Employee Assessment

The job evaluation interview allows the employer toassess professional skills of the employee.

In principle, the assessment interview takes place every year, but the employer may provide for a different frequency (every 6 months, for example).

The appraisal interview is a time of exchange between the employer and the employee.

It makes it possible to take stock of the year (analysis of the missions carried out, possible difficulties for example), to set the objectives and the means to be implemented for the coming period.

In the exercise of its power of direction, the employer can set up assessment interviews, but that's not a requirement.

The setting up of assessment interviews may also be required by the collective agreement applicable to the company.

A simulator is used to search for the collective agreement with the company's name or Siret number:

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In this case, the employer must comply with the provisions laid down (mandatory evaluation interviews, frequency and content of these interviews, information of employees...).

When this device is installed in the company, all employees must benefit from it.

In companies with 50 or more employees, the employer must inform and consult the ESC: titleContent front their implementation.

The assessment tools and methods chosen must only allow the evaluation of the work donei by the employee.

Evaluation criteria should be precise, objectives and verifiable. They must not be discriminatory, or generate stress at work.

Personal data may be collected as part of the employee's assessment, if the employee has been notified in advance.

If the personal data collected is recorded in a computer file, they are protected under the General Data Protection Regulation (GDPR).

Yes, the employer must inform employees of the methods and techniques of professional evaluation used before they are put in place.

Information for employees may be individual or collective (e.g. by display).

The employer must inform the employee of the date of his interview sufficiently early so that he has time to do so prepare. The summons may be oral, but it is preferable to summon the employee in writing.

During the interview, the information requested by the employer must have a direct link with the assessment of the employee's professional skills.

No, the employee cannot refuse to submit to the evaluation interview.

The refusal of the employee may be sanctioned by the employer.

The employer shall prepare a report of the assessment interview. The results are confidential.

The employee can access the minutes of his or her interview.

He may request a full copy of his evaluation results.

No, the employee may refuse to sign it. However, the validity of the report is not questioned.

The employer can use the results of the employee's assessment to make certain decisions.

These decisions can be a salary increase, a professional development (promotion for example), but also a disciplinary sanction up to dismissal.

Yes, the employee may contest his job evaluation interview. He must to refer the matter to the labor council.