Employee performance appraisal self-summary
Employee performance appraisal self-summary. Generally, everyone must conduct a summary after the work is over, so as to maximize strengths and avoid weaknesses and make oneself better. Let me introduce to you the relevant information about employee performance appraisal self-summary. Let’s take a look.
Self-summary of employee performance appraisal 1
Under the correct leadership of the company’s leaders, the performance appraisal work always follows the principle of “fairness and impartiality”, implements strict assessment, hard fulfillment, and starts from the beginning. With the purpose of promoting work implementation through assessment and stimulating work enthusiasm through assessment, the performance appraisal work from January to August 20x was successfully completed. The summary is as follows:
1. Pioneering and innovative, successfully completing the assessment tasks of each department
Eight months have passed since the 20x performance appraisal work. We overcame difficulties, actively communicated, and completed the main tasks The tasks include: the assessment team formulated 8 performance appraisal forms for each department based on the actual situation of each department; formulated 8 assessment plan schedules; held 9 special meetings of the assessment team; formed 18 relevant reports after the assessment; The daily work of the department was inspected *** 16 times; the target responsibility statements of each department were formulated and annual key tasks were formulated according to the work priorities of each department; the working methods of the surveying and mapping company were adjusted and a new working mechanism was introduced; the performance of the past six months and more The assessment work has achieved certain results through continuous learning and practice.
Carefully research, innovate and improve, and reasonably formulate assessment forms for each department
In March 20x, the assessment team held multiple assessment symposiums to discuss the work processes, daily business and performance of each department. The core business was restructured. On March 17, the chairman signed the "Work Objectives and Tasks Responsibility Letter" with various departments and subordinate companies, laying a good foundation for performance appraisal work. The assessment team communicates in a timely manner on the business rectification opinions proposed by various departments, reasonably adopts opinions that meet the requirements, and makes reasonable arrangements based on the actual situation of the company. After careful analysis, discussion and research, the assessment team re-revised the work focus and weight of each department in 20x, formulated an annual assessment form tailored for the company's 9 departments and subordinate companies, and made corresponding adjustments compared to last year: such as The property management company’s work focuses on the collection of property fees, owner satisfaction rate, and loss reduction. For example, a thorough and detailed investigation into management loopholes in the excessive cost of garbage removal has helped the property management company establish a new transportation mechanism. It can save about 200,000 yuan for the company; it is recommended that the project management department put forward relevant opinions on the closed management of the Longhu construction site; the Longhu project department focuses on the Longhu model house, riverside landscape and the Longhu project In terms of other construction materials, for example, the assessment team put forward suggestions for improvement regarding the rough exterior plastering process of the Longhu project; the charging task of the surveying and mapping company was increased to 5 million yuan. In June, the "big pot" working mechanism of the surveying and mapping company was improved. The implementation of piece-rate wages has improved the requirements for internal management, surveying and mapping quality, service attitude, customer return visit satisfaction rate, etc., and stimulated employees' work enthusiasm. In July, the assessment team inspected and accepted the completion of fine decoration of the landscape belt along Dexinlong Lake and the model house on time.
Work hard, follow fairness and justice, and conscientiously complete the assessment tasks in each link
Every member of the assessment team can take the overall situation into consideration, work hard, and devote themselves to the assessment work. Sometimes the assessment work is not over until lunch. We insist on not engaging in formalism. During the assessment process, from study notes, driving records, environmental sanitation to target tasks, etc., the completion of each job is carefully assessed according to the assessment form. , each link is implemented one by one, and every detail is not missed. Inform each department of the reasons for deducting points or adding points so that everyone can eliminate their doubts. During the random inspection process, we were even more cautious when encountering work that was not done well. We communicated the existing problems with personnel from various departments in person, and collected relevant notes and photos. Every member of the assessment team was able to overcome difficulties without any complaints, especially when going to the property management company and the Longhu Project Department for assessment. The weather was hot, and the assessment team insisted on walking to each property management station and construction site model house for on-the-spot inspections. Pass through every sanitary blind corner, greening details and safety hazards.
