Personal performance summary report 1
Over the past 20 years, I have been able to support the leadership of the China * * * Production Party, adhere to the Four Cardinal Principles, earnestly study various rules and regulations, abide by various national rules and regulations, work diligently, complete various tasks assigned by the leaders on time, unite the relationship among colleagues, and actively help colleagues in need after completing my job. Strong principle, initiative, serious and responsible, and strong initiative. Deal with faults in an orderly way, and do things neatly and accurately; Have a holistic concept, be able to unite colleagues and accomplish tasks together. Actively help colleagues in need after finishing their work.
My main work in the past 20 years is:
1. Try to learn new business knowledge. On the basis of consolidating the original knowledge, consciously enrich their knowledge and work skills, so as to clarify the use of each system and be familiar with the maintenance methods. In addition to the improvement of the system, other systems such as fmis, cms, anti-money laundering system of the People's Bank of China, personnel management system, trade union financial system, etc. Has been replaced by web pages. Every time you update a system, you will take the initiative to understand the relevant operations and technologies. Through continuous learning and open-minded consultation, you will never fall behind.
2, handle the relationship between colleagues, do it as quickly as possible, solve the fault, if you can't go for a while, explain the reason, and try to solve all the faults within two working days, especially in important departments, such as the president's office on the fifth floor and the computer in the boss's office. Usually, I often remind my colleagues to back up in time, and important files must be stored on non-system disks, and I will patiently answer my colleagues' various computer problems. I usually think about what my colleagues think and worry about what my colleagues are anxious about. Through patient and meticulous work, I not only won the recognition of my colleagues, but also improved the position of the Ministry of Science and Technology in the organs.
If the computer hardware is damaged, please inform the manufacturer to replace the equipment in time. Most computers in the branch are relatively new and have not passed the warranty period. If there is a faulty component during this period, the manufacturer will be informed to replace it by 800 telephone in time, which ensures the normal operation of the system.
4. Organize the equipment of each department and collect the old computers that are abandoned: At present, there are many abandoned computers piled up like sundries in all departments. Except for a few advanced backup computers, all useless old computers are collected, which reduces a lot of asset cleaning work.
5. Management is gradually standardized: at present, most of the computers in the branch are Dell and Lenovo, and a few are Founder.
Dell's 520 and 320 have system CDs. When these two computer systems crash, use the random CD to restore the genuine winp system.
6. Pay attention to the safe operating environment of the computer. There are more than 200 computers in the branch, and each computer has its own relevant professional software. In order to ensure the normal work of each system, pc cillen antivirus software invited by the provincial bank is installed on each computer. In order to prevent the spread of trojans, security software such as 360 security guards is added to pc cillen.
7. The maintenance of independent operation is carried out under the branch building. In addition to receiving ordinary customers, all the employees of the agency are doing business here. Sometimes the workload of two floors even exceeds that of the whole branch, including internet, office network and production network. Because of high concentration, the smooth communication between networks becomes the most important task, followed by the normal operation of various devices, such as image checking system, check printing system and various business inquiries, to ensure external and internal.
Personal performance summary report 2
I. Completion of performance appraisal in 20 years
Before the implementation, in order to ensure the effect of this work, the group company did two jobs. The first is to formulate standardized assessment indicators for each position of the branch and the project department. This group company has eight branches. These eight branches are all construction branches, and their business contents are basically the same, and the responsibilities of the same positions among branches are also roughly the same. Therefore, it is helpful to guide and compare the performance evaluation of each branch by formulating standardized evaluation indicators for each position. In order to ensure that the assessment indicators can match the actual work of each position, Chen Qingjun, deputy general manager of the group company, Chen Junwei, manager of the enterprise development department of the group company, and human resources
Zou Yan, the department manager, discussed with other relevant personnel for many times, and finally formed a set of evaluation index system for each position of the branch and project department in 20-2000. The system includes three types of indicators: A+, A and B, which are applicable to A+, A and B branches respectively. Each category of indicators includes the assessment indicators of all management and technical positions of the branch. Secondly, conduct performance management knowledge training for managers at all levels of the headquarters of the group company, as well as branch managers, deputy managers and project managers. In March, 2008, the manager of human resources department trained the managers of headquarters and branches, deputy managers and project managers of group companies on performance management knowledge, providing ideological guidance for performance appraisal. Due to the heavy construction tasks of the group company all the year round, some managers put most of their energy into the construction, lack of knowledge accumulation and reserve in management, know little about performance management, and have some misunderstandings. What's more, they know nothing about terms such as performance management and performance appraisal. Therefore, it is very necessary and effective to train managers on performance management knowledge. Thirdly, modeling was carried out within the scope of group companies from April 20 to 2009 and the first quarter of 2009.
