Summary of individual performance appraisal work

Summary of Personal Performance Evaluation: Five Articles

Summary of individual performance evaluation (1)

Time flies, 20xx years will pass in an orderly and busy way. Looking back on the past year, my heart is filled with emotion. Summary is a mirror, through which we can objectively judge our achievements and lessons, strengths and weaknesses, difficulties and opportunities, clarify our thinking, define our goals, and formulate measures to provide reference and guarantee for the next work. Therefore, I make the following summary.

Review of the work in the past year and the completion of various tasks.

Over the past year, with the full cooperation of employees in various departments, performance appraisal has made great progress, which is inseparable from the instillation of performance concepts by company leaders in the early stage.

1, the word performance has become a topic of concern to employees, and performance appraisal is deeply rooted in the hearts of the people to some extent and has been understood and supported by the majority of employees. Employees in all departments benefit from performance appraisal, which makes everyone actively participate and make progress together.

2. Employee performance appraisal has been carried out in an all-round way from the quality assessment, output assessment, execution assessment and cost assessment of front-line employees to the work content assessment of management (timing) employees, which has achieved certain results and mobilized the enthusiasm and enthusiasm of employees. The appraisal data of workshop employees are extracted by the day, such as the inspection records of final assembly products.

3. With the cooperation of the factory director and the quality supervisor, the assessment data is timely and accurate, which is helpful to the accuracy and effectiveness of the employee assessment results.

The second is the mistakes and problems that the work objectives have not been realized. Looking at the whole 10 year, there are still some shortcomings and defects in the evaluation work.

1. Some assessment rules were not revised in time, which was divorced from the objective reality, resulting in the unreasonable situation that the assessment of individual departments contradicted the real situation. (For example, in the output assessment of the plate reinforcement workshop, the production tasks of the employees in the plate reinforcement workshop are assigned by the squad leader, which makes it difficult to determine the output index in the assessment process, and individual unreasonable situations sometimes occur. )

2. Some employees are of low quality and cannot provide accurate assessment data on time. Some employees can't accept the negative performance reflected by the assessment. We should increase the explanation of the assessment concept, so that employees can truly understand and accept our assessment concept.

3. Some employees in this department are disgusted with the assessment and do not actively cooperate with the provision of assessment data, resulting in the inability to effectively carry out the work.

Three. Work plan and arrangement for next year. The purpose of the summary is to better plan and arrange the work plan for next year.

1. Make clear the working ideas, continue to advance along the established working target direction and track in the next year, and avoid bumping like headless flies, deviating from the assessment purpose and going further and further.

2. Look for solutions to the problems encountered in this year's assessment, such as uneven average performance of various departments. In view of this, department performance should be gradually introduced next year to further revise the performance results of different departments; In addition, there are still some unreasonable places in the workshop batch and output assessment. Specific corrective measures should be taken for abnormal situations, such as the case that the number of overdue batches is too large, and the reasons should be analyzed and reasonable additional regulations should be made. Other problems should also be solved accordingly.

3. Strengthen the implementation of performance appraisal personnel, proceed from reality, speak according to the facts according to the data, and come up with performance results that accurately reflect employees' work.

4. Actively formulate the assessment work plan of 1 1 year, eliminate the blind spots in previous assessments, ensure that every employee is included in the assessment work, and conduct reasonable performance management.

The new year means new opportunities and challenges. We decided to make persistent efforts on the existing basis to a higher level and strive to create a new situation in our work.

Summary of Personal Performance Evaluation (2)

In order to comprehensively, objectively, fairly and accurately evaluate teachers' teaching performance, give full play to the incentive-oriented role of wage distribution, build an incentive mechanism that pays attention to performance, contribution and responsibility, and fully mobilize teachers' enthusiasm and creativity. According to the spirit of Jin (20xx) No.73 document issued by Jinjiang Education Bureau and the Implementation Measures for Performance Appraisal of Staff in Jinjiang Municipal Organs and Institutions (Jin Wei Ban [20xx] 166), the school has formulated the Implementation Plan for Performance Appraisal of Gangta Primary School Teachers (Draft for Comment), and conducted performance appraisal for teachers according to the plan. The stage work and existing problems are summarized as follows:

