【第1篇】季度绩效考核英文自我评价
绩效考核是企业绩效管理中的一个环节，也是绩效管理过程中的一种手段。一个季度过去了，下面是小编为大家带来的英文自我评价，相信对你会有帮助的。
季度绩效考核英文自我评价篇一
control the performance of the leadership team performance objectives at the beginning of the content of the plan, now my goals for the year 20xx, the task report is as follows, please review.
first, the completion of key work objectives
1, the completion of the tasks assigned by the superior center. this year, the higher level of the central task of more, involving me mainly two, one is the basic organization "five basic construction" and "a good" activities, a people - the main comment on the wind activity. these two tasks, the bureau of party committees have arranged effective competent leadership, my role is mainly involved in co-management. this is a major theme in party building work this year. in the face of heavy tasks and more activities and demanding high pressure, i was mainly involved in a series of follow-up activities, such as "five basic constructions" and " supervision activities. for example, in june and december this year, we carried out two comprehensive supervision, to promote the work carried out and in-depth, but also for the inspection and acceptance of jingzhou city, the necessary preparations, passed the inspection and acceptance of jingzhou city. besides, the main comment on the work of the popular style of government, my main responsibility is to lead the publicity and education group. throughout the event, we carried out a number of publicity and education activities, the city's health system people - the main comment on the work style of popular wind, and made wind and water, sound and color. in particular, the propaganda of public commitment system, the propaganda of large-scale volunteer activities, the selection and propaganda of "double top ten", and so on, played a very good public opinion-oriented and guiding role in the critical moment of the people's appraisal.
2, the completion of the new rural construction objectives. this year, 16 units of the health system have counterpart support village-level organizations work tasks. in charge of leadership, i mainly assume the program development, upload and release and inspection and supervision and other aspects of the work. we strengthened the leadership, the implementation of training, follow-up supervision and other means to promote the health system of 16 rural task force to achieve the "selected people in the village, to ensure working hours, conscientiously do a good job of discipline," fulfilled the " to formulate development plans, to develop special economy, to promote public utilities, to strengthen organization construction, to strengthen mission training ". the system-wide contact in 16 villages contact poor households or members of the "double band" model households 165, 33 on-site office, to support cash and material 210,000 yuan, looking for 30 development projects.
second, the completion of the daily work objectives
1, the completion of the bureau of funds directly under the unit unions task.this year, trade union funds, one task increased by 15%, the second is a half year or a year to settle the practice, the implementation of the monthly or 15 days after the initiative to declare the payment method. to this end, we actively do a good job 9 units directly under the coordination and supervision work, in accordance with the requirements of the municipal federation of trade unions, the completion of the union funds on time 91918 yuan.
2, to promote the system workers to participate in the city's model selection activities. in accordance with the city's "once every two years," the model selection mechanism, this year is exactly the mode of ratification in recognition of the year. 51 on the eve of our extensive publicity, bottom-up, trade union review, the party decided to approach, recommended the city maternal and child health hospital tan yanping, municipal people's hospital of chen jian, shishi city labor model, recommended city people's hospital xie honghua jingzhou city, participated in the advanced workers.as we are fair and impartial, strict pre-trial, recommended positive, complete materials, three people were elected to the appropriate level of the model workers and advanced.
3, the organization staff to actively participate in the system, "5.1" festival and other festivals. and the medical department together, organized the "5.12" nurse festival art show. recommended city people's hospital group dance program "desert rose" to participate in shishou federation of trade unions 5.1 labor day cultural activities, jingzhou city, "5.12" nursery festival and jingzhou city federation of trade unions "voice of jingjiang" staff culture and art festival of theatrical performances.
