2021年季度绩效考核英文自我评价

1、年季度绩效考核英文自我评价_自我评价季度绩效考核英文自我评价（文章一）Control the performance of the leadership team performance objectives at the beginning of the content of the plan, now my goals for the year xx, the task report is as follows, please review.First, the pletion of key work objectives1, the pletion of the tasks assign

2、ed by the superior center. This year, the higher level of the central task of more, involving me mainly two, one is the basic organization five basic construction and A Good activities, a people - the main ment on the wind activity. These two tasks, the Bureau of party mittees have arranged effectiv

3、e petent leadership, my role is mainly involved in co-management. This is a major theme in party building work this year. In the face of heavy tasks and more activities and demanding high pressure, I was mainly involved in a series of follow-up activities, such as five basic constructions and Superv

4、ision activities. For exle, in June and December this year, we carried out two prehensive supervision, to promote the work carried out and in-depth, but also for the xxpection and acceptance of Jingzhou City, the necessary preparations, passed the xxpection and acceptance of Jingzhou City. Besides,

5、the main ment on the work of the popular style of government, my main responsibility is to lead the publicity and education group. Throughout the event, we carried out a number of publicity and education activities, the city;s health system people - the main ment on the work style of popular wind, a

6、nd made wind and water, sound and color. In particular, the propaganda of public mitment system, the propaganda of large-scale volunteer activities, the selection and propaganda of double top ten, and so on, played a very good public opinion-oriented and guiding role in the critical moment of the pe

7、ople;s appraisal.2, the pletion of the new rural construction objectives. This year, 16 units of the health system have counterpart support village-level organizations work tasks. In charge of leadership, I mainly assume the program development, upload and release and xxpection and supervision and o

8、ther aspects of the work. We strengthened the leadership, the implementation of training, follow-up supervision and other means to promote the health system of 16 rural task force to achieve the selected people in the village, to ensure working hours, conscientiously do a good job of discipline, ful

9、filled the To formulate development plans, to develop special economy, to promote public utilities, to strengthen organization construction, to strengthen mission training . The system-wide contact in 16 villages contact poor households or members of the double band model households 165, 33 on-site

10、office, to support cash and material 0,000 yuan, looking for 30 development projects.Second, the pletion of the daily work objectives1, the pletion of the Bureau of funds directly under the unit unions task.This year, trade union funds, one task increased by 15%, the second is a half year or a year

11、to settle the practice, the implementation of the monthly or 15 days after the initiative to declare the payment method. To this end, we actively do a good job 9 units directly under the coordination and supervision work, in accordance with the requirements of the Municipal Federation of Trade Union

12、s, the pletion of the union funds on time 91918 yuan.2, to promote the system workers to participate in the city;s model selection activities. In accordance with the city;s once every two years, the model selection mechanism, this year is exactly the mode of ratification in recognition of the year.

13、51 on the eve of our extensive publicity, bottom-up, trade union review, the party decided to approach, remended the City Maternal and Child Health Hospital Tan Yanping, Municipal People;s Hospital of Chen Jian, Shishi City labor model, remended City People;s Hospital Xie Honghua Jingzhou City, part

14、icipated in the advanced workers.As we are fair and impartial, strict pre-trial, remended positive, plete materials, three people were elected to the appropriate level of the model workers and advanced.3, the organization staff to actively participate in the system, 5、1 festival and other festivals.

15、 And the medical department together, organized the 5、12 nurse festival art show. Remended City People;s Hospital group dance program Desert Rose to participate in Shishou Federation of Trade Unions 5、1 Labor Day cultural activities, Jingzhou City, 5、12 Nursery Festival and Jingzhou City Federation

16、of Trade Unions Voice of Jingjiang Staff Culture and Art Festival of theatrical performances.4, the organization of veterans to actively participate in the system Chung Yeung Festival activities. We adhere to the veteran;s political treatment and economic treatment, but also often organize veteran c

17、adres to carry out healthy and beneficial fitness activities. Especially the organization of the annual celebration of the Chung Yeung Festival activities. On the day of the Chung Yeung Festival, we organized the retired veteran cadres of the city;s medical units to participate in the city;s collect

18、ive mountaineering activities. For each retired veteran cadre who participated in the activity, the memorial items were issued. The retired cadres Bureau of retired veteran cadres collective discussion and dinner, so that retired veteran cadres feel the warmth of her family.季度绩效考核英文自我评价（文章二）Key to P

19、erformance Performance: Self - Assessment and Objectives.Performance work is an important part of enterprise HR work. The key to the following two points: First, give employees the opportunity to self-assessment; the second is to make the staff;s goals and the pany;s goals are consistent.Give employ

20、ees the opportunity to self-assessFirst, the employee;s self-assessment as part of the pany;s performance appraisal process, is very important. To encourage employees to participate in the pany;s performance appraisal process and ensure an effective dialogue between managers and employees, you can u

21、se the same form in the pany;s regular performance review process, or create a slightly modified version.Second, the purpose of employee self-assessment is to obtain employees on their performance of self-point of view. This is a powerful way to give employees the opportunity to speak throughout the

