绩效结果评估

1、第二部分：绩效结果评估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.列出上一次绩效评估中对本次评估时间段提 出的目标，并描述取得的成果。非原定计划的成果和项目也可写出。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.根据表格底部的评分标准给每个设定目标的完 成情况评分并用具体事例说明。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、.根据每个目标的各自等级对应的权重 计算该目标的加权分数，并把这个加权分数计入总分。Use additional sheets as necessary.若此表格不够填写，请添加附件。Agreed Objective (include results expected or measures) 设定目标(包括目标值和衡量方式)Weight (%)权重(%)Results Achieved and Comments 取得的成果和评价Rating (1-lowest to 5 - highest) 评分(1分最 低，5分最高)Weighted Score (Weight x Rating) 加权分

4、数 (权重x等级)施工质量管理：严格落实原材料质量，按照国家各 项标准规范施工和验收.30%各项工程都能满足使用部 门要求，一年内接到使用 部门对施工质量投诉4 次.30.9项目造价管理：在定标施工中，结算不能超出中 标价（增加工程除外）25%一年内结算超出中标价项 目5个30.8项目安全管理：狠抓各项施工安全,采用文件警告 和跃式罚款管理，常工地巡查跟进.20%违规施工明显减少，没造 成伤亡事故和安全管理造 成的经济损失，一年内只 出现违规施工4次.30.6项目进度和合同管理：在按标准规范施工情况下,严格执 行合同，控制施工进度.15%正常施工情况下进度达标 90%，严格执行合同，一年 内只

5、出现中止合同1份.30.5项目技术管理：改进施工技术，与施工员技术和图 纸交底，采用先进机械施备施工.10%施工前与中标施工方进行 技术交底,一年内没出现 技术问题造成经济损失.40.4Total Weight (must = 100%) 总权重(100%)100%Total Score总分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)根据各个权重乘于对应的等级，得出总等级分数(得分按四舍五入取整)，然后在第四部分的表中标出第二部分的 总体等级。Greatly exceeds expectation 极大的超出期望值 (5)Exceeds expectation 超出期望值 (4)Meets e

7、xpectation达到期望值(3)Partially meets expectation 部分胜任 Failed to perform 不胜任 (1)SECTION 3 : Competencies Assessment第三部分：能力评估Instructions:Competencies are the skills, knowledge and behaviours needed to achieve objectives. Competencies describe how the objectives are achieved能力是指为达到目标所必需的技能、知识和行为。能力是用来 表明

8、如何达成既定的目标。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.从附件“能力列表” 中选择对被评估人完成目标所需要的最重要的能力。如果附表中没有的，可以自行添加。一Indicate the effectiveness of the appraisee in meeting the c

9、ompetencies. 描述被评估人是否有效地运用这 些能力。Rate the effectiveness against each competency using the scale at the bottom of the page. 根据表格底部 的评分标准给能力运用的有效性评分。Use additional sheets as necessary.若此表格不够填写，请添加附件。Key Competencies required for the position该职位需要的关键能力Comments on the Appraisee in meeting the Competencie

10、s 对被评估人该项能力的评价Rating (1-lowest to 5 - highest专业技能参加建筑和装饰工作时间较长，积累着丰富经验， 对施工流程，施工技术,建筑材料等较为熟悉，所以 能轻松处理日常基建工作，4项目管理利用专业技术知识管理项目，使项目能够按时按 质完成，满足使用要求,有效控制成本，能在实际中 解决各种施工问题.3团队精神和组织合理组织安排，充分发挥团队协作能力和凝聚力， 使成员有共同目标，多次共同协合完成任务.3善于沟通和协调在本部门中处理好人际关系，起来承上启下作用， 对使用部门提出的要求进行分析后及时反馈，和提 出自已的建议,施工中能对部门使用和施工安排进 行协调，

11、多次进行不影响生产的车间施工，得到各 部门的信任和赞扬.3培训与学习对下属进行管理经验和软件操作交流，使下属能 够得到各方面提升,自已多次参加公司的培训课 程,业余还参加建筑装饰专业交流会.3Circle the Overall Rating for Section 3 (refer to Section 4 for a full explanation of the Rating Scale) 在第四部分的表中标出第三部分的总等级Greatly exceeds expectation 极大 的超出期望值 (5)Exceeds expectation 超出期望值 (4)Meets expect

