(1) workload dimension. For example, the work of writing manuscripts can be measured by the number of manuscripts written. Some work can not be completed in one step, so it is necessary to carry out process analysis and evaluate the whole work from each process step. For example, organizing training can be measured by quantitative indicators such as the number of times of organizing training, the number of people participating in training, and the amount of materials distributed during training.
(2) Work quality dimension. For example, when writing a manuscript, the quality is not up to standard and needs to be revised or rewritten. The quality of work can be measured by the number of times the manuscript is repeated.
(3) Work efficiency dimension. Convert the fuzzy index of "timeliness" commonly used in assessment into the number of delays. Set a reasonable time limit for a job, and if it is not completed within this time limit, it is considered that the work efficiency is not up to standard.
2, clear assessment criteria. To determine the assessment indicators, formulate clear and reliable assessment standards, specify the specific quantity, completion time requirements and deduction standards, and provide a basis for performance appraisal. For example, the assessment standard of "organizing training" clearly requires relevant responsible departments to organize safety training before 25th of each month, instead of "organizing training on time" in the past.
3. Establish a quantitative recording system. Design a work log and a department leader's assessment form to realize the quantitative trace management of everyone's daily work, provide more objective support for performance assessment, and reduce the influence of subjective factors on assessment implementation to a certain extent.