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1、业绩和发展评估Performanceand DevelopmentReview评估指南Appraisal guide公司 pany员工XX Employees Name评估年度 Appraisal Year / 评估所年度Appraisal Year: 发展和业绩评估Development and Performance公司pany:员工XXEmployees name:职务/任职起始Position / Since:直属上司Name of supervisor: 职能上司Name of functional manager:面谈日期Date of interview:上次面谈日期Date o
2、f last interview:September 2003 v3发展和业绩评估Development and Performance业绩Performance能力petencies发展Development意见ments每一位主管都要对他们员工的未来发展负责。这是达能集团的基本管理原则，集团的价值观也明确肯定了这一要求。 Each supervisor is responsible for the development of his/her employees. It is a fundamental management principle in the DANONE Group, a
3、nd this requirement is clearly confirmed by the Group values.业绩评估和发展指南是为帮助管理人员更好地履行这一要求而设计的。它适用于集团内的所有公司，并作为上级管理人员和员工之间进行年度评估的基本依据。 The Performance and Development Guide has been designedto help managers better satisfy this requirement.It is mon to all panies within the Group and is usedas a basis f
4、or the annual appraisal between the supervisorand his/her employees.业绩和发展评估的面谈须达到以下四个目标： The performance and development appraisal interview satisfies 4 objectives:评估上一年目标的达成情况（成功和困难之处）To assess the results (successes and difficulties),respecting the objectives of the previous year.评估员工的能力（集团所期望的管理能
5、力和部门所要求的特殊能力），并确定以后的发展需求。HUMAN RESOURCES APPRAISAL GUIDE September 2003 v3To evaluate the petencies of the employee (managerial petencies expected by the Group and the specific ones of the function), and to identify development needs.确定个人和职业的发展计划To produce personal and professional development plans
6、.确定来年的目标，并明确达到目标的手段方法，以与未来评估所需要的指标。To set the objectives for the ing year, and to specify the means for achieving them, and the indicators needed for their future evaluation.为达成上述目标，管理人员和员工之间必须进行一次谈话以充分交流观点。面谈时间要足够长，以便深入评估。在面谈之前，管理人员和员工都必须进行充分准备。 All these items are subject to a proper exchange of v
7、iewsand a dialogue between the supervisor and his/her employee.The interview must be long enough to allow an in-depth appraisal, and both supervisor and employee will need to prepare in advance. 业绩Performance本文件将记录设定的下一年的目标和业绩衡量标准The objectives and performances measured for the following year are re
8、corded in this document.年底将使用同样的文件用以衡量预定目标的达成，能力的评估，并确定职业和个人发展计划。This same document is also used at the end of the year to review these objectives, evaluate petencies,and determine the professional and personal development plans.在第一年度，本评估指南只用于设定目标In the first year, the evaluation guide is only used
9、for setting the objectives. 业绩评估：总结PERFORMANCE REVIEW SUMMARY1对业绩进行综合评估，在对应的方格内打勾Assess the general performance by ticking the appropriate box.远远超越了目标Far beyond objectives1超越了部分目标Exceeded some objectives2达到目标Achieved objectives3达到了部分目标Achieved some objectives4没有达到目标Not achieved objectives5员工的意见Emplo
10、yees ments主管的意见Supervisors mentsHUMAN RESOURCES APPRAISAL GUIDE September 2003 v3 目标与评估GOALS AND EVALUATION2直属上司必须结合职能上司所设定的目标。The supervisor has to integrate the objectives set by the head of the function. 为下一年设定5-6个目标（包括集体目标和个人目标：注意将两者区分开来）。Set 5 to 6 objectives for the following year (including c
11、ollective and individual objectives: take care to differentiate them). 至少包括一个团队（或跨部门的）目标，和一个个人发展与（或）管理目标。Include at least one team (or cross-disciplinary) objective as well as an individual improvement and/or management objective. 这些目标必须适合所涉与职位的级别。These objectives must be appropriate for the level o
12、f position concerned.如果必要的话，可设定一个年中时间，以便更新那些可能发生变化的目标。A mid year point can be set, if necessary, for updating any objectives that may have changed.这些目标必须表达明确，可用设定的标准进行衡量，同时这些目标是实际能达到的，具备足够的挑战性和激励性。These objectives must be clearly expressed, measurable or observable against the given indicator, reali
13、stically achievable but challenging enough to be motivating.目标1 GOAL 1 集体目标Collective个人目标 Individual衡量标准MEASURE比重WEIGHT (%)状态STATUS达到目标的程度Extent to which the objective has been achievedA B C D N Achievement level (%age)完成率%A: 超过Exceeded B: 达到Met C: 部分达到Partially attained D:没有达到 Not met N: 不适用Not app
14、licable意见（仅适用于个人目标）MENTS (for individual goals only)员工的意见EMPLOYEES MENTS主管的意见SUPERVISORS MENTS目标2 GOAL 2 集体目标Collective个人目标 Individual衡量标准MEASURE比重WEIGHT (%)状态STATUS达到目标的程度Extent to which the objective has been achievedA B C D N Achievement level (%age)完成率%A: 超过 Exceeded B: 达到 Met C: 部分达到Partially attained D: 没有达到Not met N: 不适用Not applicable意见MENTS (for individual goals only)仅适用于个人目标EMPLOYEES MENTS员工的意见SUPERVISORS MENTS主管的意见目标3 GOAL 3集体目标 Collective 个人目标Individual衡量标准MEASURE比重WEIGHT (%)状态
