績效評(píng)價(jià)-英文

1、PERFORMANCE APPRAISAL受評(píng)者/Employee評(píng)估者 /Appraiser年齡/Age部門/Dept.職位 /Position日期/DateA行為準(zhǔn)則 2010 年個(gè)人目標(biāo)完成情況/Achieveme nt of mai n in dividual objectives in 2010責(zé) 職 耍 主y y PCPFas np 求要位崗到達(dá)未dea een tne moppEL /進(jìn)改要需)us nnrlarc e DXE SLee M /標(biāo)達(dá)卜npBC epxE sdeecxE /準(zhǔn)標(biāo)過超4uo/ 秀nnnnnnnnB 行為標(biāo)準(zhǔn) / Performanee Criteria

2、標(biāo)準(zhǔn) /Criteria請(qǐng)選擇與該崗位相關(guān)的標(biāo)準(zhǔn)進(jìn)行評(píng)分，至少選5條。對(duì)崗位不適用的標(biāo)準(zhǔn)用 “N/A”來表示.Please select criteria that are releva nt for the positi on and select a minimum of five criteria. Use “N/A” for those that do not apply to the positi on.L-L-I /亠 岡位 標(biāo)準(zhǔn)Critical fortheJob評(píng)述 /Comme nts（所有評(píng)分均需要 /Required for all ratings）O,尊重同-行動(dòng)有目標(biāo)

3、性I - Targeted action-組織性，工作的優(yōu)先合理安排I - Organization, priority management -獨(dú)立性I - Independence-承諾及責(zé)任感I - Commitment-適應(yīng)性I - Adaptability-以客戶（內(nèi)部外部）為中心I - Foucs on customers-以工作質(zhì)量為中心-Focus on quality-創(chuàng)新力 -Innovation-主動(dòng)性-Initiative-持續(xù)改進(jìn)-Continuous improvement-解決問題的能力 -Problem Solving -團(tuán)隊(duì)合作及參與精神-Teamwork &

4、amp; Team F111-建立良好工作關(guān)系-Building Relationships,-溝通能力-Communication-健康，安全和環(huán)境-Health, Safety and Environment-員工的管理和發(fā)展-Management and Development ofPeopleSIruseR yD dmme 力導(dǎo)領(lǐng)的效成重注-領(lǐng)導(dǎo)力-Leadership-戰(zhàn)略思維-Strategic Thinking-以收益為導(dǎo)向-ProfitabilityC 總結(jié)/ Performanee Overall Summary強(qiáng)項(xiàng) /Strengths需改進(jìn)項(xiàng) /Areas for Dev

5、elopmentD 2010 個(gè)人發(fā)展回顧 /Professional Development Review for 2010目標(biāo)或行動(dòng) /Objective /Activity評(píng)述 /Comme ntsE 2011 個(gè)人發(fā)展計(jì)劃 /Professional Development for 2011目標(biāo)或行動(dòng) /Objective /Activity完成日期/Due Date集團(tuán)內(nèi)部輪調(diào)區(qū)域選擇 /Geographical mobility:岡 無/None中國 /China廠亞洲/Asia全球 /International評(píng)注(請(qǐng)列出時(shí)間安排，區(qū)域選擇及相關(guān)的細(xì)節(jié)等”Comments (ti

6、me frames, constraints, geographical regions ruled out, specific wishes)F 面談紀(jì)要，總體評(píng)分 / Comments. Overall Rating面談紀(jì)要(根據(jù)需要)/Comments (optional)總體評(píng)分 Overall Rating未達(dá)到崗位要求/Unsatisfactory口需要改進(jìn)/ImprovementNeeded口達(dá)標(biāo)/Meets Expectations(3) 口超過標(biāo)準(zhǔn)/Exceeds Expectations口優(yōu)秀 /Outstanding受評(píng)者Employee 簽字 / 日期 Sig natu

7、re & Date評(píng)估者Appraiser 簽字/ 日期 Sig nature & Date評(píng)估者上級(jí)主管Appraiser Supervisor 簽字 / 日期 Sig nature & Date人力資源Huma n Resources 簽字 / 日期 Sig nature & Date績效評(píng)估使用指南PERFORMANCE APPRAISAL GUIDE公司政策規(guī)定每位員工都有機(jī)會(huì)每年至少一次與主管討論其每年的業(yè)績。此績效評(píng)估表體現(xiàn)了此政策。It is our policy to provide every employee the opportunity

