APA主管考核表..doc

Date of Issue: 14/3/2008 STRICTLY CONFIDENTIAL ANNUAL PERFORMANCE APPRAISAL EXECUTIVE GRADES 主管级别 Branch : 分公司 Dept : ? 部门???? Appraisee’s Name : ???? 考核者:? Appraisal Period : ________to __________ 考核时段: INSTRUCTIONS Please read instructions in all Parts carefully before completing the form. This annual performance appraisal (APA) is for an executive grade employee for whom the last appraisal (incl. confirmation appraisal) was done earlier than 01 Jan 2009. The below definitions describe the overall performance ratings for major job accomplishments (job “output”) and the core performance areas (as job “input”), respectively. Score Rating Definitions Describe Performance 5=S4.5 Excellent (杰出): 在所有各方面的绩效都十分突出，并且明显的比其他人的绩效优异得多。 4.5=S=4.0 Very Good (很好): 大多数方面的工作绩效明显超出职位的要求。工作绩效是高质量的并且在考核 期间一贯如此。 4.0S2.5 Good (好): 称职的和可信赖的工作绩效，达到了职位标准的要求，只是偶尔需要一些工作 指导。 2.5=S1.5 Satisfactory (可以满意): 能完成工作，或在一些帮助指导下完成工作，在绩效某些方面存在一些缺陷需 要改进，但基本上可以满意。 1.5=S1.0 Unsatisfactory (不太满意): 工作表现明显不如其他人，总体不能达到满意的程度，多方面需要立即加以 改进。 (Scores indicated in brackets above are applicable only for core performance area Nos. 1 and 2 of Part (B), given double weightages) The immediate supervisor must complete Parts A, B, C and D. 直接主管必须完成A,B,C,D部分。 Part E documents the second level review by Dept Head GM. E部分是部门主管和总经理评估的第二阶段。 An open review / discussion with the appraisee is essential, and this is documented in Part F. 跟被考核人面对面的讨论回顾是必须的，而这部分内容填在F部分。 Please return completed appraisal form under confidential cover to the China HR department by: - 31/3/2009 请把考核表格填好之后在2009年3月31号之前返还到人事部。 Name of Employee(员工姓名) : Age（年龄) : Date Joined(入司时间) : Designation(职务) : Years in company(工作年数) : Department(部门) : Total Continuous Svc(持续工作年限) : Cr Supervisor : Highest For