绩效评估表PerformanceAppraisal分析和总结.pdf

China 中国 绩效评估表 Performance Appraisal Form 人力资源部 HR 页 page 1 / 3 说明 Explanation: 1. 本表使用前请员工详阅并在同意本表的全部内容的情况下予以填写。 The employee shall read this form carefully before filling it in. Once the form is filled, it means that the employee fully agrees with all the rules set forth in this form. 2. 评定时 , 请填写相应的评估等级 (4, 3, 2, 1)及原因。 Please fill in the corresponding appraisal grade (4, 3, 2, 1) as well as supporting factors during making the appraisal. 3. 若某项被评为 1, 应保留必要的原始记录予以说明。 If an item is appraised as 1, the item should have original records and explanations. 4. 若员工因违纪被公司解除劳动合同的，或有任何违反“迅达行为准则”的行为，无论绩效评估结果如何，均无权得到当年的绩效奖金。其 他情况下需扣除员工奖金的，按《员工手册》执行。 If the employee is terminated by the company due to violation of company rules and regulations, or the employee violates any of Schindler s Code’ of Conduct, he/she will not be entitled to any bonus covered under this form no matter what the performance result is. The rules set forth in the “Employee Handbook ”shall be applied if the bonus of the employee is to be reduced or cut under other circumstances. 员工姓名 /Staff Name ： 性别 /Sex: . 所属组织 /Organization: 工号 /Staff Number: . 部门 /Department: 现职位 /Present Position: . 考评期 /Period Covered: 评估者 /Appraiser: . 第一部分：公司战略 Part One: Company Strategy 在设定个人绩效目标前，您必须首先了解公司的战略目标。作为整个绩效体系中的一部分，每位员工都应在理解公司目标的基础上，围绕公司 的战略设定个人目标。公司的业绩是每位员工积极贡献的结果，因而，也必定与您的绩效结果紧密关联；在个人奖金分配结果中，公司业绩的 权重为