绩效评估表 Performance Review form

PERFORMANCE REVIEW FORM

Pls read the instructions on last page before doing the review. (请在做评估以前阅读最后一页说明)

Part I: General Competence/Skills Review第一部分: 总体技能评估

Review indicators 考核指标Rating分数

Examples or reasons for giving this rating are: 列出该分数的具体例子或原因:

Examples or reasons for giving this rating are: 列出该分数的具体例子或原因:

Examples or reasons for giving this rating are: 列出该分数的具体例子或原因:

Examples or reasons for giving this rating are: 列出该分数的具体例子或原因:

Examples or reasons for giving this rating are: 列出该分数的具体例子或原因:

员工表现出的乐观的工作态度的程度以及对承诺事项的完成程度，及与工作伙伴合作共事，来达到公司目标。

Examples or reasons for giving this rating are: 列出该分数的具体例子或原因:

性。较强的安全意识及向主管部门报告潜在的安全隐患。

Examples or reasons for giving this rating are: 列出该分数的具体例子或原因:

Examples or reasons for giving this rating are: 列出该分数的具体例子或原因:

Examples or reasons for giving this rating are: 列出该分数的具体例子或原因:

Examples or reasons for giving this rating are:列出该分数的具体例子或原因:

Part II: Objectives and Development第二部分: 目标及发展

2.1 Completion of Objectives for last review period上一考核期内的目标完成情况（what targets has the employee worked on since the last review and what are the achievements?上次考核以来, 员工已完成哪些目标, 取得哪些成就?）

Note: 5---above 100% completion; 4--- 95% to 100% completion;3---71% to 95% completion; 2--- 70% to 50% completion;1---below 50% completion.

说明: 5--- 100% 完成以上; 4---95%--100%完成; 3---71%--95%完成; 2--- 70%--50%完成; 1---50%以下完成

Examples or reasons for giving the rating are: 列出该分数的具体例子或原因

2.2 Objective setting for next review period下一评估阶段的目标设定（Note: Targets should be S.M.A.R.T (Specific, Measurable, Achievable, Results-focus, Timebound) and refer to current function.说明: 目标值应为S.M.A.R.T ( S 具体的, M 可衡量的, A 可达成的, R 结果导向的, T 时限的) 并参考现在的职能）。

2.3 Analysis on target achievement and employee development (Employee’s skills, knowledge and experience)对目标达成和员工发展的分析（员工的技能、知识和经验）

Skills are well developed (发展的很好的技能)

Areas need to be improved (需要提高的方面)

Part III：Performance Cluster第三部分：总体表现

E mployee’s comments:员工意见

Employee员工:______________________________________ _______ Date日期: ________________________ Supervisor/Reviewer主管/考核员: ______________________ ________ Date日期:_______________________ Departmental Manager部门经理: ______________ _____ ___ Date日期: ____________________

HR Manager人力资源部经理: ________________________________ Date日期: ______________________

INSTRUCTIONS说明

1. PURPOSES OF PERFORMANCE REVIEW 绩效评估的目

The principal purposes of performance reviews are to encourage staff development and to strengthen the departments' effectiveness.

Some specific purposes are to:

绩效评估的主要目的在于鼓励与员工发展并加强各部门的工作效率。一些具体目的在于：

1) Identify specific indicators of achievement; 明确特定的成效指标;

2) Pin-point areas of greatest/least effectiveness; 明确最高/最低效率区域;

3) Stimulate improved performance; 激励绩效优化;

4) Aid in promotion, retention and salary decisions; 有助于确定升职, 留职及薪资;

5) Develop mutually established goals and align employee’s goals with company’s goals; 发展共同的既定目标并使员工目标与公司目

标一致;

6) Increase employer-employee communication; 增强员工与公司的交流;

The formal performance review occurs at the end of the probationary period and annually thereafter. The entire Performance Review Form should be sent to Human Resources Department to be filed.

通常, 正式绩效考核在试用期结束、每年一次进行; 全部的绩效考核表应交到人力资源部进行存档。

2. DEFINITIONS OF TERMS专业词汇的定义

The listed Performance Factors are important in the successful completion of most assignments. To complete the Performance Review Form, place an “X” under the level of achievement which most accurately describes the employee’s performance on each factor. In the space provided by each of the Performance Factors, The reviewer are Required to support your ratings with clarifying comments and specific examples which occurred during the review period that determined or affected the level of achievement marked. Factors rated “Exceeds Expectations”, “Outstanding” or “Unacceptable” must be supported with examples or reasons.

所列出的一系列的绩效指标, 在成功地完成大多数工作安排上非常重要。为完成绩效考核表, 在每项指标中最符合员工绩效值上打"X"。绩效考核过程中,要求考核人员在指标后的空栏内说明情况或列出考核期间出现的支持该分数的具体例子。对于”够超出期望”或”不可接受的”

的分数等级需有例子或原因支持。