It can be said that the performance appraisal work of more than half a year is fair and just and in line with the actual situation of the company. The comprehensive quality of the members of the appraisal team has been further improved. The achievement of achievements is due to the correct guidance and strong support given by the chairman; thanks to the active cooperation of all departments.
2. Problems and deficiencies in the performance appraisal work
The performance appraisal work is not very mature for our company, and there are mainly deficiencies in the following aspects during the operation:
Performance appraisal has not been implemented in our company for a long time. We have been constantly learning and exploring to find the most suitable appraisal method for the company. First of all, in the first quarter assessment, we found that our inspection and spot checks were not strong enough. For example, some departments were unable to collect complete data during the quarterly assessment. The scoring standards for individual projects were not clear enough, and the assessment indicators were difficult to refine and quantify. , which makes it difficult to measure when scoring. After discovering the problem, our assessment team solved the problem promptly and deducted points for the daily work of the General Department.
In the assessment work in the second quarter, the General Affairs Department took the lead in conducting random inspections of the daily work of each department in April, May and June, and took relevant notes. In the third quarter, the spot inspection work has become a daily routine. part of it, which has played a better role in promoting and motivating.
Secondly, the members of the assessment team do not have a high understanding of the professional knowledge of each department. There is no measurement standard for some inspection work, and there is no guarantee of professional theory and practical experience. Therefore, the inspection intensity will not be deep during the assessment. Problem location is inaccurate.
3. Rectification of performance appraisal work and 20x annual work plan
1. Continue to carry forward the hard-working spirit, learn new methods and methods, and communicate and guide with various departments work, strengthen the implementation of performance appraisal for middle-level leaders of the company, improve daily supervision and inspection of performance appraisal work, comprehensively refine and quantify indicators, and strictly control the timeliness of tasks.
2. Do a good job in unity among various departments, seek common ground while reserving differences, improve ourselves, continue to increase random inspections and supervision of various departments, do not deal with the problem and the person, and do not be afraid of offending others. Everything is for the development of the company. I would also like to take this opportunity to thank all departments for their understanding and cooperation.
Overall, the assessment work in the first half of the year achieved satisfactory results. In the future performance assessment work, we are confident and determined to collect employees’ opinions and suggestions in a timely manner under the leadership of the company’s board of directors. , communicate with each other, do a good job of explanation and coordination, and bring the company's performance appraisal work to a higher level.
Finally, on behalf of the company's assessment team, I wish everyone here a happy family and all the best! Employee Performance Appraisal Self-Summary 2
In order to solve the current problems (reflecting the current priority) and improve the company's overall In order to take the initiative of employees and achieve the company's set goals, the company proposed a performance management method to comprehensively promote the performance management of all employees. Under the leadership of the company's senior managers and combined with the company's operation and management goals, it was first carried out among the company's middle managers. Tried. The trial implementation of performance appraisal work since September of x year is now reported as follows:
1. The trial implementation of performance appraisal work:
In September of x year, based on the actual situation of the company, in summarizing x After the problems and shortcomings in the performance appraisal in the first half of the year, the company piloted a new performance management method. The new method fully combines the work responsibilities of each department, is more comprehensive, detailed, and more operable and practical.
1. Specific working conditions of performance appraisal
The new performance management method specifically uses three types of communication: downward communication (superior to subordinate), horizontal communication (department to department, peers) (with peers) and upward communication (from subordinates to superiors). Monthly key performance indicators are determined from three aspects: the appraisee's key responsibilities, superiors' suggestions, and internal customers. The appraisee is his or her own performance master and knows his or her own performance. Job responsibilities, automatically achieving work results, and realizing personal professional value; during the performance appraisal cycle, unplanned additions that must be completed within a time limit are unexpected (value-added) performance indicators, so that employees can obtain possible performance rewards as well as unexpected performance In return, the work that creates significant value for the company can also be used as the basis for dividend returns for the company to achieve its goals at the end of the year, so that employees can pass the assessment and truly experience the sense of accomplishment of more work, more value, and more money; the new method was confirmed at the beginning of the month The appraiser's performance work goals for this month, the appraisee will carry out this month's work as planned, improve his realm through plans, and do everything carefully in advance to achieve corresponding results; enhance the core competitiveness of the workplace, that is, proactively discover problems, think about problems, Problem-solving skills.
