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A Performance Review Document captures and tracks an employee's work achievements, challenges, and development goals during formal evaluations in Danish workplaces. It forms a key part of personnel records under Danish employment law and helps protect both employers and employees by documenting feedback, expectations, and agreed-upon targets.

These documents support fair workplace practices outlined in Danish collective agreements and create a clear paper trail for career development decisions. They typically include specific metrics, competency assessments, and action plans while following data protection requirements under GDPR and local privacy regulations. Good performance reviews help managers give constructive feedback and enable employees to grow professionally.

Use Performance Review Documents during annual or bi-annual employee evaluations to create clear records of workplace performance and development. These formal reviews work best when scheduled after major projects, at fiscal year-end, or before contract renewals - times when you need to assess progress and set new goals.

Danish law requires documented feedback for employment decisions, so these reviews become essential before promotions, salary adjustments, or performance improvement plans. They protect your organization during workplace disputes and help meet documentation requirements in collective agreements. Regular reviews also support succession planning and help identify training needs across departments.

• Simple Employee Review Form: Basic format for routine evaluations, ideal for small businesses and straightforward roles
• Performance Plan & Evaluation Form: Detailed template combining future goals with current assessment, suited for management positions
• Appraisal Self Assessment Form: Employee-completed evaluation promoting self-reflection and dialogue
• Staff Performance Appraisal: Comprehensive review format for detailed competency assessment
• Employee Evaluation Report: Formal documentation style meeting Danish regulatory requirements for personnel decisions

• HR Managers: Lead the Performance Review Document process, create templates, and ensure compliance with Danish labor laws and collective agreements
• Direct Supervisors: Complete evaluations, provide specific feedback, and document performance metrics for their team members
• Employees: Participate in self-assessment, review feedback, and sign off on final evaluations as required by Danish workplace regulations
• Union Representatives: Often review processes and templates to ensure alignment with collective bargaining agreements
• Legal Department: Validates review documentation meets employment law requirements and protects company interests

• Employee Data: Gather current job description, position details, and employment contract terms before starting
• Performance Metrics: Collect specific examples of achievements, challenges, and project outcomes from the review period
• Development Goals: Review previous performance targets and prepare new SMART objectives aligned with company strategy
• Legal Requirements: Our platform ensures compliance with Danish employment law and GDPR requirements for personnel documentation
• Supporting Documents: Include relevant training certificates, customer feedback, and attendance records
• Review Timeline: Schedule adequate time for employee self-assessment and manager preparation

• Employee Information: Full name, position, department, and employment start date per Danish recordkeeping requirements
• Performance Criteria: Clear, measurable evaluation metrics aligned with job responsibilities and company objectives
• Development Plan: Specific goals, training needs, and timeline for improvement as required by collective agreements
• GDPR Compliance: Data handling statement and retention policy for personal information
• Signatures: Dated signatures from employee, manager, and HR representative validating the review
• Appeals Process: Information about employee rights to contest evaluation results under Danish labor law
• Documentation: Space for recording specific examples and incidents supporting the evaluation

Performance Review Documents often get confused with a Performance Improvement Plan, but they serve distinct purposes in Danish workplace management. While both deal with employee performance, their timing, scope, and legal implications differ significantly.

• Purpose: Performance Reviews evaluate overall work quality and development regularly, while Improvement Plans specifically address performance deficiencies and set corrective actions
• Legal Status: Reviews are standard documentation required by Danish labor law, whereas Improvement Plans serve as formal warnings before potential disciplinary action
• Timeline: Reviews happen on a scheduled basis (usually annually), but Improvement Plans are triggered by specific performance issues
• Content Focus: Reviews cover achievements, goals, and development broadly, while Improvement Plans detail specific problems and required changes
• Implications: Reviews influence career development and compensation, whereas Improvement Plans can affect continued employment