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1、第二部分:績效結果評估Instructions:List the objectives for the assessed period as agreed in last performance review and the results achieved. You may include unplanned accomplishments/special projects.列出上一次績效評估中對本次評估時間段提 出的目標,并描述取得的成果。非原定計劃的成果和項目也可寫出。Rate the results achieved against each objective using the s

2、cale at the bottom of the page. Ensure specific examples/details are provided to support the rating.根據表格底部的評分標準給每個設定目標的完 成情況評分并用具體事例說明。Calculate the “Weighted Score” of each objective by multiplying the Weight by the Rating for each objective, then add the Weighted Score to determine the Total Score

3、.根據每個目標的各自等級對應的權重 計算該目標的加權分數,并把這個加權分數計入總分。Use additional sheets as necessary.若此表格不夠填寫,請添加附件。Agreed Objective (include results expected or measures) 設定目標(包括目標值和衡量方式)Weight (%)權重(%)Results Achieved and Comments 取得的成果和評價Rating (1-lowest to 5 - highest) 評分(1分最 低,5分最高)Weighted Score (Weight x Rating) 加權分

4、數 (權重x等級)施工質量管理:嚴格落實原材料質量,按照國家各 項標準規范施工和驗收.30%各項工程都能滿足使用部 門要求,一年內接到使用 部門對施工質量投訴4 次.30.9項目造價管理:在定標施工中,結算不能超出中 標價(增加工程除外)25%一年內結算超出中標價項 目5個30.8項目安全管理:狠抓各項施工安全,采用文件警告 和躍式罰款管理,常工地巡查跟進.20%違規施工明顯減少,沒造 成傷亡事故和安全管理造 成的經濟損失,一年內只 出現違規施工4次.30.6項目進度和合同管理:在按標準規范施工情況下,嚴格執 行合同,控制施工進度.15%正常施工情況下進度達標 90%,嚴格執行合同,一年 內只

5、出現中止合同1份.30.5項目技術管理:改進施工技術,與施工員技術和圖 紙交底,采用先進機械施備施工.10%施工前與中標施工方進行 技術交底,一年內沒出現 技術問題造成經濟損失.40.4Total Weight (must = 100%) 總權重(100%)100%Total Score總分3.2Circle the Overall Rating for Section 2 according to above Total Score.(If there is decimal point in the Total Score - move one Rating up for 0.5+ e.g.

6、 for a Total Score of 3.5, the Overall Rating = 4; for a Total Score of 3.4, the Overall Rating = 3)(also refer to Section 4 for a full explanation of the Rating Scale)根據各個權重乘于對應的等級,得出總等級分數(得分按四舍五入取整),然后在第四部分的表中標出第二部分的 總體等級。Greatly exceeds expectation 極大的超出期望值 (5)Exceeds expectation 超出期望值 (4)Meets e

7、xpectation達到期望值(3)Partially meets expectation 部分勝任 Failed to perform 不勝任 (1)SECTION 3 : Competencies Assessment第三部分:能力評估Instructions:Competencies are the skills, knowledge and behaviours needed to achieve objectives. Competencies describe how the objectives are achieved能力是指為達到目標所必需的技能、知識和行為。能力是用來 表明

8、如何達成既定的目標。Refer to Appendix I to select key competencies, which are considered important for the successfulperformance outcome of the role. You may add competencies that are not in the list.從附件“能力列表” 中選擇對被評估人完成目標所需要的最重要的能力。如果附表中沒有的,可以自行添加。一Indicate the effectiveness of the appraisee in meeting the c

9、ompetencies. 描述被評估人是否有效地運用這 些能力。Rate the effectiveness against each competency using the scale at the bottom of the page. 根據表格底部 的評分標準給能力運用的有效性評分。Use additional sheets as necessary.若此表格不夠填寫,請添加附件。Key Competencies required for the position該職位需要的關鍵能力Comments on the Appraisee in meeting the Competencie

10、s 對被評估人該項能力的評價Rating (1-lowest to 5 - highest專業技能參加建筑和裝飾工作時間較長,積累著豐富經驗, 對施工流程,施工技術,建筑材料等較為熟悉,所以 能輕松處理日常基建工作,4項目管理利用專業技術知識管理項目,使項目能夠按時按 質完成,滿足使用要求,有效控制成本,能在實際中 解決各種施工問題.3團隊精神和組織合理組織安排,充分發揮團隊協作能力和凝聚力, 使成員有共同目標,多次共同協合完成任務.3善于溝通和協調在本部門中處理好人際關系,起來承上啟下作用, 對使用部門提出的要求進行分析后及時反饋,和提 出自已的建議,施工中能對部門使用和施工安排進 行協調,