Suggested evaluation score. In order to ensure the smooth implementation of the performance appraisal work and test the problems existing in the performance appraisal management measures and indicators, the group company decided to conduct a simulation assessment on the middle-level and below managers of the headquarters of the group company, all managers of the branch company and technicians of the project department. In the process of simulated assessment, the managers of the Head Office are assessed by their immediate superiors according to their subordinate quarterly work plans, and all the staff of branches are assessed according to the assessment indicators formulated by the Group. The assessment procedures shall be implemented in accordance with the Performance Appraisal Management Measures. In the process of simulation assessment, it is found that there are problems left over from the assessment indicators of the project department. In the process of establishing indicators, only the normal construction state of the project department is considered, but the state when the project department entered the construction site but did not officially start construction is ignored, and there is a lack of assessment indicators for this state. After discovering this problem, the project department independently formulated assessment indicators to solve it according to the actual work.
Since April, the performance appraisal of the whole group company has officially started. The assessment period of the construction project department is one month, and the assessment period of managers below the middle level of the headquarters and branch managers is one quarter. At the end of each assessment cycle, all departments, offices, branches and project departments shall make assessment scores and complete performance interviews according to the specified time, and form the Employee Quarterly (Monthly) Assessment Results Evaluation Form and Performance Interview Record Form, and submit these two forms to the Human Resources Department of the Group Company within 7 days after the next assessment cycle starts, and the Human Resources Department will review the assessment results. Do not meet the requirements of the evaluation materials, given a certain period of time to be corrected. If the rectification still does not meet the requirements, the deputy manager in charge of performance appraisal of his unit shall be punished.
In July, as a member of the joint inspection team of the group company, I checked the performance appraisal of each construction project department. Through inspection, we not only mastered the degree of performance appraisal of the project department and the branch company, but also found some problems that were not found in the submitted materials. In August, the Human Resources Department once again formed a three-person team and went deep into the project departments to learn more about the promotion and guidance measures of the branch company for the performance appraisal of the project department, its understanding of the performance appraisal of the project department and the difficulties existing in the implementation of the performance appraisal of the project department. Through these two inspections, the project manager has gained some knowledge of performance management and eliminated some misunderstandings about performance appraisal. From the conversation with the project manager, I learned that the project department will hold a regular meeting every day, at which the work of the project department members on the previous day will be summarized and the work of the day will be arranged. At work, I will often correct the problems existing in the work of project department members. This is equivalent to a performance interview every day. Moreover, the construction task of the project department is heavy, so it is difficult to take time out for a formal performance interview and form an interview record. Therefore, since September, the requirement for performance interview of the project department has been cancelled. Since then, all departments and offices, branches and project departments have been able to finish sorting out and reporting the performance appraisal data in time. The performance appraisal work is carried out in an orderly manner.
Personal performance summary report 3
Since the beginning of this year, Dong Tang Street in Yuhua District has established an objective and fair "assessment" working mechanism based on the spirit of urban performance assessment, innovative ideas, scientific quantification, dual assessment of departments and individuals, and the method of "one description, two evaluations and three applications", which has fully stimulated the vitality of government officials, won wide recognition from the masses, and achieved initial results, laying a foundation for the sustainable development of all street work.
