Appraisal-Form评估鉴定表

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年度考核评估Annual Performance Appraisal Form_FY14_

Performance Appraisal------------------------------------------------------------------------------------------------------------------------------______________________________________________________________________________OBJECTIVE目的The purpose of performance appraisal is to clearly communicate to the employee being evaluated, how well he/she is meeting expectations for his/her job during the specified period, and to give the employee the opportunity to discuss his/her performance with the Reporting Supervisor. The Reporting Supervisor may provide specific examples to support his/her evaluation, as well as make recommendations in relation to areas for improvement. It is alsoa formal platform to review the employee’s individual development plan and determine the learning needs and support needed to enhance individual skills and competencies.这个评估的目的是与被评估业绩的雇员进行清楚的沟通，了解其在这段指定的工作期间内的表现与所期望的相符程度，并提供员工一个可以同直接上司讨论自己业绩表现的机会。

员工年度评估表

员工评估表Staff Appraisal FormName姓名：Department部门：Position职位：Date in position就职日期：Appraiser’s Name评估者姓名：Date of appraisal评估日期：Introduction说明Appraisal is a discussion between you and your supervisor to agree an assessment of your performance in order to plan jointly for the future.为了共同计划你的未来，此评估是你和你的督导员一起对你的表现进行讨论并得到一个评价。

An appraisal gives you the opportunity to think about your progress within your job, over the past year and to discuss your plans for the future.评估可以给你一个机会去考虑你在过去一年的工作中所取得的进步，以及讨论你将来的计划。

General Instruction总则1.This appraisal should be completed at the end of the year.(except for the staff in probation)此评估应在每年年底进行（除了试用期的员工）2.Prior to the appraisal meeting, you and your supervisor (independently of each other) shouldcomplete this form.在进行评估面谈之前，你和你的督导应该分别独立完成这份表格。

3.Listed overleaf are the talents, abilities and characteristics that are important in achievingsuccess. Carefully rate yourself in relation to each of these qualities and tick the box by the phrase that you think best describe your performance and comment why you have selected this rating.后面所列的是对天赋、能力和个性的评价，这些对于你获得成功非常重要。

PERFORMANCE-APPRAISAL-FORM(企业绩效考核)

PERFORMANCE APPRAISAL FORM1. This review is for the period from 1st Nov 2009 to 31st Oct 20102. Approved recommendations to be made effective from_____________ Name: _______________________________________ Emp_Code: ___________________________________ Designation: __________________________________ Grade/Category: _______________________________ Qualification: __________________________________ Division / Department:__________________________Date of joining:_________________________________ Date of Last review:_____________________________ Present CTC : _________________________________APPRAISAL GUIDELINES :01. The appraisal rating form ‘contains factors that are relevant in performing an employee job.02. Base your ratings and judgment on the entire period covered and not upon isolated/recentincident.03. Consider only one factor at a time. Do not let your rating in one trait influence your rating ofanother.04. Base your judgment on the requirements of the job and the performance of the appraisee in it.05. The Superior of the employee shall be the reporting Officer and the immediatesupervising superior/officer shall be the reviewing Officer.06. Whenever the shift duty operation is involved, the concerned Shift-in-charge shall be the reporting officer.07. While assessing, the Reporting Officer and Reviewing Officer shall give the scores for all theindividual points that are mentioned below the factors.08. Upon completion, review and check your scores & overall rating.09. The rating for factor analysis is as follows80 & above70 and above & below 79 60 and above & below 69 50 and above & below 59 Below 50 ‘O’ – OUTSTANDING‘A’ – VERY GOOD‘B’ – GOOD‘C’ – SATISFACTORY ‘D’ – UNSATISFACTORY10. Concrete evidence / Justification is necessary in support of “Outstanding” or Unsatisfactory rating.11. Guide Note to attendance (Including leave approved)No. of Days ofAttendanceMarksA) OUTSTANDING 300 & Above 20B) VERY GOOD 285 – 299 16C) GOOD 275-284 12D) SATISFACTORY 240-274 8E) POOR Below 239 0Page-1PERFORMANCE APPRAISAL FORM Name :________________________________________Emp_Code: ___________________________________Page 2The head of the Department in consultation with the Manager/ Section incharge to review and to give the over all rating and recommendations. Reporting Officer Reviewing HODOBSERVATION BY HR DEPARTMENT。

