績效結(jié)果評估

1、第二部分：績效結(jié)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(biāo)，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(jù)表格底部的評分標(biāo)準(zhǔn)給每個設(shè)定目標(biāo)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(jù)每個目標(biāo)的各自等級對應(yīng)的權(quán)重 計算該目標(biāo)的加權(quán)分?jǐn)?shù)，并把這個加權(quán)分?jǐn)?shù)計入總分。Use additional sheets as necessary.若此表格不夠填寫，請?zhí)砑痈郊?。Agreed Objective (include results expected or measures) 設(shè)定目標(biāo)(包括目標(biāo)值和衡量方式)Weight (%)權(quán)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(quán)分

4、數(shù) (權(quán)重x等級)施工質(zhì)量管理：嚴(yán)格落實原材料質(zhì)量，按照國家各 項標(biāo)準(zhǔn)規(guī)范施工和驗收.30%各項工程都能滿足使用部 門要求，一年內(nèi)接到使用 部門對施工質(zhì)量投訴4 次.30.9項目造價管理：在定標(biāo)施工中，結(jié)算不能超出中 標(biāo)價（增加工程除外）25%一年內(nèi)結(jié)算超出中標(biāo)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(jìn).20%違規(guī)施工明顯減少，沒造 成傷亡事故和安全管理造 成的經(jīng)濟(jì)損失，一年內(nèi)只 出現(xiàn)違規(guī)施工4次.30.6項目進(jìn)度和合同管理：在按標(biāo)準(zhǔn)規(guī)范施工情況下,嚴(yán)格執(zhí) 行合同，控制施工進(jìn)度.15%正常施工情況下進(jìn)度達(dá)標(biāo) 90%，嚴(yán)格執(zhí)行合同，一年 內(nèi)只

5、出現(xiàn)中止合同1份.30.5項目技術(shù)管理：改進(jìn)施工技術(shù)，與施工員技術(shù)和圖 紙交底，采用先進(jìn)機械施備施工.10%施工前與中標(biāo)施工方進(jìn)行 技術(shù)交底,一年內(nèi)沒出現(xiàn) 技術(shù)問題造成經(jīng)濟(jì)損失.40.4Total Weight (must = 100%) 總權(quán)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(jù)各個權(quán)重乘于對應(yīng)的等級，得出總等級分?jǐn)?shù)(得分按四舍五入取整)，然后在第四部分的表中標(biāo)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(dá)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(dá)到目標(biāo)所必需的技能、知識和行為。能力是用來 表明

8、如何達(dá)成既定的目標(biāo)。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(biāo)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(jù)表格底部 的評分標(biāo)準(zhǔn)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?zhí)砑痈郊?。Key Competencies required for the position該職位需要的關(guān)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(yè)技能參加建筑和裝飾工作時間較長，積累著豐富經(jīng)驗， 對施工流程，施工技術(shù),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(yè)技術(shù)知識管理項目，使項目能夠按時按 質(zhì)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(tuán)隊精神和組織合理組織安排，充分發(fā)揮團(tuán)隊協(xié)作能力和凝聚力， 使成員有共同目標(biāo)，多次共同協(xié)合完成任務(wù).3善于溝通和協(xié)調(diào)在本部門中處理好人際關(guān)系，起來承上啟下作用， 對使用部門提出的要求進(jìn)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(jìn) 行協(xié)調(diào)，

11、多次進(jìn)行不影響生產(chǎn)的車間施工，得到各 部門的信任和贊揚.3培訓(xùn)與學(xué)習(xí)對下屬進(jìn)行管理經(jīng)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(xùn)課 程,業(yè)余還參加建筑裝飾專業(yè)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(biāo)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(dá)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(jù)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(jié)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(dá)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(dá)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(guān) 鍵領(lǐng)域持續(xù)的超標(biāo)準(zhǔn)完成既定的績效目標(biāo)。Consistently demonstrates all of the skills, kno

15、wledge and behaviors at an acceptable standard and excels in many key areas.持續(xù)展示了該項工作需 要的所有技能、知識和行為，并在很多關(guān)鍵領(lǐng)域表現(xiàn)優(yōu)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(guān)鍵領(lǐng)域達(dá)到既定的績效目標(biāo)，并 在某些領(lǐng)域超過績效目標(biāo)。Consistently demonstrates all of the skills, knowledge and behaviors at an acceptable standard and excels in a few areas.持續(xù)展示了該項工作需要的 所有技能、知識和行為，并在某些領(lǐng)域表現(xiàn)優(yōu)異。(3)Meets expectation 達(dá)到期望值Consistently meets expected performance standards in most critical areas. 在大多數(shù)關(guān)鍵領(lǐng)域達(dá)到既定的績效目

