Performance Appraisal

Performance Appraisal Template for Switzerland

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Key Requirements PROMPT example:

"I need a Performance Appraisal template for a small tech startup in Switzerland with 25 employees, focusing on technical skills evaluation and quarterly reviews starting January 2025, with an emphasis on professional development and agile project delivery metrics."

Document background

The Performance Appraisal document is a crucial tool for managing employee performance and development within organizations operating in Switzerland. It is used during formal performance review meetings, typically conducted annually or semi-annually, to evaluate employee achievements, competencies, and areas for improvement. The document must comply with Swiss employment legislation, including the Swiss Code of Obligations and data protection laws, while providing a structured framework for objective setting and performance measurement. This Performance Appraisal template includes mandatory sections for recording evaluations, self-assessments, and development plans, ensuring consistency in the review process while maintaining legal compliance with Swiss employment regulations. It serves as both a record of past performance and a planning tool for future development, forming an important part of the employee's personnel file.

Suggested Sections

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

2. Evaluation Purpose: Statement of the appraisal's objectives and how results will be used

3. Performance Criteria: List of key performance indicators and competencies being evaluated

4. Achievement of Objectives: Assessment of goals set in previous review period and their completion status

5. Performance Ratings: Detailed evaluation across different performance dimensions with supporting evidence

6. Employee Self-Assessment: Space for employee's self-evaluation and reflection on performance

7. Manager's Assessment: Detailed feedback from the direct supervisor on employee's performance

8. Development Plan: Agreed actions for improvement and professional development

9. Future Objectives: Setting of new goals and targets for the next review period

10. Acknowledgment: Signatures of employee, manager, and HR representative confirming review discussion

Optional Sections

1. 360-Degree Feedback: Include when the organization uses multi-source feedback as part of the evaluation process

2. Compensation Review: Add when the appraisal is directly linked to salary reviews or bonus decisions

3. Project-Specific Evaluation: Include for project-based roles or when significant projects were completed during the review period

4. Technical Skills Assessment: Add for technical roles requiring specific skill evaluation

5. Leadership Competencies: Include for management positions or employees in leadership roles

6. Cultural Fit Assessment: Add when evaluating alignment with company values and culture is a priority

7. Language Skills: Include in multilingual work environments or when language skills are crucial for the role

Suggested Schedules

1. Performance Rating Scale: Detailed explanation of the rating system and performance levels

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

3. Development Resources: List of available training and development opportunities

4. Previous Objectives: Copy of objectives set in last review period

5. Self-Assessment Form: Standardized form for employee self-evaluation

6. Performance Improvement Plan Template: Standard template for documenting specific improvement needs and actions

7. Job Description: Current job description against which performance is evaluated

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

Banking and Financial Services

Insurance

Manufacturing

Pharmaceutical and Healthcare

Information Technology

Professional Services

Retail

Education

Public Sector

Hospitality

Construction

Telecommunications

Energy

Transportation and Logistics

Non-Profit Organizations

Relevant Teams

Human Resources

Finance

Legal

Information Technology

Marketing

Sales

Operations

Research and Development

Customer Service

Product Development

Quality Assurance

Administration

Public Relations

Strategy

Supply Chain

Business Development

Relevant Roles

Chief Executive Officer

Department Director

Senior Manager

Team Leader

Project Manager

Software Developer

Financial Analyst

Human Resources Manager

Marketing Specialist

Sales Representative

Customer Service Representative

Administrative Assistant

Research Scientist

Product Manager

Operations Manager

Legal Counsel

Technical Support Specialist

Business Analyst

Account Manager

Quality Assurance Specialist

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Authors

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