What is the general content of the performance appraisal form?

The main content of performance appraisal:

1. Characteristic-oriented: The focus of the assessment is on the personal characteristics of the employee, such as honesty, cooperation, communication skills, etc., that is, to consider what kind of person the employee is.

2. Behavior-oriented: The focus of the assessment is on the working style and work behavior of employees, such as the smile and attitude of the waiter, the way of dealing with people, etc., that is, the consideration of the work process.

3. Result-oriented: The focus of the assessment is on the content and quality of the work, such as the output and quality of the product, labor efficiency, etc., and the focus is on the work tasks completed by the employees and the products produced.

Basic information of employees: including basic information such as employees' names, employee numbers, departments, and positions.

Appraisal period: Indicate the appraisal cycle covered by the performance appraisal form, which is generally one year or half a year.

Indicators: List all indicators, such as work quality, work efficiency, customer service, teamwork, etc.

Assessment Criteria: For each assessment indicator, list the corresponding assessment criteria and scoring criteria, such as excellent, good, fair, and poor grades.

Appraisal weights: Assign corresponding weights to different appraisal indicators to more accurately reflect the work performance of employees.

Appraisal score: Record the employee's score on each appraisal indicator, as well as the total score and ranking.

Evaluation opinions: Reserve space for evaluation opinions in the appraisal form for supervisors or human resources departments to evaluate and feedback the employee's work performance, and provide improvement directions and suggestions.

Signature confirmation: The appraisal form needs to be signed and confirmed by the supervisor and employees to ensure the authenticity and credibility of the appraisal results.

Every business is different.

Basically, it is hard work indicators, work attitude, and teamwork to carry out assessments.

There are many templates on the Internet, and there will be some ready-made templates in WPS rice husks for reference.

Generally, employees write their own work goals and KPIs, and at the end of the year, HR will review the completion progress.

It's good to have a standardized template, otherwise the boss pats his head and thinks you're doing a good job.

Performance appraisal indicators are general: quantitative indicators, work quantity, and qualitative indicators.

1. The work standard method compares the work of employees with the work standards and labor quotas formulated by the enterprise to determine the performance of employees. The advantage is that the reference criteria are clear and the evaluation results are easy to make. The disadvantage is that it is difficult to set standards for personnel in management positions, and there is a lack of quantifiable indicators.

2. Ranking method is a performance evaluation method that ranks employees within a certain range from high to low according to a certain standard. Its advantage is that it is simple and easy to implement, avoiding the centering error, and the disadvantage is that the standard is single, and it is difficult to compare between different departments or positions.

3. Hard distribution, this method is similar to the sorting method to a certain extent, it is a method to force the distribution of employees according to a certain probability distribution within a limited range, the advantage of this method is to avoid a big pot of rice, and the disadvantage is that the probability assumption is not necessarily in line with the facts, and the probability in different departments or ranges may be different.

4. The key event method refers to the recording of those behaviors that have a significant positive or negative impact on the efficiency of the department or enterprise. The assessor must record all the key events of the assessee during the assessment period, which has the advantage of being more objective, and the disadvantage is that the workload is large, and it also requires a quantitative process.

5. The basic feature of the objective management method is that the appraiser and the assessee work together to formulate work objectives, and guide and assist them to complete the objectives, and constantly revise the objectives. This makes the relationship between the appraiser and the appraisee change from simply supervising and being supervised to being a consultant and facilitator, and promotes the realization of work goals and performance goals.

Degree assessment method, this method combines the above multiple methods, through different assessors to carry out assessment, in the selection of assessment indicators as much as possible quantification, combined with target management and a certain degree of hard distribution and forced sorting. The disadvantage is that the assessment workload is large, and the assessment cycle is difficult to choose.

Performance appraisal metrics can include attendance, work completion rate. And productivity and so on.

The content of performance appraisal usually includes the following aspects:

1.Work goals and indicators: The company measures the work results and quality of employees by setting specific work goals and indicators, and employees need to complete these goals and submit corresponding data to prove it.

2.Behavior and attitude: Employees' behavior and attitude at work are also an important part of performance appraisal. Leaders and colleagues will evaluate the employee's behavior, such as the employee's communication skills, teamwork skills, leadership, etc.

3.Work results and performance indicators: The company will evaluate the performance of employees according to their work results, customer satisfaction, financial performance and other indicators, which is also an important part of performance appraisal.

4.Competence and skills: The ability and skill level of employees are also an important part of performance appraisal. The company will evaluate the performance of the employees based on their work experience and skill level.