12、ation 达到期望值 (3)Partially meets expectation 部分胜任 (2)Failed to perform 不胜任 (1)SECTION 4 : Overall Performance Rating第四部分：总体绩效等级Instructions:1. Circle the Overall Performance Rating according to the Total Ratings from Section 2 & 3 andaccording to the following grid.根据第二，三部分的等级在下表中得出总体绩效等级。Section 2 Re

13、sults Assessment 第二部分：绩效结果评估Greatly exceeds expectation 极大的超出 期望值(5)-Exceeds expectation 超出期望值(4)-Meets expectation 达到期望值(3)-Partially meets expectation 部分胜任(2)-Failed to perform 不胜任(1)-估评力能.分部三第Greatly exceeds expectation 极大的超出 期望值 (5)今54432Exceeds expectation 超出期望值 (4)-54332Meets expectation 达到期望值

14、 (3)今54322Partially meets expectation 部分胜任 (2)今44321Failed to perform 不胜任 (1)-43321Rating ScaleRatingDescriptionExplanation(5)Greatly exceeds expectation 极大的超出 期望值Consistently exceed performance standards in many critical areas.在很多关 键领域持续的超标准完成既定的绩效目标。Consistently demonstrates all of the skills, kno

15、wledge and behaviors at an acceptable standard and excels in many key areas.持续展示了该项工作需 要的所有技能、知识和行为，并在很多关键领域表现优异。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、关键领域达到既定的绩效目标，并 在某些领域超过绩效目标。Consistently demonstrates all of the skills, knowledge and behaviors at an acceptable standard and excels in a few areas.持续展示了该项工作需要的 所有技能、知识和行为，并在某些领域表现优异。(3)Meets expectation 达到期望值Consistently meets expected performance standards in most critical areas. 在大多数关键领域达到既定的绩效目

17、标。Demonstrates all or most of the skills, knowledge and behaviors at an acceptable standard; may need development in some non-critical areas.表 现出该项工作要求的所有或大部分技能、知识和行为，但在一些非关键领域还 有待提高。(2)Partially meets expectation 部分胜任Meet performance standards in some areas but does not meet expectations in areas w

18、hich are critical for this role.在某些领域达到工作标准的要求，但在 一些关键的领域还未能达到要求。Demonstrates some of the skills, knowledge and behaviors, however, certain areas require development to reach proficiency.表现出该项工作要求 的部分技能、知识和行为，但熟练程度仍有待提高。(1)Failed to perform 不胜任Does not meet or has been inconsistent in the achievemen

19、t of expected performance standards in many areas.在很多领域都不能达到绩效目标。Demonstrates few of the skills, knowledge and behaviours required for proficiency. Weak in many critical areas.表现出有限的技能、知识和行为，在很多关键领域表现不佳。Subject to a minimum bi-monthly review.至少每两个月要做一次再评估。SECTION 5 : Performance Objectives for the n

20、ext review period第五部分：下一评估时间段的绩效目标Instructions:Agree on the objectives to be achieved for the next review period. 对下一评估时间段内所需完成的目标达 成一致。Check if the objectives are SMART (Specific, Measurable, Agreed upon, Realistic and Time-bound). 检查 目标是否具体/可量化/可完成/实际性/时效性。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 照工作的主动性和重要性设立每个目标的权重，并写明目标的完成日期。若该目标是一个长期的持续的目标， 完成日期则写为下一次评估的日期。一Total weighting should be added up to 100%.各项指标的权重相加要等于 100%。Th

22、e optimum number of objectives should be in the range of 4 to 6.以下目标的个数最好为 4-6 个。Use additional sheets as necessary.若此表格不够填写，请添加附件。Objectives (include results expected or measures)目标(包括目标值和衡量标准)Completion Date完成时间Weight 权重(%)施工质量管理：严格按照国家各项标准规范验收,争取接到质量问题投诉不超2次，如因质量问题投诉 每一次扣2分.全年30%项目造价管理：争取结算不能超出中标

