Annual Performance Review
Challenges, Objectives, and Best Practices
A performance assessment review is an essential moment to evaluate an employee’s output, identify his or her areas of improvement, and define objectives for the future. Although this review is not mandatory, it is strongly recommended in companies to foster a culture of responsible management.
What is the performance assessment review?
The review is different from a person professional review, stipulated in article L.6315-1 of the French Labor Code. While the personal professional review is mandatory every 2 years, the performance assessment review remains optional, unless the collective agreement states otherwise. However, it is essential to maintain regular monitoring of employees’ performance and promote their development.
The performance assessment review must not be confused with “forced ranking.” The employer cannot impose a ranking of employees according to “groups with pre-established quotas that the evaluators are obliged to respect” (Cass. Soc. 27 March 2013, 11-26.539). With an approach like this, employees are not evaluated based on their individual skills but in comparison to others.
Comparison between personal professional review and performance assessment review
Best practices
Before the review, the employer must:
✮ Inform employee in writing of the assessment methods and techniques used, the purpose of the data collected and how long it will be stored, and the employee’s rights regarding this data.
✮ Prior consultation from the CSE (Social and Economic Committee) is required if the arrangement has an impact on working conditions.
✮ A declaration to the CNIL (Commission on Information Technology and Liberties) is necessary if the data is stored in an automated file.
A key motivational and career management tool
Although not required by law, the performance assessment review is highly recommended within companies. It helps promote a culture of responsible management.
This review mainly consists of a discussion between and employee and his or her manager. It allows them to review previous performance, define future objectives, and determine the necessary actions to reach them.
The annual performance assessment review will allow the manager to:
✮ Highlight the employee’s strengths and successes
✮ Identify areas of improvement
✮ Provide constructive and encouraging feedback
✮ Jointly define with the employee support actions to be implemented
For the employee, this review is an essential step, often dreaded but always expected. It allows him or her to:
✮ Carry out a retrospection, a self-evaluation, and an introspection
✮ Provide feedback on his or her manager’s assessment
✮ Discuss, argue, and structure his or her thoughts
✮ Identify development or support actions from which he or she could benefit
A win-win review
The performance assessment review is a special moment where employees can express their views on their work and well-being and take a step back to look at their experience in the company and at their skills as a whole.
It is also an opportunity for the manager to review the team’s strategy, identify areas of improvement to boost performance, and clarify each person’s responsibilities and tasks.
| Did you know? According to article L.1321-6 of the French Labor Code, all documents with obligations for the employee or related to the performance of his or her work must be written in French. This include the assessment review, which, although optional, must be written in French for employees working in France. This rule does not apply to documents received from or sent abroad. |
Social law is a living law that is constantly changing. This is why Primexis, in collaboration with the law firm Dupard & Guillemin, provides you with regular support and answers your questions from the viewpoint of Payroll and Labor Law.
