绩效评估表PeformanceReviewform

效评估表

PeformanceReviewform

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PERFORMANCE REVIEW FORM

绩效评估表 Employee's Name 姓名 Position Title 职务 Starting Date 入职日期 Review Period 评估期: Type of review 类型: From 自 To至 Employee # 工号 Department 部门 Supervisor 主管 Date of Review评估日期 Special特别评估 Annual年度评估 Pls read the instructions on last page before doing the review. (请在做评估以前阅读最后一页说明)

Part I: General Competence/Skills Review第一部分: 总体技能评估

Review indicators 考核指标

1 Rating 分数 2 3 4 5 1. QUALITY OF WORK 工作质量 Acceptability of work produced. Frequency of error and rejects made. Neatness and tidiness of work habits. 完成工作的可接受程度。出差错和被拒绝的频率。工作习惯是否整洁干净、有条不紊。 Examples or reasons for giving this rating are: 列出该分数的具体例子或原因:

2. JOB KNOWLEDGE AND SKILL 工作知识和技巧 Possess and apply management and technical knowledge, skills and techniques on the job在工作上拥有和使用管理和技术知识、技巧和技能。 Examples or reasons for giving this rating are: 列出该分数的具体例子或原因:

3. QUANTITY/PRODUCTIVITY OF WORK 工作量 Consider the volume of work achieved. Is productivity at an acceptable level? 考虑其完成的工作量，目前的工作效率水平能否被接受. Examples or reasons for giving this rating are: 列出该分数的具体例子或原因:

4. INITIATIVE 主动性 Extent to which employee accepts additional responsibilities; taking appropriate action without waiting for direction from supervisors. Is resourceful in solving problems. 员工接受额外任务的程度。不用等主管指示而采取适当的行动。是否能够有很多解决问题的方案。 Examples or reasons for giving this rating are: 列出该分数的具体例子或原因:

5. DISCIPLINE 纪律 Compliance with company policies and regulations. Observes punctuality in attendance to work schedule. 遵守公司及规定的情况。考虑其及时性及出勤情况。 Examples or reasons for giving this rating are: 列出该分数的具体例子或原因:

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6. TEAMWORK/COOPERATION 团队合作 / 协作 Degree to which an employee displays positive work attitude and commitment. Ability to cooperate and work together with fellow colleagues in achieving organizational goals. 员工表现出的乐观的工作态度的程度以及对承诺事项的完成程度，及与工作伙伴合作共事，来达到公司目标。 Examples or reasons for giving this rating are: 列出该分数的具体例子或原因:

7. SAFETY/HOUSEKEEPING 内务整理/安全 Compliance with company’s safety, health and environmental rules and regulation. There is no accident. Demonstrates initiative to ensure workstation and public area is clean and organized. Strong safety awareness and reports potential safety risks to supervision. 遵守公司的安全、健康和环境规则与规定。没有任何意外事件发生。员工保持个人工作环境及公众区域整洁的主动 性。较强的安全意识及向主管部门报告潜在的安全隐患。

Examples or reasons for giving this rating are: 列出该分数的具体例子或原因:

8. BUSINESS ETHICS 职业道德 Treats people with respect, keeps commitment and inspires the trust of others. Works with integrity and ethics. 尊重、信任他人、诚实守信。正直和良好的职业操守。 Examples or reasons for giving this rating are: 列出该分数的具体例子或原因:

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9. COMMUNICATION 沟通 Demonstrates group presentation skills and speaks clearly and persuasively. Writes clearly and informatively and keeps others adequately informed. Presents date effectively. 良好的表达能力的表现力, 说话清晰有说服力。书写清楚, 有内容, 能够适宜的让他人有知情权。

Examples or reasons for giving this rating are: 列出该分数的具体例子或原因:

10. PLANNING AND ORGANIZATION 计划及组织 How effective is the individual in setting effective goals, planning ahead and establishing priorities? Consider ability to make the most effective use of time, facilities, material, equipment and other resources. 员工在设定有效目标、 提前规划并设定优先次序的有效性? 考虑其有效使用时间、设施、材料、设备及其它资源的能力。 Examples or reasons for giving this rating are: 列出该分数的具体例子或原因:

11. PROBLEM-SOLVING & DECISION-MAKING 解决问题和作决定 Understands complex issues; balance sound analysis with judgments, evaluates alternatives and employs resources effectively to arrive at rational and creative solutions. 彻底了解复杂的问题；应用判断力来权衡听到的分析，评估可选择的方案，合理使用资源，从而合理地、有创造性地解决问题。 Examples or reasons for giving this rating are: 列出该分数的具体例子或原因:

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Part II: Objectives and Development第二部分: 目标及发展

2.1 Completion of Objectives for last review period 上一考核期内的目标完成情况（what targets has the employee worked on since the last review and what are the achievements? 上次考核以来, 员工已完成哪些目标, 取得哪些成就?） Objectives for last review period 上个考核期的目标 Objectives 目标 Measurements 衡量标准 Weight (%) 比重 Achievements成就 1 2 3 4 5 Note: 5 --- above 100% completion; 4--- 95% to 100% completion; 3---71% to 95% completion; 2--- 70% to 50% completion; 1 ---below 50% completion.

