The Individual Goals For Performance Review document is a critical tool in Swiss employment relationships, used to establish and document performance expectations between employees and their supervisors. This document is typically created at the beginning of each review cycle (usually annual or semi-annual) and serves as the foundation for subsequent performance evaluations. It must comply with Swiss employment law, particularly the Swiss Code of Obligations and data protection regulations, while providing clear, measurable objectives that align with both organizational goals and employee development. The document is essential for maintaining transparent performance management processes, supporting career development, and ensuring fair evaluation practices across all organizational levels.
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1. Employee and Manager Information: Identification of the employee being reviewed and their direct supervisor, including names, positions, and departments
2. Review Period: Specification of the time period covered by these performance goals (typically annual or semi-annual)
3. Current Role Overview: Brief description of the employee's current position, key responsibilities, and role expectations
4. Performance Goals: SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals for the review period, including both quantitative and qualitative objectives
5. Key Performance Indicators (KPIs): Specific metrics and measurements that will be used to evaluate goal achievement
6. Development Goals: Professional development and skill enhancement objectives for the review period
7. Review Schedule: Timeline for periodic check-ins and final performance review
8. Acknowledgment: Signatures of employee and manager confirming agreement to the goals and understanding of the evaluation criteria
1. Team Goals: Include when the employee has team leadership responsibilities or when team performance impacts individual goals
2. Project-Specific Objectives: Add for employees involved in specific major projects during the review period
3. Budget Responsibilities: Include for roles with financial management or budget oversight responsibilities
4. Client Relationship Goals: Add for customer-facing roles or positions with significant external stakeholder interaction
5. Innovation and Improvement Targets: Include for roles where process improvement or innovation is a key expectation
1. Competency Framework: Detailed description of the competencies and behaviors expected at the employee's level
2. Performance Measurement Criteria: Specific criteria and metrics used to evaluate each goal, including rating scales and assessment methods
3. Development Resources: List of available training, mentoring, and development resources to support goal achievement
4. Goal Adjustment Process: Procedure for modifying goals during the review period if business conditions change
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Manufacturing
Healthcare
Retail
Professional Services
Education
Telecommunications
Pharmaceuticals
Construction
Hospitality
Energy
Transportation
Media and Entertainment
Public Sector
Relevant Teams
Human Resources
Finance
Marketing
Sales
Operations
Information Technology
Research and Development
Legal
Customer Service
Product Development
Quality Assurance
Administration
Corporate Communications
Strategy
Procurement
Relevant Roles
Chief Executive Officer
Department Director
Senior Manager
Project Manager
Software Developer
Financial Analyst
Human Resources Specialist
Marketing Coordinator
Sales Representative
Research Scientist
Operations Manager
Customer Service Representative
Product Manager
Business Analyst
Administrative Assistant
Technical Lead
Account Manager
Quality Assurance Specialist
Legal Counsel
Production Supervisor
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