Performance evaluation process

The basic principles for setting departmental goals are :(1) the decomposition of derived goals and key tasks (2) from department/team responsibilities (3) from the contribution of the final goal of the business process  Experience sharing of the number of indicators and weight design indicators and attribute analysis of weight design indicators Indicator number control: no less than 3, no more than 10,5-8 is the best too many assessment indicators lead to staff distraction, and affect efficiency, too few can not balance, easy to go to extremes the weight of each KPI is generally not higher than 30% too high weight is easy to lead to "grab the big head and throw the small head", the other indicators closely related to the work do not pay attention to The weight of each KPI is generally not less than 5%, which is too low will lack influence on the assessment score, and it is difficult to measure the accurate weight, which is generally a multiple of 5 or 10 to simplify operations  Basic steps of indicator design  Four, the performance goal system design needs to pay attention to the three most basic problems (1) goal and hierarchical goal design (2) goal weight design --KPI(3) measurement standard design -- quantifiable and measurable Five, H performance goal system design example diagram