The HR Goals For Performance Review document is a critical tool in German workplace management, designed to facilitate structured performance evaluation while complying with German labor laws and regulations. It is typically used at the beginning of each review period (usually annually) to establish clear, measurable performance objectives and development goals for employees. The document incorporates requirements from the German Works Constitution Act (BetrVG), ensuring proper involvement of works councils where applicable, and adheres to data protection standards under GDPR and BDSG. It serves as both a goal-setting tool and a legal record of performance expectations, supporting fair and transparent evaluation processes in German business environments.
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1. Employee Information: Employee details including name, position, department, and employee ID
2. Review Period: Specific timeframe for which the performance goals are set
3. Current Role Overview: Brief description of the employee's current position and main responsibilities
4. Performance Goals: Specific, measurable, achievable, relevant, and time-bound (SMART) goals for the review period
5. Key Performance Indicators (KPIs): Quantifiable metrics used to measure achievement of goals
6. Development Goals: Professional development and skill improvement objectives
7. Review Schedule: Timeline for interim check-ins and final review
8. Acknowledgment: Signatures of employee, supervisor, and HR representative confirming agreement to goals
1. Previous Period Review Summary: Summary of previous performance review results, used when setting goals for existing employees
2. Team Goals: Include when employee has team leadership responsibilities
3. Project-Specific Objectives: For employees involved in specific projects during the review period
4. Budget Responsibilities: Include for positions with financial management duties
5. Language Skills Development: For positions requiring specific language proficiency improvements
1. Schedule A: Detailed Goal Metrics: Detailed breakdown of how each goal will be measured and evaluated
2. Schedule B: Skills Assessment Matrix: Current vs. target competency levels for relevant skills
3. Schedule C: Development Plan: Specific training, courses, or development activities planned
4. Appendix 1: Company Performance Review Policy: Reference to relevant company policies and procedures
5. Appendix 2: Role Competency Framework: Standard competencies required for the position
Relevant legal definitions
Clauses
Relevant Industries
Technology
Manufacturing
Financial Services
Healthcare
Retail
Professional Services
Education
Telecommunications
Automotive
Energy
Logistics
Public Sector
Pharmaceuticals
Media and Entertainment
Construction
Relevant Teams
Human Resources
People Operations
Talent Management
Learning & Development
Legal & Compliance
Employee Relations
Performance Management
Organizational Development
Relevant Roles
Human Resources Manager
HR Business Partner
Performance Management Specialist
Talent Development Manager
Department Manager
Team Leader
Project Manager
Operations Manager
Chief Executive Officer
Chief Human Resources Officer
HR Director
Compliance Officer
Employee Relations Manager
Training and Development Manager
Line Manager
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