洲际酒店-年工作表现评价表

Page 1 of 7 2009 Annual Performance Review Form2009年度工作表现评估表Room to grow 成长的空间Performance Review Record 工作表现评估记录Name 姓名 : Position 职位 : Manager ’ s Name经理姓名 : Date of Review评估日期 : Rating Scale Definitions评分等级说明KJR and Leadership Competency ratings will be measured using whole numbers only. The Overall Performance Rating may be measured using whole or halfnumbers. 衡量主要工作职责和领导能力的分数只能是整数 ;而总体表现得分则可以是整数或半分 。 5Exceptional Performance: The employee consistently exceeds all the expectations for Key Job Responsibilities and Leadership Competencies and is acknowledged as such by peers and senior leaders. 持续不断地超越期望：员工在主要工作职责和领导能力方面持续不断地超越期望，并受到同事和上级领导的认可。 4Consistent Over Performance: The employee frequently exceeds expectations for Key Job Responsibilities and Leadership Competencies against an already stretching set of standards. 经常超越期望：员工在主要工作职责和领导能力方面经常超越期望，并超越已经提高的标准要求。 3Very Good Performance: The employee meets established expectations for Key Job Responsibilities and Leadership Competencies. This is a rating that any person should feel justifiably proud of. 表现优异： 员工在主要工作职责和领导能力方面达到期望要求，任何获此评分的员工都有理由感到自豪。 2Mixed Outcomes: The employee meets some expectations for Key Job Responsibilities and Leadership Competencies. With focus, the potential to raise performance exists. 基本达到期望：员工在主要工作职责和领导能力方面达到部分期望要求。有潜力针对性地提升工作表现。 1Unacceptable Performance: The employee does not meet expectations for Key Job Responsibilities and Leadership Competencies. A performance improvement plan needs to be in place.未达到期望： 员工在主要工作职责和领导能...