self-appraisal form 自我评估表英文版

Revised 10/21/2008 /performance/ Page 1 Self-Appraisal - 1 Job Definition1. Attach a current position description; if applicable, make note of any significant changes since last year’sperformance review.2. Which position responsibilities do you view as most important? Why?3. Have there been any special circumstances that have helped or hindered you in doing your position thisyear? If yes, what were the circumstances and how did they affect your work?Accomplishments1. List your most significant accomplishments or contributions during the past year. How do theseachievements align with the goals/objectives outlined in your last review?2. Since the last review conversation, have you performed any new tasks or additional duties outside the scopeof your regular responsibilities? If so, please specify.3. Describe professional development activities that have been helpful since last year (e.g., offsiteseminars/classes, onsite training, peer training, on-the-job experience, better exposure to challengingprojects).Goal Setting 1. What are your goals for the coming year and what actions will you take to accomplish these goals?2. What could your supervisor/manager do to support you in doing your job and accomplishing these goals?3. What else would help you to do your job better and provide greater job satisfaction?Development Planning1. What kinds of professional development activities would you like to do during the coming year? (For moreinformation, go to /performance-development/goal-setting-developmental-planning/types-development-activities )2. What support or information do you need to complete these activities?Employee’s Name:Title:Supervisor:Date:。

Leadership Appraisal_Form_领导力评估表

与目标相比，最近阶段取得的成果：
2 6 99
1 5
22 88
在工作表2中的填写"目标审核".
五列总分 :
汇总
绩效领导
综合取得成果:
19
变革领导
20
人员领导
21
团队领导
20
文化领导
19
评价:
总评
优秀, 成果总是比预期好良好,成果几乎总是比预期好一般, 任务能完成需改善, 任务大多不可完成糟糕, 任务无法完成
S
5
4
3
2
Comments
x x x x x
面试日期:
4
1
3 2 1 NA
变革领导
支持个人创造力,创业精神和行动有勇气承担适当的风险提倡用适当的解决问题的工具来化解难题作为变革推动者,以提升和实现持久的价值创造能遵循和领导变革,以求企业利益最大化
Comments
个人评估任职者所填目标描述
下阶段目标
工作任务中最能帮到你的能力是？
需要加强的能力是？
在工作表3中填写"下阶段目标评估".
能力 - 培训
待加强的能力实现目标的措施到期日
主管所填
技能: 评价 / 意见 :
职业提升主管预见 :
短期进展中期进展
个人能力
评价 / 意见 :
任职者期望
短期进展
中期进展
S 5
5
4 3 2 1 NA
文化领导
创造包容的环境氛围寻求和鼓励舆论的多元化示范好公司价值观和行为举止首先寻求了解他人的观点支持人员承担起责任及适当的风险此项小计
Comments

个人思想品德评定表自我鉴定范文3篇

个人思想品德评定表自我鉴定范文3篇Self appraisal model of personal ideological and moral e valuation form编订：JinTai College个人思想品德评定表自我鉴定范文3篇小泰温馨提示：自我鉴定是个人在一个时期、一个年度、一个阶段对自己的学习和工作生活等表现的一个自我总结。

篇幅短小，语言概括、简洁、扼要，具有评语和结论性质。

本文档根据自我鉴定内容要求展开说明，具有实践指导意义，便于学习和使用，本文下载后内容可随意修改调整及打印。

本文简要目录如下：【下载该文档后使用Word打开，按住键盘Ctrl键且鼠标单击目录内容即可跳转到对应篇章】1、篇章1：个人思想品德评定表自我鉴定范文2、篇章2：个人思想品德评定表自我鉴定范文3、篇章3：个人思想品德评定表自我鉴定范文个人思想品德评定表自我鉴定怎么写?下面是整理的关于个人思想品德评定表自我鉴定范文，欢迎阅读参考!篇章1:个人思想品德评定表自我鉴定范文大学三年是我一生的重要阶段，是学习专业知识及提高各方面能力为以后谋生发展的重要阶段。