8、to discuss performance with his/her supervisor at least once a year. The annual appraisal ensures that opportunity.此年度評(píng)估是員工和管理人員的直接對(duì)話，是雙方有效溝通的一部分。The annual appraisal is a dialogue between employees and management. It is part of the ongoing communication process between the two parties.基本評(píng)估原則Basic a

9、ppraisal principles4此評(píng)估必須建立在雙方相互尊重和聆聽基礎(chǔ)上，以達(dá)成一致。The appraisal must be conducted in a spirit of mutual respect and listening, with a view to reaching a consensus.4此評(píng)估的目標(biāo)是根據(jù)事實(shí)評(píng)定一段時(shí)期內(nèi)員工的表現(xiàn)，而不是根據(jù)對(duì)員工的印象，看法或個(gè)性而做出評(píng)定。The objective is to assess the employee ' s performance over a given period, based on fa

10、cts, not on impressions or opinions of the employee personality.«業(yè)績?cè)u(píng)估是根據(jù)崗位的需求而去評(píng)估的，請(qǐng)避免對(duì)與績效評(píng)估無關(guān)的不同工作或不同業(yè)績進(jìn)行比較。Performance is evaluated with respect to the job' s requirements. Avoid making comparisons with jobs or performance levels th are notrelevant to the appraisal.評(píng)估的目的并非局限于對(duì)目前業(yè)績的評(píng)估，而且要采

11、用有遠(yuǎn)見的方法去改進(jìn)，幫助開發(fā)員工的潛力，以及保證業(yè)務(wù)的增長。* The purpose of the appraisal is not limited to assessing current performance, but also to taking a forward-looking approach designed to improve performance, help develop the employee ' sqanital, and ensure the growth of the business.評(píng)估結(jié)果的用途How is the information

12、used員工，員工上級(jí)主管以及人力資源部門都會(huì)收到一份評(píng)估報(bào)告。這份報(bào)告是用來記錄員工的業(yè)績表現(xiàn)，決定工資(根據(jù)總體評(píng)價(jià))，計(jì)算獎(jiǎng)金 (作為參考)，制訂培訓(xùn)計(jì)劃，以及評(píng)估員工的其它需求。 The employee, the employee ' s managers and the Human Resources Department receive a copy of the appraisal report. The information is used to document performance, determine salaries (based on the overa

13、ll appraisal), calculate bonuses (where appropriate), outline training programs, and evaluate other staffing needs.如何使用此表格How to use the form此文檔有兩部分：This document contains two sections.第一部分是評(píng)估員工過去一年的業(yè)績表現(xiàn)以及來年的工作計(jì)劃。Use the first to review an employee' s job performance over the lasReOw) and plan f

14、or the next period (Planning)第二部分是評(píng)定員工過去一年的績效獎(jiǎng)金。Use th e second to review an employee ' s bonus performance over the last year(Review) 請(qǐng)確認(rèn)在每部分中都有員工，評(píng)估者，評(píng)估者上級(jí)及人力資源的簽字。Within each section, please be sure to obtain signatures of the employee, appraiser, the next level of approval and HR.評(píng)分級(jí)別Rating

15、scale使用以下的評(píng)分級(jí)別來量化業(yè)績。To quantify performance levels, use the following scale:評(píng)分Rating定義Definition1低于標(biāo)準(zhǔn)Unsatisfactory基本沒有達(dá)到業(yè)績目標(biāo)及崗位要求，時(shí)常需要其他人的幫助以及監(jiān)督來完成工 作。急需改進(jìn)(例如：立刻制定改進(jìn)計(jì)劃)Achieves few if any job requirements and performance objectives. Requires more assistance and supervision than is acceptable on a c

16、ontinuing basis . Immediate remedial action (e.g., improvement plan) is required.2需要改進(jìn)Improvement needed達(dá)到部分業(yè)績目標(biāo)及崗位要求，需要部分的幫助以及指導(dǎo)來完成工作。仍有符 合崗位要求的潛質(zhì)?？赡苁切率只蛐枰寄芘嘤?xùn)。Achieves some job requirements and performance objectives. Requires more than normal assistance or supervision.Exhibits potential to delive