First, the basic practice of performance appraisal
Streets pay attention to scientific rationality and innovation breakthrough in assessment content, scheme design and practical operation, which is reflected in two aspects.
1, the content is more systematic and comprehensive. According to the detailed assessment rules of the urban area, the street has formulated the performance assessment methods of departments and communities and formulated the responsibilities of cadres. The posts, responsibilities and tasks of cadres are clear. While considering the comprehensive content, we should pay attention to the close relationship between departmental performance and cadres' personal performance and implement double assessment.
2. The method is more scientific and rigorous. The street has improved the scientificity of the assessment and adopted the method of "one talk, two comments and three applications", which makes the results more reasonable and true, better reflects the working conditions of departments, communities and cadres, and further promotes the development of the next work.
"One statement" refers to organizing all departments, communities and cadres to conduct a comprehensive self-examination and self-evaluation on the work development, existing problems and deficiencies and future improvement measures according to the content determined by the performance evaluation index system, and then make a work report at the evaluation meeting and submit it to the DangZhengBan for the record in written form as one of the criteria for the next evaluation.
"Two comments", one is the leader's comment. According to the self-examination and self-evaluation of each cadre, the leaders in charge affirm the achievements and point out the shortcomings according to the performance appraisal rules; The second is the evaluation of people-Italy. Public opinion evaluation is divided into mutual evaluation among cadres, evaluation of cadres by communities and clients, and evaluation of people visiting Liandian community at random. The evaluation of people's will strictly divides cadres into three grades, and requires that 10 first-level cadres and 3 third-level cadres must be selected, among which, those who are rated as first-level cadres get 2 points, those who are rated as second-level cadres get 1 points, and those who are rated as third-level cadres get-1 points. According to the proportion of leaders' evaluation accounting for 40%, mutual evaluation of cadres, community evaluation and mass evaluation accounting for 20% respectively, the "last cadre", "problem cadre", "misplaced cadre" and "potential cadre" were selected and different measures and rewards and punishments were taken respectively.
The "three applications", once the assessment conclusion is formed, will be applied to the work practice in time to stimulate the internal motivation of cadres to the maximum extent and truly be useful, rewarding, rewarding and punished. First, it is an important basis for the selection and use of cadres. In terms of political treatment, priority is given to those with excellent performance appraisal and priority is given to recommendation; The second is as the basis for the assessment of government cadres. The top departments and individuals in the region's performance appraisal can give priority to recommendation, and the lower departments and individuals may not participate in the evaluation; The third is as an important basis for implementing the treatment of government officials. Through performance appraisal, rewarding diligence and punishing laziness, rewarding excellence and punishing inferiority gradually widened the treatment gap of government officials, which greatly stimulated the enthusiasm of government officials to do practical things and do good things for the people.
Second, the preliminary results of performance appraisal
1, the enthusiasm of cadres has been further improved. Since the implementation of the performance appraisal policy at the beginning of the year, the spirit of cadres has been uplifted, their work enthusiasm has been improved, and their work style has improved unprecedentedly. Compared with the past, there is a trend of "three more and three less": more doers and less idleness; Pay more attention to dedication and less attention to treatment; Love to study more and play less games.
2. Work motivation is further enhanced. Through narration, inspection, evaluation and measurement, problems such as cadres' ideological tendency and weak links in work are found in time and solved, which promotes the benign development of work. At present, the street work is progressing smoothly, and the economic work ranks fourth in the region for half a year; Focus on building party building brands-Yulu Fund and Yuruka; The five-day community activities attracted great attention from the Central Civilization Committee and were rated as the top ten mass innovative brands in Changsha. Urban management won the top ten in the first quarter, and vigorously created a civilized and hygienic demonstration area; The key project Huang Chi Road has made substantial progress and immediately entered the stage of demolition and construction; Social security has improved, and the creation of peace has been fruitful; Family planning work has a solid foundation, ranking first in the region for half a year; The work of civil affairs and two guarantees was solid for the people, and all indicators were overfulfilled; The internal management of the street is orderly and runs at a high speed.
