Staff Assessment Meetings

The annual performance reviewis a structured meeting between employees and their supervisors to evaluate the individual’s overall performance in general. It is an open, fair and respectful discussion where both parties communicate on an equal footing

The employee’s specific tasks and work environment provide the basis of the discussion. In addition, the supervisor assesses the individual’s ability to cooperate and communicate and identifies strength, weaknesses, and areas for professional growth and development. The aim is first of all to review the employees' work performance. They should also be given the opportunity to share their experiences and concerns. In a next step, both parties take stock of the last year and agree on tasks and objectives for the next year. Solutions to identified problems should be explored together which helps to resolve conflicts before they escalate.

Template to prepare annual performance reviews

To prepare for the annual review, we provide a preparation sheet which can be used by both the employee and the supervisor. This sheet remains with the employee or supervisor and is not forwarded to HR Development and/or included in the personnel file.

Protocol

The annual performance review is documented in a protocol which remains with the superior or employee and is not forwarded to HR Development or included in the personnel file.

Cornfirmation

After the annual performance review, please send a confirmation to HR Development. This document is filed purely for documentation and verification purposes and is not included in the personnel file.

Waiver

If an employee doe not wish to have an annual performance reviw, please complete the "Waiver" form and send it to HR Development via internal mail. This document is filed purely for documentation and verification purposes and is not included in the personnel file.

A goal-setting meeting is a structured meeting between employees and their superiors to discuss and establish individual goals. It provides a useful basis if goals are defined with the SMART formula.  

The goals that the employee is supposed to achieve in a defined period of time provide the basis of the meeting. SMART goals must be specific, measurable, attractive, realistic and time-bound, i.e. employees and supervisors must define a clear timeframe in which the goal is to be achieved. This is usually the case with qualification positions for young scientists, in which a specific task must be completed in a defined period of time with a measurable quality in order to achieve the desired qualification.

The critical feedback meetingis a structured discussion between employees and supervisors to address deficiencies and shortcomings. In order to resolve the identified issues, an open and respectful dialogue is required to talk about both parties‘ expectations concerning professional behavior and work ethic.    

The specific shortcomings or deficits provide the framework of the discussion. The aim of the meeting is not to blame someone, but to hear the employee’s point of view and clearly define what is expected from his or her.

The conflict meeting is a structured discussion between at least two people. If necessary, a neutral person can be called in. The conflict meeting focuses on an existing conflict at the workplace and is characterized by an open, equal and respectful exchange where both parties try to resolve the conflict.

The existing conflict provides the framework of the meeting. The goal of the conversation is to gain information about the conflict, analyze it together, and work out a viable solution for all parties involved.