业绩和发展评估(1)

业绩和发展评估PerformanceandDevelopmentReview评估指南Appraisalguide业绩Performance能力Competencies发展Development发展和业绩评估DevelopmentandPerformance评估年度AppraisalYear员工姓名Employee’sName公司Company意见Comments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。Eachsupervisorisresponsibleforthedevelopmentofhis/heremployees.ItisafundamentalmanagementprincipleintheDANONEGroup,andthisrequirementisclearlyconfirmedbytheGroupvalues.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。ThePerformanceandDevelopmentGuidehasbeendesignedtohelpmanagersbettersatisfythisrequirement.ItiscommontoallcompanieswithintheGroupandisusedasabasisfortheannualappraisalbetweenthesupervisorandhis/heremployees.业绩和发展评估的面谈须达到以下四个目标：Theperformanceanddevelopmentappraisalinterviewsatisfies4objectives:1.评估上一年目标的达成情况（成功和困难之处）Toassesstheresults(successesanddifficulties),respectingtheobjectivesofthepreviousyear.2.评估员工的能力（集团所期望的管理能力和部门所要求的特殊能力），并确定以后的发展需求。Toevaluatethecompetenciesoftheemployee(managerialcompetenciesexpectedbytheGroupandthespecificonesofthefunction),andtoidentifydevelopmentneeds.3.确定个人和职业的发展计划Toproducepersonalandprofessionaldevelopmentplans.4.确定来年的目标，并明确达到目标的手段方法，以及未来评估所需要的指标。Tosettheobjectivesforthecomingyear,andtospecifythemeansforachievingthem,andtheindicatorsneededfortheirfutureevaluation.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。Alltheseitemsaresubjecttoaproperexchangeofviewsandadialoguebetweenthesupervisorandhis/heremployee.Theinterviewmustbelongenoughtoallowanin-depthappraisal,andbothsupervisorandemployeewillneedtoprepareinadvance.业绩评估：总结PERFORMANCEREVIEWSUMMARY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Theobjectivesandperformancesmeasuredforthefollowingyeararerecordedinthisdocument.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。Thissamedocumentisalsousedattheendoftheyeartoreviewtheseobjectives,evaluatecompetencies,anddeterminetheprofessionalandpersonaldevelopmentplans.在第一年度，本评估指南只用于设定目标Inthefirstyear,theevaluationguideisonlyusedforsettingtheobjectives.对业绩进行综合评估，在对应的方格内打勾Assessthegeneralperformancebytickingtheappropriatebox.远远超越了目标Farbeyondobjectives1超越了部分目标Exceededsomeobjectives2达到目标Achievedobjectives3达到了部分目标Achievedsomeobjectives4没有达到目标Notachievedobjectives5员工的意见Employee'sComments主管的意见Supervisor'sComments1直属上司必须结合职能上司所设定的目标。Thesupervisorhastointegratetheobjectivessetbytheheadofthefunction.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）。Set5to6objectivesforthefollowingyear(includingcollectiveandindividualobjectives:takecaretodifferentiatethem).至少包括一个团队（或跨部门的）目标，和一个个人发展及（或）管理目标。Includeatleastoneteam(orcross-disciplinary)objectiveaswellasanindividualimprovementand/ormanagementobjective.这些目标必须适合所涉及职位的级别。Theseobjectivesmustbeappropriateforthelevelofpositionconcerned.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。Amidyearpointcanbeset,ifnecessary,forupdatinganyobjectivesthatmayhavechanged.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。Theseobjectivesmustbeclearlyexpressed,measurableorobservableagainstthegivenindicator,realisticallyachievablebutchallengingenoughtobemotivating.目标1GOAL1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ExtenttowhichtheobjectivehasbeenachievedABCDNAchievementlevel(%age)完成率%目标及评估GOALSANDEVALUATION2A:超过ExceededB:达到MetC:部分达到PartiallyattainedD:没有达到NotmetN:不适用Notapplicable意见（仅适用于个人目标）COMMENTS(forindividualgoalsonly)员工的意见EMPLOYEE'SCOMMENTS主管的意见SUPERVISOR'SCOMMENTS目标2GOAL2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ExtenttowhichtheobjectivehasbeenachievedABCDNAchievementlevel(%age)完成率%A:超过ExceededB:达到MetC:部分达到PartiallyattainedD:没有达到NotmetN:不适用Notapplicable意见COMMENTS(forindividualgoalsonly)仅适用于个人目标EMPLOYEE'SCOMMENTS员工的意见SUPERVISOR'SCOMMENTS主管的意见目标3GOAL3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ExtenttowhichtheobjectivehasbeenachievedABCDNAchievementlevel(%age)完成率%A:超过ExceededB:达到MetC:部分达到PartiallyattainedD:没有达到NotmetN:不适用Notapplicable意见COMMENTS(forindividualgoalsonly)仅适用于个人目标EMPLOYEE'SCOMMENTS员工的意见SUPERVISOR'SCOMMENTS主管的意见目标4GOAL4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ExtenttowhichtheobjectivehasbeenachievedABCDNAchievementlevel(%age)完成率%A:超过ExceededB:达到MetC:部分达到PartiallyattainedD:没有达到NotmetN:不适用Notapplicable意见COMMENTS(forindividualgoalsonly)只适用于个人目标EMPLOYEE'SCOMMENTS员工的意见SUPERVISOR'SCOMMENTS主管的意见目标5GOAL5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ExtenttowhichtheobjectivehasbeenachievedABCDNAchievementlevel(%age)完成率%A:超过ExceededB:达到MetC:部分达到PartiallyattainedD:没有达到NotmetN:不适用Notapplicable意见COMMENTS(forindividualgoalsonly)只适用于个人目标EMPLOYEE'SCOMMENTS员工的意见SUPERVISOR'SCOMMENTS主管的意见目标6GOAL6集体目标Collective个人目标Individual衡量标准MEASURE权重WEIGHT(%)状态STATUS目标达到的程度ExtenttowhichtheobjectivehasbeenachievedABCDNAchievementlevel(%age)完成率%A:超过ExceededB:达到MetC:部分达到PartiallyattainedD:没有达到NotmetN:不适用Notapplicable意见COMMENTS(forindividualgoalsonly)只适用于个人目标EMPLOYEE'SCOMMENTS员工的意见SUPERVISOR'SCOMMENTS主管的意见管理能力综合评估MANAGERIALCOMPETENCIESSUMMARY业务能力综合评分FUNCTIONALCOMPETENCIESSUMMARY能力Competencies综合以下结果给予评分Specifythegenerallevelofappliedcompetenci