个人绩效评估表.xls

1 2 3 1 Performance Decision Grid This grid helps evaluate employee s global performance The grid below gives detail of the 4 main components 3 for non managers of performance 2 elements and how that performance was achieved 2 elements with examples for each Performance Rating This grid has to be used as an aid to obtain a balanced performance rating The performance rating should focus on the Key Objectives and Overall Mission as strongly moderated by XXX Values Respect of colleagues and Employee Leadership and not the mathematical average of the 4 components Key Components of PerformanceDescription Key specific Objectives As specified in section 1 3 of Annual Appraisal as updated in Mid Year Review Overall Mission Commitment Autonomy Mastery and fulfilment of daily job as outlined in Job Profile Degree of Autonomy Overall Contribution to entity network results Key Components of PerformanceDescription Demonstrated Behavior compliant with XXX Values is seen as a model of business ethics and integrity Demonstrates constantly and communicates 5 Axes and XXX Values behaviours and respects his her commitments SAFETY Good safety record attitude COMPLIANCE Is fully committed vis a vis Compliance takes procedures approvals exceptions very seriously for him herself and others around him and doesn t compromise Leads consistently over performing team despite all difficulties Generates high level of enthusiasm Has low employee turnover Leads high performing team despite all difficulties Generates enthusiasm Has low employee turnover TransparencyEmpowerment Share good and bad news Share information and best practices Don t shoot the messenger Provide the information means coaching and freedom for decisions to be made at the point of action 1 2 3 1 Performance Decision Grid This grid helps evaluate employee s global performance The grid below gives detail of the 4 main components 3 for non managers of performance 2 elements and how that performance was achieved 2 elements with examples for each Performance Rating This grid has to be used as an aid to obtain a balanced performance rating The performance rating should focus on the Key Objectives and Overall Mission as strongly moderated by XXX Values Respect of colleagues and Employee Leadership and not the mathematical average of the 4 components Our Values that establish our culture and drive performance See HR Portal for full definitions B Meets Requirements B Improvement Required Objectives substantially achieved Objectives not always met or not on time Meets expectations of most aspects of post daily job autonomously Does not meet performance standards for the post daily job and or requires close management BB Demonstrates and communicates 5 Axes and XXX Values behaviours and respects his her commitments SAFETY Stable safety record attitude COMPLIANCE Demonstrates and communicate a positive attitude towards integrity has a good understanding of Compliance Rules and complies with them at all times Does not implement 5 Axes and XXX Values behaviours constantly nor meets commitments SAFETY Deteriorating safety record and poor attitude COMPLIANCE Doesn t show real interest or commitment vis vis XXX Compliance program or culture of integrity Seems inclined to not consider XXX policies as mandatory Doesn t lead by example Leads team to meet most short or medium term performance requirements Good Team spirit Average employee turnover Team experiences difficulties to meet performance requirements Team lacks enthusiasm and team spirit Higher than average employee turnover ProfessionalismTeamwork Utilise 100 of available competences and develop skills continuously Use facts go and see for ourselves speak with data