3. The satisfaction of the masses has been further improved. In line with the people-oriented concept, street work fully considers the feelings and wishes of the masses, such as holding a hearing to listen to the opinions of residents on the comprehensive transformation and disposal of Fengshushan community garbage station, and fully respecting the rights of the masses as masters of their own affairs. At the same time, the improvement of the service consciousness of the organs and the style of cadres has further enhanced the ruling ability and brought benefits and convenience to the masses. For example, the development of the street government website has realized one-stop office, which provides a quick way for residents in the jurisdiction; For example, since the government affairs center implemented the smile service activity, the masses came with questions and walked with smiles. In July this year, Changsha conducted a questionnaire survey on residents in the street area, focusing on the comprehensive social security, and the satisfaction of residents reached 98%.
Personal performance summary report 4
According to the guidance of the leaders, the school formulated a new performance appraisal system in 20-2000, which supervised the teaching staff on a large scale, made the school's work better, and did a good job by standardizing individuals. This year's school performance appraisal work is summarized as follows:
First, the performance appraisal implementation status analysis
1, performance appraisal pays attention to widening the gap, which reflects a certain incentive effect.
When formulating the performance appraisal scheme, the school will focus on strengthening the assessment of teachers' performance in accordance with the principles of more work and more pay, high quality and excellent remuneration, giving priority to efficiency and giving consideration to fairness, tilting the performance salary ratio to front-line teachers, backbone teachers and outstanding teachers, widening the gap and giving full play to the incentive role of performance appraisal. There is a difference of more than 4600 yuan in performance pay in spring semester and a difference in performance pay in autumn semester.
2. The content of performance appraisal is comprehensive and detailed, covering many key tasks.
The content of performance appraisal mainly includes teachers' morality, ability, diligence and performance. The assessment of "virtue" focuses on teachers' being a model, loving their posts and being dedicated, caring for students and being honest in teaching. The assessment content of "ability" includes education and teaching ability, scientific research ability, etc. The assessment content of "diligence" includes education and teaching workload, teaching routine, attendance and teachers' personal professional development. The assessment of "achievement" focuses on educational effect, teaching effect and teaching and research results.
3. The evaluation plan was approved by the teachers' congress, and the implementation of the plan has a mass basis.
The school assessment plan is based on the Implementation Measures for Performance Pay in Compulsory Education Schools in-city-district and the Guiding Opinions of the Education Bureau of-city-district on the Performance Assessment of Teachers in Compulsory Education Schools. The plan was drafted on the basis of full discussion among teachers. Then a meeting of school leaders was held to revise and improve the first draft and form a preliminary plan. Finally, the plan will be discussed and approved by the teachers' congress. Therefore, we believe that the implementation of the performance plan has a broad mass base.
4. The assessment plan has been revised and improved many times, highlighting the assessment of key work.
During the implementation of the scheme, we constantly improve and supplement relevant contents to make the scheme more mature. In September, the school formulated the Supplementary Provisions on the Performance Appraisal of Primary School Teachers from the aspects of strengthening teaching routine, improving teaching quality and implementing safety responsibilities, which was implemented in September. The school revised and improved the monthly assessment plan of the class teacher and the teacher attendance system from-.
Second, the existing problems and improvement measures analysis
1, the evaluation and incentive effect on the members of the leading group is not obvious enough.
Since the implementation of the performance plan for five years, the standard of performance allowance for school leaders is low, far behind the allowance for class teachers. As can be seen from the annual performance analysis table, the average performance of middle-level and class teachers is about RMB per semester. This has affected the enthusiasm of the middle-level team. It is suggested that the Education Bureau formulate a unified standard that is not lower than the allowance of the head teacher.