First, democratic planning

1, Formulation of Implementation Plan for Teacher Performance Appraisal

The implementation of school performance appraisal involves the vital interests of teachers, the stability of teachers and the orderly development of school work. It is a very important job, and it is especially important to make a reasonable plan. To this end, the school collected the experience of brother schools through individual symposiums, all teachers' meetings, anonymous questionnaires, etc. According to the spirit of various documents from higher authorities, combined with the actual situation of the school, and on the basis of fully embodying the wishes of the vast majority of faculty, after repeated discussions and revisions, the "Implementation Plan for Teacher Performance Appraisal in Gangta Primary School (Draft for Comment)" was formed.

2. Evaluation content

The main contents of the performance appraisal of faculty and staff are: professional ethics accounts for 15, workload accounts for 25, attendance accounts for 10, fulfillment of educational and teaching duties accounts for 35, work effectiveness accounts for 15, and additional items (no upper limit). The total score is used for evaluation, and the proportion depends on the performance of the superior department.

Second, the evaluation procedures and operations

1, evaluation

In order to ensure the effective operation of the program, the school set up a teacher performance appraisal team and made a clear division of labor. The evaluation time is 1 month, April, July and 1 month every year. In April (1) and June (10), the assessment contents include professional ethics, workload, attendance, fulfillment of educational and teaching duties and additional items. (2)65438+ 10 and July are the end months of each semester, so the work effectiveness is increased on the original basis. The school assessment leading group shall comprehensively evaluate the teachers within the specified time. After the evaluation result is determined, it will be fed back to the assessed in time.

Step 2 publicize

After the assessment results are determined, the assessment results will be publicized for one week to improve the credibility of the assessment.

Three. Problems and future work

Although the performance appraisal of our school has been carried out in depth, there are still many problems:

1, individual teachers' awareness of performance appraisal is not strong, and there is little difference in performance awards in performance appraisal, which can not arouse their enthusiasm for work well.

2. The school is highly mobile, especially the loss of excellent students, and the school has failed to find a better balance point in the evaluation of teaching quality.

3. The teacher-student ratio of each grade is unbalanced, and the competition in school districts is mostly concentrated in senior grades, which leads to certain inequality in teacher performance appraisal between grades and teachers.

Next step plan:

1, continue to improve and implement the performance pay assessment method.

2, to further strengthen the management and assessment of school leaders and faculty.

Summary of Personal Performance Evaluation (3)

I have been working in 20XX health center since 20XX months. Over the past year, under the leadership and support of the hospital, guided by the spirit of the 17th National Congress of the Communist Party of China and Theory of Three Represents, we have earnestly carried out various medical work and fully performed the duties of clinicians.

First, love their jobs, be honest and United.

At work, I can stick to my post and go all out to do my job well. When accepting patients, they can communicate with patients in time, quickly complete simple examination and detailed medical history, and write and complete medical records in time. When I am in charge of a patient, I can monitor the whole process, observe the patient's condition at any time, give feedback to the superior doctor in time, implement the condition quickly and well according to the doctor's advice, and actively and enthusiastically help the patient to go through the discharge formalities when leaving the hospital, so that the patient can be discharged smoothly. When communicating with patients, you can communicate sincerely and enthusiastically. Of course, when communicating with doctors and patients, my shortcomings are impatience, such as impatience, trouble and bad attitude when I am busy at work and in a bad mood. In the future work, I will improve in this respect and communicate with patients sincerely, enthusiastically and patiently.

In terms of communication with my colleagues, I can be sincere and Qi Xin will work together. In terms of ideological attitude, I can respect old comrades and love new comrades, and I can strictly demand that I don't criticize others behind their backs, say less and do more. In this regard, I will continue to maintain, strive to improve and be a popular person. In my life, I can communicate openly with old and new comrades, and always take the trust of others as the criterion and try not to interfere in others' lives and work. In my work, I can be rigorous, careful and positive, and I can communicate with my colleagues in time to make up for the loopholes and deficiencies in my work. I can also help others in my spare time. Sometimes when my mother and baby work is heavy, everyone can help me share it enthusiastically and actively. In my future work, I will continue to maintain good communication habits and carry forward the spirit of unity and mutual assistance.

