Employment contracts, which constitute the foundation of the employment relationship between the employer and the employee, are among the most fundamental legal documents that define the mutual obligations and rights of the parties. Therefore, it is of great importance that contracts go beyond being merely formal texts and provide a decisive, directive, and measurable structure for the execution of the work.
At the core of establishing a successful employment relationship in the business world lies the clear articulation of expectations. In this context, the completion criteria stipulated in employment contracts not only define the job descriptions and responsibilities of employees but also ensure that performance evaluations are based on an objective framework.
Today, many employment contracts are limited to generic job descriptions; this situation leads to ambiguity for both the employee and the employer. Especially in critical moments such as the termination of the employment relationship, such ambiguity may give rise to legal disputes. However, completion criteria define not only “what is to be done,” but also “how and under what conditions the task is deemed to have been completed.”
The inclusion of completion criteria in employment contracts directly affects the functionality of the contract and constitutes a highly critical component, particularly in terms of the verifiability of task execution. Completion criteria should not merely be seen as an extension of job descriptions; rather, they should be considered as concrete benchmarks that determine the nature, timing, and method by which the task is considered to be fulfilled.
1. Definition and Function of Completion Criteria
Completion criteria are objective standards that not only outline the scope of the tasks expected to be performed by the employee but also specify the benchmarks by which these tasks are deemed successfully completed. In other words, basing performance evaluations solely on abstract job descriptions is not sufficient—particularly in labor law, where the burden of proof rests with the employer. In addition to job descriptions, employment contracts must also include criteria that show how these tasks will be concretely executed.
For example, the job description for a “sales representative” position may be summarized as “developing the customer portfolio and conducting sales.” However, if this job description does not include any completion criteria, it becomes impossible to conduct an objective evaluation of whether the tasks were adequately performed. Therefore, measurable completion benchmarks such as conducting a specified number of customer visits per month, reporting each visit, and achieving sales targets by certain percentages must be incorporated into the contract in addition to the job description.
As an example, if the completion criteria for a sales representative specify at least 50 customer visits per month, reporting after each visit, and achieving at least 90% of the monthly sales target, it will be significantly easier to prove that the employee failed to fulfill their duties. In such a case, the question of whether the employee performed their duties properly will no longer be a matter of debate before a court; it will be clearly evident that the employee did not perform the job. These criteria will make the employee’s performance measurable and will clearly indicate whether the employee has fulfilled their obligations.
2. Advantages of Completion Criteria in Reducing Disputes
One of the most important aspects of the employer’s managerial authority under labor law is the ability to monitor and evaluate whether the employee is fulfilling their duties. The effective exercise of this authority depends on the employee’s obligations being defined in a clear, understandable, and measurable manner.
At this point, completion criteria play a critical role in favor of the employer by directly facilitating the burden of proof. Especially in cases where the employment contract is terminated for just cause or valid reason, the employer’s claim that “the employee failed to fulfill their duties” may not be sufficiently substantiated by job descriptions alone. However, if clearly defined completion criteria are set forth in conjunction with the job description, the employer can substantiate the employee’s breach of duty with concrete data—providing the employer with objective evidence.
When an employer needs to terminate an employment contract, grounding the argument that “the employee has neglected their duties” on the completion criteria stipulated in the contract strengthens the legal standing of the action. Likewise, the employee will be assured that their performance has been fairly evaluated.
From the employee’s perspective, the existence of predetermined completion criteria ensures clarity regarding the basis of performance evaluation. This provides a protective function against arbitrary assessments by the employer and serves as a balancing element in favor of the employee.
Completion criteria should not only address the quantity and quality dimensions of the work to be performed but also include the mechanisms by which this work will be monitored and controlled. Otherwise, even if a task is clearly defined, the absence of verifiability may lead to difficulties for the employer in terms of implementation and management.
Therefore, for each task defined in the employment contract, the following four essential elements should be taken into account:
The inclusion of completion criteria in employment contracts is not only a legal safeguard but also a strategic management tool. The ability to manage a qualified workforce based on sustainable performance necessitates the systematic implementation of such measurable frameworks.
Conclusion
In conclusion, the inclusion of completion criteria in employment contracts establishes a more transparent, measurable, and sustainable foundation for the relationship between employer and employee. Structuring these criteria not merely as job descriptions, but as measurable targets and control mechanisms indicating that the tasks have been completed, allows the employer to exercise their managerial authority within a legal framework and enables the employee to clearly understand their rights and obligations.
Therefore, particularly in sectors that employ qualified labor, it is essential that employment contracts are structured not with general expressions but with strategic and detailed completion criteria.
In summary, completion criteria are often overlooked in employment contracts, yet they are highly strategic elements. Including not only task descriptions but also control mechanisms within these criteria reinforces the employer’s managerial authority while enabling the employee to understand the standards by which they will be evaluated. This, in turn, fosters a more solid, transparent, and sustainable employment relationship in the long run.