从跨入大学的校门的那一刻起，我就把这一信念作为人生的又一座右铭。

大学三年里，在提高自己科学文化素质的同时，也努力提高自己的思想道德素质，使自己成为德、智、体诸方面全面发展适应21世纪发展要求的复合型人才，做一个有理想、有道德、有文化、有纪律的社会主义建设者和接班人.德，即思想道德。

大学三年系统全面地学习了马列主义、毛泽东思想和邓小平理论。

用先进的理论武装自己的头脑，热爱祖国，拥护中国共产党的领导，坚持四项基本原则;遵纪守法，维护社会稳定，自觉遵守《学生行为准则》和学校规则制度，尊敬师长，团结同学，关系集体;坚持真理，修正错误，自觉抵御封建迷信等错误倾向;树立集体主义为核心的人生价值观，正确处理国家、集体、个人三者之间的利益关系，当个人与集体、国家利益发生冲突的时候，坚持把国家、集体的利益放在第一位;认真参加学校及系上组织的各项政治活动，在思想上和行动上与党中央保持一致，我曾参加党校系统学习并取得结业证书，积极主动地向党组织靠拢。

Probation Appraisal Form

新进人员试用期考核表Name: Employee No: Dept.: Position:姓名：工号：部门：职位：Start Date: Probation End:到职日：试用期到期日：Evaluation: Please tick (√) in the respective column based on the following Criteria.根据以下标准，请在相应的栏位里打（√）。

According to the position needs and the employee's ability, please decide if the job skilldevelopment plan shall be followed:根据该岗位需求及员工个人能力，请评估是否在试用期后接续安排岗位技能发展：⃞ Unnecessary, the employee already had enough skills to do the current job.不需要，此员工所具备的技能足以胜任目前岗位。

⃞ Necessary, we expect to develop the employee’s job skill further in the next months, and aclear objective and evaluation plan shall be attached accordingly.很有必要，我们期望该员工在今后月内提升其岗位技能，明确的目标和评估计划附后。

Current salary 目前月薪After probation 转正后Basic Salary 基本薪资:Basic Salary 基本薪资:Pay for per. 绩效工资:Pay for per. 绩效工资:Allowance 津贴: Allowance 津贴：Total 总额: Total 总额:Direct superior: Dept. Manager HR/Admin. Dept. G. M.直属主管：部门经理：人事行政部：总经理：Employee Signature:员工签名：。

WAMSH 4 HR 022 Performance Appraisal Form绩效评估表-Y2010

优势所在Advantage：
需改善方面Aspects need improving:
签字Signature
员工/日期
Employer/Date
上一级主管/日期
Upper Supervisor/Date
人力资源部备案/日期
HR Dept's file/Date
经主管与员工沟通，共同分析员工的工作绩效（主要成绩3-5项），优势所在和不足之处，需改善的方面以及可采取的改进措施Supervisor discuss with employee about employee's performance（3-5 items of main performance) and then analyze employee's advantage,the aspect that need improving and related measure.
1) the total turnover is12.5 M, first half year is7M.
2)
3)
年中回顾目标进展情况Review the status of progress at mid year：
1)ChengduOffice have finished12M.
2)
3)
员工个人总结、原因分析，意见或建议（内容包括上半年回顾和尚待改善之处、行动方案等）Employee personal summary, cause analysis,suggestion(Incl.work review of the past half year and the place need improving in the following half year and the action plan etc. )

绩效考核样板

员工确认Employee____________评估人Supervisor_____________上一级主管Next levelsup.___________
日期Date
掌握工作技能，对本身工作及工序了解及熟悉
6.责任感Accountability
对本人工作表现负责
7.主动性Proactive Taking Responsibilities
工作勤奋及独立,愿意负ability
愿意去适应及处理工作上之新情况，态度端正
9.团队精神Team Work
F12年度绩效评估表
Performance Appraisal Form
姓名Name
员工编码No.
入职日期Join Date
职位Position.
部门Dept
评估期间Period年月日至年月日
考核指标Objectives
评语Comments
得分
What业务考核
1.达成工作目标Achievement against Objectives
达到工作要求
MeetsExpectations
达到最低工作要求Meets Minimum Requirements
未能达到工作要求Does not meet Expectations
个人长处Strengths
改善之处Development Areas
发展计划Development Plan
员工意见Employee Comments
按预定的工作目标完成工作任务
2.工作质素Quality of Work
独立及有效地工作，质素达到期望
3.出勤及守时Punctuality
准时上班及出席会议，无缺勤、迟到及早退现象出现

