What is a separate assessment and what is a qualitative assessment

It refers to the method of evaluating an employee's performance and ability by grading or using concise phrases, also known as a review evaluation.

There are two types of qualitative assessment: one is the simple grading method, which is to list the basic content of the evaluation, and each item is evaluated with the grade standards of excellent, good, medium and poor, and finally, to obtain an overall performance appraisal result. The advantage of this method is that it is easy to use and is suitable for work projects that are difficult to quantify; The disadvantage is that the number of people to be assessed cannot be too much, suitable for about 10 people, and at most no more than 30 people, otherwise, the accuracy of the results will inevitably be affected.

The other type is to use short sentences to classify, that is, to index the evaluation into different short sentences for the evaluator to choose. Although this approach is a step up from the simple grading method, it is more difficult to develop a performance appraisal programme and it is sometimes difficult to describe in language the various situations in the indicators of work.

Qualitative assessment is the examination and verification of the qualitative aspects of the quality and work performance of the assessee. Generally, individual conversations, small seminars, etc., are organized by the assessee, the morality, talent and main advantages and disadvantages of the assessee, and finally the basic and objective evaluation of the assessee is given;

It is used for targeted recruitment of "selection and recruitment of college graduates to work in villages", "special post plan for school teachers in the rural compulsory education stage", "three branches and one support" plan, and "college students' volunteer service plan in the western region" personnel organized by our province, and selected by other provincial organizations, service period expired, and assessed competent (qualified) Anhui "service grassroots project" personnel and retired soldiers recruited by the military service organs of our province and completed their service period.

What is a city with separate planning status and a sub-provincial city? What is the difference between them and ordinary prefecture-level cities?

1. Separate wages refer to the wages increased by the employer due to the acceptance of demobilized soldiers, college graduates, adjusted wages, etc. after the approved wage base of the current year.

2. For specific questions, please consult or complain to the local 12333 labor and personnel social security.

Separate wages refer to the wages that are increased by enterprises after the approved wage base in the current year, such as demobilized soldiers, college and technical secondary school graduates, and adjusted wages, etc., and this part of the wages is listed separately outside the base number, which is called separate wages.

Employee performance appraisal.

In order to evaluate the performance of employees objectively, justly, fairly and realistically, the following performance appraisal form is formulated:

Performance appraisal form.

Employee's name and position.

Department Assessment interval YYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYY

Evaluation scale and score: Excellent (10 points), Good (8 points), Fair (6 points), Poor (4 points), Very poor (2 points).

Evaluation Items Criteria & Requirements Scoring Weighting.

Self-Rating Direct Rating Manager Rating General Manager Rating This column Average score.

Work performance. 1 Work goal achievement (per capita production capacity target, management target) 4

2. Production safety management effect (safety status of human-machine environmental method).

3 Related technologies Quality control or improvement.

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

5 6S management, ISO implementation, system implementation.

Job skills. 1 Business knowledge and skills, management decision-making ability 2

2. Ability to organize and lead.

3. Ability to communicate and coordinate.

4. The ability to pioneer and innovate.

5. Ability to implement and follow.

Quality of work. 1 Work hard and do your best to accomplish task 2

2. Work hard and work very well.

3. Strong sense of responsibility, able to work automatically and spontaneously, and play an exemplary role.

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

5. Responsibility and dedication to the company.

Work attitude. 1. Obey the work arrangement, be diligent and sincere, 2. Unite and cooperate, and have a sense of teamwork.

3. Punctuality, pragmatism, initiative and proactiveness.

4 No waste of time, no fear of toil, no complaints.

5. Work spirit: whether it is optimistic and enterprising.

Signature of the evaluator I: Directly subordinate: Manager: General Manager:

Assessment Score Average score for job performance 4 + average score for job skills 2 + quality of work 2 + attitude towards work 2= points.

Attendance, rewards and punishments.

Information provided by human resources) Attendance: Late arrival, early departure + absenteeism 4 + personal leave + sick leave days.

Penalty: Fine, Warning, 1 + 3 Minor Offenses + 9 Major Offenses = Points.

Reward: Praise 1 + Minor Effort 3 + Major Effort 9 = points.

Total Score Assessment Score Score - Score - Score + Score = Score.

Classification A (above standard or up to standard Excellent or Good): 90 100 points;

Grade B (basically meeting the standard requirements General): 80 89 points;

Grade C (close to the standard or almost passed): 70 79 points;

Grade D (well below the required standard deviation and needs to be improved): 69 points or less.

Organizational or individual appraisal?

Each place has land use plan indicators, and the land use plan indicators are listed separately because some land uses are not within the scope of land use plan indicators due to special uses.

For example, in some areas, the land use plan indicators for affordable housing projects are listed separately.

Performance appraisal[1][2] (performance

examine) is a systems project. The definition of performance appraisal is: the process and method of using specific standards and indicators to evaluate employees' past work behaviors and work performance, and using the results of the evaluation to positively guide employees' future work behaviors and work performance.

Clarifying this concept can clarify the purpose and focus of performance appraisal. When formulating development plans and strategic goals, in order to better accomplish this goal, it is necessary to decompose the goals into various departments in stages, and finally implement them to every employee, that is to say, everyone has a task. Performance appraisal is a tracking, recording and evaluation of the completion of goals by enterprise personnel.

Pay attention to the timeliness relationship of performance appraisal, which is to evaluate the past of the subject and have an impact on its future.

Performance appraisal refers to the process and method of evaluating employees' past work behaviors and work performance by using specific standards and indicators under the established strategic objectives, and using the results of the evaluation to positively guide employees' future work behaviors and work performance.

Performance appraisal is to evaluate the work performance, work ability, work attitude and personal morality of employees in the process of work, and use it to judge whether employees are commensurate with the requirements of the position.

Performance appraisal formula: p=f

s、m、o、e)。Meaning of each factor.

Classification of performance appraisals:

Divided according to the nature of performance appraisal;

According to the division of performance appraisal subjects;

Divided according to the organizational form of performance appraisal; Divided by the length of time of performance appraisal.

1. Performance appraisal is to evaluate people and their work conditions, and to reflect the relative value or contribution of people in the organization through evaluation of people's work results. In terms of extension, it is to observe, record, analyze and evaluate people in daily work in a purposeful and organized manner;

Second, the significance of performance appraisal:

1. Evaluate from the business objectives of the enterprise, and make the evaluation and personnel treatment management after the evaluation contribute to the realization of the business objectives.

2. As an integral part of the personnel management system, use a set of systematic institutional norms, procedures and methods for evaluation.

3. Evaluate the work ability, work attitude and work performance of the members of the organization in their daily work based on facts.

<> "Ganzhou Professional Title Separate Policy" refers to the policy of Ganzhou City for the evaluation and selection of professional titles in an independent independent column when evaluating and selecting professional titles for open recruitment. This means that when Ganzhou City is openly recruited, the title review will be independent of other conditions, and candidates can independently apply for the title review, and then participate in the assessment of other conditions after obtaining the title. This kind of policy can provide more opportunities and choices for eligible candidates.