How do you score the annual appraisal form?

In the annual assessment, it is crucial to accurately score yourself. This article is brought by php editor Xin Yi, who will introduce the annual assessment and scoring process, precautions and influencing factors. By understanding how to evaluate your own performance objectively and impartially, readers can be fully prepared to receive a fair and reasonable evaluation during their annual appraisal.

How do you score the annual assessment form?

Score yourself on the annual assessment form. Just rate yourself realistically according to the items listed on the assessment form. Annual appraisal is an important task that every unit must do, and it involves year-end performance and salary adjustments. It is generally the responsibility of the personnel department of the unit organization. It is the first step for each employee to score themselves according to the listed items. Finally, the unit leader must review and check.

Who will grade the civil service assessment?

The civil service assessment consists of one chief examiner and six examiners. In order to further stimulate the enthusiasm of civil servants, civil servants are assessed and graded every year on their work for a year. The civil servants are assessed and graded according to their integrity, ability, diligence, and integrity. According to the scores, they are divided into four grades: excellent, competent, basically competent, and incompetent. The unit Submit the assessment results of each civil servant to the organizational department for record.

Who is responsible for scoring in kpi assessment?

The general approach is:

1. Determined by the performance review committee.

2. Determined by superior leaders.

3. Evaluated by cross-department.

KPI assessment, the abbreviation of Key Performance Indicator, refers to the key performance indicator assessment method. Divided by management themes, performance management can be divided into two categories.

The first type is incentive-based performance management, which focuses on stimulating employees' work enthusiasm and is more suitable for companies in the growth stage.

The other type is control-based performance management, which focuses on standardizing employees’ work behaviors and is more suitable for mature companies.

But no matter which assessment method is adopted, its core should be conducive to improving the overall performance of the enterprise, and should not be preoccupied with the scores of indicators.

How to solve the problem when the gap between the scores of the appraiser and the appraisee is too large in the performance appraisal?

In the process of appraisers' assessment of employees, the main measures that produce different degrees of tightness in the appraiser's assessment are:

1. Scientific and quantitative design of assessment tools and standards.

The assessment standards are not quantified and the assessment standards are not unified, which makes the assessment dimensions too subjective and greatly affected by the personal factors of the assessors. Therefore, we must first quantify the assessment indicators and unify the assessment standards to ensure that whoever scores the points can It's not much different.

2. The assessment results are weighted according to the different cognitive levels of the assessors.

Different assessors have different understandings and perceptions of the assessee, so after summarizing the assessor's scores on the assessee, it is necessary to divide the weights based on the assessor's understanding of the assessee. Perform a weighted average.

3. Pay attention to other reasons that affect the fairness and impartiality of the assessment and put forward suggestions for improvement.

How to score performance appraisal?

The final score is: 90×30% 80×35% 70×35%=79.5

Commonly used calculation formulas for performance appraisal

1. Performance appraisal score

1. Performance appraisal calculation formula = KPI performance (50﹪) 360-degree assessment (30﹪) Personal behavior appraisal 20﹪

2. Performance conversion ratio: KPI performance totals 100 points accounting for 50%; 360 degrees The total assessment score of 200 points accounts for 30% of the percentage; the total assessment of personal behavior accounts for 20%.

2. Performance bonus calculation method

1. Monthly performance bonus calculation method:

Withdraw 10% of the individual’s basic salary for that month every month as the base amount of the personal bonus. The bonus amount will be calculated based on the actual results achieved;

Calculation method: Personal performance bonus = Basic salary of the month * 10% * Department coefficient * Personal assessment grade coefficient.

2. Annual performance Bonus calculation method:

The calculation formula is: year-end bonus = (coefficient * number of consecutive working months * basic salary) / 12 * rating percentage

(The coefficient is determined by the company’s management committee based on the annual profit report Determined).

3. For those who have served the company for less than one year, their year-end bonus assessment will be based on the number of consecutive working months

3. How to list the calculation formula of assessment items

1. Inverted calculation method and its application

2. Statistical calculation method and its application

3. Proportional calculation method and its application

4. Empirical calculation formula

4. Calculation of individual performance scores

In order to make employees’ work performance comparable to each other and to effectively implement rewards and punishments, the performance score calculation method is usually used to evaluate Completion of individual employee work performance.

The calculation formula of personal performance score is:

Personal performance score = ∑ (KPIi performance score × KPIi weight) × KPI total weight ∑ (work goal completion score × weight) × Total weight of work goals

5. Performance bonus = Comprehensive assessment coefficient of management unit × Personal assessment coefficient × Bonus base

Will all performance assessment scores be given full marks?

No, performance appraisals all have specific assessment checklists. After deducting points one by one according to the list, a total score is given. It is impossible for all performance appraisals to be full marks. If they are all full marks, then there will be no The significance of assessment has become clear, so scores should be given based on actual performance based on each person's specific performance, and scores should be given realistically.

What should I do if the leader gets the lowest score in the annual assessment?

The leader has the lowest score. You can talk to the leader in person and ask the leader to point out the shortcomings in his work and strive for better performance.

Assemble computer list and price list?

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How to score on the interview score sheet?

Based on the on-site performance of the interviewer and the scoring rules, fair judgment

Can there be negative points in performance appraisal scoring?

Most of the performance appraisals are qualified, unless the performance is particularly poor and there is disqualification.

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