【正文】 Weighting比重: Rating評分: Objective目標:Achievement完成情況 :Weighting比重: Rating評分: Objective目標:Achievement完成情況 :Weighting比重: Rating評分: Objective目標:Achievement完成情況 :Weighting比重: Rating評分: Total Weighting總比重:Overall Objectives Rating總體目標評分: 216。 The Competency section of the PMP document is as follows: 績效評估文件當中關于資質部分如下：Part B: Competencies 第二部分：資質該職員在過去十至十二個月表現(xiàn)出的資質水平如何？How far did the staff demonstrate the petencies in the last 1012 months?Rating 評分:5 Outstanding 表現(xiàn)超卓2 To Some Extent 部分符合要求4 To a High Level 部分超出期望1 Poor Performance 表現(xiàn)劣差3 Meet Expectations 完全符合要求資質Competencies評分Rating如果評分高于或低于3分，請舉實例說明原因Examples are required if rating is other than 3 to demonstrate why it is more or less than petent.以成就為導向Achievement Orientation適應變化Adapt to Change溝通Communication紀律Disciplined主動性Initiative誠信Integrity工作質量Quality of Work自我認知Self Awareness自我發(fā)展Self Development團隊合作Teamwork工作知識及技能Job Knowledge amp。Adapt to Change適應改變The ability to adapt to organizational changes, and to maintain effectiveness with a variety of situations, individuals and groups. Able to change priorities to meet changing demands, and to adjust quickly to new responsibilities and tasks.能適應集團的改變，在任何情形下保持個人和組織的效率，因勢利導，分出輕重緩解。The five (5) petencies noted with an * are applicable to both staff as People Leader and Individual Contributor.打“* ”的五項資質，管理者與普通職員均須參與評估。Communication *溝通Listening openly and expressing ideas effectively in individual and group situations。Job Knowledge and Technical Skills工作知識與技能The level of technical proficiency and the professional knowhow demonstrated by the incumbent being appraised.被評估者對於所在職位所應掌握的技術和“知其所以然”的專業(yè)知識。 167。 SelfLearningreading and research, expert briefing, etc.自我學習閱讀和研究，專題會議等Training 培訓216。 Track achievement to date against set objectives檢討目標完成的日期216。 Objective evidence concerning objectives, petency ratings and pletion of training / development plans 關于目標完成情況， 資質和完成培訓以及發(fā)展計劃的數(shù)據(jù)2Appraiser / Cost Center Heads評估者/成本中心負責人a) Review employee assessment檢討雇員的進行情況b) Draft assessment and ratings準備評估和評分c) Enter ratings into Performance Distribution Graph 把評分填寫在績效評估表格內3Cost Center Heads成本中心負責人Submit appraisal documents and Performance Distribution Graph to HR Points of Contact把績效評估文件和表格呈送HR相關負責人5Human Resources人力資源部a) Compile data for consistency across departments, functions and BUs。3Appraiser評估者Review employee assessment.檢討雇員的進度4Appraiser評估者Draft MidYear Assessment and Ratings準備年中評估和評分5Employee and Appraiser雇員和評估者Meet with employee to discuss progress on objectives, behavioral / leadership petencies and development plan和雇員討論目標，行為，領導資質和發(fā)展計劃的進度6Appraiser評估者Print copy of review and obtain necessary signatures編印和簽署7Appraiser評估者Provide signed copy to employee and to HR編印給雇員與HRISSUE: MATRIX EMPLOYEE INPUTSTEP 3: YearEnd第三步：年終The Overall Performance rating is based on both Objective Acplishment (50%) and Competency Assessment (50%). The equal weighting on Objective Acplishment and Competencies shows that getting the desired results, and actions and behaviors in getting those results, are equally important in Johnson Electric.總體表現(xiàn)的比率包括50%目標達成率和50%資質。 Technical / Functional技術/功能more specific to a particular function or role更多的是針對特別的功能與規(guī)則167。Development Opportunities 發(fā)展的機會216。 Johnson Electric’s goal is to provide personal and professional development opportunities that are firmly linked to today’s business needs, the rapidly changing business environment and the Company’s strategic business plan. 德昌電機目標是根據(jù)今天的業(yè)務需求，業(yè)務環(huán)境的迅速變化以及公司業(yè)務戰(zhàn)略的計劃而提供個人專業(yè)發(fā)展的機會。Empathy同理心Awareness of people’s feelings, needs and concerns. Understanding others’ feelings and perspectives. Taking an interest in people’s concerns and respecting others’ points of view.注重下屬的感覺，需求和顧慮，明白他人的感覺與期望，尊重與留意下屬的顧慮和觀點。 identifies effort that will have the greatest strategic impact, brings crossdisciplinary knowledge to bear on issues。Quality of Work工作質量Able to deliver work results, at expected performance level, on or before agreed timeline. Expected performance level can include mitment to quality, customerorientation, ‘do it right the first time’ att