Question 1: How to write a performance appraisal self-evaluation sample essay

Time flies, the sun and the moon fly by, and another year will pass before you know it. In the past year, under the careful cultivation and guidance of the leaders of the unit, through my continuous efforts, I have made great progress and huge gains in terms of ideology, technology and daily maintenance work. The work of the past year is summarized as follows:

First of all, ideologically, through careful training and patient guidance from leaders at all levels, I have a more comprehensive grasp of professional maintenance knowledge, enhanced safety awareness, and improved firefighting capabilities; Support the company's policies, consciously abide by all rules and regulations, concentrate on learning skills, and work hard to do a better job at your job.

Secondly, at work, through the emergencies encountered during the operation of the power plant and the daily maintenance work over the past year, I gained a lot of valuable experience and improved my ability in maintenance and inspection work. ability. During this year, there were many inspection projects. After the overhaul of #1 machine and the temporary repair of #2 machine, we made improvements to the equipment that often had problems, strengthened prevention of equipment that may have problems, and ensured the safety of the unit. Safe and stable operation. For example, the No. 4 regulating valve of the #2 unit often jams the valve stem sleeve during operation due to equipment reasons, which seriously affects the safe operation of the unit. Through disassembly, measurement data, and combined with power plant requirements and practical applications, we replaced some equipment and adjusted the gaps between components, thus solving the problem of safe and stable operation of #2 unit; we also solved the problem of possible malfunctions of the water supply pump, low-pressure drain pump, Spare parts are prepared for circulating water pumps and chemical comprehensive water pumps, and the equipment is inspected and put into operation in a timely manner. Focusing on "safe operation and improving efficiency", we will do a good job in all tasks.

Thirdly, in terms of work attitude, as the leader of the mechanized inspection team, I can be proactive, take it seriously, and think carefully about my own work. Of course, there are still many things that are not done enough. I hope that under the correct guidance of the leadership, we can strive to better carry out daily maintenance and inspection work.

Finally, I hope that the company will improve the training of technical talents, so that everyone in the inspection work can take charge of their own role, be more efficient in analyzing and solving problems, and better complete daily maintenance and inspection work. . Only in this way can we give full play to the maximum potential of each employee and combine the skills of experts into a complete collective.

Look back at the past, look forward to the future, learn from experience and lessons, and summarize technical knowledge. I will hold myself to higher and stricter standards, learn at work, and continuously improve my business skills at work. Further improve the team's ability to analyze and solve problems and improve work efficiency. I hope the company can give me more opportunities to study and work.

Performance improvement and planning

1. Study theoretical knowledge seriously, combine it with practice, and strive for greater progress.

2. Actively build a good relationship among colleagues relationship and exchange experiences with each other.

3. Do every job well, sum up experience and complete tasks in a timely manner.

4. Hope the company can give us more skills training

5. We are also doing better in all aspects.

How to write a personal year-end work summary for performance appraisal

Time flies, 2011 is a busy and orderly year The past year is about to pass, and when I look back on the past year, I feel filled with emotion. Summary is a mirror. Through summary, you can comprehensively and objectively evaluate your achievements and lessons, strengths and weaknesses, difficulties and opportunities, clarify ideas, clarify goals, formulate measures, and provide reference and guarantee for the next step of work. Therefore, I conclude as follows.

1. Review of work over the past year and the completion of various tasks. In the past year, the performance appraisal work has made great progress with the full cooperation of employees from all departments. This is inseparable from the company's leadership's early instillation of employees' performance concepts.

1. The word performance has become a topic of concern to employees. Performance appraisal is deeply rooted in the hearts of the people to some extent and has gained the understanding and support of the majority of employees. Employees in various departments have benefited from performance appraisals, allowing everyone to actively participate and make progress together.

2. Employee performance assessment has been comprehensively carried out from the quality assessment, output assessment, execution assessment and cost assessment of front-line employees to the work content assessment of management (timekeeping) employees and has achieved certain results. Mobilization Improve employees' work enthusiasm and enthusiasm. The assessment data of workshop employees can be extracted on a daily basis, such as final assembly finished product inspection records.

