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360 Performance Appraisal

360 Performance Appraisal Template for Switzerland

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Key Requirements PROMPT example:

360 Performance Appraisal

"I need a 360 Performance Appraisal document for our Swiss tech startup with 50 employees, incorporating both remote and office-based staff, to be implemented by March 2025; the document should be in English but acknowledge our multilingual workforce."

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Document background
This 360 Performance Appraisal document serves as a foundational framework for organizations operating in Switzerland to implement comprehensive employee evaluation systems. It is designed to be used when establishing or updating performance assessment processes that gather feedback from multiple stakeholders, including supervisors, peers, direct reports, and external partners where relevant. The document ensures compliance with Swiss employment legislation, particularly the Swiss Code of Obligations and Federal Act on Data Protection, while providing practical guidelines for feedback collection, evaluation criteria, and development planning. It is especially relevant for organizations seeking to implement or formalize their performance management systems in alignment with Swiss business practices and legal requirements.
Suggested Sections

1. Introduction and Purpose: Outlines the objectives of the 360-degree feedback process and its role in employee development

2. Scope of Application: Defines who is subject to the 360-degree feedback process and frequency of evaluations

3. Definitions: Defines key terms used throughout the document including 'evaluators', 'feedback providers', 'assessment period', etc.

4. Roles and Responsibilities: Defines responsibilities of HR, managers, employees, and feedback providers in the process

5. Evaluation Process: Details the step-by-step process of the 360-degree feedback, including timeline and methodology

6. Confidentiality and Data Protection: Outlines how feedback data will be collected, stored, and protected in compliance with Swiss data protection laws

7. Feedback Categories and Criteria: Lists the core competencies and behaviors being evaluated

8. Review and Follow-up: Describes the feedback review process and development planning

Optional Sections

1. Rating Scale and Scoring: Detailed explanation of rating methodology - optional for organizations using qualitative feedback only

2. Appeals Process: Procedure for challenging evaluation results - recommended for larger organizations

3. Integration with Other HR Processes: How the 360 feedback connects with compensation, promotion, and development - optional based on HR policy

4. Remote Evaluation Procedures: Special provisions for remote workers - necessary only if organization has remote employees

5. Multi-language Provisions: Guidelines for conducting evaluations in multiple languages - needed in multilingual workplaces

Suggested Schedules

1. Schedule 1: Feedback Questionnaire Templates: Standard evaluation forms for different categories of feedback providers

2. Schedule 2: Timeline and Process Flow: Detailed annual timeline for the 360-degree feedback process

3. Schedule 3: Competency Framework: Detailed descriptions of competencies and behaviors being evaluated

4. Appendix A: Confidentiality Agreement: Template for feedback providers to sign regarding confidentiality

5. Appendix B: Development Plan Template: Standard format for creating action plans based on feedback

6. Appendix C: Data Protection Protocol: Detailed procedures for handling evaluation data in compliance with FADP

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Linkedin in social icon imageX social icon image
alex.den.21@genieai.co
Relevant legal definitions
360-Degree Feedback
Appraisal Period
Assessor
Competency Framework
Confidential Information
Development Plan
Evaluatee
Evaluation Criteria
Feedback Provider
Line Manager
Observable Behaviors
Peer Reviewer
Performance Indicators
Personal Data
Rating Scale
Reference Period
Respondent
Self-Assessment
Stakeholder
Subject of Evaluation
Supervisor
Direct Report
Evaluation Administrator
Feedback Recipient
Performance Metrics
Evaluation Cycle
Response Rate
Feedback Summary Report
Development Goals
Action Plan
Competency
Behavioral Indicator
Review Session
Evaluation Platform
Confidentiality Agreement
Data Controller
Data Processor
Anonymous Feedback
Evaluation Results
Feedback Categories
Clauses
Purpose and Scope
Confidentiality
Data Protection
Consent
Process and Procedures
Roles and Responsibilities
Evaluation Criteria
Feedback Collection
Documentation Requirements
Performance Metrics
Rights and Obligations
Timeline and Frequency
Quality Assurance
Appeals and Grievances
Non-Discrimination
Record Keeping
Data Storage and Retention
Access Rights
Training and Support
Amendment Procedures
Implementation
Compliance
Review Meetings
Development Planning
Feedback Usage
Evaluation Ethics
Conflict Resolution
Language Requirements
Accessibility
Relevant Industries

Financial Services

Technology

Manufacturing

Healthcare

Professional Services

Education

Retail

Telecommunications

Pharmaceutical

Insurance

Consulting

Public Sector

Non-Profit Organizations

Energy

Construction

Relevant Teams

Human Resources

Legal

Compliance

Learning & Development

Organizational Development

Personnel Management

Employee Relations

Training & Development

Performance Management

Executive Leadership

Relevant Roles

Human Resources Director

HR Manager

Performance Management Specialist

Talent Development Manager

Learning & Development Manager

Department Head

Team Leader

Chief Human Resources Officer

HR Business Partner

Organizational Development Specialist

Employee Relations Manager

Training Coordinator

Personnel Manager

HR Operations Manager

Compliance Officer

Industries
Swiss Code of Obligations (OR/CO): Articles 319-362 govern employment relationships, including the rights and obligations of employers and employees in performance evaluation contexts
Federal Act on Data Protection (FADP/DSG): Regulates the collection, storage, and processing of employee personal data during performance evaluations, ensuring privacy protection
Federal Act on Gender Equality (GEA): Ensures non-discriminatory evaluation criteria and equal treatment in performance assessments regardless of gender
Federal Act on Employee Information and Consultation (Participation Act): Governs employee participation rights in workplace matters, including the implementation of performance evaluation systems
Swiss Federal Constitution: Article 13 (Privacy protection) and Article 8 (Equality before the law) provide fundamental rights relevant to workplace evaluations
Workplace Safety and Health Protection Regulations: Includes provisions on psychological health protection, relevant when conducting performance evaluations and feedback sessions
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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