Review Types

The Performance Reviews module ensures comprehensive employee performance evaluation at different stages of their journey within the company. The process facilitates meaningful communication between employees and management while aligning objectives with development plans.

Annual Performance Review

The Annual Performance Review is a yearly process conducted by the line manager to assess an employee's growth and align their objectives with long-term development goals. This review includes:

• Sections:
  • Annual Performance Objectives
  • Long-term Development Plan
• Confidentiality: Results are shared only with the line manager, the employee, and HR.
• Applicability:
  • Employees under a labor contract for over a year.
  • Employees on civil contracts with long-term team relationships.
• Completion: Consensus between the employee and line manager on all aspects of the review.
• Disputes: HR and a higher authority mediate disagreements.

This review fosters a productive dialogue, ensuring clarity in performance and future strategies.

Onboarding Performance Review

The Onboarding Performance Review is critical for new employees, emphasizing early engagement and relationship building. Conducted at the end of the first month by the line manager, it involves:

• Sections:
  • Orientation Objectives
  • Training Plan
• Confidentiality: Results are shared only with the line manager, the new employee, and HR.
• Applicability:
  • New employees under a labor contract.
  • New employees on civil contracts establishing initial team relationships.
• Completion: Agreement on orientation objectives and future actions between the employee and the line manager.
• Disputes: HR and a higher authority resolve disagreements.

This review sets the foundation for a new employee’s success within the company.

Probation-End Performance Review

The Probation-End Performance Review marks the conclusion of an employee’s probationary period, ensuring alignment with company standards. This formal appraisal includes:

• Sections:
  • Probationary Objectives Met
  • Skill Development Plan
• Confidentiality: Results are shared only with the line manager, the employee, and HR.
• Applicability:
  • Employees nearing the end of their probation under a labor contract.
  • Employees on civil contracts transitioning to a labor contract.
• Completion: Agreement between the employee and the line manager on probationary performance and growth strategies.
• Disputes: HR and a supervisor mediate disagreements.

This review concludes the probationary period with a clear understanding of future expectations and development goals.