3. With the cooperation of the factory manager, squad leader and quality supervisor, the assessment data is timely and accurate, which contributes to the accuracy and effectiveness of employee assessment results.

2. Mistakes and problems resulting from failure to achieve work goals. Throughout the entire 10 years, there are still some shortcomings and shortcomings in the assessment work.

1. Some assessment details are not timely...>>

Question 2: How to write work performance appraisal The importance of performance appraisal

< p> Generally speaking, the importance of performance evaluation is mainly reflected in three aspects.

Affects organizational productivity and competitiveness. The impact of employee performance on an organization's productivity and competitiveness is very important. Work performance can be measured from the following three aspects: work results, actions at work, and work attitude.

As an indicator for personnel decisions. Performance evaluation is an important reference indicator when making personnel decisions. Personnel decisions such as promotion and demotion, appointment and dismissal, job transfer, salary increase and decrease, etc. all involve performance evaluation.

Helps in better employee management.

1. Evaluate employees’ work performance:

(1) Performance measurement. Performance level reflects the size of an individual's contribution to the organization, which provides the basis for personnel decisions such as appointment, removal, promotion, etc.

(2) Compensation. The amount of salary and bonus is determined based on the evaluation of work performance, and reasonable and equal compensation can be made for the labor invested.

(3) Incentive. This is an accompaniment to an effective evaluation system. As long as the evaluation is reasonable and rewards and punishments are clear, it will naturally produce an incentive effect.

2. Help employees develop:

(1) Strengthen employees’ self-management. Because performance evaluation strengthens clear job requirements for employees, it enhances employees' sense of responsibility and makes it clear what they should do to better meet expectations.

(2) Discover the potential of employees. By exploring the potential of employees through evaluation, they can be transferred to more challenging positions or positions that can better fulfill their potential, which may lead to unexpected work results.

(3) Achieve better communication between employees and superiors. Performance evaluation provides an opportunity for communication between superiors and subordinates, which helps superiors better understand their subordinates' thoughts and also helps subordinates better understand their superiors' expectations for their work. This kind of communication process can promote greater consistency of goals and tacit cooperation between superiors and subordinates.

(4) Improve employees’ work performance. Through performance evaluation, employees can clarify their achievements and shortcomings in their work, which can encourage them to use their strengths in future work and strive to improve their shortcomings, so as to further improve the overall work performance.

There are three standards for performance evaluation: absolute standards, relative standards and objective standards. Each item may have very detailed requirements, but there are only two general principles for measuring performance: (1) Whether the work is done well Maximize results; (2) Whether it helps improve organizational efficiency. For example, evaluate the work of a bank loan officer. Behavioral standards for this job might include "preparing various credit documents for clients in a timely manner," while from a job outcome perspective, performance standards might be: "Lending low-risk loans of five million yuan per month." Comparing these two standards, it is obvious that the latter is really important. If the loan officer can lend low-risk loans of five million yuan per month, his work will still be appreciated by his superiors; if the loan officer can lend every time If he fails to meet the requirement of "preparing various credit documents for customers in a timely manner", his work is still unsatisfactory.

Question 3: How to write performance appraisal comments Performance appraisal comments:

1. The purpose is to inspire people to work hard and do their best. The principle is not to hide evil and not to overflow with beauty. The wording is concise and precise.

2. Affirm performance and appreciate the support of its ideas, methods and measures.

3. Make a fair evaluation of their sense of responsibility, emotion, and will.

4. Accurately identify the flaws and shortcomings of their work, and guide their efforts in the direction (encourage those who are lagging to make progress, inspire those who are middle-level to see the talents and think of others, and encourage those who are advanced to reach a higher level).

For reference only.