Second, strive to improve the personal business level.

In this year's time, I realized that as a primary medical worker, the requirements for my professional level are all-round, which requires not only a comprehensive and solid theoretical foundation, but also excellent clinical operation ability. I can correctly check and diagnose some common diseases and carry out simple drug treatment. However, there are still many shortcomings in my professional level. First of all, the theoretical knowledge is not comprehensive, which leads to the inability to carry out effective examination and medical history collection in the face of many diseases. Secondly, the level of clinical operation is poor, and it is impossible to help colleagues deal with emergency patients comprehensively and skillfully. Thirdly, the theoretical knowledge is not solid, and the work can not be completed quickly and well in clinical examination, diagnosis, medication and nursing. In my future work, I will strive to improve both in theory and practice, so as to complete the work correctly, timely and effectively.

Third, children's prevention and health care work has been further improved.

I work part-time as a child preventive health care worker in the hospital. There are many preventive health care projects for children, and the responsibility is great. The work needs meticulous, patient and long-term work in this area. In this job, I can accomplish some tasks well, such as the computer input of children's vaccination information, the difference and price between routine planned immunization procedures and national first-class and second-class vaccines. The publicity and education of health education can be carried out in an orderly manner. However, I still have many shortcomings in preventive health care. I will correct them in my future work, further improve my ability to handle affairs, and be able to better and more comprehensively master children's vaccination health care and the handling of golden seedlings information cards. More than 20 14 is my experience and summary in my work. In order to maintain the advantages and improve the deficiencies, according to the work summary, the 20 15 personal work plan is formulated as follows:

1, continue to carry forward the spirit of "dedication, integrity and unity". In writing medical records, we should further improve our physical examination level, improve our ability to collect medical records, and improve our language and habits when writing.

2, their supervisor's patient, to the whole process of monitoring to discharge, do not misdiagnosis; Carefully guide the patient's discharge procedures to ensure that no charges are missed.

3, attendance should conform to the advanced, do no big deal, no urgent matter, no leave. When communicating with doctors and patients, communicate with patients sincerely, enthusiastically and patiently, and be good at communicating with patients.

4, in the communication with colleagues, to be sincere, mutual assistance, friendship, (liuxue86. Com) Care about others and continue to maintain team spirit.

5, efforts to improve personal business level, should strengthen the theoretical knowledge and clinical operation. In the work of children's preventive health care, we should learn from our predecessors to improve our working ability, establish and improve various lists, timely and accurately report various reports and data, and actively cooperate with the tasks temporarily assigned by superiors.

In a word, I have made great progress in this year's work, not only in business, but also in dealing with people. There are many shortcomings in this year, such as doctor-patient communication, medical record writing, clinical operation, child prevention and health care, etc. These are the key points that I will strive to improve and improve in my future work.

Summary of Personal Performance Evaluation (IV)

Over the past six months, the company has implemented the employee performance appraisal management mechanism, promoted the institutionalization and standardization of the company's management, and achieved the management goal of "focusing on internal management and cultivating external image". With the correct leadership of the company and the joint efforts of all employees, the performance appraisal has formed a feasible management model for half a year, and the service quality of all departments has been greatly improved, which has been recognized by the owners and achieved phased results. We adhere to the management procedures of exploration, practice, summary, improvement and improvement. We will summarize and evaluate the performance appraisal in the first half of the year (June), put forward rectification opinions, pay close attention to rectification, and push the performance appraisal in the second half of the year to a new level.

First, establish work priorities and establish a performance appraisal mechanism.

