1. Specificity: Evaluation criteria should be specific and clear, and be able to clearly describe the desired behaviors or outcomes. Avoid vague terms or concepts and instead use specific descriptions so that both the evaluator and the evaluated can understand the meaning of the criteria.
2. Measurability: Evaluation criteria should be measurable, i.e., able to be assessed by specific data, quantities, or observations. Criteria should be associated with data or evidence that can be collected so that evaluators can base their assessment on facts.
3. Goal orientation: Evaluation criteria should be aligned with the organization's goals and strategic direction. Ensure that the criteria reflect the employee's contribution and results in achieving the organization's goals. Align metrics to Key Performance Indicators (KPIs) or Key Result Areas (KRAs) to ensure that the focus of the assessment is aligned with the organization's priorities.
4. Comparability: Evaluation criteria should be comparable, i.e., able to be compared across individuals or teams. Ensure that the criteria are consistent across employees so that evaluators can fairly compare performance levels across employees.
5. Timeliness: Evaluation criteria should be time-relevant, reflecting an employee's performance over a period of time. The criteria should clearly specify the timeframe of the evaluation so that the evaluator can base the evaluation on performance over a specific period of time.
6. Impartiality: Evaluation criteria should be fair, neutral, and avoid subjective bias. Ensure that the criteria are able to objectively assess an employee's performance without being influenced by personal preference or subjective judgment. Corrections can be made using clear quantitative indicators or the opinions of multiple evaluators.
7. Continuous Improvement: Evaluation criteria should be adaptable and improveable. Evaluation criteria are regularly assessed and updated to ensure that they are aligned with organizational change and development. Based on the actual situation and feedback, make necessary adjustments and corrections to improve the accuracy and validity of the evaluation.
When defining evaluation criteria, it is recommended to communicate and discuss with relevant stakeholders (e.g., managers, employees, HR professionals) to ensure the comprehensiveness and acceptability of the criteria. At the same time, it is important to ensure that the evaluation criteria are aligned with the organization's values and culture, and are able to motivate employees to achieve personal and organizational goals.