Self-summary of employee performance evaluation

Self-summary of employee performance evaluation

Employee performance appraisal self-summary, generally everyone should summarize after work, so as to foster strengths and avoid weaknesses and make themselves better. Let me introduce you some information about the self-summary of employee performance appraisal. Let's have a look.

Self-summary of employee's performance appraisal 1 Under the correct leadership of the company's leaders, the performance appraisal always follows the principle of "fairness and justice" and implements strict appraisal and hard cash, achieving the purpose of promoting the implementation of the work through appraisal and inspiring the work enthusiasm through appraisal, and successfully completing the performance appraisal from/kloc-0 to August in 20x. The summary is as follows:

First, blaze new trails and successfully complete the assessment tasks of various departments.

Eight months have passed since the performance appraisal of 20x years. We overcome difficulties and communicate actively. The main tasks completed are as follows: (1) according to the actual situation of each department, the assessment team has formulated 8 performance appraisal forms for each department; 8. Evaluation plan and arrangement; * * * Nine special meetings of the assessment team were held; After the assessment, the relevant report of 18 will be formed; Supervise the daily work of each department *** 16 times; Formulate the target responsibility of each department, and formulate the annual key work according to the work priorities of each department; Adjust the working methods of surveying and mapping companies and introduce new working mechanisms; Over the past six months, performance appraisal has made some achievements in continuous research and practice.

Seriously study, innovate and improve, and rationally formulate departmental assessment forms.

In March of 20x, the evaluation team held several evaluation seminars to readjust the work flow, daily business and core business of each department. On March 17, the Chairman signed a letter of responsibility for work objectives and tasks with various departments and subordinate companies, which laid a good foundation for performance appraisal. The evaluation team timely communicates the business rectification opinions put forward by various departments, reasonably adopts the opinions that meet the requirements, and makes reasonable arrangements in combination with the actual situation of the company. After careful analysis, discussion and research, the assessment team revised the emphasis and weight of each department by 20 times, and tailored the annual assessment form for nine departments and subordinate companies of the company, making corresponding adjustments compared with last year. For example, the focus of property management companies is the collection of property fees, the satisfaction rate of owners, and reducing losses. For example, careful investigation of management loopholes in the process of garbage removal can help the property management company establish a new transportation mechanism, which can save the company about 200 thousand yuan every year; It is suggested that the project management department put forward relevant opinions on the peripheral closure management of Longhu site; Longhu Project Department focuses on Longhu model house, riverside landscape and other building materials of Longhu Project. For example, the external wall plastering process of Longhu project is rough, and the evaluation team puts forward improvement suggestions; The surveying and mapping company's charging task was raised to 5 million yuan. In June, the working mechanism of "big pot" in surveying and mapping company was improved, and piecework salary was implemented, which improved the requirements for internal management, surveying and mapping quality, service attitude and customer satisfaction rate, and stimulated the enthusiasm of employees. In July, the assessment team accepted the fine decoration and model houses along the river landscape belt of Dexin Longhu on time.

Work hard, follow fairness and justice, and conscientiously do a good job in the assessment tasks of all links.

Every member of the evaluation team can take the overall situation into consideration, work hard and devote himself to the evaluation work. Sometimes the assessment work is too busy to have lunch, and we insist on not engaging in formalism. In the assessment process, from study notes, driving records, environmental sanitation to objectives and tasks, the completion of each work is carefully assessed according to the assessment form, and every link is implemented one by one, and every detail is not missed. Inform all departments of the reasons for deducting points or adding points, so that everyone can dispel doubts. In the process of spot check, be more cautious when you encounter unfinished work, communicate the existing problems face to face with the personnel of various departments, and do a good job in collecting relevant notes and photos. Everyone in the assessment team can overcome difficulties without complaint, especially when going to the property management company and Longhu Project Department for assessment. The weather was hot, and the assessment team insisted on hiking and went to various property stations and site model houses for on-the-spot investigation, never letting go of every sanitary corner, greening details and safety hazards.

