cnckpi绩效考核模板

I looked around for a good performance review template for a long time but I finally just sat down and wrote my own. It is a 5 pt system with various categories that cover

我一直在寻找一个好的性能评估模板，但是最后我还是坐下来写了自己的。 这是一个5磅级的系统，涵盖了各种类别

• hard skills – your skill at your core competency i.e testing 硬技能–您在核心能力上的技能，即测试
• soft skills (quality, follower ship, communication, proactivity, intangibles) 软技能（质量，追随者，沟通，主动性，无形资产）
• Performance – how you are doing, productivity 绩效–您的工作方式，生产力
• Quality 质量
• Trend – getting better, worse or the same 趋势–变得更好，更坏或相同

I have a special category for Managers and rising leaders

对于经理和新晋领导人，我有一个特殊类别

I’d love feedback on this if you have any comments, suggestions for improvement.

如果您有任何意见和建议，我很乐意对此进行反馈。

硬技能 (Hard skills)

5- Is an expert in all skills required to perform the job to high level

5-具备高水平完成工作所需的所有技能的专家

• Helps supervise others as needed根据需要帮助监督他人
• Continually improving their skills. Able to review others work, note problems, suggest improvements不断提高自己的技能。 能够查看其他人的工作，记录问题，提出改进建议
• Can create skills tests for others可以为他人创建技能测试
• Able to review work of others, mentor as needed 能够审查他人的工作，并根据需要指导
• Exceeds level expectations 超出期望水平
• Industry certifications, training, teaches, writes, mentors 行业认证，培训，教学，写作，指导

4- Is proficient in all skills to enable completion of transactional work to high degree of quality

4-精通所有技能，以完成高质量的事务处理

• Doesn’t require supervision 不需要监督
• Scores highly on any specific tests given i.e. English, activation understanding 在给定的任何特定测试中得分很高，例如英语，激活理解
• Able to help peers in most cases when asked 在被询问时能够在大多数情况下帮助同龄人

3- Has a skill set to do most tasks. Quality and efficiency will improve with experience

3-具有完成大多数任务的技能。 经验会提高质量和效率

• Meets level expectations 达到期望水平
• Some supervision required 需要一些监督
• Is unable to help others in most cases. Requires help on occasion 在大多数情况下无法帮助他人。 有时需要帮助

2- Insufficient skills to do most tasks without supervision. Significant additional training and development required

2-在没有监督的情况下不能完成大多数任务的技能。 需要大量的额外培训和发展

• Nominally meets level expectations 符合标准要求
• Requires significant help and supervision 需要大力帮助和监督
• Demonstrates potential to achieve competency with some additional experience and effort 展示出通过一些额外的经验和努力来实现能力的潜力

1- Significantly underperforming level with little demonstrated potential to ever improve to level competency

1-表现不佳，几乎没有表现出提高水平能力的潜力

软技能 (Soft skills)

Proactivity

主动性

5- Initiates solutions to problems they’ve identified themselves

5-针对自己发现的问题启动解决方案

• Always brings initiatives to completion i.e. a “closer” 始终将计划付诸实现，即“亲密接触”
• Often solves problems first and then confirms status afterwards, essentially solving problems before most people even know about them 通常先解决问题，然后再确认状态，实质上是在大多数人甚至不了解问题之前就解决问题
• Solutions are presented as actionable recommendations requiring as little as an “approved” to complete it 解决方案以可行的建议形式提出，只需要很少的“批准”即可完成
• Tasks are done to time 任务按时完成
• Strong sense of urgency to “get it done” “完成”的强烈紧迫感
• Expert at prioritization 优先排序专家
• Obstacles, blocking items that would prevent task from being completed are proactively identified and resolved prior to impacting task 在影响任务之前，主动识别并解决将阻止任务完成的障碍物

4- Proactively identifies problems but doesn’t always have solutions

4-主动识别问题，但并不总是有解决方案

• Completes tasks assigned quickly with high quality and efficiently, with little wasted time or effort 快速，高质量，高效地完成分配的任务，几乎不浪费时间或精力
• Some tasks may be mis-prioritized even though they are all done 某些任务即使完成了也可能被误排优先级
• Help may be required with obstacles but they are identified early 障碍物可能需要帮助，但要尽早发现