11、多次進行不影響生產的車間施工,得到各 部門的信任和贊揚.3培訓與學習對下屬進行管理經驗和軟件操作交流,使下屬能 夠得到各方面提升,自已多次參加公司的培訓課 程,業余還參加建筑裝飾專業交流會.3Circle the Overall Rating for Section 3 (refer to Section 4 for a full explanation of the Rating Scale) 在第四部分的表中標出第三部分的總等級Greatly exceeds expectation 極大 的超出期望值 (5)Exceeds expectation 超出期望值 (4)Meets expect

12、ation 達到期望值 (3)Partially meets expectation 部分勝任 (2)Failed to perform 不勝任 (1)SECTION 4 : Overall Performance Rating第四部分:總體績效等級Instructions:1. Circle the Overall Performance Rating according to the Total Ratings from Section 2 & 3 andaccording to the following grid.根據第二,三部分的等級在下表中得出總體績效等級。Section 2 Re

13、sults Assessment 第二部分:績效結果評估Greatly exceeds expectation 極大的超出 期望值(5)-Exceeds expectation 超出期望值(4)-Meets expectation 達到期望值(3)-Partially meets expectation 部分勝任(2)-Failed to perform 不勝任(1)-估評力能.分部三第Greatly exceeds expectation 極大的超出 期望值 (5)今54432Exceeds expectation 超出期望值 (4)-54332Meets expectation 達到期望值

14、 (3)今54322Partially meets expectation 部分勝任 (2)今44321Failed to perform 不勝任 (1)-43321Rating ScaleRatingDescriptionExplanation(5)Greatly exceeds expectation 極大的超出 期望值Consistently exceed performance standards in many critical areas.在很多關 鍵領域持續的超標準完成既定的績效目標。Consistently demonstrates all of the skills, kno

15、wledge and behaviors at an acceptable standard and excels in many key areas.持續展示了該項工作需 要的所有技能、知識和行為,并在很多關鍵領域表現優異。Possibility for promotion to next level.有提升的可能。(4)Exceeds expectation 超出期望值Consistently meets expected performance standards in all critical areas and exceeds standards in a few areas.在所有

16、關鍵領域達到既定的績效目標,并 在某些領域超過績效目標。Consistently demonstrates all of the skills, knowledge and behaviors at an acceptable standard and excels in a few areas.持續展示了該項工作需要的 所有技能、知識和行為,并在某些領域表現優異。(3)Meets expectation 達到期望值Consistently meets expected performance standards in most critical areas. 在大多數關鍵領域達到既定的績效目

17、標。Demonstrates all or most of the skills, knowledge and behaviors at an acceptable standard; may need development in some non-critical areas.表 現出該項工作要求的所有或大部分技能、知識和行為,但在一些非關鍵領域還 有待提高。(2)Partially meets expectation 部分勝任Meet performance standards in some areas but does not meet expectations in areas w

18、hich are critical for this role.在某些領域達到工作標準的要求,但在 一些關鍵的領域還未能達到要求。Demonstrates some of the skills, knowledge and behaviors, however, certain areas require development to reach proficiency.表現出該項工作要求 的部分技能、知識和行為,但熟練程度仍有待提高。(1)Failed to perform 不勝任Does not meet or has been inconsistent in the achievemen

19、t of expected performance standards in many areas.在很多領域都不能達到績效目標。Demonstrates few of the skills, knowledge and behaviours required for proficiency. Weak in many critical areas.表現出有限的技能、知識和行為,在很多關鍵領域表現不佳。Subject to a minimum bi-monthly review.至少每兩個月要做一次再評估。SECTION 5 : Performance Objectives for the n

20、ext review period第五部分:下一評估時間段的績效目標Instructions:Agree on the objectives to be achieved for the next review period. 對下一評估時間段內所需完成的目標達 成一致。Check if the objectives are SMART (Specific, Measurable, Agreed upon, Realistic and Time-bound). 檢查 目標是否具體/可量化/可完成/實際性/時效性。Indicate the weighting of each objective,

21、 based on level of job initiatives/ importance and specify targetcompletion date. If it s an on-going objective, completion date should be the date due for next review. 按 照工作的主動性和重要性設立每個目標的權重,并寫明目標的完成日期。若該目標是一個長期的持續的目標, 完成日期則寫為下一次評估的日期。一Total weighting should be added up to 100%.各項指標的權重相加要等于 100%。Th

