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An Evaluation Form helps organizations systematically assess employee performance, project outcomes, or service quality according to Austrian workplace standards. These structured documents outline specific criteria, goals, and rating scales that align with both company objectives and Austrian labor regulations.

In Austrian businesses, these forms play a crucial role in staff development, compensation decisions, and maintaining transparent performance records as required by the Arbeitsrecht (labor law). They typically include sections for self-assessment, manager feedback, and concrete improvement suggestions, creating a documented dialogue that protects both employer and employee interests while supporting professional growth.

Use Evaluation Forms during regular performance reviews, typically conducted annually or semi-annually in Austrian workplaces. These forms become essential when documenting employee achievements, setting new goals, or addressing performance concerns under Austrian labor law requirements.

Companies need these forms when planning promotions, salary adjustments, or professional development programs. They're particularly valuable during probationary periods, after project completions, and for tracking progress on improvement plans. Austrian employers must maintain these evaluations to demonstrate fair treatment and compliance with Gleichbehandlungsgesetz (Equal Treatment Act) standards, especially if personnel decisions face legal scrutiny.

• Employee Feedback Form: For managers to document regular performance observations and provide structured feedback to team members
• Employee Self Evaluation Form: Enables staff to assess their own performance and set personal development goals
• Manager Evaluation Form: Used by employees to evaluate their supervisors' leadership and management capabilities
• Performance Evaluation Sheet: Comprehensive assessment combining objective metrics with qualitative feedback
• Self Appraisal Form: Detailed self-assessment tool focusing on achievements and career development plans

• HR Managers: Create and customize Evaluation Forms according to Austrian labor laws, ensuring compliance with Betriebsverfassungsgesetz requirements
• Department Supervisors: Complete evaluations for their direct reports, document performance metrics, and provide structured feedback
• Employees: Fill out self-assessment sections, review manager feedback, and participate in performance discussions
• Works Council (Betriebsrat): Reviews evaluation processes to ensure fair treatment and compliance with collective agreements
• Legal Department: Ensures forms meet Austrian employment law requirements and maintain proper documentation for potential disputes

• Job Description Review: Gather current role specifications and key performance indicators aligned with Austrian employment standards
• Performance Criteria: Define measurable goals, competencies, and expected outcomes based on company objectives
• Rating System: Establish clear evaluation scales that comply with Austrian workplace assessment guidelines
• Development Goals: Include sections for career progression and skill development opportunities
• Legal Compliance: Ensure form language meets Arbeitsrecht requirements for fair evaluation practices
• Documentation Process: Set up secure storage systems for completed evaluations following Austrian data protection laws

• Employee Information: Full name, position, department, and employment duration as required by Austrian labor records
• Performance Metrics: Clear, measurable criteria aligned with job responsibilities and company goals
• Privacy Notice: GDPR-compliant statement about data collection, storage, and usage rights
• Feedback Section: Dedicated space for both evaluator and employee comments, following Arbeitsrecht guidelines
• Development Plan: Future-focused goals and training recommendations
• Signatures: Dated signatures from employee, evaluator, and HR representative to ensure legal validity
• Appeals Process: Information about employee rights to contest evaluation results

While both documents focus on workplace documentation, an Evaluation Form differs significantly from an Employment Form in several key aspects under Austrian labor law.

• Timing and Purpose: Evaluation Forms track ongoing performance and development throughout employment, while Employment Forms establish initial hiring terms and conditions
• Legal Requirements: Employment Forms must meet strict Arbeitsvertrag (employment contract) standards, whereas Evaluation Forms follow more flexible documentation guidelines
• Content Focus: Employment Forms outline salary, benefits, and work conditions; Evaluation Forms detail performance metrics, achievements, and growth opportunities
• Usage Frequency: Employment Forms are typically used once at hiring, while Evaluation Forms are completed regularly throughout employment
• Stakeholder Input: Evaluation Forms require active participation from both manager and employee, unlike Employment Forms which primarily document employer terms