3- Little initiative shown but when given a directive, decisively responds, clarifying if needed

3-很少显示出主动性，但是在给出指令时果断地做出回应，并在需要时进行澄清

• Finishes tasks to completion although doesn’t proactively raise problem themself let alone the solution 完成任务直到完成，尽管不会主动提出问题，更不用说解决方案了
• Some reminders may be required 可能需要一些提醒
• Prioritization must be given 必须给出优先级
• Obstacles must be identified 必须识别障碍

2- Never shows initiative, sluggish response to directives when given

2-发出指令时，从不表现出主动，React迟钝

• Completes tasks as assigned but often as result of active management, reminders 完成分配的任务，但通常是由于主动管理，提醒
• Tasks are completed to low quality 任务完成质量低下
• Frequent reminders are needed 需要经常提醒
• Excuses are sometimes made to explain lack of progress, failure. Lack of responsibility 有时会借口解释缺乏进展，失败。 缺乏责任感
• Employee is always “waiting” on someone else 员工总是在“等待”别人

1- Poor response to most directives, with poor quality work

1-对大多数指令的响应较差，工作质量较差

• Rarely finishes tasks 很少完成任务

Productivity

生产率

5- Outperforms peers consistently while maintaining high degree of quality with a combination of Effort and Efficiency

5-在努力与效率相结合的同时保持高质量的同时，始终保持领先于同行

• Frequently expends additional effort i.e. works on weekends 经常花费额外的精力，例如在周末工作
• Uses techniques, peers and resources to maximize efficiency 使用技术，同行和资源来最大化效率
• Is extremely efficient at managing time 在管理时间方面非常高效
• Prioritizes tasks very well 很好地确定任务的优先级
• Demonstrates consistently high scores in objective performance measurements 在客观绩效评估中表现出始终如一的高分

4- Generally outperforms peers to varying degree of quality with a balanced approach of Effort and Efficiency

4-通常在努力和效率之间取得平衡，在不同的质量水平上都优于同行

• Sometimes expends additional effort 有时会花费额外的精力
• Scores above average in in objective performance measurements 客观绩效评估中得分高于平均分

3- Performs at same level as peers – generally could improve either Effort or Efficiency

3-与同龄人的表现相同–通常可以提高工作效率或效率

• Rarely expends additional effort 很少花费额外的精力
• Doesn’t always use time efficiently or work to priority 并非总是有效地利用时间或优先工作
• Scores average in in objective performance measurements 客观绩效评估中的平均得分

2- Generally underperforms peers – significant improvement required in either Effort or Efficiency

2-一般不及同龄人-需要在工作量或效率上进行重大改进

• Effort is generally insufficient, too many sick/personal days etc 通常工作量不足，病假/个人日过多等
• Efficiency is poor due to lack of time management, focus, prioritization 由于缺乏时间管理，关注重点和优先级，效率低下
• Scores below average in in objective performance measurements 客观绩效评估中得分低于平均值

1- Significantly underperforms peers  – significant improvement required in both Effort and Efficiency

1-明显落后于同行-努力和效率上都需要显着提高

Communication

通讯

5- Proactively communicates solutions to problems, and or required information, in the form of recommendations

5-以建议的形式主动传达问题解决方案和/或所需信息

• Always uses recommendations (vs asking questions) 始终使用建议（与提出问题）
• Tasks always acknowledged quickly 任务总是很快被确认
• Engages in “push” communication in all cases 在所有情况下都进行“推送”通信
• Communication is very effective: clear, concise, objective, well researched and actionable 沟通非常有效：清晰，简明，客观，经过充分研究和可行
• Standardized reports are always highly detailed and delivered early 标准化报告始终非常详细，并尽早交付
• Makes frequent use of memos 经常使用备忘录
• Response times are rapid to both internal and external customers, co-workers 对于内部和外部客户，同事的响应时间都很快
• Communication is professional and courteous at all times 沟通始终专业而礼貌

