《思科研发人员考核方案》 .doc

思科研发人员考核方案一、研发人员考核方式：项目考核为主：质量、时间、成本、综合（参考部门考核指标）项目管理层（用户满意度-项目质量、进度-团队工时、费用-项目总成本项目组成员（个人工时、个人完成项目的质量）作用于项目积分、星级问题制度、教育培训（50%时间正在进行的项目+25%项目以外的其他相关技术+25%技术以外的培训）；部门考核为辅：（kpi+360度）工作成果（参考项目考核的结果）（70%）、成长进步（10%）、素质技能（10%）、文化价值（10%）(和谐、进取、创新)作用于绩效工资、个人成长方向和成长空间、晋升晋级、教育培训（项目技术所需的培训50%、项目技术所需技术的其他方面培训25%、其他非技术培训25%）绩效考核方式：自评/经理/总监绩效考核周期：项目（项目中间和结束）+部门考核（季度+年度）二、项目考核量表见电子表格项目考核量表注：得分为8分以上的project则为星级project，其问题解决方法将在全技术人员之中推广学习。注：本表是电子表格所作，里面的公式转换都请在excel中查看。三、季度/年度考核量表quarterly performance reviewlearning ocean engineering employee: review period:review date: grade: (6: bs, 0-2 years of experience. 8: ms, 0-2 years of experience. 10: 3-7 years of experience)1) project performance evaluation (with respect to the grade level)taskrankingnotesselfmanager 积分：（本季度/年度项目积分为：sn1+sn2+snn= c(complexity)s(score) +微调；不过公司目前很希望提高on time，还没有想好应该在积分上怎么表现出来。请各位帮忙指点。 （本积分来源请看七、项目考核量表）2) professional performance evaluation (with respect to grade level)observationsrankingperformancebehaviors selfmanager1) learning (professional)1. hungry2. ability to applytools, knowledge.self-motivated to learn and achieve results.2) skills (professional)3. troubleshooting 4. root cause analysis5. flexible designdont get stuck. resourcefulpin down tipping pointsgui, features, performance3) driven (culture)6. on time delivery7. achieve stretched goals.no excuse for delay.want better results and achieve it4) team work (culture)8. sharing information. share with other, seeks info from others. know up and down stream dependencies5) communication (culture)9. condor10. no surprisestell whats on your mind: concerns, ideas.tell bad news immediately3) development plan4) overall ranking: 5) employee comments: 主管能够怎样帮助你，使你未来工作更好？试就你的工作、主管或工作环境提出建议性的批评。有无其他工作或培训你较感兴趣，并觉得对你前途有益？signaturesemployee: manager: date: date: _notes: performance evaluation processstep 1. employee makes a self evaluation. score 1-10 relative to your current grade (1 worst, 10 perfect). step 2. manager evaluates performancestep 3: manager discusses feedback with the employee.step 4. employee adds comments and signs. manager signs. ranking. e: exceptional (top 20%) g: good (middle 70%) p: poor (bottom 10%) 四、公司绩效