Question 4: How to write employee performance appraisal employee performance appraisal evaluation form

Department where the employee’s name is located

Evaluation interval year and month ∽ year and month

Evaluation scale and score Excellent (10 points) Good (8 points) Average (6 points) Poor (4 points) Extremely poor (2 points)

Evaluation project standards and required scoring weight< /p>

Self-rating, direct reporting to the rating manager, rating to the general manager

Rating average score in this column

Work performance

1. Achievability of work goals (per capita production capacity goal, management goal)

2. Production safety management effect (safety status of people/materials/machine/environment/law)

3. Control or improvement of related technology/quality

4. The stability of the team, smooth work operation, and discipline of subordinates

5. 6S management, ISO implementation status, and system implementation status

Work skills

1 ． Business knowledge and skills, management decision-making ability

2. Organizational and leadership abilities

3. Communication and coordination skills

4. Ability to develop and innovate

5. Ability to execute and implement

Work quality

1. Work hard and do everything possible to accomplish the task

2. Work hard and do a perfect job in your job

3. Have a strong sense of responsibility, be able to work automatically and set an example

4. Professional ethics and conduct, pay attention to personal behavior, and maintain the company's image

5. Sense of responsibility at work and dedication to the company

Work attitude

1. Obey work arrangements, be diligent and sincere,

2. Unity and cooperation, team awareness

3. Punctual and disciplined, pragmatic, proactive and positive

4. No time wasted, no fear of hard work, no complaints

5. Work spirit: Is it optimistic and enterprising

Signature of evaluator: Direct report: Manager: General manager:

Evaluation score Average score of work performance × 4 + average score of work skills × 2 + Work quality × 2 + work attitude × 2 = points for attendance and rewards and punishments

(Information provided by HR) Ⅰ. Attendance: Number of late arrivals and early departures × 0.5 + absenteeism days × 4 + personal leave days × 0.5 + sick leave days ×0.2= Points

Ⅱ. Punishment: fine/warning × 1 + minor offenses × 3 + major offenses × 9 = points III. Reward: praise × 1 + minor merits × 3 + Times of great achievements × 9 = Total points Evaluation score - Ⅰ points - Ⅱ points + Ⅲ points = points

Grade A (exceeds the standard or meets the standard/excellent or good): 90~100 points; < /p>

Level B (basically meets the standard requirements/average): 80~89 points;

Level C (close to the standard requirements or almost the same/qualified): 70~79 points;

Grade D (far below the required standard/poor, needing improvement): 69 points or less

Employee Performance Appraisal Form

1 Work Achievements

2 Professional skills

3 Work attitude

4 Work efficiency

5 Work quality

6 Work enthusiasm

7 Ability to work independently

8 Initiative and creativity

9 Cooperation spirit

10 Work responsibility

11 Interpersonal relationships

12 Appearance and hygiene

13 Attendance status

14 Politeness and etiquette

15 Desire for knowledge

16 Self-discipline

General comments

Points 1-30 = Incompetent 30-47 = Below the standard 48-58 = Meet the requirements 58-68 = Above the standard 68-80 = Excellent 1-5 points for each item

Question 5: Performance How to write a performance appraisal:

1. Work summary;

2. Main achievements and experiences;

3. Shortcomings and problems in the work ;

4. Future plans and suggestions.

Question 6: How to write a performance appraisal? The Necessity of Implementing the Performance Appraisal Plan

Performance appraisal is the legitimate requirement and standard specification of the company for its employees. Excellent performance is not only helpful to the company, but also of great significance to the personal growth of employees. The performance difference between companies with assessments and those without assessments can be doubled. The more mature an enterprise becomes, the more the order of handling things should be based on law, reason and emotion, rather than emotion, reason and law. Not appraising and not managing is not really treating employees well. If you love your employees, you should appraise them. Love without standards is called doting; love without system is called pampering.

Edit this paragraph to make the performance appraisal plan based on the basic principles of fairness

1. Clear goals 2. Quantitative management standards 3. Good professional mentality 4. Relationship with interests , Promotion link 5. Controllable and achievable

Basic points in formulating the assessment plan

Corresponding to the definition of performance, performance includes performance and behavior. Employee assessment should also include two parts: performance assessment and behavioral assessment. Employees should be treated separately based on different combinations of performance and behavior. Employees with good performance and poor behavior should be restricted in their use; employees with poor performance and poor behavior should be eliminated; employees with poor performance and good behavior should be cultivated and used; employees with good performance and good behavior should be reused.

