An Appraisal Letter is a crucial document in the Dutch employment context, used to formally document the outcomes of employee performance evaluations. It serves multiple purposes: providing official documentation of performance reviews, communicating evaluation results, setting future expectations, and supporting employment-related decisions. The document must comply with Dutch employment law, including the Dutch Civil Code (Burgerlijk Wetboek) and privacy regulations (GDPR/AVG). Typically issued annually or bi-annually, the Appraisal Letter forms part of the employee's personnel file and can be referenced for career development, compensation decisions, and legal compliance. It should be written in clear, objective language and include specific examples and metrics to support the evaluation conclusions.
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1. Letter Header: Company letterhead, date, employee details, and reference number
2. Salutation: Professional greeting addressing the employee by name
3. Introduction: Reference to the performance review meeting date and participants
4. Performance Period: Clear statement of the evaluation period covered
5. Performance Assessment: Summary of key achievements, competencies, and overall performance rating
6. Goals Review: Evaluation of previously set goals and their achievement levels
7. Future Objectives: New goals and expectations for the upcoming period
8. Compensation Impact: Any salary adjustments or bonus decisions based on the appraisal
9. Closing: Next steps, encouragement, and invitation for feedback
10. Signature Block: Space for manager and HR signatures with titles
1. Development Plan: Specific training or development recommendations - include when additional support or improvement is needed
2. Promotion/Role Change: Details of any position changes - include when promotion or role modification is part of the appraisal outcome
3. Performance Improvement Requirements: Specific areas requiring improvement and action plan - include for underperforming employees
4. Special Projects/Achievements: Detailed discussion of exceptional contributions - include for outstanding performers
5. Employee Comments Section: Space for employee to provide written feedback - include when formal documentation of employee response is required
1. Performance Metrics Detail: Detailed breakdown of performance scores across different competencies and KPIs
2. Goal Achievement Summary: Detailed list of goals with achievement levels and supporting evidence
3. Development Plan Details: Specific training programs, timeline, and resources for development activities
4. Compensation Calculation: Detailed breakdown of any performance-related pay adjustments or bonus calculations
5. Performance Improvement Plan: Detailed action plan with timelines and specific targets for improvement areas
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Healthcare
Manufacturing
Retail
Professional Services
Education
Government
Non-Profit
Telecommunications
Energy
Construction
Media and Entertainment
Logistics and Transportation
Relevant Teams
Human Resources
People Operations
Personnel Management
Employee Relations
Talent Management
Legal
Compliance
Management
Leadership
Administrative
Relevant Roles
HR Manager
HR Director
HR Business Partner
Performance Management Specialist
Talent Development Manager
Department Manager
Line Manager
Team Leader
Supervisor
Chief Human Resources Officer
HR Coordinator
Employee Relations Manager
HR Operations Manager
Compensation and Benefits Manager
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