What are the criteria for evaluating leadership performance?

The performance appraisal standards for each position of the company are as follows:

The company's performance appraisal of employees is generally carried out in accordance with the content of their own work. It is mainly divided into the following aspects:

1. The completion of their own work, including whether the work is completed on time and in accordance with the company's standards. This aspect is mainly to assess the work ability and work efficiency of individual employees.

2. Whether there are new suggestions for improvement and specific plans for the post. This mainly assesses whether employees have the potential and conditions for sustainable development in the company.

3. Suggestions for improvement of other docking departments. This is mainly to assess the teamwork and collaboration ability of employees.

The company's performance appraisal standard for employees is the decomposition of the content of the employee's job description and the work indicators completed by the employee, and the standard for the assessment of employees, the standards of each unit are not the same, and the standards of each person are not the same.

(1) Relevant national laws, regulations, and rules;

2) Major decision-making and deployment, economic and social development goals, local party committees at all levels and key task requirements;

3) Provisions on the responsibilities of the department;

4) Relevant industry policies, industry standards and professional technical specifications;

5) Budget management systems and methods, project and fund management methods, financial and accounting information;

6) The policy basis and objectives for the establishment of the project, the budget implementation, the annual final account report, the project final account or acceptance report and other relevant materials;

7) the results of the review report, audit report and decision, financial supervision and audit report, etc.;

8) Other relevant materials.

The year-end performance appraisal contains the performance, attitude, ability and other multi-dimensional content of the assessee, and the difference between it and the quarterly and monthly performance appraisal is not just an extension of time. In the quarterly and monthly performance appraisal, the performance dimension occupies a dominant position, and the year-end performance appraisal should pay attention to the ability and work attitude of the examinee while examining the work performance. There are obvious differences between the two in terms of the purpose, object, content and method of assessment.

Criterion 1: The core of the assessment is the growth of employees

How to find the methods and techniques of performance appraisal management to identify employees' abilities, stimulate employees' potential, and give full play to employees' wisdom and talents is a huge challenge for enterprise managers.

Therefore, the core purpose of performance appraisal is to improve the outstanding performance of individuals through the growth of people, so as to promote the enterprise to obtain good benefits.

Criterion 2: Four cards for judging and evaluating the merits of performance**

These four ** are the "self-identification form", "personal work record form", "task completion statistics table", "two-level boss evaluation form", the first three ** are decided by the employee, and the latter one** is filled in by their two-level superiors, these four ** constitute the evaluation criteria for the performance of employees.

Criterion 3: Appraisal runs through the work throughout the year

The daily assessment consists of the monthly assessment results, the monthly assessment is closely combined with the year-end assessment, the assessment runs through the work of the whole year and connects with the second year, through the assessment, the performance of employees has been timely feedback, the good performance has been praised and affirmed in a timely manner, and the poor performance has been communicated with it in a timely manner.

The results of the appraisal are linked to the employee's second year's salary, training, promotion, rotation and other interests, and a clear, simple and realistic goal is established, and this goal is conveyed to all personnel in order to achieve the real purpose of the appraisal.

Criterion 4: Five criteria for the target plan

The target plan is the basis of the annual assessment, and the target plan must meet five criteria.

1. The goal must be specific and clear;

2. The target plan must be measurable;

3. The target plan must be executable;

4. The target plan must be feasible;

5. The target plan must have a timetable.

Criterion 5: Performance appraisal must ensure unimpeded communication

Including face-to-face communication, including target standard communication, performance results communication, performance interviews, etc., in addition, employee self-assessment is also a communication channel, what employees have ideas, what requirements, what help they want to get from the company, etc., can be clearly written in the assessment.

In short, it is necessary to communicate performance appraisal, so that performance appraisal becomes an important way and method for employee growth, and only when employees grow, the benefits of the enterprise can grow.

Performance appraisal is also known as achievement or achievement evaluation, performance appraisal is the process of making value judgments on the performance of managers at all levels who undertake the production and operation process and results to complete the specified tasks and the many effects brought about by the enterprise in order to achieve the purpose of production and operation, using specific standards and indicators, and adopting scientific methods. Performance appraisal is a systematic engineering, involving the strategic target system and its target responsibility system, index evaluation system, evaluation standards and evaluation methods, etc., its core is to promote the improvement of enterprise profitability and the enhancement of comprehensive strength, its essence is to make the best use of talents, so that the role of human resources to the extreme.

Clarifying this concept can clarify the purpose and focus of performance appraisal. The company has set a strategic development goal, and in order to better accomplish this goal, it is necessary to decompose the goal into various departments and personnel in stages, that is, everyone has a task. Performance appraisal is a tracking, recording and evaluation of the completion of goals by enterprise personnel.

Performance appraisal refers to the process of evaluating the completion of employees' work tasks, the degree of performance of employees' job responsibilities and the development of employees by using certain evaluation methods according to the work objectives or performance standards, and feeding back the above evaluation results to employees. Performance appraisal is a general term for performance appraisal and evaluation. Performance appraisal refers to the use of certain evaluation methods, quantitative indicators and evaluation standards to achieve the degree of achievement of the performance objectives determined by the department to achieve its functions, as well as the implementation of the budget to achieve this goal for a comprehensive evaluation.

Performance appraisal of the ** department).

Performance appraisal: The process of collecting, analyzing, and transmitting information about an individual's work behavior and work results in their job position.

Performance appraisal generally consists of three components:

1. Performance definition.

For employees, the definition of performance is to determine the direction of their behavior and the goal to be achieved, and it is also the evaluation standard, which is the key and basis for performance appraisal.

The definition of performance should be a comprehensive and comprehensive indicator, consistent with the direction set by the corporate strategy, and the direction of the employee's efforts is deviated.

2. Performance appraisal.

On the basis of the performance definition, a sound and reasonable evaluation plan is formulated and implemented. The evaluation plan includes the content, methods, procedures, organizers, and statistical processing of the evaluation results.

3. Performance feedback.

That is, feedback the evaluation results to the evaluated employees. Through feedback, the superiors and subordinates can communicate with each other about the work situation of employees, and propose targeted improvement measures for deficiencies.