The Performance Review By Manager document serves as a crucial tool for conducting and documenting formal employee evaluations in compliance with Swiss employment law. This document is typically used during annual or semi-annual review cycles to assess employee performance, set objectives, and plan professional development. It includes sections for performance evaluation, goal setting, competency assessment, and development planning, all structured to meet Swiss legal requirements for fair and transparent employee evaluations. The document ensures proper documentation of performance discussions, which is essential for HR records and potential legal compliance requirements in Switzerland. It supports both the manager's evaluation process and the employee's right to feedback and professional development as protected under Swiss employment legislation.
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Key Requirements PROMPT example:
Performance Review By Manager
"I need a Performance Review By Manager template for a Swiss tech startup with 50 employees, focusing on agile development metrics and including sections for technical skill evaluation and innovation contribution, to be implemented by March 2025."
1. Employee Information: Basic details including employee name, position, department, employee ID, review period, and date of review
2. Reviewer Information: Details of the reviewing manager and any other participants in the review process
3. Performance Criteria: Standard evaluation metrics including job knowledge, quality of work, productivity, reliability, and initiative
4. Achievement of Objectives: Assessment of previously set goals and objectives from the last review period
5. Core Competencies Evaluation: Assessment of key competencies required for the role
6. Overall Performance Rating: Final performance rating based on predetermined scale
7. Future Objectives: Setting new goals and objectives for the next review period
8. Employee Comments: Space for employee feedback and comments on the review
9. Acknowledgment: Signatures of both manager and employee confirming review discussion
1. Career Development Plan: Optional section for discussing career progression and development opportunities, used when employee has expressed interest in advancement or when company policy includes regular career planning
2. Training Needs: Section for identifying specific training or skill development requirements, included when gaps in skills or knowledge are identified
3. Project-Specific Evaluation: Additional section for evaluating performance on specific projects, used for project-based roles or significant project involvement
4. Behavioral Competencies: Detailed assessment of soft skills and behavioral aspects, included for management or customer-facing roles
5. 360-Degree Feedback Summary: Summary of feedback from peers, subordinates, and other stakeholders, included when 360-degree feedback is part of the review process
1. Performance Rating Scale: Detailed explanation of the rating system and criteria for each performance level
2. Previous Period Objectives: List of objectives set in the previous review period for reference
3. Skills Matrix: Detailed evaluation of technical and soft skills specific to the role
4. Development Plan Template: Structured template for documenting agreed development actions and timelines
5. Company Competency Framework: Reference document outlining company's core competencies and expected behaviors
Authors
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Manufacturing
Technology
Healthcare
Retail
Professional Services
Education
Hospitality
Construction
Telecommunications
Pharmaceutical
Insurance
Banking
Public Sector
Non-Profit Organizations
Relevant Teams
Human Resources
Operations
Finance
Sales
Marketing
Information Technology
Legal
Administration
Research and Development
Customer Service
Product Development
Quality Assurance
Supply Chain
Business Development
Corporate Communications
Relevant Roles
Human Resources Manager
Department Manager
Team Leader
Project Manager
Division Head
Senior Manager
Executive Director
Operations Manager
Regional Manager
Branch Manager
Unit Supervisor
Group Leader
Department Director
Line Manager
Section Chief
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