This year, the company's management goal is to "focus on internal management and external image". In order to achieve this management goal, we can really improve the social influence and image of Baijiaan, build a brand enterprise and expand Baijiaan's business. The company decided to shift its focus to the implementation of performance appraisal management from March this year, and form a competitive incentive mechanism through performance appraisal to improve work efficiency and service quality. At the same time, according to the management characteristics of property management service enterprises, the company has formulated a systematic, complete and feasible performance appraisal target management system and a set of operation methods of "unified management, graded assessment and leadership audit". The quality inspection room, security department, property department heads and service department heads form a performance appraisal team to conduct comprehensive, comprehensive, fair, just, open and objective assessment of subordinate employees and implement quantitative management.

Second, assessment management is in place and work performance is improved.

In June, the headquarters conducted 10 inspections on the duty of the maintenance personnel of three subordinate service offices 18 sentry box, with 93 inspectors. Through inspection, watching and listening, the 37 maintenance personnel of the whole company are in good condition, abide by the company's rules and regulations, strictly stand guard on duty, maintain public order in the three service offices, and provide quality services to the owners.

1。 Through the implementation of half a year's performance appraisal, all employees have a new understanding in their minds, and the significance, purpose, objectives and requirements of performance appraisal are clarified. The spirit of the maintenance team is very good, dignified and polite, and the overall spirit has been greatly improved. For example, Chen Wenjing, Tang Wenrou, Chen Zongjin and Ye Ruyang, although they are old, are full of energy and high spirits, showing the mental outlook of a maintenance officer and setting up a solemn image of a maintenance officer.

2。 The overall maintenance personnel shall abide by the company's rules and regulations and perform their duties in strict accordance with the performance appraisal requirements. Strong sense of responsibility, dedication, dedication, focus on the company, never care about personal gains and losses, forget to work in their respective posts, such as Zhang Guangcheng of Kaiyuan bilibili, who is on duty seriously and strictly, well managed, and has established the owner contact card, vehicle registration card and community owner ledger to facilitate contact and management. Huang Yingqiang, from Hougang, Area B, Wancheng, insisted on going to work despite illness. They conscientiously serve the owners, win glory for the company, contribute their own efforts and set up exhibition booths.

3。 The management of "three controls" has been significantly improved. Before April, most sentry boxes were very weak or irregular in "three controls" and written records management, or even vacant. Especially this month, in view of this weak link, find out the reasons, focus on rectification, and put it in place item by item. First of all, we should give hands-on guidance to Wan Cheng Lv Zufa, Dongshan Huang Shihuang, Kaiyuan Liu Binghui and other elderly and low-educated maintenance personnel, so that they can basically master the operation process of "Three Controls" from not knowing to understanding, never having meetings, and from simple to detailed. The second is to strengthen supervision and guidance, and once problems are found, point them out and correct them in time. Third, strengthen the investigation and inquiry of vehicles entering and leaving, visitors, check and verify the records of three controls at any time, seriously criticize and educate if mistakes are found, and deduct points into performance appraisal. Therefore, the management of the three major controls has been significantly improved and the vacancy phenomenon has been eliminated.

4。 Through the special treatment of dirty, disorderly and poor sentry boxes, the maintenance personnel actively cooperated with the action, and carried out a comprehensive cleaning of the sentry boxes, scrubbing the doors and windows, cleaning the environment and sanitation, especially cleaning thousands of sentry boxes. They persist in cleaning and scrubbing every day, creating a clean, beautiful, warm and comfortable working environment, and truly establishing the image project of the sentry box. For another example, Liu Binghui and Lin Xiangfu of Kaiyuan F8 Post took the initiative to clean up the silt on the road surface during their breaks, providing a safe and smooth road surface for the owners, which was highly appreciated by the owners.

5。 The performance appraisal of administrative personnel in various departments has basically been on the right track. Over the past six months, managers of various departments have gained a new understanding of performance appraisal and defined the objectives and requirements of performance appraisal. Their respective posts have heavy tasks, strong professionalism, serious and responsible work, and do their duty to "do every little thing, pay attention to every detail and meet every need", so as to provide help and complaints to the owners at any time, strive to deal with the owners' help or complaints as soon as possible, solve problems for the owners and provide quality services. Such as: mechanical electrician, Lu, secondary decoration administrators Zhan Yongri and Ye Daguang, and financial personnel Chen Xiaoliu and Lai Rongjun. They love their jobs, are conscientious, obscure and conscientious, and contribute their wisdom and sweat to the satisfaction of the owners and the image of the company.