17、rperformance that meets expectations. May be new in the job or require further skill development.3達(dá)標(biāo)Meets Expectations表現(xiàn)一貫地達(dá)到業(yè)績目標(biāo)及崗位要求，偶爾超過業(yè)績目標(biāo)及崗位要求。具有此 崗位要求的相關(guān)技能，及專業(yè)知識(shí)，積極主動(dòng)，在極少或沒有指導(dǎo)的前提下能 解決問題。Achieves results that consistently meet or occasionally exceed job requirements and performance objectives.

18、 Demonstrates all the necessary skills to perform the full extent of the position. Demonstrates effective working knowledge and mastery of the position; takes initiative, recognizes and solves problems with little or no direction. This represents the expected level of performance.4超過標(biāo)準(zhǔn)ExceedsExpecta

19、tions表現(xiàn)一貫地超岀大多數(shù)業(yè)績目標(biāo)及崗位要求。體現(xiàn)岀良好的主動(dòng)性以及優(yōu)秀的 專業(yè)知識(shí)。能提供有價(jià)值的建議和正確的決策。高效、高質(zhì)、高量完成工作。 只需少量的指導(dǎo)和幫助。已表現(xiàn)出具有領(lǐng)導(dǎo)才能和發(fā)展?jié)撃?。Achieves results that consistently exceed most job requirements and performance objectives. Demonstrates a high degree of initiative, application, or significant depth of knowledge in the field. Con

20、tributes worthwhile new ideas and sound judgment; is highly effective, and produces work of high quantity and quality. Requires less than normal assistance and supervision. Demonstrates leadership and capacity for growth.5優(yōu)秀Outstanding表現(xiàn)一貫地超出所有業(yè)績目標(biāo)及崗位要求，在工作中體現(xiàn)出超過崗位要求的高 質(zhì)量及高效率。無需指導(dǎo)或極少的指導(dǎo)即可保持高水平的工作狀態(tài)。

21、已表現(xiàn)出 非凡的領(lǐng)導(dǎo)力和從事更重要工作的能力。Achieves results that consistently andsignificantlyexceed all jobrequirements and performance objectives. Demonstrates exceptional high quality and proficiency. Maintains this high level of effectiveness with little or no supervision. Demonstrates strong leadership and capacit

22、y for larger role.回顧Review業(yè)績?cè)u(píng)估的幾個(gè)方面：Aspects of performance for review include:評(píng)定去年建立的個(gè)人業(yè)績目標(biāo)* Evaluation of achievement of Individual Performance Objectives established jointly over the previous review period.根據(jù)評(píng)估標(biāo)準(zhǔn)來評(píng)估（具體見下表），雖然表格中有若干項(xiàng)，請(qǐng)選與崗位最相關(guān)的5項(xiàng)來進(jìn)行評(píng)定。（至少選5項(xiàng)）.總體評(píng)估結(jié)果將展示強(qiáng)項(xiàng)和發(fā)展方向。4 Evaluation of perform

23、ance against Performance Criteria （defined below） that are important to the function. Although several criteria are listed on the document, please select minimum five that are critical to rate and to comment. An Overall Summary section is provided to record overall comments about Strengths and Devel

24、opment Areas.評(píng)估階段完成職業(yè)發(fā)展計(jì)劃« Review of Professional Development activities completed during the review period.計(jì)劃Pla nning計(jì)劃設(shè)定的幾個(gè)方面：Aspects of performance planning include:來年主要目標(biāo).這些目標(biāo)必須根據(jù)公司的戰(zhàn)略和目標(biāo)來建立。如有需要，你可列出詳細(xì)個(gè)人目標(biāo)及經(jīng)過討論的完成日期。Main themes of new objectives for the upcoming year or period. These obje

25、ct ives must support the company ' s strategy and objectives. If needed, you may wish to attach a detailed list of individual objectives for the upcoming period and agree on a later date to finalize them.制定明年個(gè)人發(fā)展的計(jì)劃Development activities planned for the upcoming period.行為標(biāo)準(zhǔn)Performa nee Criteria行

