EXECUTIVE PERFORMANCE EVALUATION REPORT
管 理 人 员 表 现 评 估 报 告
1. MPLOYEE DATA
员工资料
Name Position
姓名： 职位： Department Appraisal For
部门： 评估事由： II．INDIVIDAUAL APPRAISAL
评估项目
1．KNOWLEDGE OF THE JOB 业务知识
Consider Knowledge of methods,procedures, standars of job requirements.
指所需达到的工作方法、工作程序和工作标准。
－Complete grasp of all aspects.
安全掌握各个方面。
－Good understanding of practically all.
对各方面有很好的掌握。
－Adequate.
适当掌握
－Knows some parts only.
仅仅了解其中一部分。
－Insufficient,needs constant coaching.
不能胜任工作，需要经常接受培训。
2.INTER-PERSONAL SKILLS
人际交往技能
Consider dealing with superiors,peets,subordinate,guests and extemal contact.
指同上级、同级别的同事、下属，客人的相处和同处界的联系。
－Exceptional good human relation skills,exhibits tact and diplomacy,able to influence peers and superiors and commands respect from subordinates. □ 特别强的人际交往技能，体现出机灵和外交能力，在同级别的同事和上级中有影响力，并能博得下属的尊重。
－Cenerally good human relation skills and can influence others. □ 总体上良好的人际交往能力，并对他人有影响力。
－Sufficient human relations skills which sometimes falter when under pressure. □ 足够的人际交往技能，但有时在压力下会觉得不自然。
－Needs improvement in dealings with some people and not always able to command respect from people. □ □ □ □ □ □
需要提高同部分人的相处能力，不能经常博得人们的尊重。
－Impersonal.Lacks insight and unskillful in dealings with people. □ 没有人情味，缺乏洞察力和人际交往技能。
3.PLANNINC AND ORGANISATION ABILITY
计划和组织能力
－Consider the ability to anticipate business needs, priority setting, and efficiency in planning own work and that of others. □ 指预测生意需求的能力，主次分明，有效地/高效率地计划自己和他人的工作。
－Habitually able to anticpate, maintains very high effetiveness □ 习惯性地作出预测，并在部门内保持高效率和有效性。
－Very effective and maintains high lecel of efficiency within department. □ 有效性高，并能在部门内保持高效率。
－Meets effective and maintains high level of efficiency within department. □ 达到一定的效率和有效性。
－Efficiency and effectiveness sometimes fall short of job demands. □ 有时效率和有效性不能满足工作需求。
－Total inefficient and ineffective. □ 总体上缺乏效率和有效性。
4.DECISION MAKING
决策能力
－Consider resourcefulness, ability to obtain/analyze facts and apply
Sound judgment/recommendations including introduction of changes/new ideas. □ 指能够随机应变，能够获得/分析事实和运用合理的判断/建议，包括引进一些革新的建议。 －Exceeptionally sond judgements, resourceful, innovative and has long-tem views. □ 特别强的判断能力，能随机应变，具有创新精神和远见。
－Good judgement. □ 良好的判断能力。
－Generally correct in decision-making related to own department. □ 总体上在处理部门内部事务时决策正确。
－Sometime make bad decisions. □ 有时做出不正确的决定。
－Poor in decision making. □ 决策能力差。
5.CONTROL
控制能力
－Consider ability to meet targets, control of resources. □ 指达到目标，控制资源的能力。
－Habitually meets target set even under unfavorable climate, able to maximize utilization of resources. □ 通常即使在不利的情势下也能达到预定的目标并能最大限度地利用资源。
－Always meets targets set and good control over utilization of resources.
通常都能达到预定目标并很好控制资源的利用。
－Has difficulty in meeting some targets.
大体上能达到预定目标并很好控制资源和利用。
－Always unable to meet targets set.
在达到某些目标时有困难。
－Always unable to meet targets.
通常不能达到预定目标。
6.TRAINING& STAFF DEVELOPMENT
培训和员工发展
－Consider extent of on-job training in department and owm involvement in staff development. 指在部门广泛开展岗位培训，并致力于员工发展。
－Fully committed to training so thst on-job training in need areas is carded out.
完全承担培训任务，使岗位培训在相关的区域能够得以实施。
－Well committed to training and staff development.
很好地承担起培训和员工发展的任务。
－Sufficient on-job training and staff development.
部门内部开展足够的岗位培训。
－On-job training in department is occasionally lapsed.
岗位培训偶尔在部门不能得以开展。
－Has no interest in training and staff development,on-job training is minimal.
对培训和员工发展没有兴趣，很少开展岗位培训。
7.DELEGATION
指派工作
Consider the ability to delegate without losing control.
指在控制全局的情况下指派工作任务。
－Has a high trust in staff a capability, delegates as much as possible with good follow up. 充分相信员工的能力，通常能尽量多地向员工指派工作任务并能很好地跟进。
－Delegates most work which can be handled by subordinates.
