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Facilitates on-going dialogue on performance between an employee and his / her supervisor / manager.
促进員工与管理者相互溝通交流的工具。
Integrates learning and development with performance
将學习与发展和绩效紧密結合。
Ensures that all staff efforts are aligned towards accomplishing JE’s corporate vision:
確保員工的努力切合德昌的远景发展：
德昌电机員工管理流程
What does the Performance Management Process (PMP) consist of
绩效管理流程包含了什么？
STEP 1 Beginning of the Year Setting Objectives
步骤1 年初 設定目標
Standards & Expectations on Behavioral / Leadership Competencies
对行為与資质的標準与期望
Personal Development Planning
个人发展計劃
STEP 2 Mid-year Progress Reviews
步骤2 年中 过程检讨
STEP 3 Year-End Annual Appraisal
步骤3 年底 年底評估
Who is responsible for the Performance Management Process
谁来負責绩效評估？
The Performance Management Process is a shared responsibility between every employee and his / hersupervisor / manager. Everyone is expected to take an active role in each step of the process.
每位員工与他的管理者均须平担绩效評估的责任。全体人員均参与当中的每一步骤。
Employees:
員工：
Actively initiate discussions on your objectives, performance progress and development plans
主动检讨你的目標，改善的表現与发展的計劃。
Collect your own performance data (e.g. evidence of achievement)
收集你自己的表現的数据(例如：成绩的证明)
Decide on important issues to be discussed
检讨要抓住重點。
Be ready to present your own views
有备而谈，开诚布公。
Accept feedback in a positive way
用持平的态度接受反馈。
Appraiser (Supervisor or Manager):
評估者(經理与主管)
Collect employee self-assessments for business objectives and competencies
针对公司目標与核心的竞争力，收集評估員工绩效的素材。
Reflect carefully on the individual’s performance and development throughout the year
仔细評估个体全年的表現和发展的影响。
Prepare documentation to reflect the above
準備文件，反映以上事实。
Arrange a meeting with the employee to discuss both his / her and your views
和你的員工面对面交流。
Provide constructive feedback
提供有建设性的反馈。
The Performance Management Process is facilitated and supported by Human Resources.
绩效管理流程由人力资源部組織，同時提供支援。
STEP 1:Beginning of the Year
步骤1：年初
1A. Setting Objectives
設定目標
At the Beginning of the Year, Performance Objectives should be set.
年初，目標應該设計好。
Performance Objectives should be:
绩效目標應該是：
S – specific
具体的
M – measurable
可量度的
A – agreed
双方协定的
R – realistic
可实现的
T – time bound
有時間限制的
Each Performance Objective must have an individual weighting.
每项指标必须可单独評估。
The Objectives Accomplishment section of the PMP document is as follows:
绩效管理文件当中关于目標設定部份如下
第一部分：目標完成情況
Part A:Objectives Accomplishment
Weighting :100% in total總比重： 100%
Rating評分:5 - Outstanding表現超卓
2–Meet Some 完成部分目標
4 - Exceed Some超額完成部分目標
1–Poor Performance表現劣差
3 - Meet Expectation完全實現目標
Objective目標:
Achievement完成情況 :
Weighting比重:
Rating評分:
Objective目標:
Achievement完成情況 :
Weighting比重:
Rating評分:
Objective目標:
Achievement完成情況 :
Weighting比重:
Rating評分:
Objective目標:
Achievement完成情況 :
Weighting比重:
Rating評分:
Objective目標:
Achievement完成情況 :
Weighting比重:
Rating評分:
Objective目標:
Achievement完成情況 :
Weighting比重:
Rating評分:
Total Weighting總比重:
Overall Objectives Rating總體目標評分:
There are 2 mandatory objectives for those who manage staff:有两项特定目標用于評估管理层的員工：
Performance Management
绩效管理
10% weighting
10%比重
Completion of Performance Management Processes (Beginning of Year, Mid-Year and Year-End processes) for all employees给全体員工绩效評估完成情況(年初，年中和年末流程)
Staff Development
发展提升員工
10% weighting
10%比重
Completion and execution of employee training and development plans
員工培訓与发展計劃執行与完成情況
1B. Competency Standards
資质标准
A “competency” is an area of related knowledge, skill or behavior needed in a job to ensure its success.
資质是確保工作成功所需相關的知识，技能与行為。
All employees will be rated on either on Behavioral or Leadership Competency clusters (definitions and criteria of ratings are included on page 8 - 11).
所有員工評估均跟其行為和資质掛鉤
(细节与标准详见第8至11页)
The Competency section of the PMP document is as follows:
绩效評估文件当中关于資质部分如下：
Part B:Competencies第二部分：資质
該職員在過去十至十二个月表現出的資质水平如何？
How far did the staff demonstrate the competencies in the last 10-12 months
Rating評分:
5-Outstanding表現超卓
2- To Some Extent部分符合要求
4-To a High Level 部分超出期望
1- Poor Performance表現劣差
3-Meet Expectations 完全符合要求
資质
Competencies
評分
Rating
如果評分高于或低于3分，請舉實例說明原因
Examples are required if rating is other than 3 to demonstrate why it is more or less than competent.
以成就为導向
Achievement Orientation
適應變化
Adapt to Change
溝通
Communication
紀律
Disciplined
主動性
Initiative
誠信
Integrity
工作質量
Quality of Work
自我認知
Self Awareness
自我發展
Self Development
團隊合作
Teamwork
工作知識及技能
Job Knowledge & Technical Skills
總體資质評分：
Overall Competency Rating:
Part C:Overall Performance第三部分：總體工作表現
Rating評分:
5-Outstanding 表現超卓
2- Meet Some部分符合期望
4-Exceed Some部分超出期望
1- Poor Performance 表現劣差
3-Meet Expectations 完全符合期望
總體表現評分：(目標和資质評分各占50%)
OverallPerformanceRating :
(50% on Objectives+ 50% on Competencies)
Behavioral Competencies for Staff as Individual Contributor
独立員工的行為資质
(Applicable to staff who do not manage people)
適用于非管理层人員
Behavioral Competencies
行為資质
Achievement Orientation *
以成就为导向
A desire to produce superi
