Employee Probation Evaluation Form

Employee Probation Evaluation Form Template for Denmark

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Document background

The Employee Probation Evaluation Form serves as a critical tool in Danish employment relationships, designed to facilitate objective assessment of new employees during their probationary period. Under Danish law, probation periods typically last up to three months, during which employers must evaluate the employee's suitability for permanent employment. This document is essential for documenting the evaluation process, ensuring compliance with the Danish Employment Contracts Act and Salaried Employees Act, and protecting both employer and employee interests. The form includes detailed assessment criteria, performance metrics, and space for recommendations regarding employment continuation. It should be used at the conclusion of the probation period or at specified intervals during longer probationary periods, providing a clear record of the employee's progress and final employment decision.

Suggested Sections

1. Employee Information: Basic details including employee name, ID, position, department, start date, and probation period dates

2. Evaluation Period Details: Specific timeframe of evaluation, evaluation date, and name/position of evaluator(s)

3. Performance Criteria Assessment: Core evaluation areas including job knowledge, quality of work, productivity, reliability, and collaboration skills

4. Attendance and Punctuality: Assessment of attendance record, punctuality, and adherence to working hours

5. Overall Performance Summary: General assessment of employee's overall performance during probation period

6. Recommendations: Clear statement on whether employment should be confirmed, extended, or terminated

7. Signatures and Date: Space for signatures of evaluator, employee, and HR representative, with dates

Optional Sections

1. Skills Development Plan: Used when specific training or development needs are identified during probation

2. Project Contributions: Relevant for roles where project work is a significant component

3. Technical Skills Assessment: Specific to technical roles requiring specialized skill evaluation

4. Sales/Target Achievement: Applicable for sales roles or positions with specific KPIs

5. Leadership Capabilities: For management or supervisory positions

6. Language Proficiency: For positions requiring specific language skills

Suggested Schedules

1. Performance Metrics Guide: Detailed explanation of evaluation criteria and scoring system

2. Job Description: Original job description against which performance is evaluated

3. Training Completion Record: Record of completed onboarding and training activities during probation

4. Incident Reports: Documentation of any significant incidents or achievements during probation

5. Previous Review Notes: Notes from any interim reviews conducted during probation period

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