It can be said that the performance appraisal for more than half a year is fair and just, in line with the actual situation of the company, and the comprehensive quality of the members of the appraisal team has been further improved. Thank you, Chairman, for your correct guidance and strong support. Thanks to the active cooperation of all departments.

Second, the performance appraisal problems and deficiencies

Performance appraisal is not very mature for our company, and there are mainly the following shortcomings in the operation process:

Performance appraisal has not been implemented in our company for a long time, and we have been constantly learning and exploring to find the most suitable assessment method for the company. First of all, in the evaluation in the first quarter, we found that our inspection and spot check were not strong enough. For example, some departments can't collect the usual complete data during the quarterly assessment, and the scoring standards of individual projects are not clear enough to quantify the assessment indicators in detail, which makes it difficult to measure when scoring. When problems are found, our assessment team will solve them in time and deduct points from the daily work of the General Department. In the assessment work in the second quarter, the General Department took the lead in making irregular spot checks on the daily work of various departments in April, May and June, and made relevant records. In the third quarter, spot checks became a part of daily work, which played a good role in promoting and encouraging.

Secondly, the members of the assessment team don't have a high understanding of the professional knowledge of various departments, and there is no standard measure for some inspection work, and there is no guarantee of professional theory and practical experience, so there will be situations in which the inspection intensity is not deep and the problem positioning is not accurate.

Three. Performance appraisal rectification and 20x annual work plan

1. Continue to carry forward the down-to-earth spirit, learn new ways and means to do a good job of communication and guidance with various departments, strengthen the implementation of performance appraisal for middle-level leaders of the company, improve the daily supervision and inspection of performance appraisal, comprehensively refine quantitative indicators, and strictly grasp the timeliness of tasks.

2, do a good job of unity between departments, seek common ground while reserving differences, improve themselves, continue to strengthen supervision of various departments, not afraid of offending people. Everything is for the development of the company. I also want to take this opportunity to thank all departments for their understanding and cooperation.

Generally speaking, the assessment work in the first half of the year has achieved satisfactory results. In the future performance appraisal work, we are confident and determined to collect the opinions and suggestions of employees in time, communicate with each other, and do a good job of explanation and coordination under the leadership of the company's board of directors, so as to make the company's performance appraisal work to a higher level.

Finally, on behalf of the company's assessment team, I wish all the families here happiness and all the best!

Self-summary of employee performance appraisal 2 In order to solve the current problems (reflect the current focus), improve the enthusiasm of all employees and achieve the company's established goals, the company put forward performance management measures to comprehensively promote the performance management of all employees. Under the leadership of the company's senior leaders, combined with the company's management objectives, it was first tried out among the company's middle managers. The trial performance appraisal since September of X year is reported as follows:

I. Trial implementation of performance appraisal:

In September of X year, combined with the actual situation of the company, after summing up the problems and shortcomings of performance appraisal in the first half of X year, the company tried out new performance management methods. The new method fully combines the responsibilities of various departments, is more comprehensive and detailed, and is more operable and practical.

1, the specific work of performance appraisal

The new performance management method is realized through three kinds of communication: downward communication (from superiors to subordinates), horizontal communication (from departments to departments, from peers to peers) and upward communication (from subordinates to superiors). The monthly key performance indicators are determined from three aspects: the key responsibilities of the appraisee, the suggestions of the superior and the internal customers. The appraisee is the master of his own performance, defines his own post responsibilities, automatically achieves work results and realizes personal professional value. During the performance appraisal cycle, the unexpected (value-added) performance indicators that must be completed within a time limit will be added unplanned, so that employees can get both possible and unexpected performance returns, creating significant value work for the company, and can also be used as the basis for the company to achieve the target dividend return at the end of the year, so that employees can truly feel the sense of accomplishment of getting more for more work, creating more value and paying more money through the assessment; In the new method, the performance target of the examinee is determined at the beginning of the month, and the examinee carries out this month's work as planned. By planning to improve the realm and do everything well in advance, the corresponding results will be obtained. Enhance the core competitiveness of the workplace, that is, the skills of actively discovering, thinking and solving problems.

