personnel Administration

Employee Relations

Organizational Development

Compensation and Benefits

Relevant Roles

Human Resources Manager

HR Director

HR Business Partner

Personnel Development Manager

Talent Management Specialist

Department Manager

Team Leader

Project Manager

Line Manager

Division Head

Managing Director

Chief Human Resources Officer

HR Administrator

Performance Management Specialist

Training and Development Manager

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