fixed-term contracts and annual reviews: 5 keys to a successful evaluation

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Le récap de l’article

Annual performance reviews must be applied to fixed-term contract employees once the company has formalized them for all staff, in order to avoid unequal treatment and legal risks. These interviews, structured around realistic objectives, demonstrated skills, and a clear evaluation framework, provide tangible benefits both for the company (increased productivity, team cohesion, reduced legal risks) and for the employee (skills recognition, identification of training needs, growth opportunities).

1. context and current situation

Overview of the current context

Often considered as “temporary staff,” fixed-term employees (CDD in French) are nonetheless fully entitled to participate in the annual review process—under one specific condition. According to recommendations from Zest, the annual review becomes mandatory for fixed-term employees as soon as the company has formalized the process for all staff members. This implementation can stem from a collective agreement, union negotiation, or a unilateral decision by the employer. Overlooking a fixed-term employee in this context may result in unequal treatment and expose the company to complaints or legal risk. So, this is not just an HR preference but a rule of internal consistency that should be applied transparently. Beyond the obligation, it’s also a powerful engagement tool! Implementing a standardized review policy sends a strong message: every team member counts, regardless of contract type.

Actionable tips

Communicate from day one: From the moment the contract is signed, clearly explain the evaluation criteria and process to the fixed-term employee to set expectations and build trust.
Provide a formal summary: After the interview, hand over a written report. This ensures traceability, protects the company in case of disputes, and reinforces the importance of the process.

Good to know: even for a short-term contract, a review may be necessary if the company applies the same standard across all employees. It’s not the contract length that matters, but process equity.

2. Essential criteria for an effective annual review

Key elements to include

To ensure the annual review actually supports employee development and aligns with company strategy, it must incorporate criteria appropriate to the nature of a fixed-term contract. Here are the core pillars that should structure your review:

Realistic and contextualized objectives: There’s no point in reviewing a fixed-term employee based on long-term goals or projects they haven’t had time to complete. Focus instead on measurable, recent accomplishments tied to specific tasks.
Skills applied during the contract period: Examine both soft skills (like adaptability and responsiveness) and hard skills relevant to day-to-day operations.
A clearly defined framework: Avoid improvisation. Use a review template or set framework (like the one provided by Zest) to ensure consistency and fairness.

Technical aspect

To make your reviews professional and results-driven, invest in digital HR tools that include:

Customizable interview modules based on contract duration or role
Shared dashboards to enable collaboration across HR, managers, and team leads
Automatic recordkeeping of past interviews, which proves valuable if the contract is renewed or extended into a permanent role

In short: structure, document, and track. These three principles transform the annual review from a formality into a concrete tool for talent management—even for fixed-term employees.

3. Tangible benefits for the company and the employee

Organizing an annual review for a fixed-term employee is far from a bureaucratic chore—it’s a real strategic lever for performance and engagement. When properly structured, this HR meeting delivers measurable advantages for both employer and employee.

For the company

Enhance productivity and team cohesion

A fixed-term employee who feels genuinely evaluated is more valued and engaged. This leads to higher motivation, fewer mistakes, and faster alignment with team goals.

Clear expectations from day one: Well-defined objectives boost employee autonomy throughout the assignment.
Continuous and constructive feedback: This enables real-time course corrections and prevents misunderstandings or performance gaps.
A healthier workplace culture: Including fixed-term employees in mainstream evaluation policies helps reduce tension and legal risk by promoting equal treatment.

Reduce legal and social risks

Omitting a fixed-term employee from a widely implemented review process could lead to a violation of equal treatment. By including all contract types in your HR strategy, you minimize legal exposure while showcasing management excellence—especially during audits or inspections.

For the employee

A springboard for career growth

The annual review is a valuable career opportunity for fixed-term employees:

Showcase their skills: Even on short assignments, employees can demonstrate their value and document their development.
Identify training needs: The discussion may reveal technical skill gaps that can be addressed with short-term training solutions.
Plan for the future: A well-reviewed employee may be offered another assignment or even a permanent role (CDI).

From an HR standpoint, these reviews are also a critical data source for identifying high-potential profiles. They provide essential insights for recruitment and internal mobility planning. In short: a well-executed annual review turns each fixed-term contract into a win-win opportunity.

4. Strategic recommendations and mistakes to avoid

To fully capitalize on annual reviews with fixed-term employees, it’s not enough to just tick a box. Here are best practices to adopt—and pitfalls to avoid—for a policy that is both fair and effective.

Winning strategies

Integrate the review into your overall talent strategy (GPEC)

Don’t treat fixed-term interviews as isolated exercises. Embed them within your broader strategic workforce planning (GPEC):

Update your skills matrix with key takeaways from the interviews.
Build pools of temporary talent available for future surges in demand or replacements.
Proactively plan transitions to longer-term contracts such as CDIs or apprenticeship formats.

Introduce “mid-term reviews” for longer contracts

Especially relevant for contracts over 6 months, mid-contract check-ins help you avoid rushed or overly formal reviews at the end. These provide practical feedback and allow for timely course correction.

Common mistakes to avoid

❌ Excluding fixed-term employees from evaluation processes Failing to include a fixed-term employee in a universal review policy is a mistake. Beyond legal risks, it sends a negative message: the company appears to operate with a double standard. ❌ Conducting reviews without clear structure or criteria A vague or improvised conversation benefits neither party. Without predefined criteria, the process lacks transparency and credibility. Use a standardized template like the one available from Zest, tailored to contract types and assignments. ❌ Skipping written documentation Every annual review should have a formal written summary. Without it, feedback and decisions may be misunderstood or challenged. The written report also improves communication with HR, enriches talent pools, and supports future promotion planning.

Pro tip: digitize your review processes to save time, track feedback, and make the most of insights. Solutions like Zest offer ready-to-use templates and comprehensive HR dashboards.

By embracing these best practices, you transform every review into a driver of skill development and collective performance. ➡️ Next step: check out answers to the most frequently asked questions about annual reviews for fixed-term employees.