4, the organization of veterans to actively participate in the system chung yeung festival activities. we adhere to the veteran's political treatment and economic treatment, but also often organize veteran cadres to carry out healthy and beneficial fitness activities. especially the organization of the annual celebration of the chung yeung festival activities. on the day of the chung yeung festival, we organized the retired veteran cadres of the city's medical units to participate in the city's collective mountaineering activities. for each retired veteran cadre who participated in the activity, the memorial items were issued. the retired cadres bureau of retired veteran cadres collective discussion and dinner, so that retired veteran cadres feel the warmth of her family.
季度绩效考核英文自我评价篇二
key to performance performance: self - assessment and objectives.performance work is an important part of enterprise hr work. the key to the following two points: first, give employees the opportunity to self-assessment; the second is to make the staff's goals and the company's goals are consistent.
give employees the opportunity to self-assess
first, the employee's self-assessment as part of the company's performance appraisal process, is very important. to encourage employees to participate in the company's performance appraisal process and ensure an effective dialogue between managers and employees, you can use the same form in the company's regular performance review process, or create a slightly modified version.
second, the purpose of employee self-assessment is to obtain employees on their performance of self-point of view. this is a powerful way to give employees the opportunity to speak throughout the performance appraisal process. sometimes, managers worry about the value of self-assessment, that employees will simply give their praise and higher ratings in order to try to raise their actual rating. experience has shown that the opposite trend is real, and when we evaluate ourselves, we tend to be more severe than others.
third, the manager's personal view of the employee, self-assessment is a very valuable way for the company to get more information about employee performance. it can also help managers stay ready to deal with differences in opinion or opinion and gain insight into employee expectations.
so that the objectives of the staff consistent with the company's goals
the importance of creating a smart (concrete, measurable, achievable, relevant, time-bound) goal is to associate the employee's goals with higher-level organizational goals, and you create for employees' this is a very important "context." this helps employees understand why their work is important and how their work contributes to the success of the organization as a whole.
practice has proved that the goal of the staff with a higher level of departmental goals, the objectives of the branch and the goal of the entire enterprise linked to create a personal goal and organizational goals consistent with the "big environment" for the development of staff performance is crucial important, but also allow employees to feel that their work is very important.
季度绩效考核英文自我评价篇三
in many enterprises performance appraisal, there is a "staff self-assessment" link, which is the first employee of their performance in the assessment period, and then submitted to the direct superior to adjust, and finally draw the employee's performance scores. in the use of direct superior performance evaluation system, the purpose of employee self-assessment is nothing more than two: 1, the fastest quantitative data sources can be quantified; 2, reflects the staff participation in performance appraisal; however, if the assessment of employees assessment without a clear understanding of it, it will lead to significant deviation of the assessment results, or even failure. we know that the performance appraisal may be a variety of errors, such as the different leaders of different personal scales, the average tendency, etc., then the self-assessment link, which led to the factors that lead to errors it?
first, the personality of each person is different from the self-assessment scale is very different. for example, some employees self-confidence, their own evaluation of high, some people feel inferior, their evaluation on the low side. in addition, some people pursue perfection, strict requirements on their own, and some others have passed, these two categories of people to their own scale certainly different. also, some old employees of the company and colleagues know very clearly, scoring when its capability, and new employees do not know other people's shallow depth, to their scoring when there is not much reference to speak of.
second, psychological research shows that most people are overconfident."do not make a normal fool," an example of this book mentioned that we often hear a lot of people say that they "not on the phase", that is, according to the photos did not look good. in fact, the photo is an objective reflection of our appearance, and each of us in the mirror when it will be special (and may be unconscious or habitual) to choose the best angle, that is more than a layer of subjective factors in it, which led to our look in the mirror look better than the photos. so in fact, the staff part of the self-assessment on the provision of such a "mirror" to our staff to the beauty, this error which is self-evident.
