电脑桌面
添加小米粒文库到电脑桌面
安装后可以在桌面快捷访问

洲际酒店-年工作表现评价表

洲际酒店-年工作表现评价表_第1页
1/7
洲际酒店-年工作表现评价表_第2页
2/7
洲际酒店-年工作表现评价表_第3页
3/7
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...

1、当您付费下载文档后,您只拥有了使用权限,并不意味着购买了版权,文档只能用于自身使用,不得用于其他商业用途(如 [转卖]进行直接盈利或[编辑后售卖]进行间接盈利)。
2、本站所有内容均由合作方或网友上传,本站不对文档的完整性、权威性及其观点立场正确性做任何保证或承诺!文档内容仅供研究参考,付费前请自行鉴别。
3、如文档内容存在违规,或者侵犯商业秘密、侵犯著作权等,请点击“违规举报”。

碎片内容

洲际酒店-年工作表现评价表

确认删除?
VIP
微信客服
  • 扫码咨询
会员Q群
  • 会员专属群点击这里加入QQ群
客服邮箱
回到顶部