The Performance Appraisal Tool helps you to record, discuss and evaluate the progress of your performance and results in a structured way. The questionnaire consists of organisation, team, personal goals, values, competencies, open-ended questions and development sections.

The purpose of the performance review interview is to set objectives and discuss expectations with the leader. Here are the evaluations of the different elements, if you don't see a section on your form, the organisation has not been attracted by this element and you don't need to do anything.

You will receive a link in your email with a login to the Performance Review Interview Form, open it and start filling it in. You do not need to fill it in immediately, just click Save at the bottom and come back to the form at your convenience.

Or (if you have an activated MS login), log in via your M365 employee account.

The Group's goals are the common goals of the Group, to which all employees contribute, and which are therefore based on the contribution, effort and motivation of everyone. You can't change them, but think about how your work contributes to them.

These are the overall goals of the company, set by management, and you cannot change them. Think about how your work contributes to the overall success of the company.

These are the goals set by your leaders for your team. You can add your own comment to them. As long as your leader hasn't entered a goal, you'll see a comment that the goal hasn't been set yet. Think about how your work contributes to the overall success of your team. If you see the weight of a goal, this is a percentage that shows the importance of a particular goal and how much weight it will have in the overall assessment.

If the account administrator has checked the option to allow employees to see the goals of intermediate organizational units, then employees can not only see the goals of their own team, but also the goals of all the higher-level teams to which the employee's team belongs.

On the form, please write your personal goals in line with the OKR principle.

Objective - set a clear, ambitious and inspiring goal that motivates the team and reflects the organisation's priorities. Link the goal to concrete results.

Key Results (KR) - identify 2-5 clearly measurable qualitative and/or quantitative criteria to assess progress towards the goal.

You can enter quantitative targets in the Quantitative target expression field. This field is not necessary, e.g. if the target is qualitative.

In the Goal weighting box, distribute the percentage weighting of the goals. This percentage shows the importance of the objective and how much weight it will have in the overall assessment. If this field is not activated, you do not need to fill it in. The sum of the weights of the organisation, team and personal objectives cannot exceed 100%.

You can also choose to set the target on a deficit or surplus basis. However, if the administrator has decided that the goals should not be based on these principles, you may not see them in your form.

Achieving the target on a deficit basis: this method is suitable when the aim is for the employee to achieve the lowest possible results in numerical terms. If the employee reaches the goal's numeric value (i.e., the threshold), the goal accomplishment percentage is equal to 0%. Conversely, if the goal's numeric value achieved by the employee is 0, the goal accomplishment percentage is 100%.

Achieving the objective based on the principle of surplus: this method encourages results that remain below the goal's numeric value. If the employee reaches the goal's numeric value (i.e., the threshold), the goal accomplishment percentage is equal to 100%. Lower results provide a higher achievement percentage. This calculation is suitable when staying below the goal's numeric value is the primary objective.

You can also use an artificial intelligence tool to formulate your objectives. Enter your goal formulation, click on the AI button and the AI will offer you an improved formulation of your goal, which you can reject or accept.

The evaluation stage will assess the achievement of these goals.

If the administrator has enabled the display of personal goals by timeframe, then when personal goals are created and the date by which the goal is expected to be achieved is entered, the goal is automatically assigned to a specific timeframe.

You can also add tasks to each personal goal to help you indicate how you will achieve it.

You can add a numeric value to the task and a date by which the task is expected to be achieved.

On the form, you will see the values entered by management. If you only see the values and a comment box, you only need to dicuss the list of values of the organization.

Alignment to the values can be assessed according to the organizations' choice. In this case, you will see an additional box to assess how well your behaviour is aligned with the company's values.

You will be able to rate on 1 of 6 scales, depending on which one your organization uses.

You will also be able to leave a comment under each value and its rating.

Initially, you will assess the alignment of values yourself. Your leader may also assess how well he/she thinks you fit the values. During the interview with your leader, you and your leader will mark the agreed overall assessment alongside your personal and your leader's assessments.

On the form you will see the competences entered by management. If you only see the competences and a comment box, it means that at this stage you only need to familiarise yourself with the list of competences to be assessed in the organisation.

In this case, if you need to assess your competences, you will see an additional box for this.

You will be able to rate on 1 of 6 scales, depending on which one your organisation uses.

Initially, you will assess the matching of competences yourself. Your leader may also assess how well he/she thinks you meet the competences. During the interview with your leader, you and your leader will mark the agreed overall assessment alongside your personal and your leader's assessments.

If the administrator has chosen to automatically assign competences by job position, then the employee sees the competences and the behaviours/skills to be assessed. Once the behaviors have been assessed, then the overall compliance with the competency can be assessed.

Please answer the open-ended questions.

Select up to 5 training courses from the list below that are most relevant to you, based on your objectives and the competences to be developed. You can choose the status of the training. You can also leave a comment.

Specify your development goals and how and by when you will achieve them.

The interim/annual evaluation will assess how well they have been achieved.

Choose the type of career you want from the scale below. You can also write a comment.

If none of the options given is suitable, you can write your own option.

Also, there may be another career option on your form:

After selecting your answer, you can add your comment.

Once you have filled in the form, you will see the Save or Submit options at the bottom.

Once you have saved the form, you can go back to editing it at any time, everything you have filled in remains on the form. Once you have submitted the form, you will receive an email confirmation that the form has been completed and you will be able to view it, but you will not be able to edit it. Submit the form when you have completed it in full. You will be able to make corrections if the supervisor sends the form back for completion.

The form will also be sent/visible to the leader, who will review and update it with you before the interview and during the performance appraisal interview. You will receive the final form completed with your leader by email. Your leader will be able to edit your form if necessary and you will receive an updated form by email.

On the evaluation form, you can see the historical milestones of previous evaluation periods.