【正文】 , 異地工作 等)7Employee and Appraiser雇員與評估者Review draft Development Plan, discuss training and development other options, agree on final Plan檢討發(fā)展計劃，討論培訓與發(fā)展的觀點，達成最后計劃8Appraiser評估者Print copy of review and obtain necessary signatures編印和簽署9Appraiser評估者Provide signed copy to employee and to HR編印給雇員與HRSTEP 2: MidYear第二步：年中A MidYear progress review is an opportunity for Appraiser and employee to:年中的檢討是對雇員與評估者雙方而言均屬一個機會：216。 Track achievement to date against set objectives檢討目標完成的日期216。 Refocus performance重新關注表現(xiàn)216。 Reconsider resources and constraints重新考慮資源與限制 216。 Review and update objectives in response to changing business realities按照業(yè)務的實際情況更新目標STEP 2: Meeting Summary – MidYear步驟二：會議總結年中1Appraiser評估者Schedule time for “MidYear” review設定“年中”會議時間2Employee雇員Gather evidence for assessment of objectives, petency ratings and progress against development plans and submit to Appraiser針對發(fā)展計劃收集目標進行情況的數(shù)據(jù)，可比比率，和進度，提供給評估者。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。對于德昌電機來說，兩項指標都相當重要。The Overall Performance section of the PMP document is as follows:PMP文件中關于總體的工作表現(xiàn)部分如下：Part C: Overall Performance 第三部分： 總體工作表現(xiàn)Rating 評分:5 Outstanding 表現(xiàn)超卓2 Meet Some 部分符合期望4 Exceed Some 部分超出期望1 Poor Performance 表現(xiàn)劣差3 Meet Expectations 完全符合期望總體表現(xiàn)評分：(目標和資質評分各占50%)Overall Performance Rating : (50% on Objectives+ 50% on Competencies)STEP 3: Meeting Summary – YearEnd第三步：會議總結年終1Employee雇員Employees provide data to Appraiser:雇員提供數(shù)據(jù)予評估者： Selfassessed ratings on objectives and petencies 針對目標與資質自我評估 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。 produce reports for SVPs按部門，功能和分公司為單位，呈送數(shù)據(jù)和報告予SVP。b) Return documents to Manager把文件返回給經(jīng)理6Appraiser評估者a) Meet with employee to review final assessment and ratings和雇員再次檢討最后的評估和評分b) Print copy of review編印表格c) Obtain necessary signatures簽署7Appraiser評估者Provide signed copy to employee and to HR Points of Contact編印給雇員與HRObjective Acplishment 目標完成情況The following rating scales are used to assess acplishment in objectives以下評分用作評估目標完成情況ScaleRatingPerformance5Outstanding表現(xiàn)超卓Consistently exceed expectations in all areas.經(jīng)在所有方面均超期望4Exceed Some 超額完成部分任務Exceed expectations in some areas.在某些方面表現(xiàn)超期望3Meet Expectations符合期望Fully meets expectations in achieving the objective(s).完全符合目標的期望2Meet Some完成部分目標Partially meet the objective(s) and requirements of the normal job.符合某些目標要求和日常工作的要求1Poor Performance 表現(xiàn)劣等Do not sufficiently achieve the