17、標(biāo)。Demonstrates all or most of the skills, knowledge and behaviors at an acceptable standard; may need development in some non-critical areas.表 現(xiàn)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(guān)鍵領(lǐng)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(lǐng)域達(dá)到工作標(biāo)準(zhǔn)的要求，但在 一些關(guān)鍵的領(lǐng)域還未能達(dá)到要求。Demonstrates some of the skills, knowledge and behaviors, however, certain areas require development to reach proficiency.表現(xiàn)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(lǐng)域都不能達(dá)到績效目標(biāo)。Demonstrates few of the skills, knowledge and behaviours required for proficiency. Weak in many critical areas.表現(xiàn)出有限的技能、知識和行為，在很多關(guān)鍵領(lǐng)域表現(xiàn)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(biāo)Instructions:Agree on the objectives to be achieved for the next review period. 對下一評估時間段內(nèi)所需完成的目標(biāo)達(dá) 成一致。Check if the objectives are SMART (Specific, Measurable, Agreed upon, Realistic and Time-bound). 檢查 目標(biāo)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(shè)立每個目標(biāo)的權(quán)重，并寫明目標(biāo)的完成日期。若該目標(biāo)是一個長期的持續(xù)的目標(biāo)， 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(biāo)的權(quán)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(biāo)的個數(shù)最好為 4-6 個。Use additional sheets as necessary.若此表格不夠填寫，請?zhí)砑痈郊?。Objectives (include results expected or measures)目標(biāo)(包括目標(biāo)值和衡量標(biāo)準(zhǔn))Completion Date完成時間Weight 權(quán)重(%)施工質(zhì)量管理：嚴(yán)格按照國家各項標(biāo)準(zhǔn)規(guī)范驗收,爭取接到質(zhì)量問題投訴不超2次，如因質(zhì)量問題投訴 每一次扣2分.全年30%項目造價管理：爭取結(jié)算不能超出中標(biāo)

23、價項目（增加工程除外）不超3個,如發(fā)現(xiàn)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(guī)施工不超2次.如發(fā)現(xiàn)違規(guī)施工一次扣1分全年25%項目進(jìn)度和合同管理：嚴(yán)格執(zhí)行合同，控制施工進(jìn)度.爭取中止合同數(shù)為零，如發(fā)現(xiàn)中止合同一次扣2分;爭取施 工進(jìn)度達(dá)標(biāo)95%，如發(fā)現(xiàn)一次誤工扣1分.全年15%項目技術(shù)管理：強化施工技術(shù)管理，保持因施工技術(shù)問題造成經(jīng)濟(jì)損失為零，如發(fā)現(xiàn)因施工技術(shù)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(xiàn)該崗位要求的業(yè)績所需要的能力達(dá)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?zhí)砑痈郊?。Key Competencies required 主要能力Examples and elaborations on expected behaviour, where appropriate舉例說明或詳細(xì)闡述該項能力需要表現(xiàn)的行為專業(yè)技能強化專業(yè)技能，改進(jìn)施工流程項目管理有效控制成本，嚴(yán)抓進(jìn)度，質(zhì)量和安全，每天巡查工地團(tuán)隊精神和組織發(fā)揮團(tuán)隊精神，順利共同協(xié)合完成任務(wù).善于溝通和協(xié)調(diào)良好的溝通和協(xié)調(diào),使施工對生產(chǎn)影響降到最低培訓(xùn)

26、與學(xué)習(xí)定期對下屬員工進(jìn)行培訓(xùn)，業(yè)余需參加技能管理培訓(xùn)課程SECTION 7 : Career Interest and Aspiration第七部分：職業(yè)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(xiàn)有的組織結(jié)構(gòu)內(nèi)，你希望你的下 一個崗位是什么？并希望于何時到達(dá)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(yè)目標(biāo)？請 說明原因。SECTION 8 : Development Plan 第八部分：發(fā)展計劃Instructions:說明Set priority of development plan based on importance and

28、 urgency level.請訂立發(fā)展計劃的優(yōu)先次序。Development plan must be thoroughly discussed, clarified and agreed between the appraisee and the appraiser.發(fā)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(yīng)致力于提高員工的優(yōu)點以促進(jìn)員工的職業(yè)發(fā)展。Sched

29、ule periodic follow-up sessions.應(yīng)設(shè)立定期跟進(jìn)計劃。Development activities/tools should combine both training and non-training development activities.發(fā)展活動應(yīng)同時考慮培訓(xùn)The number of development objectives should not be more than 4 in 12 months of time.在 12 個月內(nèi)最多設(shè)置 4 項發(fā)展目標(biāo)。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(guān)如何編寫發(fā)展計劃。Guidelines:指引Priority: Indicate H”=high; “M”=meDeveJopmeot-Need： Specific com|Development Objective: Outcome發(fā)展目標(biāo)：指發(fā)展活動最終要達(dá)成的Timeline: Specific time to completeDevelopment Activity/ Tool： Activ experience sharing, coaching or on 發(fā)展活動/工具：能幫助完成發(fā)展目

31、彳Resources or Action Required： S 所需資源或行動：推行發(fā)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(fā)展目標(biāo)Esdium; “L=low to set priority of er petency, skill or behavior that n of the development initiatives. T 勺目標(biāo)。目標(biāo)應(yīng)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(yīng)包括培訓(xùn)以及其它的 upport in terms of financial, coac 言資源如財務(wù)、指導(dǎo)和人手安排或 measurement used for evaluatin itisfaction rate, or non-measurat 勺指標(biāo)或方法,如銷隹量、項目完成nployees development for the next 12 months.優(yōu)先次序: eeds to be developed or enhanced.發(fā)展需求：具體需要發(fā) he objectives should be Specific, Measureable, Agreed Upc 的、雙方認(rèn)可的、可以實現(xiàn)的、有時限