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A Performance Review Document captures and formalizes the regular evaluation of an employee's work, skills, and achievements in Belgian workplaces. It creates a clear record of the feedback discussion between a manager and employee, typically covering goals met, competencies demonstrated, and areas for development.

Under Belgian employment law, these evaluations play a crucial role in career progression and help protect both employers and employees by documenting performance expectations and outcomes. While not strictly mandatory, maintaining detailed performance records helps companies comply with fair employment practices and supports decisions about promotions, training needs, or potential disciplinary actions.

Use Performance Review Documents at key moments throughout the employment relationship in Belgium, particularly during annual or semi-annual evaluation cycles. They're essential when promoting employees, adjusting compensation, or addressing performance concerns. Create these records during positive achievements too - not just when problems arise.

Belgian employers need these documents to support HR decisions, from salary reviews to training investments. They provide crucial evidence if an employee challenges a dismissal or claims unfair treatment. Regular documentation also helps track progress toward professional development goals and ensures compliance with Belgian labor laws requiring fair, transparent performance management practices.

• Performance Evaluation Form: Basic template focused on core competencies and quarterly goals, ideal for regular check-ins
• Staff Review Form: Detailed assessment tool emphasizing behavioral metrics and team collaboration
• Annual Review Document: Comprehensive year-end evaluation linking performance to compensation decisions
• Personnel Evaluation Report: Technical skills-focused format commonly used in specialized industries
• Annual Performance Evaluation Report: Extended format incorporating career development planning and training needs

• HR Managers: Create and maintain Performance Review Document templates, ensure compliance with Belgian labor laws, and oversee the evaluation process
• Direct Supervisors: Complete evaluations, provide specific feedback, and document performance metrics throughout the review period
• Employees: Participate in self-assessment, review and discuss evaluation results, and sign off on final documents
• Works Council Representatives: Review evaluation procedures to ensure fairness and compliance with collective agreements
• Legal Department: Verify documentation meets Belgian employment regulations and supports personnel decisions

• Employee Data: Gather current job title, department, start date, and previous review dates
• Performance Metrics: Collect specific achievements, project outcomes, and quantifiable results from the review period
• Company Goals: Reference department objectives and organizational targets to align evaluation criteria
• Development Plans: Note completed training, acquired skills, and future growth opportunities
• Legal Requirements: Our platform ensures your Performance Review Document includes all Belgian-compliant evaluation criteria and privacy statements
• Supporting Documents: Prepare relevant feedback records, incident reports, and achievement documentation

• Employee Information: Full name, position, department, and employment status as per Belgian identification requirements
• Evaluation Period: Clear start and end dates of the review period, matching company policy and labor regulations
• Performance Criteria: Specific, measurable objectives aligned with job description and company standards
• Privacy Statement: GDPR-compliant clause explaining how evaluation data will be stored and processed
• Signature Section: Dated signatures from employee, evaluator, and HR representative, with acknowledgment of review discussion
• Appeal Process: Information about the employee's right to contest evaluation results under Belgian labor law

A Performance Review Document differs significantly from a Performance Improvement Plan in both purpose and legal implications. While both relate to employee performance, they serve distinct functions in Belgian workplace management.

• Purpose and Timing: Performance Reviews are regular, scheduled evaluations for all employees, while Improvement Plans specifically address underperformance issues and set corrective actions
• Legal Weight: Reviews document general progress and development, whereas Improvement Plans can form part of formal disciplinary procedures under Belgian labor law
• Duration: Reviews typically cover annual or semi-annual periods, while Improvement Plans have specific short-term deadlines and milestones
• Content Focus: Reviews evaluate overall performance across all job aspects, but Improvement Plans target specific performance gaps with concrete remedial steps
• Documentation Requirements: Reviews need standard evaluation metrics, while Improvement Plans require detailed performance issues, specific targets, and support measures