What does performance appraisal include?

Performance appraisal includes two parts: target performance appraisal and functional appraisal. Target performance appraisal is an assessment of results. For example, the target performance appraisal for salespersons is sales. Often combined with corporate goal management, it is obtained by decomposing and implementing corporate goals; functional assessment is an assessment of job responsibilities. For example, the performance assessment of a salesperson is sales, and sales come from the number of customers. Developing new customers is a function Assessment. The focus of the assessment for flat-road and downhill positions is functional assessment

What does behavioral assessment include

Behavioral assessment also includes two parts: disciplinary assessment and conduct assessment. Discipline assessment refers to the assessment of employees’ ability to abide by public rules (including social rules and corporate rules) and comply with public disciplines (including social disciplines and corporate rules and regulations). Discipline is often combined with penalties. Character assessment is only an assessment of a person’s character and behavior.

Edit this section of the performance appraisal plan formulation process

Carry out job analysis

Job analysis is the basis of all human resource management, that is, the first step in the salary management system This step is also the first step in the performance management system.

Build a performance indicator library

The performance indicator library is the basis and core of corporate performance assessment. The sources of performance indicators are: 1. Based on the decomposition of corporate business objectives, it refers to the completion of strategic tasks. An indicator design method that decomposes corporate business objectives layer by layer into each department and related personnel. The content assessed by the indicators obtained through this method is the most important work that everyone must complete. 2. Based on job analysis, various types of work can be divided into three types: must-do, should-do and required-doing through job descriptions or job responsibilities. This indicator design method is to find out the work that must be done and measurable, and put it into They are set as indicators for performance appraisal. 3. Based on the comprehensive business process: A design method to determine the performance appraisal indicators for measuring the work of the person being assessed based on the role he plays in the process, the responsibilities he shoulders, and the relationship with the upstream and downstream.

Select key indicators

The performance appraisal indicator database for the same position may have a dozen or even twenty assessment indicators, but the focus of the assessment at different stages is different, resulting in the selection of key indicators. It will also be different.

Selection sequence diagram for selecting key assessment indicators: 1. Time > Quality > Profit 2. Survival first, development later 3. Customers first, then big customers

Quantification of behavioral indicators

Behavioral assessment has an impact on the enterprise Employers and long-term development are of great significance

Forming an appraisal form

The appraisal form is a basic tool for enterprises to conduct performance appraisals. It must be implemented and has strong operability. .

KPI performance appraisal plan formulation

KPI (Key Performance Indication) is a key performance indicator. KPI is a performance appraisal method that is generally valued in modern enterprises. KPI can enable department heads to clarify the main responsibilities of the department, and based on this, clarify the performance measurement indicators of department personnel, so that performance evaluation can be based on quantification. Establishing a clear and feasible KPI indicator system is the key to good performance management. The scope of KPI assessment can... >>

Question 7: How to fill in the performance assessment evaluation form (applicable to department and individual performance)? Part One: Performance Management Regulations

(1) Purpose

(2) Performance Evaluation Principles

(3) Scope of application, evaluation type and time

(4) Performance Management Regulations

(5) Supplementary Provisions

Part 2: Performance Management Process

Performance Management Flow Chart

Part Three: Attachment

1. Performance Evaluation Form

(1) Performance Evaluation Form for Functional Department Personnel

(2) Performance of Distribution Center Personnel Evaluation form

(3) Store personnel performance evaluation form

2. Regularization evaluation form

3. Project evaluation form

4. Performance-based salary ratio for store employees

Part One: Performance Management Regulations

(1) Purpose

1. Comprehensively understand and evaluate employee work performance, promote management standardization, Improve the level of people management;

2. Promote mutual understanding between superiors and subordinates and two-way, positive communication on work performance;

3. As an effective tool for training employees, Help employees improve and develop, discover outstanding talents, and improve company work efficiency;

4. Encourage employees’ work emotions and effectively improve employee performance;

5. Explore employee potential, Help employees succeed and develop.

(2) Principles of performance evaluation

1. Objectivity and fairness:

Each assessment executive should use digital indicators as much as possible to evaluate the work of their employees. When measuring work results and progress, we should not rely solely on subjective feelings or impressions to avoid unfairness.

