30 Day Evaluation Form Template for Germany

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Key Requirements PROMPT example:

30 Day Evaluation Form

"I need a 30 Day Evaluation Form for our tech startup in Berlin, focusing heavily on technical skills assessment and team collaboration, with specific sections for evaluating coding practices and agile methodology adoption."

Document background
The 30 Day Evaluation Form is a crucial document used in German workplace settings to assess employee performance and adaptation during the initial period of employment. This document is typically implemented within the first month of employment or following a role change, providing a structured framework for evaluating both technical competencies and cultural fit. The form is designed to comply with German labor laws, including the Betriebsverfassungsgesetz (BetrVG) and data protection regulations, while facilitating meaningful dialogue between supervisors and employees. It includes detailed evaluation criteria, performance metrics, and space for bilateral feedback, serving as both a performance assessment tool and a documentation of the employee's initial progress. The evaluation form helps identify early adjustment needs, training requirements, and potential areas for development, while establishing clear communication channels between the employee and management.
Suggested Sections

1. Employee Information: Basic information including employee name, position, department, and evaluation period

2. Evaluation Purpose: Clear statement of the evaluation's purpose and its role in the employment relationship

3. Performance Criteria: Detailed listing of the core competencies and skills being evaluated

4. Rating Scale: Definition of the rating system used (typically 1-5 or similar) with clear descriptions for each rating level

5. Core Performance Areas: Assessment of key job responsibilities and performance metrics

6. Behavioral Competencies: Evaluation of workplace behaviors, communication, and interpersonal skills

7. Goals Achievement: Assessment of progress on previously set goals and objectives

8. Overall Assessment: Summary evaluation and final rating

9. Comments Section: Space for detailed feedback from evaluator and employee responses

10. Acknowledgment: Signatures of evaluator, employee, and any other required parties with date fields

Optional Sections

1. Development Plan: Section for documenting training needs and development opportunities, used when specific growth areas are identified

2. Project-Specific Evaluation: Additional section for evaluating performance on specific projects, used for project-based roles

3. Language Skills Assessment: For positions requiring multiple language abilities, used when language skills are crucial to job performance

4. Technical Skills Evaluation: Detailed assessment of specific technical competencies, used for technical positions

5. Leadership Competencies: For management or team lead positions, used when evaluating leadership capabilities

Suggested Schedules

1. Performance Metrics Appendix: Detailed description of performance indicators and measurement criteria

2. Job Description Reference: Current job description against which performance is being evaluated

3. Previous Goals Document: Reference to previously set goals and objectives

4. Company Values Framework: Company's core values and behaviors framework used in evaluation

5. Rating Scale Guide: Detailed guide explaining the rating scale with examples

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

Relevant legal definitions
Relevant Industries

Technology

Manufacturing

Financial Services

Healthcare

Retail

Professional Services

Education

Telecommunications

Automotive

Logistics

Hospitality

Construction

Energy

Media and Entertainment

Public Sector

Relevant Teams

Human Resources

Personnel Development

Learning and Development

Employee Relations

Talent Management

Operations

Performance Management

Recruitment

Management

Administration

Relevant Roles

HR Manager

Department Director

Team Lead

Project Manager

Operations Manager

Personnel Development Specialist

Recruitment Manager

Training Coordinator

Performance Management Specialist

Employee Relations Manager

HR Business Partner

Talent Development Manager

Line Manager

Supervisor

Department Head

Industries
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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