Respect standards Be result oriented and rigorous Positive thinking Subordinate personal goals to those of the team Share competences with others Supportive of others 1 2 3 1 Performance Decision Grid This grid helps evaluate employee s global performance The grid below gives detail of the 4 main components 3 for non managers of performance 2 elements and how that performance was achieved 2 elements with examples for each Performance Rating This grid has to be used as an aid to obtain a balanced performance rating The performance rating should focus on the Key Objectives and Overall Mission as strongly moderated by XXX Values Respect of colleagues and Employee Leadership and not the mathematical average of the 4 components How the performance was achieved regarding respect of people and the environment C Unsatisfactory Objectives not met Does not meet performance standard for the post daily job and or requires excessive levels of management C Does not display understanding of 5 Axes and or personal values not compliant with XXX Values behaviours nor meets commitments SAFETY Unacceptable safety record attitude Does not treat people and colleagues with respect COMPLIANCE Unacceptable integrity attitude and behavior Considers Compliance rules and procedures as optional Team performance unsatisfactory Poor Team spirit High employee turnover 1 2 3 1 Performance Decision Grid This grid helps evaluate employee s global performance The grid below gives detail of the 4 main components 3 for non managers of performance 2 elements and how that performance was achieved 2 elements with examples for each Performance Rating This grid has to be used as an aid to obtain a balanced performance rating The performance rating should focus on the Key Objectives and Overall Mission as strongly moderated by XXX Values Respect of colleagues and Employee Leadership and not the mathematical average of the 4 components How the performance was achieved regarding respect of people and the environment 1 2 3 11 2 3 1绩绩效效评评估估表表 在于帮助完成年度评估的1 2 3条的绩效评估 下表具体地给出了绩效 2各要素 的4个组成部分 其中三个部分为非管理者而设 以及如何达到各绩效等级 2个要素 并给予各等级的描述 下表也是为获取平衡的绩效等级和良好的沟通 绩效等级应基于一个全面的评估 判断 与职能上司协调 关注于关键指标和使命 与XXX价值观 领导力的结合 而非4个组成部分的平均数 关关键键绩绩效效组组成成部部分分描描述述 关关键键特特定定指指标标 年度评估1 3节制定的指标或半年度回 顾更新的指标 岗岗位位使使命命 工作描述中所述的日常工作内容 岗位 要求的为组织和所在站点 职能网络的 结果的贡献 关关键键绩绩效效组组成成部部分分描描述述 XXXXXX价价值值观观 合合规规行行为为 道德规范Ethics 透明管理Transparency 充分授权Empowerment 专业技术 Professionalism 团队合作Teamwork 具体见下文 合规 遵守XXX道德规范 政策和流程 领领导导力力和和团团队队建建设设 仅仅限限经经 理理 组织 发展和领导一线团队 在任何形 势下实现目标 管理短期 中期和长期 目标 领导创造和解决问题 形成我们的企业文化和推动业绩的价值观 完整的定义请参考XXX人力资源门户网 道道德德规规范范 EthicsEthics 尊重 每个个人 用希望被如何对待的方式 对待别人 法律 信函和精神 环境 不浪费资源 职业操守 诚实 透明 商业规则 绩绩效效标标准准 A A 突突出出 B B 超超过过要要求求非常优异的成绩 持续超越既定的目标完成 或在及其恶劣的环境下仍能完成目标 关键指标超出要求 或在恶劣环境下完成 目标 持续超过预期地完成岗位定义色所有事项并可 以非常自主地超越自己职责范围 自主地超预期完成各项职责 并经常承担 额外工作 业业绩绩如如何何实实现现 尊尊重重员员工工和和环环境境 AB 被视为法雷价值观 行为的典范 系统地执行5 轴心方法 说服他人遵循XXX价值观 并一 贯兑现承诺 安全 优秀的安全记录 态度 合规 在推动 倡导和应用合规政策 以及处理非 合规风险方面 堪称典范 是商业道德和信誉 方面的标兵 持续执行 交流5轴心和XXX价值观 行为 总是兑现承诺 安全 良好的安全记录 态度 合规 充分遵守合规 对于他 她自己和身边的 人 严格执行相关流程 审批 免责条款 绝不妥协 在任何困难下都能领导高效的团队 激发员工 激情 离职率低 在任何困难下领导高效团队 激发热情 离职率低 透透明明管管理理 TransparencyTransparency 充充分分授授权权 EmpowermentEmpowerment 分享好的与不好的新闻 分享信息和最佳实践 不责怪传达者 在即将行动待做决定时提供信息 方法 指导和自由 1 2 3 11 2 3 1绩绩效效评评估估表表 在于帮助完成年度评估的1 2 3条的绩效评估 下表具体地给出了绩效 2各要素 的4个组成部分 其中三个部分为非管理者而设 以及如何达到各绩效等级 2个要素 并给予各等级的描述 下表也是为获取平衡的绩效等级和良好的沟通 绩效等级应基于一个全面的评估 判断 与职能上司协调 关注于关键指标和使命 与XXX价值观 领导力的结合 而非4个组成部分的平均数 形成我们的企业文化和推动业绩的价值观 完整的定义请参考XXX人力资源门户网 B B 达达到到要要求求 B B 尚尚待待改改进进 基本实现目标不总能完成目标 或未能按时完成目标 能够自主地完成大部分职责 不能符合该岗位的业绩标准和 或需要密切 跟踪管理 BB 执行 交流5轴心和XXX价值观 行 为 兑现承诺 安全 稳定的安全记录 态度 合规 在诚信与合规方面 能够以积极 的态度进行展示和传达 对非常了 解合规规则 并能一直遵守 不仅一直不能执行5轴心和XXX价值观 行为 而且不能兑现承诺 安全 不断恶化的安全记录 较差的态度 合规 对XXX合规项目或诚信文化缺少真正兴趣 或责任感 似乎倾向于视XXX政策为非强制 项 不能以身作则 带领团队