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A Negative Performance Review is a crucial human resources and management tool used in Dutch employment contexts to formally document performance concerns and establish improvement plans. This document is typically initiated when informal performance discussions have not yielded desired improvements or when significant performance issues need to be formally addressed. The document must comply with Dutch employment law, including the Dutch Civil Code (Burgerlijk Wetboek), privacy regulations (GDPR/AVG), and any applicable collective labor agreements. It serves multiple purposes: documenting performance issues, protecting both employer and employee rights, establishing clear improvement metrics, and potentially supporting future employment decisions if improvements are not achieved. The Negative Performance Review should be used as part of a progressive discipline approach, common in Dutch employment practice, and must be handled with appropriate confidentiality and professionalism.

1. Employee and Manager Information: Full names, job titles, department, and employee ID of both the employee and reviewing manager

2. Review Period: Specific time period covered by this performance review

3. Performance Issues Overview: Clear, factual summary of the main performance concerns

4. Specific Examples: Detailed instances of performance issues with dates and specific situations

5. Previous Discussions and Warnings: Documentation of prior conversations, warnings, or improvement plans

6. Impact on Business: Description of how the performance issues affect the team, department, or organization

7. Required Improvements: Specific, measurable improvements needed from the employee

8. Action Plan: Detailed plan with concrete steps and timeline for improvement

9. Support and Resources: Description of what support, training, or resources will be provided to help improvement

10. Consequences: Clear explanation of what will happen if performance doesn't improve

11. Timeline: Specific dates for review meetings and when improvements must be demonstrated

12. Signatures and Date: Space for employee and manager signatures, including date and acknowledgment of receipt