2. The comprehensive evaluation grade of teachers' performance appraisal is not refined.
The school divides the final comprehensive assessment results into excellent, qualified and unqualified, which is too broad to reflect the actual performance differences between teachers. For example, the teacher who ranked first in the teaching quality of the same grade did not get excellent results in the performance appraisal for some reason, but got qualified results in the comprehensive evaluation like other teachers, so the teacher's actual teaching results were not reflected in the students' subjects.
3. The determination of workload is not fully and carefully quantified.
The current performance pay assessment project generally consists of several parts: mainly including students' academic performance, class hours, teaching and research, participation in activities and awards, attendance, lesson preparation, homework correction and counseling. However, how to convert the workload between different disciplines, between managers and teachers, and between logistics and teachers is controversial. Although the regional bureau has clear provisions on macro policies, there are no detailed standards in the specific implementation process. As a grass-roots school, it is not very balanced, and it will also cause teachers with the same conditions because of the different programs implemented by each school. However, because of teaching in different schools, there will be great differences in wages and incomes, which is not conducive to motivating teachers.
4. The assessment of teachers' individual performance awards is relatively weak.
In the single performance award, the school's assessment of teachers' teaching, scientific research and counseling students is relatively weak. The detailed rules for the award-winning of primary school teachers in the town center competition was formulated five years ago, and its requirements and reward standards have not met the needs of modern education. (If the detailed rules specify the reward standard for teachers to help students publish articles in newspapers and periodicals at all levels, each article will be-yuan. )
Third, the school suggested that
1, further promote the reform of personnel system and performance pay.
The District People's Social Security Bureau and the Education Bureau compiled and approved the use of the school, scientifically formulated the reform plan, and the school specifically organized and implemented it. They have done their best to create an atmosphere in which those who can't do it are allowed, and those who can't do it stand aside, so that they can be paid according to their work and distributed according to their performance, and truly get rid of the phenomenon of getting something for nothing.
2. Promote school balance and reflect social equity.
Financially, raise the standard of performance pay as much as possible, so that the incentive function of performance pay can be reflected. The District People's Social Security Bureau and the Education Bureau should uniformly formulate various subsidy standards for schools, narrow the unreasonable income gap between schools, and give full play to the incentive function of performance pay.
Four. Post setting and employment of teachers
This semester, the existing professional and technical teachers in our school-people, have all been brought into post management. Senior teachers, first-class teachers and second-class teachers. The school employs them according to different professional and technical positions and signs employment contracts with them. In order to fully mobilize the enthusiasm of teachers, it is suggested that the higher authorities should implement the "Setting of Professional and Technical Posts at All Levels in Municipal and District Educational Institutions and Employment Conditions for Internal Posts (Trial)" as soon as possible on the basis of investigation.
Personal performance summary report 5
Time flies, it has been almost two years since I came to Dongguan Zhongyuan in a blink of an eye. Looking at myself in the mirror now, I recall that I have changed from an ignorant rookie to a real estate professional who can calmly deal with various affairs in the workplace. At this moment, I am filled with emotion. There is no doubt that this will be a valuable experience in my life.
Yes, at this moment, I just take this summary to vent my heartfelt wishes this year, sum up my experience this year, and share my bits and pieces this year. I believe the leaders have all seen this, so I'm going to start.
First of all, I would like to emphasize once again that in the coming year, I will still recognize the Central Plains, the five schools, and still like our lovely colleagues and leaders. I plan to continue like this in the future, without hypocrisy and truth!