third, the staff self-assessment of the score, the assessment will do a great impact on the scoring. have the experience of "bargain" people know that if you see the stall on a package, and my heart that probably worth 100, but the mouth asking price, the boss said 500, if you really want this package, big most people only dare to 300 or 400 pieces to cut. this is the so-called "anchor effect", the negotiation inside the "first offer, without anger in each other's situation, the higher the better" is the meaning, because the first bid will greatly grasp the initiative, so that the other psychological expectationsresulting in great changes. employee self-assessment actually gave the examiner a chance to take the lead in the bidder, and whether the assessment due to face or other considerations, are likely to be the "quote" effect, so that the assessment results error. we in the actual work of human resources, but also did find this phenomenon, a company several departments staff performance appraisal scores, without exception, no less than its self-rated scores.
based on the above analysis, we will find that the department leaders get the self-evaluation scores mixed with too many subjective factors, so that can not be filtered through technical means, and this score will have a great impact on the assessment; confident employees have a high score, and sometimes due to the need for mandatory distribution, those who require their own strict, scoring low staff has become a victim, because their scoring low, the final score is difficult to be brought up leadership. in the assessment of the indicators can not quantify the more components, or different departments in different parts of the work of employees, the lack of uniform measure of the time, this situation is particularly serious.
so, companies in the performance evaluation of the actual operation, how to solve these problems i mentioned above? many people may be from the "increase the proportion of quantifiable indicators," "to strengthen the assessment and assessment of those who training, but in practice, it will only increase the workload and complexity of performance appraisal, implementation easier said than done? in fact, just look back to see the implementation of the two purposes of self-evaluation .self-evaluation and implementation of self-evaluation, , we will find a simple solution: the relatively objective quantifiable indicators, the implementation of "employee self-evaluation", while maintaining a "fast data source" - in fact only data sources, but also embodied in the form "employee participation"; and not to quantify the subjective evaluation of indicators, the assessment by the direct scoring, do not give employees self-evaluation (and thus in this link error) opportunity.
we know that performance appraisal in human resources work is a huge project, the implementation of the highest cost, companies should seize the main contradiction, step by step, and in the initial stage, but not for the form of trapped. so is slightly jun policy for some enterprises initially set up performance management system, simply cancel the self-evaluation session, thus avoiding the link error, but also to a certain extent reduce the workload and complexity of the assessment for the next step smooth implementation of the well prepared.
of course, the front said that the main business in the initial stage of performance management situation. when companies meet the following conditions: first, the implementation of the more smooth performance management, implementation costs can be effectively controlled; second, the formation of a good performance within the company culture, we understand the performance management is more uniform, their own evaluation more objective; third, the department leaders generally have a clear understanding of the lower levels and independent judgments; we can think that enterprises have entered the advanced stage. at this point to carry out a real staff self-assessment, it will further mobilize the enthusiasm of employees and the importance of performance, thus forming a virtuous circle of performance management.
in summary, the core issue of employee self-evaluation, not how to do a good job, but when to engage in, when should not engage in the problem. it is necessary to distinguish the stage of development of enterprise performance management and select the key points that should be solved at each stage, and will not achieve the multiplier effect without being trapped in form. from the initial stage of performance management to the advanced stage, each enterprise has a long way to go, and this process can not be achieved overnight.
【第2篇】绩效考核表的自我评价英文版
绩效考核指企业在既定的战略目标下，运用特定的标准和指标，对员工的工作行为及取得的工作业绩进行评估，那么员工在此情况下的英文自我评价怎么写呢？下面是小编为大家带来的范文，相信对你会有帮助的。
绩效考核表的自我评价英文版篇一
the so-called work performance, that is, the work of employees in the work of the results show that the customer is satisfied with your service, leadership is recognized for your work and so on. how to write the work of self-identification, the following information for the performance of self-identification of the model, for reference purposes only.
work self-identification model: two months later, i admit that i communicate with customers less some, on the one hand because the market continued cold. i understand everyone's mood, although the decline in the process of never stop to give you a reminder, but little effect, a lot of people are holding holdings in 20xx to earn money to stick to the mentality of the present, in exchange for the is the market value of half the painful price cut down the middle. on the other hand, i have been in an orderly conduct of the marketing team management.