2. Fairness:

The evaluation of all employees is generally balanced, and both the strengths and weaknesses of the employees are discussed.

3. Two-way communication:

Express to employees the impact of their work on the company, their evaluation of their work performance, and encourage employees to express their ideas.

4. Serious and responsible:

Evaluation is related to the development of employees and can reflect managers’ investment and attention to employees’ personal development.

5. Respect differences:

During the evaluation, both parties may have different opinions. Allow mutual expression and focus on the future, mainly to achieve a clear understanding of the work goals for the next stage.

6. Respect and confidentiality:

Respect the privacy rights of employees, and only the employee and the superior supervisor know the contents of the evaluation.

(3) Scope of application, evaluation type and time

1. Scope of application: The scope of performance evaluation is all regular employees in North China;

2. Year/ Semi-annual/quarterly/monthly performance evaluation:

1) Annual evaluation

Functional department and distribution center personnel: Evaluate the performance of employees last year, and the results will be used as job title, position, salary The basis for adjustment is applicable to all regular employees of the company, once a year, in January;

2) Semi-annual evaluation

Managers at store team leader level (inclusive) and above: for managers above The performance of employees in the first half of the year is evaluated, and the results are used as the basis for performance salary payment, position, position, and salary adjustment. It is applicable to managers at the team leader level (inclusive) of comprehensive and standard-level stores and above. It is conducted twice a year, in January and July. ;

3) Quarterly evaluation

Comprehensive store employees: The performance of employees in the last quarter is evaluated, and the results are used as the basis for performance-based salary payment, position, position, and salary adjustment. It is applicable to All regular employees (including loss prevention personnel) of comprehensive supermarket stores will be conducted once a quarter in January, April, July and October;

4) Monthly evaluation

Standard Chao store employees: The performance of employees last month is evaluated. The results are used as the basis for performance salary payment, position, position, and salary adjustment. They are applicable to all regular employees (including loss prevention personnel) of Standard Chao stores once a month.

3. Year-end performance evaluation

1) Functional department and distribution center personnel

The annual performance evaluation conducted in January will be regarded as the year-end performance evaluation, and the results will be regarded as Basis for the issuance of year-end bonuses;

2) Managers at store team leader level (inclusive) and above

The performance evaluation for the second half of the year conducted in January will be deemed as the year-end performance evaluation, and the results will be regarded as Basis for the payment of year-end bonuses;

3) Comprehensive store employees

The average score of the employee's four quarterly performance evaluations in the previous year will be used as the year-end performance evaluation score, that is, the year-end performance evaluation Results = (1st quarter results + 2nd quarter results + 3rd quarter results + 4th quarter results)/4, the results are used as the basis for year-end bonuses;

4) Standard-exceeding store employees

The average score of the employee's 12-month performance evaluation in the previous year is used as the year-end performance evaluation score, that is, the year-end performance evaluation score = (January score + February score +... + December score) / 12, and the result is awarded as a year-end bonus. ......>>

Question 8: How to write a performance appraisal self-evaluation 1. Assessment purpose

1. As a basis for promotion, dismissal and position adjustment, focusing on ability, Assessed on ability development and work performance.

2. As the basis for determining performance pay.

3. As a basis for potential development and education and training.

4. Use it as a basis for adjusting personnel policies and incentive measures to promote communication between superiors and subordinates.

2. Assessment Principles

1. All employees formally employed by the company should be assessed. The assessment requirements and focus of employees at different levels are different.

2. The assessment is based on the company's various systems, employees' job descriptions and work goals. At the same time, the assessment must be open, transparent, and everyone is equal and treated equally.

3. The assessment plan formulated must be operable, objective, reliable and fair, and must not incorporate the personal likes and dislikes of the evaluators.

4. Advocate to meet the assessees in different ways to make them sincerely accept the assessment results, and allow them to appeal or explain.