Third, analyze the reasons, find the gap and find the existing problems.

In the past six months, especially in June, we have reported and commented on the performance appraisal of each month and put forward rectification opinions. However, because some maintenance personnel ignore the company system, they can do whatever they want when on duty. Secondly, due to various reasons such as inadequate management, ineffective management and improper management measures and methods, the rectification work has not been put in place, and similar problems still occur.

1。 According to the statistics, there were 1 1 person-times, sleeping on duty 15 person-times, leaving the post for 25 people, and meeting people for tea and chatting for 25 people. The most serious one was Lin Yuhua's post in Dongshan in June 12 at noon. Li Shuishen, the former post of Wancheng A, fell asleep on the post floor for more than an hour from 00: 25 to 1: 30 on the evening of June 22, and was awakened by the inspectors. His performance appraisal this month was Grade C, and he also found that 19 people were disheveled, mentally ill, wore slippers to work, stood and sat incorrectly, and were free and loose.

2。 Although the three control management has made some achievements, there is still a certain gap according to the standard requirements of standardized management, mainly because individual maintenance personnel are old, have low academic qualifications, are not skilled in the three control operation process and simplify records. Second, individual maintenance personnel are not careful on duty, vehicles are moving around, and goods are in and out. There are 35 times that foreign tourists have not checked and recorded, and the closed management of the gate is still impossible to implement. There are 17 times that are open all night. It has caused great hidden dangers to the property safety of the community.

3。 Similar problems occur every month, but if we don't change them, the more serious they get. This shows that the service department, department head and maintenance personnel captain all have unshirkable responsibilities. It shows that the inspection supervision is not in place and not in-depth. The failure to fill in the performance appraisal of maintenance personnel this month shows that our department manager's inspection is not thorough enough, and the patrol work at ordinary times is not recorded or the record is unknown. Results There was no basis for the assessment, and it was all based on feelings and feelings. As a result, the assessment results are not objective and fair. The competition consciousness of performance appraisal is not high and the effect is not good.

4。 In addition, administrators of various departments also have simple work diaries and even vacancies. For example, the financial personnel of Wancheng and Kaiyuan cannot accurately reflect their work performance. Some administrators think that their skills are excellent, they are complacent, their work style is exhausted, and their complaints to the owners for help are delayed. For example, Xu Huawu, the owner of Kaiyuan F9- 10 1, asked electricians in utility rooms No.26 and No.27 to install electric meters. The owner has already given the money to Lin Xiangfu, the maintenance worker, and handed it over to the service office. Shida failed to complete the installation in time for more than a month, which led the owner to question Lin Xiangfu, which led Lin Xiangfu to slap the table at the inspectors, insult the leader and attack the company resentfully. (Lin Xiangfu stayed in school for observation, canceled performance pay, and was determined to be unqualified. ) There are also records, tracking and feedback of secondary decoration supervision and management, complaints from owners for help, and engineering maintenance, which are not serious enough. We are not very satisfied with the handling of complaints for help from four owners in Kaiyuan Dongshan.

Four, grasp the rectification, promote implementation, improve efficiency.

1。 It is suggested that the person in charge of each service department should attach importance to the performance appraisal work ideologically and make clear the significance and purpose of the appraisal. It is required to seriously summarize and analyze the problems existing in the performance appraisal for half a year, find out the reasons for similar problems every month, find out the key points and points of the problems, and put forward rectification opinions and methods one by one.

2。 All service offices are required to include performance appraisal in their daily work schedule, with rectification, implementation and efficiency improvement as the central task. In particular, the head of the security department and the captain of the maintenance worker should intensify their work, go deep into the front line to inspect and supervise the rectification work, and make detailed inspection and supervision records of the maintenance worker's performance on duty. As the main basis for performance appraisal and rectification.

3。 Continue to do a good job in training new employees, old workers and employees with low cultural quality, and demonstrate and coach the operation process of "three controls" management, continuously improve the business level and operation methods, improve work efficiency, and turn "three controls" management into standardization.

