Ask how to write the content and format of the monthly appraisal form for employees

Team Employee Monthly () Monthly Appraisal Form" Name Type of Work Team Number:

Scoring criteria for quality assessment items.

Requirement 1: The quality of work does not need to be corrected, and occasionally it needs to be corrected, and it needs to be corrected, and it is not satisfied.

2. Accurate observance of the essentials of the work, occasional mistakes, and frequent mistakes.

3 Technical level can be engaged.

Able to do difficult work and easy work in a variety of jobs.

4. General comments: The quality is excellent, and the general needs to be improved.

Efficiency: 20, the average efficiency is more than 110%, 10, the average efficiency is more than 80%.

17. The average efficiency is more than 100%, 5. The average efficiency is more than 75%.

14. The average efficiency is more than 90%, and 0, the average efficiency is not more than 75%.

Absenteeism (fill in the time and number of times truthfully).

The person who asks for leave (truthfully fill in the farewell, time, and number of leave).

Late arrival, early departure (fill in the time and number of times truthfully).

Work knowledge is given to the assessment items.

2. Frequently ask about production technology and 2. Deal with new problems together.

2. Frequently propose new methods and suggestions 4. Can assist supervisors in dealing with technical problems.

2. Understand the use of machines, tools, and materials, 4. Know how to save materials, tools, and tools.

2. Be able to evaluate the quality and 2. Understand the quality of machines, tools and materials.

Cooperative spirit: 4. Get to and from work on time, 2. Willing to assist new colleagues.

2. Abide by the regulations of the project department, 4. Rarely quarrel with people.

2. Abide by the safety regulations of the project department, 4. Be willing to participate in various group activities.

1. Accept job transfers, 2. Be easy to accept the opinions of others.

2. Willing to take on the work that others are unwilling to do, 5. Have good tidy habits (clean materials, clean field), adaptability, 2. Have held several kinds of work, 4. Strong adaptability to work.

2. Ability to use complex machines and tools.

2. Trained (with operating certificate).

2. Good professional knowledge.

Grade:Overall Rating:Rank:

Team leader: part leader:

First of all, the assessee summarizes his or her political and ideological performance, work performance, achievements and ability and skills improvement, unity and cooperation spirit, sense of the overall situation, collectivist outlook, life performance, integrity and self-discipline performance, and existing shortcomings and deficiencies in the past year. The annual appraisal is to assess a person's performance in a certain year's morality, ability, diligence, performance, and integrity.

The content of the annual appraisal of employeesIncluding morality, ability, diligence and performance, the focus is on work performance. Morality mainly assesses political and ideological performance and professional ethics performance. Yes, it mainly assesses the level of business technology, the application of management ability, the improvement of business technology, the updating of knowledge and the ability of work innovation.

Diligence is mainly assessed on work attitude, diligence and professionalism and compliance with labor discipline.

performance, mainly assessing the performance of job responsibilities, the quantity, quality and efficiency of the work completed, the level of results achieved and its social and economic benefits, and the satisfaction of the service object. Honesty mainly assesses the performance of honesty and self-discipline and honesty.

The annual appraisal form of general employees should include the employee's name, department, position, position, assessment item, assessment content, assessment score, weight distribution, self-evaluation, superior rating, comments, assessment team approval, etc.

Line managers at all levels are the executors and promoters of performance appraisal, and the human resources department is responsible for guiding, supervising and providing technical support.

Purpose of performance appraisal:The annual performance appraisal plan is to objectively, comprehensively and effectively measure the annual work performance through a comprehensive evaluation of all employees, the completion of the annual work objectives, the performance of job responsibilities, etc., and give rewards corresponding to their performance, implement effective incentives, and continuously improve work performance.

Performance appraisal is divided into three parts: work performance, work ability, work attitude, different departments and different positions of employees, its assessment weight is also different, each department should be based on the requirements of each position to determine the weight of the proportion.

Write performance appraisal self-evaluation precautions.

1. Be serious and sincere, don't feel perfunctory. Write about your own shortcomings and how to improve. There is also the need to write goals and plans for the future.

2. According to the responsibilities of the position, write down the achievements and results. (For example, excellent professional skills and business level, creating more opportunities and benefits for the company's business, and being praised by the company's customers and cooperative enterprises, and achieving good results.)

Work conscientiously and responsibly, be proactive, get along well with colleagues, obey the overall arrangement, etc.

Assessment principles

1. The company's formally hired employees should be assessed, and the assessment requirements and priorities of employees at different levels are different.

2. The assessment is based on the company's various systems, employees' job descriptions and work objectives, and the assessment must be open, transparent, equal and equal.

3. The assessment plan formulated should be objective, reliable and fair, and should not be mixed with the personal likes and dislikes of the evaluator.

4. Advocate that the assessment results be met with the assessee in different ways, so that they can accept it sincerely, and allow them to appeal or explain.

5. Advocate the principle of everyone doing more, so that you can clarify your goals.

Since the beginning of the year, 20xx has successively expanded 2 projects and increased 8 personnelThese achievements stem from the strict management of the hotel, the management of the hotel is the façade of the region, only good service quality can attract a large number of customers. Among them, these still rely on the actual internal things are quality, image, service consciousness, quality of the three are indispensable. Only if these three things can be maintained for a long time can they attract the attention of a large number of customers, and there will be a large number of "buyers".

In the past 20xx years, great changes have occurred every day, in the first and second quarters, as the security department, we cooperated with Party A to meet the inspection more than 2 times, the inspection department mainly includes the fire brigade, the district safety supervision bureau, the public security detachment, the district bureau internal security office, a total of 3 problems were found, and the scene was rectified, the main problem items.

Actively cooperate with Party A in the work, and assist Party A to deal with problems in a timely manner, which has been recognized by the leaders of the customer in this regard. At the same time, the customer side affirms the work of our security company. Of course, the overall view is good, but there are still some deficiencies in the actual work.

Security guards still don't have enough understanding of the "Code of Conduct for Security". If individual security guards are on duty and do not cooperate with the security guards to guide the safety exit of the guests because they do not listen to the security command, resulting in disputes, which seriously affects the image of the security guards, and fails to achieve the purpose of "not fighting back, scolding and not returning" and the purpose of customer first, if the problem cannot be dealt with, it should be reported in time and solved by the superior. In view of this, it is necessary to conduct training on the staff's code of conduct, service awareness, and various rules and regulations every month to meet the requirements of improving the management and inspection.