Employee Evaluation

Employee Evaluation Template for Switzerland

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Key Requirements PROMPT example:

"I need an Employee Evaluation template compliant with Swiss law for a mid-sized technology company, with specific focus on remote work performance metrics and quarterly review cycles starting January 2025."

Document background

Employee Evaluation documents are essential tools for Swiss organizations to maintain structured performance management systems while complying with local employment laws. These evaluations serve as official records of employee performance, goal achievement, and professional development plans, typically conducted on an annual or semi-annual basis. The document must align with Swiss legal requirements, including data protection regulations and employee rights under the Swiss Code of Obligations. It should be used when conducting formal performance reviews, documenting career development discussions, or making performance-related employment decisions. The evaluation process typically includes assessment of key performance indicators, competencies, and goal achievement, while providing space for both employer and employee input.

Suggested Sections

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

2. Evaluation Period: Clear statement of the time period covered by the evaluation

3. Performance Criteria: List of core competencies and skills being evaluated, with clear descriptions of each criterion

4. Rating Scale: Explanation of the rating system used (typically 1-5 or similar scale) with clear definitions for each rating level

5. Performance Assessment: Detailed evaluation of each performance criterion with specific examples and ratings

6. Goal Achievement: Review of goals set in previous evaluation and assessment of their completion

7. Future Goals: Setting of new goals and objectives for the next evaluation period

8. Overall Assessment: Summary of the employee's overall performance and comprehensive evaluation

9. Signatures: Space for signatures of evaluator, employee, and any other required parties, with date fields

Optional Sections

1. Development Plan: Specific training or development activities recommended for the employee's growth - include when there are identified areas for improvement

2. Career Progression: Discussion of career advancement opportunities and requirements - include for mid to senior-level employees

3. Compensation Review: Salary and benefits consideration based on performance - include when evaluation is tied to compensation decisions

4. Project-Specific Evaluation: Detailed assessment of specific project contributions - include for project-based roles

5. Leadership Assessment: Evaluation of leadership capabilities and team management - include for employees in management positions

6. Client/Stakeholder Feedback: Summary of feedback from key stakeholders - include for customer-facing or cross-functional roles

Suggested Schedules

1. Performance Metrics Schedule: Detailed breakdown of quantitative performance indicators and achievements

2. Competency Framework: Detailed description of all competencies and their assessment criteria

3. Previous Goals Review: Detailed analysis of progress on goals set in previous evaluation period

4. Training Record: Record of training and development activities completed during the evaluation period

5. Self-Assessment Form: Employee's self-evaluation form completed prior to the evaluation

6. Improvement Action Plan: Detailed plan for addressing any performance gaps identified during the evaluation

Authors

Alex Denne

Head of Growth (Open Source Law) @ ��Ƶ | 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

Financial Services

Manufacturing

Technology

Healthcare

Education

Professional Services

Retail

Hospitality

Construction

Pharmaceutical

Insurance

Telecommunications

Transportation

Energy

Public Sector

Relevant Teams

Human Resources

People Operations

Talent Management

Performance Management

Learning & Development

Senior Management

Operations

Administration

Legal

Compliance

Relevant Roles

Human Resources Manager

HR Business Partner

Department Manager

Team Leader

Division Head

Chief Executive Officer

Chief Human Resources Officer

Performance Management Specialist

Talent Development Manager

Line Manager

Operations Manager

Regional Manager

Branch Manager

Project Manager

Supervisor

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Authors

Alex Denne

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