22、e optimum number of objectives should be in the range of 4 to 6.以下目標的個數最好為 4-6 個。Use additional sheets as necessary.若此表格不夠填寫,請添加附件。Objectives (include results expected or measures)目標(包括目標值和衡量標準)Completion Date完成時間Weight 權重(%)施工質量管理:嚴格按照國家各項標準規范驗收,爭取接到質量問題投訴不超2次,如因質量問題投訴 每一次扣2分.全年30%項目造價管理:爭取結算不能超出中標

23、價項目(增加工程除外)不超3個,如發現一個扣2分.全年20%項目安全管理:狠抓各項施工安全,爭取違規施工不超2次.如發現違規施工一次扣1分全年25%項目進度和合同管理:嚴格執行合同,控制施工進度.爭取中止合同數為零,如發現中止合同一次扣2分;爭取施 工進度達標95%,如發現一次誤工扣1分.全年15%項目技術管理:強化施工技術管理,保持因施工技術問題造成經濟損失為零,如發現因施工技術問題造 成損失一次扣2分.全年10%Total weight (must = 100%)總比例須為 100%SECTION 6 : Competencies Expectations for the next rev

24、iew period 第六部分:下一評估階段的能力要求Instructions:Agree on the competencies which are considered important for the successful performance outcome of the role for the next review period.對于下一評估階段成功實現該崗位要求的業績所需要的能力達成一致。Refer to Appendix I to select key competencies. You may add competencies that are not in the l

25、ist. 請按附 件一選擇主要的能力。如附件沒有提到的,請自行添加。Use additional sheets as necessary.若此表格不夠填寫,請添加附件。Key Competencies required 主要能力Examples and elaborations on expected behaviour, where appropriate舉例說明或詳細闡述該項能力需要表現的行為專業技能強化專業技能,改進施工流程項目管理有效控制成本,嚴抓進度,質量和安全,每天巡查工地團隊精神和組織發揮團隊精神,順利共同協合完成任務.善于溝通和協調良好的溝通和協調,使施工對生產影響降到最低培訓

26、與學習定期對下屬員工進行培訓,業余需參加技能管理培訓課程SECTION 7 : Career Interest and Aspiration第七部分:職業興趣和愿望To be completed by Appraisee:由被評估人完成Within the current organizational framework, what is the next position you aspire to attain, and by when: (the next position may, or may not be within your department or operating un

27、it)在現有的組織結構內,你希望你的下 一個崗位是什么?并希望于何時到達該崗位?(此崗位也可以在目前所在的部門之外)主任,2012年To be completed by Appraiser:由評估人完成Do you agree with the above career goal of the Appraisee and why? 你是否同意被評估人以上的職業目標?請 說明原因。SECTION 8 : Development Plan 第八部分:發展計劃Instructions:說明Set priority of development plan based on importance and

28、 urgency level.請訂立發展計劃的優先次序。Development plan must be thoroughly discussed, clarified and agreed between the appraisee and the appraiser.發展計劃必須Development is not only to overcome the weaknesses, but also to enhance the strengths of the staff and prepare him/her for nexl 點,更應致力于提高員工的優點以促進員工的職業發展。Sched

29、ule periodic follow-up sessions.應設立定期跟進計劃。Development activities/tools should combine both training and non-training development activities.發展活動應同時考慮培訓The number of development objectives should not be more than 4 in 12 months of time.在 12 個月內最多設置 4 項發展目標。To learn more on preparing a development pla

30、n, please refer to Appendix II.請參考附件 II 了解更多的有關如何編寫發展計劃。Guidelines:指引Priority: Indicate H”=high; “M”=meDeveJopmeot-Need: Specific com|Development Objective: Outcome發展目標:指發展活動最終要達成的Timeline: Specific time to completeDevelopment Activity/ Tool: Activ experience sharing, coaching or on 發展活動/工具:能幫助完成發展目

31、彳Resources or Action Required: S 所需資源或行動:推行發展活動所需Tracking/Measurement Tool: The project completed, and customer sa 跟蹤/評估方法:用來衡量發展目標Esdium; “L=low to set priority of er petency, skill or behavior that n of the development initiatives. T 勺目標。目標應具體的、可以衡量 the development initiatives. It ca ties that wil

32、l lead to achievement -the-job experience (like job rotat 示的活動;應包括培訓以及其它的 upport in terms of financial, coac 言資源如財務、指導和人手安排或 measurement used for evaluatin itisfaction rate, or non-measurat 勺指標或方法,如銷隹量、項目完成nployees development for the next 12 months.優先次序: eeds to be developed or enhanced.發展需求:具體需要發 he objectives should be Specific, Measureable, Agreed Upc 的、雙方認可的、可以實現的、有時限

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