3. Assessment content and methods

1. Work task assessment (monthly).

2. Comprehensive ability assessment (conducted by the assessment team every quarter).

3. Attendance, rewards and punishments (assessed by the Administration Department in accordance with the "Company Internal Management Regulations").

4. Appraisers and Appraisal Indicators

1. Establish a company appraisal team to conduct comprehensive assessment and evaluation of employees.

2. Self-assessment, employees evaluate themselves and write a personal summary.

3. Assessment indicators, employees’ work plans, tasks for the month, attendance, and rewards and punishments in the "Internal Management Regulations".

5. Feedback on assessment results

The person doing the performance appraisal should meet with the individual, tell the person being evaluated the advantages and disadvantages of the assessment results, and encourage them to carry forward their strengths, correct their shortcomings, and achieve greater success.

6. Employee Performance Appraisal Instructions

(1) Filling in Procedures

1. Before the 2nd of each month, employees shall prepare a work plan for the month, which shall be reviewed by the direct superior of the department It will be reported to the Administration Department later;

2. The work performance appraisal form will be issued to the department by the Administration Department on the 28th of each month. It should be filled in by the person and reviewed by the department’s direct superior, and then submitted to the Administration Department before the 2nd of the next month;

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3. The work plan is divided into 5 daily work items, 5 stage work items and other categories. The other categories belong to the tasks temporarily assigned by the leader;

4. Completion of the work plan There are three levels: completed, in progress, and not in progress (phased work). At the end of the month, I will rate according to the actual options and rate myself in the personal evaluation column;

5. The work plan is not in progress or is in progress. For the (phased work) item, please explain the reasons in the column of plan completion status.

(2) Scoring instructions

1. The total score of the work performance appraisal form is 90 points, 8 points for each of the 5 items in the daily work category account for 40 points, and each of the 5 items in the stage work category accounts for 40 points. 10 points for each item account for 50 points, and additional points for each other category are 8 points. If the opinions and suggestions are adopted by the company, additional points will be 10 points; among them, the proportion of personal ratings, functional department ratings, and direct superior ratings to the work performance appraisal score is 30 points respectively. %, 30%, 40%. (If the personal score exceeds 90 points, the personal score will be invalid and calculated based on the score of the direct superior minus 10; the score of the functional department is evaluated from two aspects: cost awareness and professional standards. They are evaluated by the Finance Department and the Administration Department respectively.)

2. Comprehensive performance appraisal will be conducted quarterly by the appraisal team. Employees will fill in an "Employee Appraisal Form" and an "Employee Mutual Evaluation Form" every quarter. The specific time will be notified separately by the Administration Department; the "Employee Appraisal Form" will be completed by the person being evaluated. The "Employee Mutual Evaluation Form" is filled out by employees and the evaluation team in an anonymous manner and then put into the company's ballot box; the proportions of self-evaluation, employee mutual evaluation, and evaluation group evaluation in the comprehensive performance appraisal score are respectively

30%, 30%, 40%.

3. The quarterly score of the work performance appraisal is the average score of the three months, accounting for 60% of the quarterly performance appraisal score; the comprehensive performance appraisal score accounts for 40% of the quarterly performance appraisal score, and the final quarterly performance appraisal score is is the sum of the two.

4. Scoring criteria: Excellent 85 points or more, good 84-80 points, qualified 79-75 points, general 74-65 points, unqualified 64 points or less.

(3) Quarterly performance salary content

Quarterly performance salary = performance appraisal award + performance quarterly award

(1) Performance appraisal award consists of three parts:

a. An assessment risk fund of 10% of the employee’s quarterly reserved position salary;

b. One-quarter of the employee’s 13th monthly salary;

< p> c. The company provides a quarter of 10% of the annual salary of the position as an incentive.

Member...>>

Question 9: How to write a performance appraisal self-evaluation mainly around performance projects and goals:

1. Write based on your own work plan: the actual and planned achievement rate, rewrite the good aspects, if not achieved, just admit the shortcomings;

2. If there is no plan, write the actual work content ;

3. The tasks assigned by the leader must be rewritten.