EMPLOYEESELFEVALUATIONHANDBOOKPage2of33TableofContentsPurposeofPerformanceEvaluations..........................................................................................3BarrierstoEffectivePerformanceEvaluations...........................................................................3PerformanceEvaluationProcess.................................................................................................3QuestionstoHelpDeveloptheSelfEvaluation...........................................................................4GeneralDefinitionsofPerformanceLevels................................................................................5SampleEmployeeSelfEvaluationForm.....................................................................................7GuidelinesforEmployeePerformanceEvaluation...................................................................18PerformanceManagementPolicy..............................................................................................19PerformanceEvaluationMeeting..............................................................................................panyEmployeePerformanceEvaluation......................................................21Page3of33PurposeofPerformanceEvaluationsWhydoPerformanceEvaluations??Identifiesanyperformanceconcernswhichmayneedimprovement?Setsfuturegoalsandobjectives?Motivatesanddevelopsemployees?Signalstoemployeesthatyoucare?DevelopsyouasasupervisorBarrierstoEffectivePerformanceEvaluations?Evaluatingaperson’fortablefeelings?Dislike“confrontation”?Riskofoffendingtheemployee?Toobusywithotherpressingissues?Lackofconfidenceinabilitytowriteaneffectiveevaluation?Formisintimidating–pletePerformanceStandardsshouldbe:?Measurable–quantity,quality,timeliness?Observable–e?Reliable–criteriahasbeenestablishedandagreedto?Achievable–e?Active–ewanted,notwhatisnotwantedPerformanceEvaluationProcessStep1?ordancewiththeemployee’sprobationaryevaluationcycleornotifiestheprogramareathroughtheannualperformance
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