4- Proactively identifies and reports problems although may not consistently recommend solution

4-主动识别和报告问题，尽管可能不能始终如一地推荐解决方案

• Engages in “push” communication in most cases 在大多数情况下进行“推送”通信
• Tasks acknowledged in all cases 在所有情况下都认可的任务
• Makes recommendations in most cases 在大多数情况下提出建议
• Standardized reports are well done and never late 标准化的报告做得很好，永远不会迟到
• Communication is generally effective 沟通通常有效
• Occasionally uses memos 偶尔使用备忘录
• Response times are good 响应时间很好

3- Responds to directives quickly and efficiently, resolving problem decisively with no follow-ups required.  Doesn’t often proactively identify problem

3-快速有效地响应指令，果断地解决问题，而无需采取后续措施。 经常不主动发现问题

• Communication is a mix of “push” and “pull” 交流是“推”和“拉”的混合
• Tasks acknowledged in most cases 大多数情况下认可的任务
• Rarely uses memos 很少使用备忘录
• Communication is competent 沟通能力强
• Status reporting is sometimes minimal, sometimes late 状态报告有时很少，有时很晚
• Response times are acceptable 响应时间可以接受
• Some communication sloppiness i.e. forgets salutation, excessive CC’s, adding/removing CC’s 某些沟通草率，例如忘记称呼，过多的抄送，添加/删除抄送

2- Responds to directives with eventual solution although reminders are required

2-响应指令并最终解决，尽管需要提醒

• Asks questions, in most cases, vs making recommendations 在大多数情况下提出问题与提出建议
• Tasks often not even acknowledged 任务通常甚至不被承认
• Standardized reports are often minimal and often missing, late 标准化的报告通常很少，并且经常丢失，很晚
• Never uses memos 从不使用备忘录
• Response times are slow 响应时间很慢
• Frequent communication sloppiness i.e. forgets salutation, excessive CC’s, adding/removing CC’s 频繁的交流草率，即忘记称呼，过多的抄送，添加/删除抄送

1- Fails to respond to some or more directives. Resolutions are of low quality and require high degree of management

1-无法响应某些或更多指令。 解析度低，需要高度的管理

• Always asks questions, incapable of making recommendations 总是问问题，无法提出建议
• Status reporting is usually minimal, sometimes late/missing 状态报告通常很少，有时会延迟/丢失
• Standardized reports are often missing, late 标准化报告经常丢失，很晚
• Questions are frequently required to figure out what is going on. Requires constant pull communication 经常需要提问才能弄清楚到底发生了什么。 需要持续的拉动沟通
• Communication is ineffective. Often communicates in subjective (“I think”, “this is my opinion”), non-actionable way 沟通无效。 经常以主观的方式（“我认为”，“这是我的观点”）进行交流
• Fails to acknowledge tasks 无法确认任务
• Non-responsive in most cases 在大多数情况下无响应

Followership

追随者

5- Helps leaders proactively to better do their job

5-主动帮助领导者更好地完成工作

• Meets directives with high level of responsiveness 符合指令的高度响应
• Helps leaders or others even if not asked 帮助领导者或其他人，即使没有被要求
• Does tasks the first time without requiring reminder 第一次执行任务而无需提醒
• Management potential 管理潜力
• Always remembers what they are told, without requiring any reinforcement 永远记住他们被告知的内容，无需任何增强
• Has 100% goal alignment with superiors, understanding and meeting their requirements 与上级达成100％的目标一致，理解并满足他们的要求
• Responds extremely well to internal customers (i.e. support, QA) and all other co-workers, going above and beyond 对内部客户（即支持，质量检查）和所有其他同事的响应非常出色

4- Follows directives with high level of responsiveness

4-高度响应指令

• Responds to directives quickly 快速响应指令
• Helps leaders or others if asked 帮助领导者或其他人
• May require occasional reminder “double tap” to do task 可能需要偶尔提醒“双击”来执行任务
• Management potential if motivated more 更有动力的管理潜力
• No admonitions ever needed 无需任何告诫
• Usually remembers what they are told 通常会记住他们被告知的内容
• Goal alignment with superiors is close 与上级的目标配合接近
• Responds extremely well to internal customers (i.e. support, QA) 对内部客户的React非常好（即支持，质量检查）

