A form that can be used for annual assessment of performance

1. Employee details
Name:
Grade:
Department:
Conducting personal interview
Date of the interview:
If the interview did not take place, the reason:
Position
Job title:
Function category: director – deputy director - head of the unite – deputy head of the unit –
special advisor – assistant (circle the function of the employee)
Date when the job was taken:
Redefining or changing assignments during the year:
No  Yes 
If “yes”, specify:
(If the functions have changed, it will be necessary to create a new job description)
EXAMPLE OF THE ANNUAL PROFESSIONAL INTERVIEW RECORD

2. Part 1: REVIEW OF THE PAST YEAR
A) Job environment
1) indicate conditions of the organization and functioning of the unit or department,
depending on the case; 2) state the objectives of the unit or department, depending on the
case; 3) specify events that occurred during the year and may have affected the activity of
the employee (arrangements, methods of work, tools, etc.).
B) Estimate professional activity of the past year
Make sure to 1) describe the goals 2) identify and explain the results obtained and the
difficulties encountered, if any.
State the objective No. 1:
Objective is: exceeded – reached – partially reached – not reached – became not relevant (circle
corresponding option)
Analysis:
State the objective No. 2:
Objective is: exceeded – reached – partially reached – not reached – became not relevant (circle
corresponding option)
Analysis:
State the objective No. 3:
Objective is: exceeded – reached – partially reached – not reached – became not relevant (circle
corresponding option)
Analysis:

3. Other projects or works in which the employee was engaged in the past year
Specify 1) the nature of the achievement (supporting a project, participation in a working group,
an interim position, additional project, etc.) 2) the results obtained and difficulties encountered
included, as appropriate.
C) Literal appreciation of the results of the professional activity
The appreciation of the superior must be clear, in terms of motivation, success and
margins of progress
D) Training followed during the past year
Trainings are subject to an initial assessment by the employee and then a second cross
assessment by the employee and his hierarchical superior, respectively within 15 days
and 3 months after returning for the training or during annual professional interview. If
assessment have not been performed, it should be performed using the opportunity of
this interview and documents of it should be forwarded to the HR unit.
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4. Part 2: NEXT YEAR
A) Job environment
1) indicate conditions of the organization and functioning of the unit or direction,
depending on the case; 2) state the objectives of the unit or department, depending on
the case.
B) Objectives set for the next year
1) ensure to set a limited number of thematic objectives, 2) decline them in order of
priority 3) clarify, if necessary, the means available or predicted (acquisition of
knowledge, technical tools or training), 4 ) the terms and associated reporting.
Objective No. 1
The term
Monitoring / Periods of the stages
The means
Objective No. 2
The term
Monitoring / Periods of the stages
The means
Objective No. 3
The term
Monitoring / Periods of the stages
The means

5. C) Trainings envisaged for the next year
Name of the training:
Identification of the competence to be acquired:
Name of the training:
Identification of the competence to be acquired:
Name of the training:
Identification of the competence to be acquired:
D) Development prospects for the next year (opinion of the hierarchical superior)
Career: (renewing the contract, professional project, envisaged promotion…)
Professional mobility: (internal or external)
Other: (preparation for competitions or professional examinations, validation of acquired
experience, appraisal of competences, inscription for additional trainings (not during working
hours), etc. )
E) Other points to be discussed during the interview
Relations with hierarchical superior and organization of work:
-
Other points to be discussed at the imitative of the direct hierarchical superior:
-
Other points to be discussed at the imitative of the employee:
-

6. Signatures
Hierarchical superior (the interviewer)
Name:
Position:
Date:
Employee (*)
Name:
Position:
Date:
(*) The record notifies the employee that by signing he/she attests that it was read. The
signature does not constitute an approval. The employee may within 15 days of notification
exercise a disciplinary complaint (hierarchical recourse), and the response to this appeal
has to be made within 15 days of the appeal. Provided that he has previously exercised a
disciplinary complaint (hierarchical recourse), the employee may appeal to the CAP if
he/she is a civil servant or CCP if he/she is a contractual employee.
Part 3: EXPRESSION OF THE EMPLOYEE
- Do you have any comments about the course of the interview and the topics discussed?
- Do you agree with the assessment of your results? If not, why?
- Do you feel content with your service? If not, why?
- Do you think that your functions correspond to your capabilities? If not, why?
- Do you want to exercise other functions? Which ones?
- Do you want to have one or several training activities other than those mentioned above? Which
ones?
- Other observations