ROG
The ROG (Resultaat- en Ontwikkelingsgesprek, or Performance and Development Interview) is conducted annually, providing an occasion to evaluate your performance, to make arrangements about future results and to discuss your further development. The assessment takes place on the basis of the agreements made in a previous interview, and on the basis of your job description with performance criteria.
General information
All employees are entitled and obliged to have one performance and development interview per year with their direct supervisor(s). If your supervisor wishes to consult any third parties, s/he should inform you ahead of time. This may, for instance, happen if your supervisor needs input from others to assess the quality of your teaching.
Normally and preferably, a work review is one-on-one, but both parties are entitled to bring an observer if they wish, with prior notice. If either party has reason to be worried that the meeting will not go well, they can request an HRM official to be present.
Replacement positions are often for shorter periods than a full year, but it is in the interests of the staff member concerned to have their work formally reviewed, through a first meeting (startgesprek) immediately upon appointment, and an assessment meeting (beoordelingsgesprek) toward the end. Also, it will help to make their contributions on the program level more effective.
Planning
Below you will find a step-by-step time schedule.
| 2 weeks prior to meeting | Supervisor makes ROG appointment with the staff member |
| 1 week prior to meeting | Staff member supplies the annual report (Part C of the form) |
| ROG meeting | Supervisor fills out Part A and B |
| After meeting | Supervisor draws up the final version. If both parties agree on the final form, the form is signed and send to the next level supervisor (naasthogere leidinggevende) |
The meetings for the PhD students are planned by the LUCL office.
Efficiency
In order to make the process more efficient please note the following:
- Prepare a thorough annual report (see below), with a concise summary of performance in the past year and concise formulation of the aims for the coming year.
- You can refer to the VSNU job desriptions and/or Faculty appointment criteria to identify the relevant areas of assessment.
- In the assessment you will be given a score, realise that B means you are doing good, and A is reserved for exceptional performance. There is no need to worry about a C or D in individual areas, this means these are areas of improvement. These scores only become a worry if there is no improvement next time or if they hold for overall performance.
- Ensure that the aims are (1) in line with the duties as defined by your position, and (2) concrete and SMART: specific, measurable, acceptable, realizable, time-bound.
- The supervisor can refer to the annual report in Part A and B.
The ROG form
Before the meeting takes place, the employee prepares an annual report. Below you will find the guidelines for the annual report (Part C of the form). LUCL has set up guidelines for five different functions: Promovendus (PhD student), Postdoc (Researcher), Docent, Universitair Docent/Universitair hoofddocent (Lecturer/Senior Lecturer) and Hoogleraar (Full Professor).
This is the only part you have to prepare before the meeting takes place. Part A and B will be filled out during and after the meeting by your supervisor.
ROG Algemeen
ROG form ENG
Part C - Docent
Part C - Postdoc (Researcher)
Part C - UD/UHD (Lecturer/Senior Lecturer)
Part C - Hoogleraar (Full Professor)
More information and guidelines can be found on the HRM website.
New guidelines (April 2012)
In order to make the process of ROG interviews and the administrative processing of the ROG-forms more efficient we kindly request you to follow the new guidelines.