Employee Performance Evaluation Form Chile

Employee Performance Evaluation Form Chile (Formulario de Evaluación de Desempeño) is the structured instrument used by Chilean employers to document the periodic assessment of a worker's job performance, achievement of agreed objectives, demonstration of required competencies, and identification of development opportunities within the framework established by Código del Trabajo Article 154 and the empresa's Reglamento Interno de Orden, Higiene y Seguridad (RIOHS). Article 154 of the Código del Trabajo establishes the mandatory content of the Reglamento Interno — the internal workplace regulations that every empresa employing ten or more workers must maintain — including the obligation to define the criteria and mechanisms by which worker performance and conduct are evaluated and managed.

The Dirección del Trabajo — Chile's labour authority under the Ministerio del Trabajo y Previsión Social — oversees compliance with Reglamento Interno requirements and has confirmed through Dictámenes that performance evaluation systems must be consistent with the non-discrimination principles of CT Article 2, the dignity protections of CT Article 485, and the prohibition on arbitrary treatment (trato arbitrario) of workers. Evaluations cannot be used as a pretext for discriminatory termination or as grounds for constructive dismissal (autodespido) unless they objectively document persistent underperformance after a documented remediation plan.

Chilean companies — including major employers such as Cencosud, Falabella, LATAM Airlines, Banco de Chile, Banco Santander Chile, Codelco, BHP Escondida, Entel, and multinational firms operating through Chilean subsidiaries — use structured performance evaluation forms aligned with their Reglamento Interno to document the basis for salary adjustments (reajuste salarial), promotions (ascensos), training allocations (capacitación), bonuses (gratificación o bono variable), and termination decisions. Without documented performance evaluations, employers struggle to justify disciplinary actions or terminations for cause (causal de caducidad) under CT Article 160 N° 7 (serious breach of contractual obligations) before the Juzgado de Letras del Trabajo.

The SENCE (Servicio Nacional de Capacitación y Empleo) — the government agency under the Ministerio del Trabajo responsible for worker training and skills development — encourages employers to link performance evaluation outcomes to training plans (planes de capacitación) eligible for the Franquicia SENCE tax incentive, which allows employers to deduct training expenditure from their monthly provisional payments (PPM) to the Servicio de Impuestos Internos (SII). The Franquicia SENCE covers up to 1% of annual payroll for medium and large enterprises and a higher percentage for microempresas and small enterprises under Ley N° 19.518 (Estatuto de Capacitación y Empleo).

Performance evaluation forms in Chile must be administered consistently with CT Article 2's prohibition on arbitrary discrimination based on personal characteristics unrelated to job performance — including race, colour, sex, age, marital status, union membership, religion, political opinion, nationality, or social origin — and with the special protection provisions for pregnant workers (fuero maternal under CT Articles 174 and 194 et seq.) and union directors (fuero sindical under CT Article 243).

An Employee Performance Evaluation Form Chile is needed whenever an employer conducts a formal periodic review of a worker's performance — typically semi-annually or annually — and whenever the employer requires documented evidence of performance outcomes to support HR decisions including salary adjustments, promotions, training allocations under the SENCE Franquicia, disciplinary actions, or termination proceedings.

Companies implementing performance improvement plans (PIPs) for workers who are not meeting the performance standards defined in the Reglamento Interno or in their individual employment contract must document each performance review stage with a completed evaluation form, including the specific competency gaps identified, the remediation objectives agreed with the worker, the timeline for improvement, and the resources provided (training, mentoring, equipment). Without this documentation, employers cannot justify a termination for serious breach of contractual obligations (CT Article 160 N° 7) on performance grounds — Chilean labour courts require objective, documented evidence of underperformance and a reasonable opportunity to improve.

Human resources departments at multi-site or multi-regional operations — including retail chains (Ripley, Paris, La Polar), supermarket operators (Jumbo, Unimarc, Líder), mining companies (Anglo American Chile, Antofagasta Minerals, Lumina Copper), and financial services firms (Consorcio, Principal Chile, MetLife Chile) — require standardised evaluation forms to ensure consistency and comparability across different locations and to satisfy internal audit requirements of the Superintendencia de Bancos e Instituciones Financieras (SBIF) — now merged into the Comisión para el Mercado Financiero (CMF) — or the Superintendencia de Seguridad Social (SUSESO) for entities in regulated sectors.

Government-linked entities, state-owned enterprises (empresas del Estado) such as ENAP, TVN, Correos de Chile, and Metro de Santiago, and companies with collective bargaining agreements (contratos colectivos or convenios colectivos) negotiated with trade unions (sindicatos) under CT Articles 303 et seq. often incorporate performance evaluation criteria as conditions for merit increases (aumento por mérito) or variable remuneration components (bono de desempeño) under the collective agreement. In these cases, the evaluation form must comply with the jointly agreed evaluation criteria and be administered by evaluators trained to apply them consistently.