26、為標(biāo)準(zhǔn)提供了對(duì)各職能部門績效有重要影響的考核指標(biāo),因此在評(píng)估時(shí)請(qǐng)一定以事實(shí)案例為依據(jù).« The Performance Criteria are intended to provide an assessment of qualitative aspects of performance that are important to the function. Please provide as much factual information to support your rating.請(qǐng)?jiān)谀J(rèn)為合適的框內(nèi)用 ”表示（盡量多的選擇適用的）,并用”N/A”表示不適用此崗位«

27、; Mark critical criteria for the function with an X （select as many as appropriate）. Put N/A next to criteria that do not apply to the function.定義 /Defi niti ons企業(yè)家精神 /ENTREPRENEURSHIP行動(dòng)有目 標(biāo)性/Targeted Action實(shí)現(xiàn)目標(biāo)結(jié)果 /Achieves tangible results.'組織性，工作的優(yōu)先合理安排/Organization and Priority Management'

28、;組織，計(jì)劃，決定優(yōu)先次序，并在規(guī)定的期限內(nèi)完成目標(biāo) /Organizes, plans, sets priorities, and executes plans so as to achieve anticipated results within deadlines.獨(dú)立性 /Independence基本不需要指導(dǎo)就能完成任務(wù) /Requires little or no direct supervision to perform job.-承諾及責(zé)任感-Commitment表現(xiàn)出堅(jiān)定的決心來達(dá)到組織的期望,并努力完成目標(biāo)/Shows determination to meet or ex

29、ceed the organization ' s expectations; gives extra effort to achieve results.-適應(yīng)性-Adaptability貫徹,認(rèn)可,管理并接受改變 /Recognizes, accepts, manages, and implements change.-以客尸（內(nèi)部 外部）為中心-Foucs on customers理解內(nèi)在和外在客尸的需要，并盡可能的給予滿足/Understands and anticipates both internal and external customer needs and effe

30、ctively meets them.-以工作質(zhì)量為中心-Focus on quality關(guān)注工作質(zhì)量 /Shows active attention to the quality of work performed.學(xué)習(xí)組織能力 /LEARNING ORGANIZATION-創(chuàng)新力-Innovation給出并實(shí)施提高公司業(yè)務(wù)的建議及行動(dòng)計(jì)劃 /Suggests and implements new ideas and approaches to improve business function.-主動(dòng)性-Initiative自發(fā)的，主人翁精神，積極的，樂于助人的，熱情的Self-start

31、er; takes ownership without being asked; resourceful and enthusiastic.-持續(xù)改進(jìn)-Continuous improvement堅(jiān)持不懈的探索改進(jìn)工作方案，并拒絕浪費(fèi)/Constantly searches for ways to improve processes and eliminate waste.-解決問題的能力-Problem Solving發(fā)現(xiàn)問題，提供改善方案并最終解決 /Identifies problems; recommends solutions; and, resolves issues.尊重同事及環(huán)

32、境 /RESPECT FOR PEOPLE AND ENVIRONMENT-團(tuán)隊(duì)合作及參與精神-Teamwork & Team Player表現(xiàn)出相互合作及團(tuán)隊(duì)精神，給出建議，聆聽不同的意見，并接受別人的建議/ Demonstrates collaboration; works effectively on a team; contributes to discussions; listens to others and accepts different viewpoints; and, takes direction well from others.-建立良好工作關(guān)系-Build

33、ing Relationships在團(tuán)隊(duì)中建立良好的關(guān)系，表現(xiàn)出對(duì)他人需求的關(guān)注，關(guān)心他人，尊重他人/Initiates and builds effective relationships in matrix; shows sensitivity to needs and concerns of others; treats people with respect.-溝通能力-Communication愿意隨時(shí)公開分享信息，樂于傾聽，簡潔明了的書寫，能夠清晰的對(duì)他人表達(dá)自己的見解/Shares information readily and openly; listens to others; writes clearly and concisely; speaks well in front of others.-健康,安全和環(huán)境-Health, Safety and Environment自覺并鼓勵(lì)他人遵守公司的健康安全和環(huán)境的政策/Follows safety, environmental and healthrules and encourages others to do so.-員工的