first of all, from february 18, 20xx began the account opening activities account, this time the activities of the company is still a unified nationwide, and the sales department has also developed a marketing team to develop customer incentive programs, banks bank staff introduce the customer's incentive program. my first job is to have all the data in the game. in this event, as of may 1, all marketing representatives of a total of eight account 199, of which 100 households, the amount of gold 472,7829 yuan, after the completion of each of the marketing representatives of the development of the customer's situation , check with the manager, i will introduce the bank staff to select customers out, according to the cash reward. among them, the award of work has been issued and the manager is completed.
because of the departure of the account manager, i went to the agricultural bank for stagnation. there, i also deeply appreciate the inner feelings of a marketing representative. in fact, marketing is a way of communication, communication, communication needs of their own time to grasp. as far as possible the degree of customer resentment to their own minimum, so as to seize the opportunity to let him willing to accept our products. however, we may be in the communication performance is not in place, there are reasons for self-esteem, the limitations of the above character, not allowed to grasp the rhythm, so many people do not have to communicate effectively, may communicate with only a silent flyer. with this experience, and then have their own thinking, and thus also in the bank of the stagnation point work effectively used.
services into a new marketing representative, training began. in addition to her basic training every afternoon outside of it, i think i am more to her in this line to pass the required professional ethics and attitude towards work. in each answering phone calls, in every reception of customers work, let her really sense of understanding their work is a kind of service nature of the work. later, i also alone with her stationed in the bank. and she shared some of my work experience: what kind of customer has the potential, what kind of customer is not worth to explore, what age we need to wait, in these times, in addition to teaching, i also passed the practice mastered a lot of deeper and more practical approach.
should be called the whole business department, we will try to arrange for customers to move to home for online transactions. at the beginning, just after the closed-market approach to teaching, many people are forgotten overnight, the work is very slow. later, after communication with the sales department staff, according to the existing conditions, we will now offer a separate large room, named "online trading real room", selected in the daily opening time for the real environment training, fully mobilized the enthusiasm of customers. at present, all the training work is still continuing, my hand data also caught some want to go home customer information.therefore, in june i will focus on the work and the communication of these customers, so that they are satisfied and assured of doing home online transactions.
绩效考核表的自我评价英文版篇二
ideologically, the fine style, treat people sincere, can better deal with interpersonal relations, doing things calm and stable, can reasonably arrange the affairs of life. for the community for the school for the students to do things for the people around is no longer feel cumbersome, but very happy to do and can be satisfied and happy, not to think about doing their own things, others less control. and has been in the pursuit of personality sublimation, pay attention to their own conduct.
i worship people who have great charisma, and have always wanted to be able to do it myself. in college life, i insist on self-reflection and strive to improve their own personality, and now i understand the truth, willing to help others not only to cast a noble character, but also get a lot of their own interests to help others but also to help themselves. looking back over the past few years, i have been very happy to have helped the students when i was in trouble. similarly, my classmates also gave me a helping hand when i was in trouble. for the teacher, i have always been very respected, because they are in a loss when i guide to help me.
without the help of a teacher, i might not know where to go. i now realize that character is not so much a personal character to run, as it is the responsibility of the individual society as a whole. a person living in this world, you have to bear some responsibility to the community obligations, with a noble character, you can correctly understand their responsibilities, in the contribution to achieve their own value.
learning, i did not let myself down, the results have been among the best.scholarships are awarded each year. i am a mechanical and electrical professional, know not only the theoretical knowledge, but also practical ability, so i often participate in practical activities. now is the information age, learning the professional at the same time, i also conducted a computer learning, through efforts to get the national computer grade three. i learned a lot of new things, i am very willing to help people who need help, and greatly improve their self-learning ability. then there is learned to use the learning method at the same time pay attention to independent thinking.to learn hard only hard to learn is not enough, to learn "methods" to do things.