To tell the truth, personally, I think my work experience in the Central Plains is quite tortuous. I entered Dongguan Zhongyuan No.5 Department as a rookie, and went to the guest world project on the spot without even sitting in the office chair. This place is in Meizhou, 5 hours' drive from Dongguan. My home is in Maoming, which is located in the west of Guangdong, while Meizhou is located in the east of Guangdong, which is far from Dongguan and farther from home. Then I am busy every day. I was busy at first, and slowly, but I was too busy to go home and find a piece of land for local farmers to farm. After I returned to Dongguan, others mistakenly thought that I was in Meizhou, so I could only smile bitterly ~ Later, I transferred back to Dongguan Company because of the completion of the project of Guest World. Thanks to the care of the leaders, I followed up the work of three projects at the same time, which helped me to increase my work experience. So suddenly I was too busy to know what to say. At that time, my colleagues laughed and said that I was the busiest person in the five movies (this is never worth it, Viagra is the busiest person in the five movies); Then the Bihai Yuntian project team needed to enter Shenzhen to expand in different places, so I was ordered to fully support the work of the Shenzhen outreach team, so I naturally stayed in Shenzhen, including the Central Plains outreach team added later, and I was also responsible for the daily work of the team. Suddenly I feel that my life is full of different colors, with a little durian flavor in the middle.
Of course, my experience in the past two years can't be clearly expressed in a few words, and I'm not saying this to complain to the leaders. I just want to express three points: First, I don't regret my choice in these two years, my trip to Meizhou and my expansion in Shenzhen. I have gained an enviable experience in these two years. I was very tired in Meizhou, but I opened up the real estate world. I was busy in Dongguan, but I got to know the Central Plains. Knowing the types of planning, we can really enter the real estate industry. Going to Shenzhen was very annoying, but I learned the basic experience of expansion, experienced a leadership addiction, and realized how to lead the team to the front.
Secondly, my so-called tortuous experience is only the beginning, and I am ready for more tortuous work and life (I believe this is the primary skill of planning);
Third, don't forget your initiative. Please never forget what you fought for. Please don't lose yourself on this road of life. Even if you lose yourself inadvertently, please adjust your direction, believe in yourself and take every step. This is what I said to myself, and I will try my best to make myself do it.
First of all, I want to show here that during this year, my ability has definitely improved significantly. At the same time, I would like to make the following report here:
First of all, adhere to a positive work attitude and optimistic thinking.
I like planning.
During this year, I earnestly performed my post responsibilities, maintained a responsible working attitude, studied with an open mind, made positive progress, constantly improved my professional level of planning, and strived to complete every task assigned by the leaders. At the same time, I dare to express my ideas and contribute to the project and team.
Second, strengthen study and strive to improve their own quality.
At work, I try my best to apply my knowledge and skills to work practice, enrich my experience, broaden my horizons, and make myself adapt to work and integrate into the team more quickly. Actively participate in the company's collective activities, insist on summing up the gains and losses in the work, so that their planning quality has been greatly improved, providing strong power support for their work. At the same time, face up to your own shortcomings and actively correct them, so as to lay a solid foundation for better completing your job.
Third, the future work prospects
Although I have been in the real estate industry for almost two years, I have never stopped studying. Especially for the ever-changing real estate industry, I still need to accumulate my own work experience and improve my professional ability. No one is perfect. Now I still have many shortcomings. I must keep moving forward and constantly improve my business skills by reading more books, asking more questions, studying more and practicing more. The times are developing with each passing day, and the knowledge of various disciplines is changing with each passing day. I will study all kinds of knowledge persistently and use it to guide practice. In the future work, we should try our best to be the staff assistant of the leaders, do our own creative work and make our own contribution to the development of the Central Plains.
Four. Comments and suggestions on this department
1. Establish and improve the incentive mechanism. Whether it is a salesperson or a planner, a good system can motivate employees, and a good system can also strengthen management.
2. Do a good job in training follow-up talents. Although real estate is a highly mobile industry, it is still necessary to consider excavating and cultivating new people when fresh blood enters the department. Both sales and planning are important parts of the department. Therefore, we should do a good job in mentoring old comrades and pass on their good practices to the Central Plains.
3. We should not only introduce talents, but also make good use of talents, especially tap the existing talents within the company and give full play to the role of all kinds of talents.
I want to make a small request here. I hope I can drink two glasses of wine alone with my leader in the moonlight and talk nonsense easily ~