Performance Review / Appraisal / Cheat Sheet / Instruction Preparation, Procedure and Follow-Up Preparation: Timing of appraisal should be confirmed at least one week before the appraisal. On one hand, it allows both the appraiser and appraisee to be psychologically prepared. On the other hand, both parties can have time to collect the necessary evidence for appraisal, and think about outlook of future. Step 1: Evidence Collection Step 2: Discussion of Current Situation Step 3: Setting Objectives for Next Review For appraisal, whether we are about to praise the contribution or to criticize misbehavior of our sub-ordinate, we must get prepared with evidence in order to support feedback to be given to our sub-ordinate. Performance review is not merely giving score on performance. Supervisor should give guidance to sub-ordinate to facilitate further development and improvement. Appraisee should also offer feedback to supervisor regarding company’s current situation, and may comment on company’s trend of development. After the discussion, supervisor may update his sub-ordinate with an overview of company’s development. Meanwhile, appraisee should sincerely share his need on personal career development, so that objectives for subsequent review, on working and personal competence level, can be set. Review Complete, staff members and company re-aligned; Strive for future achievement. Follow-Up 1: Updating HR Planning Follow-Up 2: Clarity om Personal Development Know the preference and thinking of employee，HR will accordingly update its planning in terms of training, secondment or relocation of resources, and even promotion. Based on company’s need, employee may swiftly determine how to improve his skill-sets or obtaining relevant qualifications.