KPI performance evaluation
《The practice of management 》–Peter F. Drucker
管理者需要系统化的评估方式，否则他就会浪费太多时间做决定，而且仍然依赖直觉而非知识来做决定。下属也必须要求主管制定这些决策时出于理性，而不是单凭直觉行事，因为这些决策说明了上司对他们的期望以及重视的目标。
Managers need a systematic evaluation method; otherwise, they will waste too much time making decisions and still rely on intuition rather than knowledge. Subordinates must also require supervisors to make these decisions rationally, rather than acting solely on intuition because these decisions reflect the boss’s expectations and prioritized goals.
评估下属及其绩效，是管理者的职责。的确，除非亲自评估下属，否则他无法履行协助和教导下属的责任，也无法尽到对公司的责任，把对的人放在合适的位置上。评估程序不应困难和复杂到必须委托专家来进行，因为如此一来，管理者不也是在放弃职权、规避责任吗？
Evaluating subordinates and their performance is the responsibility of managers. Indeed, unless they personally assess their subordinates, they cannot fulfill their duty to assist and guide them, nor can they fulfill their responsibility to the company by placing the right people in the right positions. The assessment process should not be so difficult and complex that it needs to be delegated to experts, as doing so would mean that managers are also relinquishing their authority and avoiding responsibility, wouldn’t it?
评估必须基于绩效，评估是一种判断，总是需要有清楚的标准，才能下判断：缺乏清晰、明确的公开标准而做的价值判断是非理性而武断的，会腐化判断者和被判断者。无论多么“科学化”，无论能产生多少“真知灼见”，强调“潜能”“性格”和“承诺”的评估方式，都是在滥用评估。
Assessment must be based on performance; assessment is a form of judgment, and judgment always requires clear standards to make decisions. Value judgments made without clear, explicit, and public standards are irrational and arbitrary, which can corrupt both the judger and the judged. Regardless of how ‘scientific’ or how much ‘insight’ it can generate, assessment methods that emphasize ‘potential,’ ‘personality,’ and ‘commitment’ are an abuse of assessment.
针对长期潜能所做的判断是最不可靠的，一个人对别人所下的判断通常都不值得信赖，而变化最大的莫过于人的潜能了。许多人年轻时潜力无穷，前程似锦，步入中年后却庸庸碌碌，平凡无奇。也有许多人原本只是平凡无奇，40岁以后却成为耀眼的明星。试图评估一个人的长期潜能，简直比蒙特卡罗的赌盘更没有胜算。而且，评估制度越“科学化”，预测错误的风险就越大。但是最大的错误是试图根据缺点来做评估。
Judging long-term potential is the most unreliable, as one person’s judgments of others are usually not trustworthy, and nothing changes as dramatically as a person’s potential. Many people have boundless potential when they’re young, with a bright future ahead, but in middle age, they become ordinary and unremarkable. Conversely, many initially ordinary individuals become shining stars after the age of 40. Attempting to assess a person’s long-term potential is even riskier than a game of Monte Carlo roulette. Moreover, the more ‘scientific’ the assessment system, the greater the risk of prediction errors. But the biggest mistake is trying to assess based on flaws.
KPI Filling Rule
1.The actual completion data records of various KPIs such as customer visits and customer training should be listed in the detailed table.
2. “Score” column should be filled until current month.
Middle East
Clarification:
1.Amin Al Majzoub needs to fill in service manager KPI for middle East, other team members need to fill in service engineer KPI and send them to Amin. then Amin Al Majzoub needs to score other team members KPI again.
2. Amin Al Majzoub needs to access http://45.77.140.213/ and score for monthly exam created by Manager for all Middle East Members.Africa
“KPI-Matrix-Assessment_Regional-Service-Manager for SA” should be filled by SA deputy service manager Vincent
“KPI-Matrix-Assessment-Service-Engineer For SA Service Engineer” should be filled by SA Service Engineer: Nico, Hlahla
“KPI-Matrix-Assessment-Warehouse-Repair-personnel for SA” should be filled by SA Repairing Engineer: Vusi, ,Sim, Sizwe
“KPI-Matrix-Assessment-Service-Engineer for EA, WA, NA Area” should be filled by EA, WA, NA Area Engineers: Loney, Kearney, Eliud, Joseph, Blessed, Robert
“KPI-Matrix-Assessment-Call-Center-Engineer for SA” should be filled by SA Call Center Engineers, Currently, Recruiting
Clarification:
1.SA deputy service manager Vincent needs to fill in service manager KPI , other team members need to fill in corresponding KPI and send them to SA deputy service manager, then SA deputy service manager needs to score them again . And SA deputy service manager needs to access http://45.77.140.213/ monthly and score for monthly exam created by Manager for all SA Team Members.
2.Chinese staff Loney needs to fill in "KPI-Matrix-Assessment-Service-Engineer for EA, WA, NA, Chinese Area", other team members need to fill in corresponding KPI and send them to Loney, then Loney needs to score them again and access http://45.77.140.213/ and score for monthly exam created by Manager for all EA, NA Team Members.
3. Chinese staff Kearney needs to fill in "KPI-Matrix-Assessment-Service-Engineer for EA, WA, NA, Chinese Area", other team members need to fill in corresponding KPI and send them to Loney, then Loney needs to score them again and access http://45.77.140.213/ and score for monthly exam created by Manager for all WA Team Members.How to fill in Form correctly
