Are there any seniors who can offer some guidance?
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I am fortunate to have been recognized by the company, and I am now set to take on the role of deputy manager of the Technical Department. The manager holds this position concurrently as the chairman of the company, so it is actually I who will be in charge of administrative tasks. At present, there is an urgent need to develop a performance evaluation system for the design staff in the Technical Department. As I lack experience in this area, I have turned to HaiChuan for guidance. If any experienced colleagues have performance evaluation documents from design firms or departments that include specific, actionable measures, I would be very grateful if you could share them with me to help me get started.
Oh, showing off again, huh~;P The evaluation should be based on the specific circumstances of your company – whether it’s evaluated on a project basis or based on the work done over a certain period (week, month, quarter). The purpose of evaluation is to be targeted, rewarding diligence and punishing laziness. There are no fixed systems; only systems that are continuously improved. A draft can be prepared, and a few key people can discuss it privately; once everyone is in agreement, it can then be submitted to the senior management.
It depends on the situation; it varies
It’s not that I’m trying to show off; I really don’t know how to proceed. There is flexibility; if there are examples from other companies, they can be used as a reference, but not copied verbatim.
Which tasks do you think are crucial? What’s the weight?
First, organize a brainstorming session with your employees and have plenty of discussions; remember to include your subordinates in these discussions as well.