Performance and career development reviews (LA12)

86% of employees received a formal performance appraisal and review during the year.

All employees received a formal performance appraisal and review during the year.

94% of employees responded that they have had a detailed discussion to clarify their job objectives, and 71% said that their manager has given feedback related directly to their performance and improvements.

In Germany, employee dialogues have become an integral element of individual employee development since 2005. The programme’s foremost aim is to support employee development through well co-ordinated measures designed to enhance employees’ professional and personal skills and foster a culture distinguished by openness and trust between supervisors and employees. Vattenfall’s collective bargaining agreement in Germany includes an integrated procedure to review employee performance. Such appraisals are performed by the employees’ immediate supervisors, who discuss the performance appraisal together with the employee. To enhance performance, an annual bonus can be paid.
For non-tariff employees, a goal agreement system is applied. By the start of each year, supervisors and their employees discuss the employees’ personal goals, and the achievement of set objectives is reviewed by the end of the year in a further joint dialogue. The policies and procedures concerning the employee dialogue are valid for all tariff and non-tariff employees.

85% of employees have received a formal performance appraisal and review during the year. In 2008 a common Appraisal Policy was implemented, which regulates employee evaluation rules, along with a related development policy that describes training and competence development.