4。 Further strengthen the requirements that the administrator should keep a work diary (six things a day) and record the maintenance electrician, the secondary decoration supervision, the owner's complaint handling and tracking, feedback and return visit, and the engineering repair report of each department. In July, the administrator will be formally included in the performance appraisal, which is directly linked to the year-end reward.

Summary of Personal Performance Evaluation (5)

First, set up institutions and strengthen management.

The leaders of our bureau attach great importance to performance appraisal and put it in the "number one" project. The main leaders personally set up the "Leading Group for Performance Appraisal of Radio and Television Bureau" and determined the specific staff of the performance appraisal office. Formulated the opinions on the implementation of post responsibility performance appraisal of radio and television bureau,

The significance, objectives, tasks and measures of performance appraisal are clarified, and the annual appraisal work is arranged in detail, which plays a role in daily management.

Two, improve the system, clear responsibilities

According to the work functions of the bureau, each cadre and worker will be reorganized and their post responsibilities will be clarified. According to the basic requirements of efficiency construction, the evaluation contents are refined one by one, and the corresponding evaluation methods and scoring standards are formulated. That is, five evaluation contents, such as observing rules and regulations, participating in study, thinking and morality, being honest and self-disciplined, performing post responsibilities and completing phased key work, treating work enthusiasm and other subjective efforts, and the effectiveness of work innovation, are set up, and the evaluation contents of each file are refined and quantified as far as possible as operational evaluation indicators. On this basis, pay attention to the monthly performance evaluation and actively play the role of the evaluation leading group. The evaluation leading group will evaluate the work of each employee throughout the year according to the employee's self-evaluation and the opinions of department leaders. Through the combination of personal self-evaluation, preliminary evaluation by departments and comprehensive evaluation by evaluation teams, this is an important basis for the annual evaluation, evaluation first and promotion of office staff, which embodies the basic principles of fairness, justice and openness and has achieved certain results.

Third, focus on key points and pay attention to actual results.

In order to keep the performance appraisal from going through the motions, we should adhere to the "three combinations" in employee performance appraisal. First, at the important stage of performance appraisal, the bureau requires all cadres and employees to fill in the Self-examination and Self-correction Form according to the requirements of performance appraisal, aiming at their own shortcomings, rectification measures and rectification period, and incorporate performance appraisal into one of the important contents of performance appraisal.

Second, according to the situation of the county and local conditions, we organized and carried out the "Ten Major Constructions" discussion activities with the theme of "Join in the Ten Major Constructions and Promote Leap-forward Development", and put forward more than 50 reasonable suggestions on the transportation, environment, public security and civilization construction of the "Ten Major Constructions" in dd County. At the same time, according to the work situation, timely follow-up and supervision, formulate targeted rectification plans, highlight key points and pay attention to actual results; Focus on rectifying some hot and difficult issues that affect the overall development and are of general concern to the grassroots, and win the trust of the people with practical results. Third, combined with the "Work Style Construction Year" activities, make a study plan, clarify the study content, emphasize discipline and ensure time. Taking the concentrated study day as an opportunity, we organized a series of study activities with the themes of purpose education, clean government education, professional ethics education and legal education, and achieved good results. At the same time, summarize the experience in time, draw inferences from others, analyze the root causes, and analyze the reasons from the aspects of professionalism and sense of responsibility, work style and service quality. Take the "Xizitang" incident as a negative example, clarify the direction of rectification, formulate specific measures, and make a phased summary.

Fourth, make overall plans and push forward the work.

In the process of performance evaluation, our bureau correctly handles the relationship between efficiency construction and learning, rectification and promotion of development, integrates changing work style and strengthening efficiency construction into all work, closely combines it with political style evaluation, and tests the effectiveness of efficiency construction with the achievements and effects of all work. The practice over the past year has proved that in the performance appraisal work, the style of our bureau, especially the cable TV station, has been improved, the service ability has been obviously enhanced, and the efficiency has been obviously improved. The effective mechanism of "restraining people with the system and inspiring people with the system" has initially taken shape.

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