2. Institutional setup for performance appraisal
The new method establishes a performance management promotion and supervision group to review, review, approve, supervise, and publicize the KPI indicators formed by the department every month , organize archiving, accounting, training, guidance and other work; establish a performance management leading group to analyze, discuss and determine issues raised by the promotion and supervision team. The two groups ensure that the performance management work is fair, open, transparent and effective.
3. Monthly performance meeting
At the beginning of each month, the company holds a performance meeting about the performance appraisal of the previous month and announces the appraisal results so that the appraised persons realize their main tasks during the appraisal period. At the meeting, the performance and deficiencies of the work were reviewed, and work suggestions were made to the assessee and problems and improvement measures were identified. The performance results directly determine the performance salary, which is reflected in the monthly salary, which improves the work enthusiasm and subjective initiative of the person being assessed, so that the performance salary can truly motivate employees, thereby improving and enhancing work efficiency.
Generally speaking, the performance appraisal work in the fourth quarter of The phenomenon of irregularities has improved the company's daily management level.
At the same time, the assessment has further enhanced employees' sense of responsibility and stimulated their enthusiasm for work
2. Main problems and corrective measures during the assessment process
1. Performance assessment is on trial basis There are still detailed issues, and the appraisee still has many questions, such as: whether the performance coefficient of each department can be set according to the different workloads between departments; if the performance plan tasks are partially completed at the agreed time node, whether it is partial or zero points based on the completion rate ; If the performance plan tasks cannot be completed due to uncontrollable external factors, will it be deemed completed after applying for adjustment? Whether the performance tasks after applying for adjustment should have the same score as the original planned performance, etc. Corrective measures: The company's executive president and administrative director continue to improve the new method, publicize and implement it to all employees, increase the intensity of "three types of communication", and overcome problems such as misunderstandings and poor communication. At the same time, the performance management promotion and supervision team must perform their duties conscientiously and comprehensively: respond to non-compliant materials and provide guidance and services (the person being assessed will be responsible for the impact of failure to cooperate in submitting compliance materials in a timely manner); complete performance adjustments in a timely manner Evaluate and feedback the results of applications, unexpected performance applications, etc.; those who cannot be evaluated shall be submitted to the performance management leadership group for discussion and decision-making in a timely manner.
2. Monthly key indicators, unexpected (value-added) performance indicators and other specific operations are highly subjective. Corrective measures: When leaders in charge meet with department heads to discuss and evaluate monthly key performance plans and unexpected performance, they should perform their duties diligently, be responsible to the general manager, stand at the perspective of the company, adhere to principles, and make objective and fair evaluations; The appraiser himself formulates a monthly key performance plan in a scientific way. First, it is based on the company's implementation of "do it for yourself" and "humanized management". I believe that Lingtian people will embody "I want to do it, I want to do it, and I can do it well" at work. "Conscious behavior", the second is that the company's performance management system is complete, comprehensive and pragmatic; the appraisee himself formulating the monthly key performance plan does not mean that the appraisee himself has the final say. First, his plan must obey the company's Annual, quarterly, and monthly targets. Second, the person being appraised must abide by the company's hierarchical management principles and management obedience principles. Subordinates must obey the instructions of their direct superiors. In the event of disagreement with the superiors in determining performance plans and communication with the superiors, the opinions of the superiors shall prevail.
3. Some members of the assessment team are not professional enough and need further study and implementation of the assessment standards. Corrective measures: Provide training to members of each professional assessment team, and adjust some personnel according to the actual work and nature of the work.
In x year, the company's performance appraisal will have an in-depth understanding of the company's production business content, fully integrate the production and operation goals and tasks, and continuously improve the performance management system. Based on the interests of the company and employees, we should conscientiously conduct employee performance appraisals, collect employees' suggestions and opinions in a timely manner, communicate with each other, and do a good job of explanation and coordination, so as to take the company's performance management work to a higher level.