kpa绩效考核表设计

kpa绩效考核表设计英文回答：KPA (Key Performance Area) performance appraisal form design is an important task that requires careful consideration and planning. The purpose of this form is to evaluate and assess an individual's performance in key areas of their job responsibilities. It provides a structured framework for measuring and documenting performance, and serves as a tool for both the employee and the manager to discuss and address performance-related issues.The design of a KPA performance appraisal form should include several key components. First, it should clearly define the key areas of performance that will be evaluated. These areas should be specific and measurable, and should align with the individual's job description and objectives. For example, if the individual's role involves sales, key areas of performance could include sales revenue, customersatisfaction, and new customer acquisition.Next, the form should include a rating scale or scoring system to assess performance in each key area. This scale can be numerical (e.g. 1-5) or descriptive (e.g. exceeds expectations, meets expectations, needs improvement). The rating scale should be clear and easy to understand, and should provide enough differentiation to accurately reflect performance levels.In addition to the rating scale, the form should also include space for comments and feedback. This allows the manager to provide specific examples and observations to support the ratings given. It also provides an opportunity for the employee to provide their own input and perspective on their performance. This feedback is crucial forfostering open and constructive communication between the employee and the manager.Furthermore, the form should include a section for goal setting and development planning. This allows the employee and the manager to discuss and establish performance goalsfor the upcoming period, as well as identify any areas for improvement or development. This section should be forward-looking and focused on growth and development opportunities.Finally, the form should be user-friendly and easy to complete. It should be well-organized and visually appealing, with clear instructions and guidelines. The language used should be simple and concise, avoiding jargon or technical terms that may confuse or intimidate the user. The form should also be flexible and adaptable, allowingfor customization based on the specific needs and requirements of the organization.中文回答：KPA（关键绩效领域）绩效考核表的设计是一项重要任务，需要仔细考虑和规划。

Six month appraisal form 2013--王嘉琦

绩效考核表 - 2013I. 评分定义评分4.6–5.0远远超过期望3.6–4.5超过期望2.6–3.5符合期望1.6–2.5低于期望0.0–1.5远远低于期望II. 绩效评分员工符合期望主管/经理超过期望员工3.30主管/经理评分员工符合期望主管/经理符合期望员工3.00主管/经理绩效等级六个月的绩效描述部门经理/主管R&DJames/Jason职务入职日期员工姓名工号王嘉琦130030%绩效表现一般绩效表现一般，有待改善绩效表现极差绩效差，需要显著提升全年的绩效描述绩效表现突出绩效显著超过期望RF jig Designer2005.07.13能按时完成RF Jig的设计和调试工作，主动联系QA部门参与GRR测试并生成最终报告，保证产线能及时使用检测合格的RF夹具。

对于在夹具设计和调试的过程中遇到的异常的问题点可以作出详细记录并运用到之后的设计和调试工作中，使工作效率得到提升，规避低级错误和重复发生的失误。

能按时完成工作，项目较多时能合理安排时间有时利用加班时间保证每个项目的进度。

1. 考核要素按时完成Rf Jig 设计调试，并交付产线测试小组绩效表现优秀绩效经常超过期望绩效表现良好有效达到所有要求30%权重(%)年底能按时完成RF Jig的设计和调试工作，主动联系QA部门参与GRR测试并生成最终报告，保证产线能及时使用检测合格的RF夹具。

2. 考核要素减少投诉,低于每个月1次权重(%)绩效描述六个月进展20%绩效描述六个月进展在设计初期阶段积极与RF工程师和ME工程师进行沟通，参考之前的类似项目作出初期方案，在调试的过程中能发现可能发生的隐患并主动站在设备使用者的角度考虑员工操作过程中的安全、对产品的品质是否会造成影响、是否具有防呆措施、如何更好地提升生产效率以及便于产线技术员的日常维护。