3- Follows directives

3-遵循指令

• Responds to directives 响应指令
• No inclination to help proactively but will if really required 没有意愿主动提供帮助，但是如果确实需要的话
• Responds to admonitions positively with sustained improvement 持续改进，积极响应训诫
• May require semi-frequent reminder “double tap” 可能需要半频繁提醒“双击”
• Lessons require some minimal reinforcement 经验教训需要一些最小的加强
• Some work is required to get goal alignment with superiors 为了使目标与上级保持一致，需要做一些工作
• Responds to internal customers (i.e. support, QA) 回应内部客户（即支持，质量检查）

2- Follows directives albeit sluggishly at times

2-有时会缓慢遵循指令

• Little or no help offered even after being asked 甚至在被问及后几乎没有提供帮助
• Requires frequent reminders to do tasks “double tap” 需要频繁提醒才能“双击”执行任务
• Some ancillary problems and distractions raised 引起一些辅助问题和干扰
• Incidents of arguing, foot dragging etc may occur albeit infrequently 尽管很少发生争吵，拖脚等事件
• Responds to admonitions with short term improvement only, then regresses 只响应短期改进的训诫，然后退步
• Lessons are often forgotten, requiring frequent reinforcement 经常忘记课程，需要经常加强
• Goal mis-alignment exists with superiors 上级存在目标错位
• Poor response to internal customers (i.e. support, QA) 对内部客户的响应不佳（即支持，质量检查）

1- Follows directives only under duress

1-仅在胁迫下遵循指令

• Never helps even if asked 从来没有帮助，即使被问到
• Never does a task without frequent and forceful reminders 没有频繁而有力的提醒，绝不会执行任务
• Negative response to admonitions, defensiveness, further degradation etc 对警告，防御，进一步退化等的负面React
• Employee seems incapable of remembering anything they are told, taught 员工似乎无法记住他们被告知，被教导的一切
• No goal alignment with superiors 与上级没有目标一致

Performance

性能

5- Exceeds expectation of job level significantly

5-大大超过工作水平的期望

• Subsidizes efforts of other team members, groups 资助其他团队成员，团体的努力
• Bleeds out to other competencies, groups to help 向其他能力，团体提供帮助
• Shows constant improvement 表现出持续的进步
• Never requires help or job subsidization 无需帮助或工作补贴
• Epitomizes ethos of particular job competency (i.e. QA, development) 概括特定工作能力的精神（即质量保证，发展）
• Interim promotion needed now vs waiting for review cycle 现在需要临时晋升与等待审核周期

4- Exceeds expectations of job level based on experience

4-根据经验超过对工作水平的期望

• Shows systematic if not exponential growth 显示系统的（如果不是指数级的）增长
• Demonstrates strong respect for ethos of particular job competency (i.e. QA, development) 表现出对特殊工作能力（即质量保证，发展）的强烈尊重
• Promotion should be given during annual review if next level or position is available 如果有下一个职位或职位，应在年度审核期间给予晋升

3- Meets expectations of job level

3-达到工作水平的期望

2- Doesn’t meet expectation of job level currently either to hiring at a level above what was appropriate, performance degradation or mitigating factors

2-不能满足目前对工作水平的期望，或者无法达到高于适当水平的水平，绩效下降或缓解因素

1- Fails to meet expectation of job level and demonstrates no potential to ever do so