23、价项目（增加工程除外）不超3个,如发现一个扣2分.全年20%项目安全管理：狠抓各项施工安全，争取违规施工不超2次.如发现违规施工一次扣1分全年25%项目进度和合同管理：严格执行合同，控制施工进度.争取中止合同数为零，如发现中止合同一次扣2分;争取施 工进度达标95%，如发现一次误工扣1分.全年15%项目技术管理：强化施工技术管理，保持因施工技术问题造成经济损失为零，如发现因施工技术问题造 成损失一次扣2分.全年10%Total weight (must = 100%)总比例须为 100%SECTION 6 : Competencies Expectations for the next rev

24、iew period 第六部分：下一评估阶段的能力要求Instructions:Agree on the competencies which are considered important for the successful performance outcome of the role for the next review period.对于下一评估阶段成功实现该岗位要求的业绩所需要的能力达成一致。Refer to Appendix I to select key competencies. You may add competencies that are not in the l

25、ist. 请按附 件一选择主要的能力。如附件没有提到的，请自行添加。Use additional sheets as necessary.若此表格不够填写，请添加附件。Key Competencies required 主要能力Examples and elaborations on expected behaviour, where appropriate举例说明或详细阐述该项能力需要表现的行为专业技能强化专业技能，改进施工流程项目管理有效控制成本，严抓进度，质量和安全，每天巡查工地团队精神和组织发挥团队精神，顺利共同协合完成任务.善于沟通和协调良好的沟通和协调,使施工对生产影响降到最低培训

26、与学习定期对下属员工进行培训，业余需参加技能管理培训课程SECTION 7 : Career Interest and Aspiration第七部分：职业兴趣和愿望To be completed by Appraisee:由被评估人完成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)在现有的组织结构内，你希望你的下 一个岗位是什么？并希望于何时到达该岗位？(此岗位也可以在目前所在的部门之外)主任,2012年To be completed by Appraiser:由评估人完成Do you agree with the above career goal of the Appraisee and why? 你是否同意被评估人以上的职业目标？请 说明原因。SECTION 8 : Development Plan 第八部分：发展计划Instructions:说明Set priority of development plan based on importance and

28、 urgency level.请订立发展计划的优先次序。Development plan must be thoroughly discussed, clarified and agreed between the appraisee and the appraiser.发展计划必须Development is not only to overcome the weaknesses, but also to enhance the strengths of the staff and prepare him/her for nexl 点，更应致力于提高员工的优点以促进员工的职业发展。Sched

29、ule periodic follow-up sessions.应设立定期跟进计划。Development activities/tools should combine both training and non-training development activities.发展活动应同时考虑培训The number of development objectives should not be more than 4 in 12 months of time.在 12 个月内最多设置 4 项发展目标。To learn more on preparing a development pla

30、n, please refer to Appendix II.请参考附件 II 了解更多的有关如何编写发展计划。Guidelines:指引Priority: Indicate H”=high; “M”=meDeveJopmeot-Need： Specific com|Development Objective: Outcome发展目标：指发展活动最终要达成的Timeline: Specific time to completeDevelopment Activity/ Tool： Activ experience sharing, coaching or on 发展活动/工具：能帮助完成发展目

31、彳Resources or Action Required： S 所需资源或行动：推行发展活动所需Tracking/Measurement Tool： The project completed, and customer sa 跟踪/评估方法：用来衡量发展目标Esdium; “L=low to set priority of er petency, skill or behavior that n of the development initiatives. T 勺目标。目标应具体的、可以衡量 the development initiatives. It ca ties that wil

32、l lead to achievement -the-job experience （like job rotat 示的活动；应包括培训以及其它的 upport in terms of financial, coac 言资源如财务、指导和人手安排或 measurement used for evaluatin itisfaction rate, or non-measurat 勺指标或方法,如销隹量、项目完成nployees development for the next 12 months.优先次序: eeds to be developed or enhanced.发展需求：具体需要发 he objectives should be Specific, Measureable, Agreed Upc 的、双方认可的、可以实现的、有时限