计算机实习鉴定表

( 实习自我鉴定)姓名：____________________ 单位：____________________ 日期：____________________编号：YB-BH-010412计算机实习鉴定表Computer practice appraisal form计算机实习鉴定表计算机实习鉴定表(一)21世纪是一个快速生活节奏的时代，人们会了追求高品质生活会更加的努力拼搏，而计算机网络会更加的深入到每一个领域，改变大众的生活方式，因此，在校期间学习多种计算机软件应用与操作，如officexp等办公软件，fireworksmx、photoshop等图形设计软件，internetexplorer、outlookexpress 等上网工具，并能运用frontpage、dreamweavermx制作网页。

在计算机硬件方面，我熟悉其组成原理，能够熟练地进行计算机的组装，独立排除计算机常见的一些故障。

下面是我一次实习的自我鉴定。

实习期间我能快速的适应公司的环境，融入企业的团体，用心跟同事沟通，更好的完成既定的任务。

这些都不是信手拈来的。

都是从一个逐步的点到面的认识，我庆幸也感谢有这样一个实习的机会，能够在就业前很好的提高自己、锻炼自己。

同时也让自己对自己的能力更加自信。

在思想行为方面，我作风优良、待人诚恳，能较好处理人际关际，处事冷静稳健，能合理地统筹安排生活中的事务。

在工作方面，我认认真真完成任务，我积极响应单位号召，结合工作实际，不断学习理论、业务知识和社会知识，用先进的理论武装头脑，用精良的业务知识提升能力，以广博的社会知识拓展视野。

我抱着踏实的态度来做事，虚心点往往能得到别人的认同，里面员工的朝气、团结和热情，以及对工作认真负责的态度让我深受感动!时间总是无情，在临别时，跟经理道别，跟同事道别，茫茫人海，也许以后都不再相见，但我会记住这段时间他们对我热心的照顾和无私的帮助，至此，我的社会实践圆满结束。

Yearend Appraisal Form 英文年度员工评估表

PRIVATE & CONFIDENTIALManager/Executive/Supervisor/SecretaryPERFORMANCE APPRAISALTYPE : ❑ Annual Yearend ❑ ConfirmationNAME : DESIGNATION :COMPANY : DATE JOINED :DEPARTMENT : PERIOD OF ASSESSMENT :OBJECTIVEThis exercise is carried out annually at the end of the year or prior to expiry of probation period to provide an avenue for both the Immediate Superior and Staff to:1. Review past progresses, establish and clarify future goals and expectations for a clearerdirection in the following year;2. Discuss and provide feedback on how well the work expectations have been accomplished;3. Recognise staff’s achievements and effort;4. Identify high achievers for recommendation of promotion, or poor performers to determineareas of improvement and the next course of action/s;5. Identify Training and Development Needs for planning and developing of the staff’s careerpath and development.STEPS TO A GOOD PERFORMANCE APPRAISAL1. The job holder’s performance should be rated against the key duties and responsibilities;2. Both the superior and staff should examine the goals and standards agreed upon in theirprevious appraisal exercise, and determine the degree to which they were accomplished and solutions for any setback encountered;3. Both parties should set new goals and standards which are measurable for the new appraisalperiod that lies ahead;4. The job holder’s strengths and weaknesses should be discussed tactfully and objectively toreach a common platform on areas for improvement;5. A job holder who reports to more than one superior during the year should be appraisedjointly by all the superiors.6. Most importantly, prepare for the performance discussion.7. Both the superior and job holder are required to sign on the appraisal at the end of it. It isequally important that both parties signed on PART 2 in order to get commitment on the future targets which they will be appraised on later.“ ONE OF THE BEST THINGS YOU CAN DO FOR OTHER PEOPLEIS HELP THEM RECOGNISE HOW THEY CAN IMPROVE ”Nov 2006 Page 1 of 6Key Result Areas (KRAs) for 2008Name of Employee : __ _____________________2 of 6Key Result Areas PlanningFor Next Year (2009)Name of Employee : Supervising Superior :Date :Agreed by Appraiser : Agreed by Appraisee :Name & Signature : Name & Signature :Date : _____________________________ Date : ____________________________3 of 6Competencies Review for 20084 of 6PRIVATE & CONFIDENTIALExecutive/Manager LevelPART CSummary of Review for 2008Name of Employee : ___________________________________5 of 6PRIVATE & CONFIDENTIAL Executive/Manager Level6 of 6。