1-未能达到工作水平的期望，并且没有潜力

Quality

质量

5- Work is done right the first time, all the time, to a high level of quality

5-始终在第一时间就完成高质量的工作

• Employee can review other’s work to find defects 员工可以查看他人的工作以发现缺陷
• Mistakes that are made are learned from and never made again 所犯的错误是从中吸取的，不再犯错
• Multiple mediums can be reviewed i.e. grammar, spec testing, website 可以复习多种媒体，例如语法，规格测试，网站
• Defects never re-opened 缺陷从未重新打开
• Can do Level I (grammar, spelling, bad links), Level II (excessive content, awkward, technical English etc), Level III (high level, natural English) 可以进行I级（语法，拼写，错误链接），II级（内容过多，笨拙，技术英语等），III级（高级，自然英语）
• Goes above and beyond in tasks – work is always exceptional 超越任务–工作总是出色的
• Passionate about quality 对质量充满热情

4- Work is done well requiring only minimal review, two times

4-工作做得很好，只需要最少的审查，两次

• Occasional repeated mistakes initially 最初偶尔出现重复错误
• Defects rarely re-opened 缺陷很少重新打开
• Level I and Level II reviews can be done 可以进行I级和II级审核
• Routinely exceeds expectations in tasks 通常超出任务预期
• Interested in quality 对质量感兴趣

3- Work requires review but most defects aren’t critical or obvious, three times

3-工作需要复查，但大多数缺陷不是关键或明显的，是三遍

• Mistakes of the same category continue to be repeated, abeit infrequently 尽管很少发生相同类别的错误，但仍会不断重复
• Some rework may be required 可能需要一些返工
• Level I reviews can be done 可以进行I级审查
• Defects sometimes re-opened 缺陷有时会重新打开
• Meets expectations in tasks 满足任务期望
• Understands need for quality work even if it isn’t always met to a high standard 理解对高质量工作的需求，即使不一定总是达到高标准

2- Work always requires review, often contains critical and obvious defects, may require total rework

2-工作总是需要复查，通常包含关键和明显的缺陷，可能需要完全返工

• Same mistakes are repeated over and over again 一遍又一遍地重复同样的错误
• Rework is frequently required 经常需要返工
• Unable to see defects even when shown 即使显示也看不到缺陷
• Lacks motivation to do high quality work at a base level. Doesn’t understand what quality is 缺乏在基层进行高质量工作的动力。 不明白什么是质量
• Can’t even do Level I review 我什至不能做I级审查
• Defects often re-opened 缺陷通常会重新打开
• Fails to meet expectations in tasks, work is often minimalistic 未能达到期望的任务，工作通常是简约的
• Doesn’t care about quality 不在乎质量

1- Works at a level that review generally can’t be accomplished at all

1-在通常根本无法完成审查的水平上进行工作

杂项/无形资产 (Misc/intangibles)

5- Exhibits multiple positive intangible qualities that benefit group/peers, company, performance

5-展现多种正面无形的特质，使团体/同行，公司，绩效受益

• Has brought new and different hard skills to the table that enrich job. Sponsored several initiatives that created value without sacrificing from core responsibilities. Does things that aren’t in job responsibilities i.e. mentors others, helps etc  Examples – great employee referrals, new ideas, popularity with peers for help, unique skill set (i.e. C++) 为工作带来了新的和不同的艰苦技能。 赞助了一些在不牺牲核心职责的情况下创造价值的计划。 是否执行不属于工作职责的事情，例如指导他人，提供帮助等示例–出色的员工推荐，新想法，在同行中受欢迎以寻求帮助，独特的技能（例如C ++）
• Brings a positive, can do attitude that inspires others 带来积极向上的态度，可以激励他人
• Acts as a positive role model, leads by doing 充当积极榜样，以做为先
• Reflects value of company with actions, demeanor 通过行动，举止来反映公司的价值
• Excellent team player 优秀的团队合作者
• Significantly amplifies efforts, increases efficiency of others 显着增强工作效率，提高其他人的效率
• High peer reviews 同行好评
• Volunteers for new initiatives 新倡议的志愿者

4- Brings new and different intangibles to the job that overall provide a net value add

4-为整体带来净增值的工作带来新的和不同的无形资产

• Good team player 优秀的团队合作者
• Amplifies efforts, increases efficiency of others 加大努力，提高其他人的效率
• Good peer reviews 同行好评

