HRTemplates人力资源模板046_-_Appraisal_Management_R.doc

PERFORMANCE APPRAISAL REPORTFor the period of _Name: _Starting Date: _Position: _ Since: _Department: _ASSESSMENT1. Technical Skills (consider extent of theoretical and practical know-how as related to present job, and the willingness to accept new ideas)q 5 Skills exceed job requirement, always willing to try out new ideasq 4 Skillful in all aspects of the jobq 3 Skills match almost all job requirementsq 2 Insufficient skills in some aspectsq 1 Insufficient skills in most aspectsOther Comments: _10 of 10P E O P L E M A N A G E M E N TPlease note that this document is intellectual property owned by Kempinski AG/Germany and KISA/Switzerland.2. Business Effectiveness (consider ability to meet/exceed targets, achieve results, manage and control resources people, financial, operational, equipment; adherence to legal obligations and sound business ethics)q 5 Always meets and often exceeds targets set, even under unfavorableconditions. Maximizes use of resources.q 4 Achieves targets set and has a good control over the utilization of resources.q 3 Generally meets targets set and manages resources effectively.q 2 Has difficulty in meeting some targets and managing resourceseffectively.q 1 Often unable to meet targets or manage resources. Some businessethics are questionable.Other Comments: _3. Decision Making(consider resourcefulness, ability to obtain/analyze data, apply sound judgement/recommendation including introduction of changes/new ideas)q 5 Exceptionally sound judgements, resourceful, innovative, and haslong-term view.q 4 Good judgementsq 3 Generally correct in decision making related to own departmentq 2 Sometimes makes bad decisionsq 1 Poor in decision makingOther Comments: _4. Inter-personal & Communication Skills(consider dealings with superiors, peers, subordinates, guests, and external contacts,including verbal and written communication, meetings, public-speaking, customerdriven actions)q 5 Exceptionally good human relations skills; exhibits tact anddiplomacy; able to influence peers and superiors, and commandrespect from subordinates. Easily approachable.q 4 Generally good human relations skills and can influence othersq 3 Sufficient human relations skills which sometimes falters when underpressure.q 2 Needs improvement in dealings with some people; not always able tocommand respect from people.q 1 Impersonal, lacks insight, and unskillful in dealings with peopleOther Comments: _1. Training & Development(consider extent of on-job training in the department, and own involvement and commitment to staff development; subordinates are knowledgeable, self-confident, and reliable even during incumbents absence)q 5 Subordinates developed to achieve their full potential. Training carried out regularly in the department. Team member performance monitored and feedbackgiven to team members regularly and in a positive manner.q 4 Well-committed to training and staff development. Team member performance monitored and feedback given.q 3 Sufficient training is carried out in the department to meet minimum SOPs.q 2 On-job training is irregular. Operational standards and team membermotivation are inconsistent.q 1 No interest in training and staff development; on-job training in thedepartment is minimal.Other Comments: _6. Leadership by Example(consider personal appearance, attitude, motivation of self and others, ability toinspire team work, behaviour under pressure, visible management)q 5 Excellent self-discipline; gains respect from all, and inspires goodteam work.q 4 Sets good example for staff and peersq 3 Meets standards required for the functionq 2 Occasionally fails to meet standards required for the functionq 1 Sets bad exampleOther Comments: _7. Planning & Organizational Ability(consider ability to anticipate business needs, respond to changes, priority setting,time management, effectiveness/efficiency in planning own work and that of others)q 5 Exceptional ability to anticipate demands. Maintains very highefficiency and effectiveness levels in the department.q 4 Very effective in maintaining high level of efficiency withindepartment.q 3 Meets efficiency and effectiveness levels within departmentq 2 Efficiency and effectiveness sometimes fall short of job demandsq 1 Often inefficient and ineffectiveOther Comments: _ 8. Delegation(consider ability to delegate without losing control or abdicating responsibility; use of freed time for future projects)q 5 Has high trust in subordinates capability; always delegates as muchas possible with good follow-up; acknowledges subordinates success.q 4 Delegates most work which can be handled by subordinatesq 3 Delegates sufficiently; sometimes puts self under pressure by workquantity/quality.q 2 Occasionally prefers to do work which could be delegated tosubordinates; sometimes deadlines or high priorities are not achieved.q 1 Has low trust in subordinates; handles all details himself/herselfOther Comments: _9. Other Assessment Criteria Specific to Individuals JobACHIEVEMENT OF OBJECTIVES FOR THE PERIOD UNDER REVIEWObjectiveTarget dateMeasure of achievementComment on how well the objective was achievedOBJECTIVES SET FOR THE NEXT PERIODObjectiveTarget dateMeasure of achievementMAJOR STRENGTHSAREAS FOR IMPROVEMENTOVERALL PERFORMANCE APPRAISALq 5 OutstandingTruly exceptional performance above & beyond expectationsNo supervision requiredHas made a major contribution to the success of the hotelExceeds standards required in all areas of the jobRating suggests a career move into a more challenging roleq 4 ExcellentMaintains high standards and often performs above expectationsMinimum supervision requiredq 3 GoodMeets expectations in job responsibility areasThere is scope for improved performanceNeeds occasional follow-up and coachingq 2 SatisfactoryPerforms to required standards only under close supervisionDefinite scope for improvement/development needsRating usually given to a borderline performer or a newly promoted team member still requiring guidanceq 1 UnsatisfactoryPerforms below expectations even under close supervisionRating suggests a move into a less challenging roleTRAINING & DEVELOPMENTList below training and development needs which would assist the team member to grow personally and/or professionally:Identified Training & Development NeedSuggested Method of TrainingProposed MentorDuration & DatesCAREER AND SUCCESSION PLANNINGIn the following year, what would be of most benefit to the team member, the hotel, and the