{"id":44259,"date":"2018-11-19T14:07:00","date_gmt":"2018-11-19T13:07:00","guid":{"rendered":"https:\/\/fhi.nl\/nieuws\/hoe-wordt-de-beoordeling-dit-jaar-gewaardeerd\/"},"modified":"2024-07-10T14:50:28","modified_gmt":"2024-07-10T12:50:28","slug":"hoe-wordt-de-beoordeling-dit-jaar-gewaardeerd","status":"publish","type":"news","link":"https:\/\/fhi.nl\/en\/news\/hoe-wordt-de-beoordeling-dit-jaar-gewaardeerd\/","title":{"rendered":"How is the assessment rated this year?"},"content":{"rendered":"<header id=\"header\" class=\"header header--low\">\n\n\t\n\t\t\t<div class=\"header__background header__background--graphic\"><\/div>\n\t\n\t<div class=\"container\">\n\t\t<div class=\"header__content\">\n\t\t\t<div class=\"header__first header__first--alone\">\n\n\t\t\t\t\n\t\t\t\t\n\t\t\t\t\n\t\t\t\t<h1 class=\"header__title\" >\n\t\t\t\t\tHow is the assessment rated this year?\t\t\t\t<\/h1>\n\n\t\t\t\t<div class=\"header__dots-line\">\n\t\t\t\t\t<svg width=\"431\" height=\"9\" viewbox=\"0 0 431 9\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M430.799 4.192a1.136 1.136 0 1 1-2.272-.001 1.136 1.136 0 0 1 2.272 0Zm-27.272 0a1.135 1.135 0 1 1-2.27 0 1.135 1.135 0 0 1 2.27 0Zm-27.27 0a1.136 1.136 0 1 1-2.272-.001 1.136 1.136 0 0 1 2.272 0Zm-27.272 0a1.39 1.39 0 1 1-2.78 0 1.39 1.39 0 0 1 2.78 0Zm-27.78 0a1.645 1.645 0 1 1-3.29 0 1.645 1.645 0 0 1 3.29 0Zm-28.29 0a1.9 1.9 0 1 1-3.799 0 1.9 1.9 0 0 1 3.799 0Zm-28.799 0a2.154 2.154 0 1 1-4.308 0 2.154 2.154 0 0 1 4.308 0Zm-29.308 0a2.41 2.41 0 1 1-4.819 0 2.41 2.41 0 0 1 4.819 0Zm-29.819 0a2.663 2.663 0 1 1-5.326.001 2.663 2.663 0 0 1 5.326-.001Zm-30.327 0a2.919 2.919 0 1 1-5.837 0 2.919 2.919 0 0 1 5.837 0Zm-30.837 0a3.173 3.173 0 1 1-6.345.001 3.173 3.173 0 0 1 6.345 0Zm-31.346 0a3.428 3.428 0 1 1-6.856 0 3.428 3.428 0 0 1 6.856 0Zm-31.856 0a3.683 3.683 0 1 1-7.365 0 3.683 3.683 0 0 1 7.365 0Zm-32.365 0a3.937 3.937 0 1 1-7.875 0 3.937 3.937 0 0 1 7.875 0Zm-32.874 0a4.192 4.192 0 1 1-8.384 0 4.192 4.192 0 0 1 8.384 0Z\" fill=\"#FFF960\"\/><\/svg>\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\n\t\t<\/div>\n\t<\/div>\n<\/header>\n\n\n\n<div class=\"text bg--white\">\n\t<div class=\"container\">\n\t\t\t\t\t\t\t\t\t\t\t<div class=\"text__content text__content--1-col\">\n\t\t\t<p><em><strong>By Mr. Tjeerd Hoekstra, CMS<\/strong><\/em><\/p>\r\n<p>The year is coming to an end and the annual cycle of assessment and performance reviews is coming into view again. This is often also a moment when managers are at a loss and wonder whether sufficient discussion has been given about the employee&#039;s performance in the past year. Is the opportunity to give a bad review now lost? Or are there still options to adapt to the situation? The basic principles are highlighted in this contribution.<\/p>\r\n<p>With the entry into force of the Work and Security Act (WWZ), the structure of dismissal law has changed. Since then, the conditions for dismissal on the grounds of unsuitability \u2013 or dysfunction \u2013 have been included in the Civil Code and are therefore mandatory. Dysfunction may not be the result of illness or disability of the employee or of insufficient care by the employer for training of the employee or working conditions in general. In addition, the law requires that the employer has informed the employee in a timely manner of substandard performance and has given the employee sufficient opportunity to improve performance.<\/p>\r\n<p>This last requirement \u2013 providing sufficient opportunity to improve performance \u2013 relates to the time and the supporting measures that the employee is offered for this. An improvement process should not be too short and should include evaluation moments to periodically record (the lack of) improvement in performance. In addition, the employer will have to be active in taking appropriate measures, such as training, additional guidance \u201con the job\u201d or designating suitable activities.<\/p>\r\n<h2>Evidence law<\/h2>\r\n<p>With the entry into force of the WWZ, it has been determined that the law of evidence is fully applicable with regard to the substantiation of the grounds for dismissal. In short, this means that the employer must submit to the court in dissolution proceedings and must prove that there is dysfunction. Initially, this led to the vast majority of dissolution requests being rejected on this ground. The burden of proof seemed to be (too) high a hurdle for many employers to overcome. In practice, it is not always easy to expose the dysfunction and build up the file using the yardstick provided by the law.