3- Neutral

3-中性

2- Exhibits some negative traits that detract from individual performance, team effective and/or degrades efficiency of others i.e. rudeness, lack of willingness to help, distractions

2-表现出一些不利于个人表现，团队协作和/或降低他人效率的负面特征，例如粗鲁，缺乏帮助的意愿，分心

• Complains, argues, is negative 投诉认为是负面的
• Degrades efficiency of others 降低他人的效率

1- Negative intangibles detract significantly from the overall value of this employee

1-负面无形资产大大降低了该员工的整体价值

Peer – this is where feedback may be collected from peers, other employees with some association, teams who are internal customers (i.e. QA is an internal customer of Dev team)

同行 –在这里，可以从同行，具有一定关联的其他员工，内部客户的团队中收集反馈（例如，质量检查人员是开发团队的内部客户）

趋势 (Trend)

5- Employee is rapidly improving taking on new responsibilities, learning new things, becoming better and more efficient at a rapid pace

5-员工正在Swift提高以承担新的责任，学习新事物，Swift变得更好和更有效率

4- Employee is improving and taking on new responsibilities, learning new things, becoming better and more efficient at a systematic pace

4-员工正在改善并承担新的责任，学习新事物，有系统地变得越来越好和更有效率

3- Employee is improving proportional to general experience

3-员工与一般经验成正比地提高

2- Employee shows no professional growth at all, despite not attaining full potential or acquiring all necessary skills

2-尽管没有充分发挥潜力或掌握所有必要技能，但员工完全没有职业发展

1- Employee is degrading. Additional experience is offset by lack of effort, diminished efficiency. Has had tasks re-assigned to others. Other tasks reduced in scope

1-员工正在降级。 缺乏经验，效率降低抵消了更多的经验。 已将任务重新分配给其他人。 其他任务范围缩小

管理人员 (Managers)

Leadership

领导

5- Owns competency from transactional work (doing tasks), to operational (supervising others to do tasks and working with other teams) to strategic (helping guide the strategic focus of team).

5-具备从事务性工作（执行任务）到运营（监督其他人执行任务并与其他团队合作）到战略（帮助指导团队的战略重点）的能力。

• Provides valuable strategic advice, recommendation to superiors 提供有价值的战略建议，向上司推荐
• No job subsidization, guidance, management is required by superiors 上级无需工作补贴，指导，管理
• team level performance measurements i.e. velocity, code quality and goals (i.e. bugs sourced). Team is growing, improving and doing new things based on leader’s initiative 团队水平的绩效评估（例如速度，代码质量和目标（即发现的错误））上得分都很好。 团队根据领导者的倡议正在成长，改进和做新的事情
• Consistently demonstrates natural leadership 始终展现自然的领导能力
• Provides an excellent example to others. i.e. leads by example. Demonstrates company ethos i.e. hard work 为他人提供了一个很好的例子。 即以身作则。 展示公司的精神，即努力工作

4- Group is run efficiently at an Operational level with a high degree of performance

4-组在操作级别上以高绩效高效运行

• Some strategic direction and initiatives need to be supplied 需要提供一些战略方向和举措
• Some job subsidization, guidance, management is required by superiors 上级需要一些工作补贴，指导，管理
• Team is able to accomplish new tasks and accept new responsibilities that are explicitly assigned to it 团队能够完成新任务并接受明确分配给它的新职责
• Provides a good example to others. i.e. leads by example. 为他人提供了一个很好的榜样。 即以身作则。

3- Group is run competently but with consistent requirement for oversight/management. The group is generally static with limited ability to grow, do new things

3-小组能胜任经营，但对监督/管理有一致的要求。 小组通常是静止的，成长，做新事物的能力有限

2- Group is maintained but frequent supervision is required. Most operational tasks are done by higher level manager. No capability to do anything else

2-维持小组，但需要经常监督。 大多数操作任务由上级经理完成。 无能为力

1- Person prevents group from failing for a brief period of time but replacement needed.

1人可防止小组在短时间内失败，但需要更换。

翻译自: https://www.sqlshack.com/comprehensive-performance-review-template/

cnckpi绩效考核模板