建立一个合理的考评制度，并且对所有的MOP进行统一考评标准的培训，明确定义分数值对应情况，设计若干例子帮助大家理解何种情况对应何种分数：
举个例子：两个考评方向
‘What’ (Accomplishments, or Results) are assessed using an alphabetical code:
O = Outstanding completion of job responsibilities. Extraordinary accomplishments and results against goals. ‘Setting the bar’ for others.
H = Highly Effective in fulfilling job responsibilities. Considering the degree of difficulty of goals, resources available, and changes throughout the year, excelled in accomplishments
P = Performing well in fulfilling job responsibilities and finds ways to ‘raise the bar’ on (continuously improve) own performance AND considering the degree of difficulty of goals, resources available, and changes throughout the year, accomplishments against goals were fully satisfactory.
N = Needs Improvement in meeting on-going job responsibilities and / or improvement needed in results and accomplishments. May be responsive, but needs to increase initiative and find ways to continuously improve. Increased coaching, feedback and/or an improvement plan may be appropraite steps for reachign improvement.
U = Unsatisfactory: Significant gaps in fulfilling job requirements and/or achieving results. Immediate and sustained improvement required.
‘How’ (Competencies or behaviors), are assessed using a numeric code:1，2，3，4，5
The overall assessment of performance will be represented by both codes in a ‘dual rating’, as in one of the combinations below.
O O1 O2 O3 O4 O5
H H1 H2 H3 H4 H5
P P1 P2 P3 P4 P5
N N1 N2 N3 N4 N5
U U1 U2 U3 U4 U5
1 2 3 4 5
At P3, an employee is meeting expectations by raising the bar on his/her own performance, finding ways to make the improvements, on both accomplishments and behaviors. This is not ‘average’ performance, but something ‘above average’, as would be expected in a high performance organization.