i have come here to learn the purpose of "fishing", but it is easier said than done, i changed a good many ways to do what is diligent in thinking, the case of the old man, there do not know where to diligent to ask.in learning, to "independent thinking" as their motto, always remember not to alert. with the progress of learning, i not only learned the basic knowledge of the public and a lot of professional knowledge, my mind has also been a qualitative leap, to a more rapid grasp of a new technical knowledge, i think this is very important for the future. in the study of knowledge this time, i and teachers to establish a strong friendship between teachers and students.the teacher's earnest teaching, so i realized the fun of learning. i and many students around, but also established a good learning relationship, help each other to overcome the difficulties. now i have to face graduation, is doing graduate design, i became the design team leader, but also exercise the self-hands and analysis of problem-solving ability, benefit.
绩效考核表的自我评价英文版篇三
the basis for the assessment of staff positions, is divided into five categories of personnel, management, engineering and technical personnel, basic production personnel, auxiliary production personnel, service personnel, by the departments of the two wage management committee is responsible for the specific assessment methods, wage management committee is responsible for supervision and management, various departments can be combined with the specific circumstances of the unit to develop the appropriate assessment rules and implementation.
the management personnel to job responsibilities based on work, carefully approved the workload of each job, specific to each work score, from the work objectives, quality, methods, progress, feedback, innovation, implementation, decision-making, resilience and integrity, solidarity, responsibility and other elements, the implementation of quantitative assessment.
technical personnel to the project by the technical level of the leading technology, ease of completion, time to complete the sanctions and other factors, the approved workload, to develop easy to operate quantitative standards, quantitative scores, the implementation of assessment.
quantitative assessment of basic production personnel to each position of the working hours quota, quality, material consumption, safety, labor discipline as the main basis, combined with the assessment elements, the implementation of quantitative assessment.
