Class Committee assessment system form
1. Classification according to the evaluation time: can be divided into daily evaluation and regular evaluation.
(1) Daily evaluation. Refers to the frequent evaluation of the attendance, production and quality performance, and normal work behavior of the person who are appraisers.
(2) Regular evaluation. Refers to the evaluation based on a certain fixed cycle, such as annual evaluation and quarterly evaluation.
2. Classification according to the subject of evaluation: It can be divided into supervisor evaluation, self -evaluation, colleagues evaluation and subordinate evaluation. That is "360 -degree evaluation method".
(1) Supervisor evaluation. Refers to the evaluation of subordinate employees. This kind of evaluation from top to bottom is because the main body of the evaluation is the leader of the supervisor, so it can more accurately reflect the actual situation of the appraisers, and it can also eliminate unnecessary pressure of the evaluate. But sometimes the evaluation deviation is also affected by the negligence, prejudice, and emotional factors such as the leaders of the supervisor.
(2) Self -evaluation. Refers to the evaluation of his work performance and behavior performance. This method is highly transparent, which is conducive to the critics to restrain themselves in accordance with the evaluation standards. But the biggest problem is that there is a phenomenon of "high".
(3) Colleagues evaluation. Refers to colleagues to evaluate each other. This method reflects the democracy of the evaluation, but the results of the evaluation are often affected by the interpersonal relationships of the appraisers.
Principles of the class committee assessment system
1. Fairness principles and fairness are the prerequisite for establishing and promoting the performance system. Unfairness cannot play the role of the performance.
2. Strict principles
If the performance is not strict, it will flow in form, which is similar. The results of the lack of tests are not strict, not only cannot reflect the real situation of the staff, but also have negative consequences. The strictness of the performance includes: there must be a clear standard for assessment; a serious assessment attitude; a strict assessment system and scientific procedure and methods.
3. The principle of single evaluation
The evaluation of employees at all levels must be performed by the "direct superior" of the appraisers. The actual performance performance (grade, abilities, adaptability) of the actual appraiser is relatively understanding the actual performance of the appraisers directly, and it is also most likely to reflect the real situation. Indirect superiors (that is, superiors of superiors) shall not be modified without authorization. This does not exclude the adjustment and correction of indirect superiors on the evaluation results. Single evaluation clarifies the evaluation responsibility, and the evaluation system is consistent with the organizational command system, which is more conducive to strengthening the command function of operating organizations.
Editor's recommendation:
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