An effective Employee Performance Evaluation Form Chile consistent with Código del Trabajo Article 154 and the empresa's Reglamento Interno must include the following core components to serve its HR management purposes and withstand scrutiny by the Dirección del Trabajo or the Juzgado de Letras del Trabajo:

Worker and Evaluator Identification: Full name and RUT of the worker being evaluated (trabajador evaluado), their position (cargo), department (departamento or gerencia), work location (lugar de trabajo), and employment start date (fecha de ingreso). Full name, position, and RUT of the evaluating supervisor (evaluador directo) and any second-level reviewer (evaluador de contraste). The evaluation period covered (período de evaluación — e.g., January–June 2025) and the evaluation date.

Objective Achievement Assessment (Evaluación de Cumplimiento de Objetivos): Structured review of each agreed objective (objetivo acordado) with: the specific, measurable target (meta cuantitativa o cualitativa), the actual result achieved (resultado efectivo), the achievement percentage (porcentaje de cumplimiento), and a numerical or descriptive rating. Objectives should have been defined using SMART criteria at the beginning of the evaluation period, consistent with the company's Reglamento Interno and the worker's job description. For workers in sales roles at Entel, WOM, or Claro Chile, metrics may include monthly sales targets (cuotas de ventas); for workers in production or logistics at CMPC or Arauco, throughput or quality metrics apply.

Competency Evaluation (Evaluación de Competencias): Rating of the worker's demonstrated competencies against the competency profile (perfil de competencias) defined for their position in the Reglamento Interno or job description. Typical competencies for Chilean employment contexts include: technical knowledge (conocimiento técnico), customer service orientation (orientación al cliente), teamwork (trabajo en equipo), communication skills (habilidades de comunicación), problem-solving (resolución de problemas), initiative (iniciativa), adaptability (adaptabilidad), and leadership (liderazgo) for supervisory roles. Ratings should use a consistent numerical or descriptive scale — e.g., 1 (deficiente) to 5 (sobresaliente) or Supera / Cumple / Cumple Parcialmente / No Cumple — applied uniformly across all workers in the same role.

Overall Performance Rating (Calificación Global): A weighted aggregate score combining objective achievement (typically 60–70% weight) and competency ratings (30–40% weight), yielding an overall performance classification: Sobresaliente (Outstanding), Sobre lo Esperado (Above Expectations), Cumple Expectativas (Meets Expectations), Bajo Expectativas (Below Expectations), or Insuficiente (Unsatisfactory). The weighting methodology must be defined in the Reglamento Interno or a documented HR policy communicated to workers in advance.

Strengths and Development Areas (Fortalezas y Áreas de Mejora): Narrative identification of the worker's principal strengths (fortalezas) demonstrated during the evaluation period — citing specific examples, projects, or client interactions. Clear identification of development areas (áreas de mejora) where performance did not meet expectations, with specific behavioural examples and the impact on team or business outcomes. This narrative section must be factual, specific, and free from subjective characterisations that could be challenged as trato arbitrario under CT Article 485.

Development and Training Plan (Plan de Desarrollo y Capacitación): Specific agreed actions to address identified development areas: training programmes (cursos de capacitación via SENCE Franquicia or internal programmes), coaching or mentoring assignments, job rotation opportunities (rotación de cargos), or stretch project assignments. Include the SENCE-registered training provider (organismo técnico de capacitación — OTEC) when applicable, the training dates, costs, and the expected competency improvement. Link development actions to the employee's career path within the organisation and to the company's annual training plan (plan anual de capacitación) submitted to SENCE.

Performance Improvement Plan (Plan de Mejora de Rendimiento — PMP): When the overall rating is Bajo Expectativas or Insuficiente, a structured PMP must be included specifying: the specific performance gaps to be addressed, measurable improvement targets with deadlines, the support and resources the employer will provide, the review checkpoints (hitos de seguimiento), and the consequences of failure to improve (which may include disciplinary action or termination under CT Article 160 N° 7 with documented justification). The PMP must be discussed with and signed by the worker — unilateral imposition without discussion may be challenged as harassment (acoso laboral) under CT Article 211-A.

Worker Comments and Signature (Comentarios del Trabajador y Firma): A dedicated section for the worker's written comments, agreements, or disagreements with the evaluation findings. The worker's signature acknowledges receipt of the evaluation (acuse de recibo), not necessarily agreement with the assessment — this distinction should be stated on the form. If the worker refuses to sign, the evaluator must document the refusal with a witness signature. Unsigned evaluations have reduced evidentiary value in Juzgado de Letras del Trabajo proceedings.

Next Evaluation Date and Objectives for Next Period (Próxima Evaluación y Objetivos): The scheduled date for the next performance review (próxima evaluación) and a preliminary list of objectives agreed for the following evaluation period, ensuring continuity of the performance management cycle.

Forms-legal.com provides this Employee Performance Evaluation Form Chile as a reference template for employers building performance management systems consistent with the Código del Trabajo and SENCE capacitación requirements. Given the evidentiary importance of performance evaluations in labour proceedings before the Juzgado de Letras del Trabajo, employers should ensure evaluation processes are documented, consistent, and reviewed annually by an abogado laboralista. Los usuarios de forms-legal.com pueden descargar este documento de forma gratuita en formato PDF o DOCX, completar los campos del formulario guiado y obtener un documento listo para firma.