The evaluation system at my company is divided into two categories: work performance and competence.
Each category has five levels, ranging from very good to very poor, with detailed descriptions for each level—though I can’t recall them exactly.
It’s something like very good, good, neutral, poor, and very poor.
Evaluations are conducted twice a year, in May and October.
First, employees assess themselves and their peers.
Then, the team leader evaluates them,
and finally, the division leader reviews everyone.
The results of these evaluations are reflected in the next year’s salary.
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