5.Individual development and goals: Performance reviews should also include the employee's personal development and goals. Leaders and employees can work together to develop individual development plans and goals to help employees achieve self-worth and improve performance levels.

It should be noted that the content of performance appraisal may be different for different companies and different positions, and the specific content should be determined according to the needs of the company and the nature of the employee's work. At the same time, the content of performance appraisal should be able to objectively and fairly reflect the work performance and ability of employees, and avoid subjective bias and unfair evaluation.

The design of the 3D performance appraisal program will include three specific contents: work objectives, work process and organizational evaluation.

1) Work objectives.

It is reflected in the data indicators, Liang Bei we want to set the core assessment indicators of each position, this assessment index includes two categories of business indicators and management indicators, for different positions, the assessment weight of business indicators and management indicators is not the same, the more senior management, the weight of the management index assessment will be greater, and for the grassroots management, the weight of the management index assessment is greater.

2) Work process.

That is, if we want to achieve the goal of the work, what is the corresponding achievement strategy? This is the work process we want to design, and only when the design of the work process is effective and reasonable, can our work goals be achieved.

3) Organizational evaluation.

That is, the assessment of the work attitude and execution of the subordinates by the superiors, and the proportion of organizational evaluation in the assessment score is relatively small, 5%-10%. The performance appraisal of the three rubber wheels is mainly designed around the above three dimensions.

Employee performance appraisal content.

Work attitude: 1. Rarely be late, leave early, be absent, and work seriously;

2. Work never steals and never gets tired;

3. Agile and efficient;

4. Obey the instructions of superiors;

5. Report the basic ability to the superior in a timely and correct manner;

6. Proficient in job content, with the ability to deal with affairs;

7. Master the key points of personal work;

8. Be good at planning the steps of the work and actively making preparations;

9. Strictly abide by the principles of reporting, liaison and consultation;

10. Complete the work within the established time business level.

11. There is no error in the work, and the speed is fast;

12. Excellent ability to deal with things and be correct;

13. Be diligent in sorting, rectifying, and inspecting your own work;

14. Do your job well;

15. Be able to independently and correctly complete the new sense of responsibility;

16. Have a strong sense of responsibility and complete the delivered work;

17. Even if it is a difficult job, as a member of the organization, you have the courage to face it;

18. Strive to deal with things carefully and avoid mistakes;

19. The preventability of faults and the ability to come up with preventive countermeasures;

20. Work calmly, never emotionally coordinated;

21. Cooperate with colleagues and work in harmony;

22. Pay attention to coordination with colleagues in other departments;

23. Be willing to help colleagues at work;

24. Actively participate in the activities held by the company for self-enlightenment;

25. Review your own strength, and learn new industry knowledge and vocational skills;

26. Look at the future of yourself and the company with a broad vision;

27. Whether you humbly listen to the suggestions and opinions of others and can correct your own shortcomings; 28. Show an enthusiastic and upward mental state, and do not confide in the work dissatisfaction;

29. Even if it is an extra job, sometimes I think and make proposals;

30. Formulate job goals with a long-term outlook and put them into practice.

The content of performance management includes performance management system guarantee, performance appraisal system, and key performance appraisal indicator system.

1. Performance management has institutional guarantees.

The performance management system is composed of performance creation, performance evaluation, performance incentive, performance improvement and other links, and the coordinated operation of these links ensures the realization of performance management effects and promotes performance improvement.

To carry out performance management, we must first clarify the purpose and purpose of performance management, the principles of performance management, the scope of performance management objects, the organization and leadership of performance management, etc., and clarify the responsibilities of enterprise executives, human resources departments and line departments in performance management in the organization and leadership of performance management.

2. Performance appraisal system.

The performance appraisal system includes the performance appraisal cycle, the content and weight of the performance appraisal, the performance appraiser, the performance appraiser and other aspects, and the performance management should clarify who is responsible for who is responsible for the assessment in which aspects, how often to conduct the appraisal and other aspects.

3. Key performance assessment index system.

Performance indicators are the basis for the implementation of performance appraisal, and any performance appraisal is carried out by virtue of certain indicators. Effective performance indicators are the guarantee of the success of performance appraisal, so the design of indicator system is the central link of performance appraisal system design.

Performance appraisal and evaluation

Performance appraisal and evaluation is the core link of performance management, and performance management will have a serious negative impact if there is a problem in this link; The application of performance results is the key to the effectiveness of performance management, and if there are problems with the incentive and restraint mechanism for employees, performance management cannot achieve results.