DFX绩效考核评分表

Checked by direct
supervisor, reviewed by higher level supervisor. Full mark is
100. This document is
kept by Dept. manager or assigned person.
Rank A: above 90,generally controled under 20% of Dept. headcount, Rank B: 8089, Rank C: 70-79, Rank D: 60-69, Rank E: below 60.
部門 ﹕ MPE Dep t.
編號
工号
EE. No.
No.
姓名
Name
FLEXTRO NICS TECH. (Wujiang) CO., LTD 伟创力科技（吴江）有限公司
DFX工程師考評表
IDL Selection & Appraisal Form
职务
Title
职等
Grade
考评项目
出勤率 10分
初評人：
Checked by:
復評人：
Reviewed by:
試產前Bug
Bug改善率推動改善效
35分
率
10分
提案改善 10分
工作態度 25分
紀律 10分
备注
Remark
初評分
Original Scores
復評分
Final Scores
评等
Rank
杰出 Excellent 优良 (18-20分) (16-18分） (18-20scores) 18scores) 初評由上一級主管評定, 復評由上二級主管評定, 滿分為100 分. 考核表由部門經理或其指定專人統一保存.

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恩纳社联合企业
公司名称: _金水（上海）水处理设备有限公司
a) 病假 _____________ 天
b) 旷工 _____________ 天
c) 口头警告 _____________ 次
d) 书面警告 _____________ 次
年初，评估者和被评估者应当探讨工作范围，记述工作中任务和责任的的大纲，在年末将会被回顾后进行评定。

本年度工作分配/目标： _________________
签字/日期
3.0 目标和标准评估（年终回顾）
备注
C –完成IP –进步中NC –未着手
4.0 员工反馈
在年终的最后评估会议之前由员工填写。

4.1 在你完成自身工作过程中有否遇到一些主要困难？如有，请描述。

__在解决一些现场问题的时候有感觉到现场经验不是很丰富，可能接触到东西还不够多，需要继续加强学习来促进自己进步。

__________________________________________
______________________________________________________________________________ __________________________________________________________________
________________________________________________________________________
________________________________________________________________________
4.2 请提出任何关于你、你的同伴甚或主管人员的，能保证团队高效工作的意见。

你可以在此
处提出你在第一条目内描述的工作中所遇见的任何困难。

同事之间应该相互协助，相互学习，取长补短，有良好的团结精神，来共同完成一个项目，我们要有良好的团队来完成任何一个工程，要在完成每个项目后要积极吸取教训与经验，不断的完善自己和自己的团队，以使得下个项目我们做的更好。

____________________________________________________________________
________________________________________________________________________
________________________________________________________________________
4.3 你对所从事的这份工作怀有憧憬吗？如果没有，今后什么方式可让你和你的主管来促进对
工作的展望？
有，我非常热爱水处理方面的工作，尤其对半导体厂UPW系统非常感兴趣。

坚信水处理事业有巨大的发展前景。

我本是一名管道系统方面的工程师，通过几个月的现场学习，我学会了工艺方面很多知识，现在不仅能为公司处理管道方面问题也能解决工艺方面的很多问题。

_______________________________________________________________________
________________________________________________________________________
5.0 绩效赋值
评价者应当根据讨论、回顾并同意的主要结论范围以及主要绩效指标衡量并评估出工作成绩。

（请参见附件一的衡量比对表）
5.1 工作成绩（比值：50%）
5.4 其他对组织贡献（比值：5%）
（请参见编号4.4来测度贡献）
5.5全部总分
6.0 综合评定
（评价者填写）
仅供人事部使用
薪水调整：
RMB ________________________ w.e.f. ____/____/______ （日/月/年）
基本薪水增加率： ______________________________ %
人事部经理注释：
_____________________________________________________________________________________ _____________________________________________________________________________________
姓名：__________________ 签名： _____________________ 日期: _____________________ 常务董事/首席运营官批准：
注释：
____________________________________________________________________________________
姓名： __________________ 签名： ______________________ 日期： ____________________
附件 1
绩效赋值比对表
附加备注。