向下属指派大多数他们能完成的工作任务。
－Delegates sufficiently.
能充分指派工作任务
－Occasionally prefers to do work can be delegated to subordinates.
偶尔亲自完成能够指派给下属的工作任务。
－Has low trust in staff, handles all details personally.
对员工的信任度很低，亲自处理所有的工作细节。
8.ATTITUDE
态度
Consider the behavior towards work, superiors, Hotel interests, and the ability to accept Criticism,and change.
指面对工作、上级、酒店利益所采取的态度，和接受批评意见和变化的能力。
－Always positive , willing to accept changes and take criticism well.
总是积极向上，乐意接受各种变化和批评意见。
－Always positive even when under pressure.
即使在有压力的情况下也总是能积极向上。
－Generally positive except when under pressure.
除了有压力，在其他情况夏都能积极向上。
－Negative at time.
偶尔比较消极。
－Negative&Irresponsible.
消极，没有责任心。
9.SETTING EXAMPLES.
树立榜样
Conside personal attitude, attire,and work habit, motivation of staff and inspiration of team work.. 指个人态度、穿着、工作习惯，对员工的推动力和对团队工作的激励。
－Excellent seff-discipline, gains respect from all, inspires good teamwork..
自律能力强，受到所有人的尊重，能有效激发团队的合作。
－Sets good example for staff and peers.
在员工和同级别的同事中树立好的榜样。
－Meets standards required for the function.
符合工作职责标准。
－Occasionally fails o meet standars required for the function.
偶尔达不到工作职责标准。
－Sets bad example.
树立不好的榜样。
10.ATTENDANCE
出勤
Consider punctuality and responses positively when asked to put inextra time.
指严格守时，并乐意接受加班。
－Always present, punctucal and responses positively when asked to put in extra time.
当被要求加班时，总是准时到达，并且无任何怨言。
－Always present and punctual.
通常都能准时出席。
－Rarely absent and late for work.
工作中很少缺席和迟到。
－Occasionally absent and late for work..
工作中经常缺席和迟到。
11.ADDITIONAL RESPONSIBLITIS
额外的职责
Consider the present abilities of the incumbent and the rsadiness for additional sphere of work and
Responsibilities.
指在现有职位上体现出的能力和为其他工作领域和职责范围所作的准备。
－Ready for promotion/extension of the field of responsibilities.
可升职或赋予更大的工作责任。
－Yes, almost ready.
差不多已作好准备。
－In the right direction.
有此趋势。
－In three years maybe.
大约3年后。
－Not at all.
不可能。
12.COMMIENTS
评语
Is there any factor which may have influenced the Executive’s perfomance favorably or unfavorably During this period of appraisal,if so, please describe.
在评估期内，是否有影响评估的有利或不利的因素存在，如果有，请详述。
Total Grade
（1） Attendance 出勤率
（2） Misconduct Record过失记录
（3） Others其它
（4） Recommendations建议行动：
□ Satisfactory of employment 试用期合格
□ Unsatisfactory of employment试用期不合格
□ Probation to be extended for another months. 试用期延长多 月
□Termination of employment终止雇佣
□ Promotion升职
□ Contract be contionued续签合同
13.OVERALL PERFORMANCE RATNIG
总体评估标准
Excellent Would almost never be given.It is a truly outstanding and exceptional perfor
优秀 who performs constantly above Hotel standards with no faults or Supervision
ever Being required
几乎没有人能够获得这一分数，能获得这一分数的是一个真正杰出和特别优秀的人，他/她各个方面的表现经常超过酒店的标准，没有任何缺点，也不需要任何监督和管理。
Very Good Civen to an Executive who maintains a high standard and often performs above 非常好 shows consistent initiative and requirs little supervision and only occasional
corrective training
各个方面的表现都高于酒店的标准，显示一贯的积极主动性，很少需要监督管 Good Given to an officer who normally performs to hotel expectation, needing oly
良好 occasional follow-up and corrective training.
通常能达到酒店的期望，仅仅需要偶尔的跟进和培训。
Fair Given to an Employee needing close supervision and who performance is more一般 often than not below standard rather than at or above standard . employees
given this rating Would normally receive an offi-cial written warning.
需要严密管理，只有在严格的控制下才能达到标准，虽然表现通常不低于标准，
但没有达到或超过标准，获得这一分值的员工通常将被签书面警告。
Poor Given to an Employee who consistently performs below standards under
极差 closesupervision.Empl-oyees given this rating would normally be dismissed
immediately.
即使在严格的管理下，一贯表现都低于标准，获得这一分值的员工通常将被立即开除。
评估日期 时间 评估者
Signature of Staff Signature of Ceneral Manager
员工签名 总经理签名