<\/p>\r\n<p>The Supreme Court recently nuanced the rule of evidence and ruled that the facts to be proven do not have to be established beyond doubt, but that they must be made sufficiently plausible. When it comes to the question of whether the employee is unsuitable, the employer also has a certain degree of discretion. It is primarily up to the employer to assess whether the employee meets the requirements for a position. The judge will then have to assess \u2013 if necessary after providing evidence \u2013 whether the employer could reasonably have concluded that there was unsuitability or dysfunction. On the one hand, this development seems to provide some relief when it comes to the evidence of dysfunction. On the other hand, the employer will have to continue to pay attention to the improvement process and its recording. The same criterion applies for assessing the grounds for dismissal of the disturbed employment relationship.<\/p>\r\n<h2>Balanced Labor Market Act<\/h2>\r\n<p>The introduction of the Balanced Labor Market Act \u2013 which has now been sent to the House of Representatives \u2013 introduces the possibility of basing a dissolution request on multiple grounds for dismissal, such as unsuitability and a disturbed employment relationship. This appears to reduce the hurdle to be taken by the employer slightly, but in the event of termination this will be offset by a higher transition payment.<\/p>\r\n<p>If \u2013 in view of the annual appraisal and performance reviews \u2013 an improvement process is started in order to be able to give a poor assessment, then it is far (too) late. This does not alter the fact that the next appraisal or performance review is the perfect opportunity to discuss substandard performance with the employee and to set up a possible improvement program according to the book.<\/p>\t\t<\/div>\n\t<\/div>\n<\/div>\r\n\t<div class=\"articles bg--offwhite automatic\">\r\n\t\t<div class=\"container\">\r\n\t\t\t<div class=\"articles__header\">\r\n\t\t\t\t\t\t\t\t\t<div class='heading-wrapper'><svg width=\"13\" height=\"13\" viewbox=\"0 0 13 13\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><circle cx=\"6.394\" cy=\"6.5\" r=\"6.394\" fill=\"#000\"\/><\/svg><h2>Related articles<\/h2><\/div>\t\t\t\t\t\t\t\t\t\t\t\t\t<a href=\"\/en\/profiel\/fhi-federatie-van-technologie-branches\/\" class=\"button button--outline\">view profile<\/a>\r\n\t\t\t\t\t\t\t<\/div>\r\n\t\t\t\t\t\t<div class=\"post-grid post-grid--no-padding\">\r\n\t\t\t\t\n<a class=\"single-item single-item__articles\" href=\"https:\/\/fhi.nl\/en\/news\/vub-racing-buckconverter-and-current-sensors\/\" data-id=\"34461\">\n\t<div class=\"single-item__articles-icon\">\n\t\t<svg width=\"35\" height=\"35\" viewbox=\"0 0 35 35\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n<mask id=\"mask0_1182_5532\" style=\"mask-type:luminance\" maskunits=\"userSpaceOnUse\" x=\"0\" y=\"0\" width=\"35\" height=\"35\">\n<path d=\"M0 0H35V35H0V0Z\" fill=\"white\"\/>\n<\/mask>\n<g mask=\"url(#mask0_1182_5532)\">\n<path d=\"M5.12695 9.22852H1.02539V31.9238H10.4299C12.2868 31.9238 14.0678 32.6615 15.3809 33.9746H19.6191C20.9322 32.6615 22.7132 31.9238 24.5701 31.9238H33.9746V11.2793H29.873\" stroke=\"#2A5CEE\" stroke-width=\"2\" stroke-miterlimit=\"10\"\/>\n<path d=\"M17.5 9.22852H18.1426C20.0088 7.89544 22.2237 7.17773 24.5615 7.17773H29.873V27.8223H24.5615C22.2237 27.8223 20.0088 28.54 18.1426 29.873H16.8574C14.9912 28.54 12.7763 27.8223 10.4385 27.8223H5.12695V5.12695H9.22852\" stroke=\"#2A5CEE\" 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button--secondary\">View<\/a><\/div>\n\t<\/div>\n\n\n\t\t\t\t\t\t\t<\/div>\n\t\t\t<\/div>\n<\/div>","protected":false},"excerpt":{"rendered":"","protected":false},"featured_media":0,"template":"","branches":[],"events":[],"secretariat":[],"categories":[],"themes_tax":[],"content_types":[],"class_list":["post-44259","news","type-news","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Hoe wordt de beoordeling dit jaar gewaardeerd? - FHI, federatie van technologiebranches<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/fhi.nl\/en\/nieuws\/hoe-wordt-de-beoordeling-dit-jaar-gewaardeerd\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Hoe wordt de 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