quantitative assessment of auxiliary production personnel, to work tasks, quality, material consumption, safety, labor discipline as the main basis, combined with the assessment elements, the implementation of quantitative assessment. quantitative assessment of service personnel to job objectives and responsibilities as the main basis for the work tasks, quality, integrity, solidarity, responsibility, etc., combined with the assessment elements, the implementation of quantitative assessment.
the implementation of staff assessment must be pregnant with the position i correspond to the staff is strictly forbidden to take the position of remuneration and engage in low-post work, where the violation will be found on the department and staff penalties.
【第3篇】教师绩效考核自我评价
一名优秀的教师不仅仅需要教授知识，还需要教学生做人的道理。下面小编给大家分享一些教师自我评价范文，希望能够给大家一些帮助。
教师绩效考核自我评价
转眼间，三个月的理论培训和三个月的见习培训已经快要结束了。在理论的基础上，我走上了实践的岗位，并且通过不断学习和努力工作，我获益良多。在此，我要对我这段时间的得和失总结一下，发扬自身的优点，改掉不足的地方。
"学高为师，德高为范"，"学为人师，行为世范"，还有很多话我都不曾忘记，因为这是我们身为教师的职责，也是荣誉。而我作为一年级甲班的班主任，当然必须以身作则。因为小孩子的模仿能力是很强的，而且大多数都崇拜着自己的老师。可见老师的品德对学生的影响有多大。因此，我一直以品德至上来要求自己。在课余时间也会虚心地向学校老师学习教学经验，共同工作，共同学习，共同进步。
在教学方面，上新课之前我都会提早备课好，理清楚上课的过程，对于学生要掌握的东西也在教学和课余时间进行很好的落实。课后我也会认真听取本校其他老师对我的课的意见，并且经常去听有经验的老师上课，取长补短，完善自我。经过一节课一节课慢慢的磨练，我在各方面都有了长足的进步。对于"后进生"的教学，我也努力在尝试着让他们学习更多的知识，不会比其他的学生差很多。并且平时也会对对一些学生进行家访，从他的家庭情况了解他，关心他。
当然，仅仅做好这一些是远远不够的，学海无涯。在今后的教学工作与学习生活中，我一定会花更多的时间到课堂教学方法和策略上去。找机会从各方面锻炼自己，逐步提高自己的教育理论水平、课堂教学能力、班级管理能力以及人际交往能力，以期更全面的完善自己，争取成为一名优秀的教师。
教师绩效考核自我评价范文二：
一年来，我热爱教育，热爱人民，热爱学生，坚持党的教育方针，忠诚于党的教育事业，遵守学校的规章制度。在思想上严于律己，不断学习深化教育教学观念，积极参加各类政治业务学习，努力提高自己的业务素质。服从学校工作安排，按时完成学校布置的各项工作任务。
一、工作实践：
一年来，我除了担任科任教学外，还兼任班主任工作，图书馆管理。在常规工作中，我认真备课上课，按时批改作业，上交各种资料。在教学上，面向全体学生，教书育人，为人师表，重视学生的个性发展，重视激发学生的创造能力，思考能力。坚持以学生为主体，尊重学生，以提高学生分析问题和解决问题能力为导向，切实落实培养学生的创新思维和创造能力。
二、班主任工作：
在班主任工作中，我努力抓好学生的养成教育，营造良好的班级氛围，改善学生的学习环境和增强班级的凝聚力。我经常主动与学生进行沟通，尽力为学生解决相关的学习生活困难，重视与学生家长的联系与沟通，做好家访工作，<莲 山 课 件>;使学生能够健康快乐的成长。关心后进生，保护他们的自尊心，鼓励并指导学生参加各种活动，让他们在活动中受益，树立自信心。
在学校组织的各类活动中，我们的班级先后获得了两个“二等奖”和一个“优秀奖”，这对我不仅是一种鼓励，也是对学生的一种鼓励，我有信心在将来把班级管理做得更好。
三、图书工作：
我自兼任图书管理员以后，为了提高学生的阅读兴趣，我采取了班级借阅与个人借阅的模式，图书的借阅率有所增长。为了更好的管理图书，我对图书馆的藏书进行了再次的归类，方便借阅和管理。在未来的图书管理上，我有信心做的更好。
四、其他方面：
在教育教学中，我有时候对学生的教育教学还不够全面，教学理念还不够先进，班主任工作还缺乏经验，在以后的工作中，我将努力弥补不足之处，提高自己的业务素质，为教育事业的发展多做贡献。
教师绩效考核自我评价范文三：
转眼间，一年的试用期已经快要结束了。在理论的基础上，我走上了实践的岗位，并且通过不断学习和努力工作，我获益良多。在此，我对这一年的得和失总结一下，发扬自身的优点，改掉不足的地方。 “学为人师，行为世范”，很多关于教师的话我都不曾忘记，因为这是我们身为教师的职责，也是荣誉。而我作为六年级的班主任，当然必须以身作则。因为小孩子的模仿能力是很强的，而且大多数都崇拜着自己的老师。可见老师的品德对学生的影响有多大。因此，我一直以品德至上来要求自己。在课余时间也会虚心地向学校老师学习教学经验，共同工作，共同学习，共同进步。
在教学方面，上新课之前我都会提早备好课，理清上课的过程，对于学生要掌握的东西也在教学和课余时间进行认真的落实。课后我也会认真听取本校其他老师对我各方面的意见，并且经常去听有经验的老师上课，取长补短，完善自我。经过一年多慢慢的磨练，我在各方面都有了长足的进步。对于“后进生”的教学，我也努力在尝试着让他们学习更多的知识。并且平时也会对一些学生进行家访，从他的家庭情况了解他，关心他。
当然，仅仅做好这一些是远远不够的，学海无涯。在今后的教学工作与学习生活中，我一定会花更多的时间到课堂教学方法和策略上去。找机会从各方面锻炼自己，逐步提高自己的教育理论水平、课堂教学能力、班级管理能力以及人际交往能力，争取更全面的完善自己，成为一名合格的教师。