2. Organization setting of performance appraisal

The new method has set up a performance management promotion and supervision team to review, submit, approve, supervise, publicize, file, account, train and guide KPI indicators formed by departments every month; Set up a performance management leading group to analyze, discuss and determine the problems raised by the promotion and monitoring team. These two groups ensure the fairness, openness, transparency and effectiveness of performance management.

3. Monthly performance meeting

At the beginning of each month, the company held a performance meeting on last month's performance appraisal, and announced the appraisal results, so that the assessed could realize their main achievements and shortcomings during the appraisal period. The meeting put forward work suggestions to the assessed, and found out the problems and improvement measures. The performance result directly determines the performance salary, which is reflected in the monthly salary, which improves the work enthusiasm and subjective initiative of the assessed, so that the performance salary can really motivate employees, thus improving and improving work efficiency.

Generally speaking, the performance appraisal in the fourth quarter of X year has achieved satisfactory results, which has been fully valued by the leaders, clarified the post responsibilities, straightened out the working relationship, improved the irregularities in the work and improved the daily management level of the company. At the same time, through the assessment, the sense of responsibility of employees has been further enhanced and their work enthusiasm has been stimulated.

Second, the main problems existing in the evaluation process and corrective measures

1. There are still some details in performance appraisal, and candidates still have many questions, such as: whether the performance coefficient of each department can be set according to the workload between departments; When the agreed time node of the performance plan task is partially completed, is the partial completion rate or zero? If the performance plan task cannot be completed due to external factors, whether the application for adjustment is deemed to be completed; Whether the performance task score after applying for adjustment should be the same as the original planned performance, etc. Rectification measures: CEO and CEO of the company continue to improve new measures and publicize them among all employees, strengthen the communication of "three kinds of communication" and overcome the problems of misunderstanding and poor communication. At the same time, the performance management promotion and supervision team should conscientiously and comprehensively perform its duties: respond to non-compliant materials and provide guidance and services (the impact caused by failure to cooperate with timely submission of compliance materials shall be borne by the assessed); Complete the evaluation of performance adjustment application and unexpected performance application in time, and feedback the results; Can't judge and submit it to the performance management leading group for discussion and decision-making in time.

2. Specific operations such as monthly key indicators and unexpected (value-added) performance indicators are highly subjective. Rectification measures: When the leaders in charge interview with the department heads to agree and evaluate the monthly key performance plan and exceed the expected performance, they should perform their duties, be responsible to the general manager, stand at the height of the enterprise, adhere to principles and make an objective and fair evaluation; The appraisee scientifically formulates the monthly key performance plan by himself. First of all, based on the company's practice of "doing for yourself" and "humanized management", I believe that Ling will embody the "conscious behavior" of "I want to do it, I want to do it, and I can do it well" in my work. Secondly, the company's performance management system is perfect, comprehensive and pragmatic. It doesn't mean that the appraisee has the final say when making the monthly key performance plan. First of all, his plan must obey the company's annual, quarterly and monthly goals. Second, the appraised person must abide by the subordinate management principle and management obedience principle of the company. Subordinates must obey the instructions of their immediate superiors. If there is any disagreement with the superior performance plan and evaluation communication, the superior opinion shall prevail.

3. Some members of the assessment team are not professional enough, and the assessment standards need to be further studied and implemented. Rectification measures: train the members of the assessment teams of various disciplines and adjust some personnel according to the actual work and the nature of the work.

In X years, the company's performance appraisal will deeply understand the company's production and operation contents, fully combine the production and operation objectives and tasks, and constantly improve the performance management system. Proceeding from the interests of the company and employees, we should conscientiously do a good job in employee performance appraisal, collect employees' suggestions and opinions in time, communicate with each other, explain and coordinate well, and make the company's performance management work to a higher level.