22、 performance appraisal process. Sometimes, managers worry about the value of self-assessment, that employees will simply give their praise and higher ratings in order to try to raise their actual rating. Experience has shown that the opposite trend is real, and when we evaluate ourselves, we tend to

23、 be more severe than others.Third, the manager;s personal view of the employee, self-assessment is a very valuable way for the pany to get more information about employee performance. It can also help managers stay ready to deal with differences in opinion or opinion and gain xxight into employee ex

24、pectations.So that the objectives of the staff consistent with the pany;s goalsThe importance of creating a SMART (concrete, measurable, achievable, relevant, time-bound) goal is to associate the employee;s goals with higher-level organizational goals, and you create for employees; This is a very im

25、portant context. This helps employees understand why their work is important and how their work contributes to the success of the organization as a whole.Practice has proved that the goal of the staff with a higher level of departmental goals, the objectives of the branch and the goal of the entire

26、enterprise linked to create a personal goal and organizational goals consistent with the big environment for the development of staff performance is crucial Important, but also allow employees to feel that their work is very important.季度绩效考核英文自我评价（文章三）In many enterprises performance appraisal, there

27、 is a staff self-assessment link, which is the first employee of their performance in the assessment period, and then submitted to the direct superior to adjust, and finally draw the employee;s performance scores. In the use of direct superior performance evaluation system, the purpose of employee s

28、elf-assessment is nothing more than two: 1, the fastest quantitative data sources can be quantified; 2, reflects the staff participation in performance appraisal; However, if the assessment of employees Assessment without a clear understanding of it, it will lead to significant deviation of the asse

29、ssment results, or even failure. We know that the performance appraisal may be a variety of errors, such as the different leaders of different personal scales, the average tendency, etc., then the self-assessment link, which led to the factors that lead to errors it?First, the personality of each pe

30、rson is different from the self-assessment scale is very different. For exle, some employees self-confidence, their own evaluation of high, some people feel inferior, their evaluation on the low side. In addition, some people pursue perfection, strict requirements on their own, and some others have

31、passed, these two categories of people to their own scale certainly different. Also, some old employees of the pany and colleagues know very clearly, scoring when its capability, and new employees do not know other people;s shallow depth, to their scoring when there is not much reference to speak of

32、.Second, psychological research shows that most people are overconfident.Do not make a normal fool, an exle of this book mentioned that we often hear a lot of people say that they not on the phase, that is, according to the photos did not look good. In fact, the photo is an objective reflection of o

33、ur appearance, and each of us in the mirror when it will be special (and may be unconscious or habitual) to choose the best angle, that is more than a layer of subjective Factors in it, which led to our look in the mirror look better than the photos. So in fact, the staff part of the self-assessment

34、 on the provision of such a mirror to our staff to the beauty, this error which is self-evident.Third, the staff self-assessment of the score, the assessment will do a great impact on the scoring. Have the experience of bargain people know that if you see the stall on a package, and my heart that pr

35、obably worth 100, but the mouth asking price, the boss said 500, if you really want this package, big Most people only dare to 300 or 400 pieces to cut. This is the so-called anchor effect, the negotiation xxide the first offer, without anger in each other;s situation, the higher the better is the m

36、eaning, because the first bid will greatly grasp the initiative, so that the other psychological expectationsResulting in great changes. Employee self-assessment actually gave the examiner a chance to take the lead in the bidder, and whether the assessment due to face or other considerations, are li

37、kely to be the e effect, so that the assessment results error. We in the actual work of human resources, but also did find this phenomenon, a pany several departments staff performance appraisal scores, without exception, no less than its self-rated scores.Based on the above analysis, we will find t

38、hat the department leaders get the self-evaluation scores mixed with too many subjective factors, so that can not be filtered through technical means, and this score will have a great impact on the assessment; Confident employees have a high score, and sometimes due to the need for mandatory distrib

39、ution, those who require their own strict, scoring low staff has bee a victim, because their scoring low, the final score is difficult to be brought up leadership. In the assessment of the indicators can not quantify the more ponents, or different departments in different parts of the work of employ

40、ees, the lack of uniform measure of the time, this situation is particularly serious.So, panies in the performance evaluation of the actual operation, how to solve these problems I mentioned above? Many people may be from the increase the proportion of quantifiable indicators, to strengthen the asse

41、ssment and assessment of those who training, But in practice, it will only increase the workload and plexity of performance appraisal, implementation easier said than done? In fact, just look back to see the implementation of the two purposes of self-evaluation .Self-evaluation and implementation of

42、 self-evaluation, , We will find a simple solution: the relatively objective quantifiable indicators, the implementation of employee self-evaluation, while maintaining a fast data source - in fact only data sources, but also embodied in the form Employee participation; and not to quantify the subjec

43、tive evaluation of indicators, the assessment by the direct scoring, do not give employees self-evaluation (and thus in this link error) opportunity.We know that performance appraisal in human resources work is a huge project, the implementation of the highest cost, panies should seize the main contradiction, step by step, and in the initial stage, but not for the form of trapped. So is slightly Jun policy for some enterprises initially set up performance management system, simply cancel the self-evaluation session, thus avoiding the link error, but also to a certain extent