说明: 5 --- 100% 完成以上; 4---95%--100%完成; 3---71%--95%完成; 2--- 70%--50%完成; 1 ---50%以下完成 Examples or reasons for giving the rating are: 列出该分数的具体例子或原因

2.2 Objective setting for next review period 下一评估阶段的目标设定 （Note: Targets should be S.M.A.R.T (Specific, Measurable, Achievable, Results-focus, Timebound) and refer to current function. 说明: 目标值应为 S.M.A.R.T ( S 具体的, M 可衡量的, A 可达成的, R 结果导向的, T 时限的) 并参考现在的职能）。

Objectives 目标 Measurement 衡量标准 Time bound （时限） Weight (%) 比重 2.3 Analysis on target achievement and employee development (Employee’s skills, knowledge and experience) 对目标达成和员工发展的分析（员工的技能、知识和经验）

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Skills are well developed (发展的很好的技能)

Areas need to be improved (需要提高的方面)

Part III：Performance Cluster第三部分：总体表现

Performance Cluster 总体表现 1. UNACCEPTABLE 不可接受的 2. NEEDS IMPROVEMENTS 需要改进的 3. MEETS EXPECTATIONS 达到期望的 4. EXCEEDS EXPECTATIONS 超出期望的 5. OUTSTANDING 表现突出的

Employee’s comments:员工意见

Employee 员工: ______________________________________

Supervisor/Reviewer 主管/考核员: ______________________

Departmental Manager 部门经理 : ______________ _____ ___

HR Manager 人力资源部经理: ________________________________

Date日期: _________________ _____

Date日期: __________________ __

________

Date 日期: _______________ ________

_______

Date 日期: ________________________

INSTRUCTIONS 说明

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PURPOSES OF PERFORMANCE REVIEW 绩效评估的目

The principal purposes of performance reviews are to encourage staff development and to strengthen the departments' effectiveness. Some specific purposes are to:

绩效评估的主要目的在于鼓励与员工发展并加强各部门的工作效率。一些具体目的在于： 1) Identify specific indicators of achievement; 明确特定的成效指标; 2) Pin-point areas of greatest/least effectiveness; 明确最高/最低效率区域; 3) Stimulate improved performance; 激励绩效优化;

4) Aid in promotion, retention and salary decisions; 有助于确定升职, 留职及薪资;

5) Develop mutually established goals and align employee’s goals with company’s goals; 发展共同的既定目标并使员工目标与公司目

标一致;

6) Increase employer-employee communication; 增强员工与公司的交流;

The formal performance review occurs at the end of the probationary period and annually thereafter. The entire Performance Review Form should be sent to Human Resources Department to be filed.

通常, 正式绩效考核在试用期结束、每年一次进行; 全部的绩效考核表应交到人力资源部进行存档。

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DEFINITIONS OF TERMS 专业词汇的定义

1 UNACCEPTABLE 不可接受的 NEEDS IMPROVEMENTS 需要改进的 MEETS EXPECTATIONS 满足期望 Performance is at a level below established objectives with the result that overall contribution is marginal and substandard. Performance requires a high degree of supervision. 绩效值在既定目标以下, 总体成效在极限值外, 不符合标准要求; 需要高度的监督。 Achievement is substandard. Performance requires somewhat more than normal degree of direction and supervision. 工作不满足标准要求。 需要稍高于常规的指导及监督。 Meets established objectives in a satisfactory and adequate manner. Assignments are completed as expected and meet acceptable level of quality and quantity. Performs extra tasks as required. Performance requires normal degree of supervision. 恰当满足既定目标。可按期望完成安排的工作，工作量和质量在可接受的水平。能完成上级要求额外工作。对其需要常规的监督。 Accomplishments are above expected level or essential requirements. Performance frequently and substantially exceeds expected level of quality and quantity. Some accomplishments have a positive impact on the department/business. Seeks additional responsibilities and extra tasks. Requires limited supervision. 绩效超出期望值或基本要求。工作量和质量经常地、大幅超出期望水平。一些成就对部门/公司业务有一些积极影响。主动寻求额外的工作职责和任务。需要极少的监督。 Job performance easily exceeds job requirements, performance approaches best possible attainment. Significantly performs job requirements at maximum levels of quality and quantity. Accomplishments have high impact on the department/business. Assumes additional responsibilities and tasks. Requires very limited or no supervision. 工作表现能够轻松地超出工作要求; 绩效达到最大可能的最好值。工作量和质量达到显著的最高水平。取得成就对部门/公司业务有着重大影响。承担而外工作责任。几乎不需要监督。 2 3 EXCEEDS 4 EXPECTATIONS 超出期望 5 OUTSTANDING 表现突出的

The listed Performance Factors are important in the successful completion of most assignments. To complete the Performance Review Form, place an “X” under the level of achievement which most accurately describes the employee’s performance on each factor. In the space provided by each of the Performance Factors, The reviewer are Required to support your ratings with clarifying comments and specific examples which occurred during the review period that determined or affected the level of achievement marked. Factors rated “Exceeds Expectations”, “Outstanding” or “Unacceptable” must be supported with examples or reasons. 所列出的一系列的绩效指标, 在成功地完成大多数工作安排上非常重要。为完成绩效考核表, 在每项指标中最符合员工绩效值上打\"X\"。绩效考核过程中,要求考核人员在指标后的空栏内说明情况或列出考核期间出现的支持该分数的具体例子。对于”够超出期望”或”不可接受的”的分数等级需有例子或原因支持。

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