首先，在回顾了绩效考核的相关理论的基础上，就公司现行的绩效考核体系进行了详
细的分析、研究，并针对不同层次的监理人员进行了问卷调查。经分析公司现行的绩效考
核制度主要存在考核目的不明确、考核主观性较大、考核过程缺乏沟通反馈、绩效考核结
果应用不合理等一系列问题。
其次，针对公司绩效考核存在的问题，并根据绩效考核相关理论和监理行业经验，设
计了新的绩效考核体系。对绩效考核的原则、目的进行了明确界定，通过工作任务分析和
监理工作流程分析，健全了绩效考核的内容，确定了绩效考核指标、标准和权重，并重新
构建了考核周期和考核主体等。
最后，探讨了新的绩效考核体系的实施，从绩效考核的组织机构、绩效反馈面谈与申
诉等方面阐述了确保绩效考核成功实施的相关措施，并初步研究了绩效考核结果的具体应
用。
关键词：工程监理， 绩效， 绩效考核
Abstract
Performance appraisal of corporate human resources management is an important links and
content, the prevalence of most of our small and medium supervision enterprise performance
appraisal system a series of questions. How to design a scientific and reasonable effective
performance appraisal system, can effectively improve the supervisors level of performance, so as
to promote the realization of business objectives, the market competitiveness of enterprises is
enhanced, while helping the supervision of the career development, a key long-term strategic
development work, and this is the significance of the topics in this article. In this paper, Ningbo
City supervision for the study, in the full investigation and analysis of the company's current
performance appraisal system based on the combination of performance appraisal, performance
management theory and practical experience, design a performance appraisal system for the
company's strategic development to improve job performance and the level of performance of the
supervisors, in order to achieve the career development and corporate strategy development.
First of all, in a review on the basis of the performance appraisal theory, carried out a detailed
analysis of the company's current performance appraisal system, and conducted a survey of
different levels of supervisors, the company's current performance appraisal system exists
assessment The purpose is not clear, assessment subjectivity, the appraisal process is the lack of
communication and feedback, performance evaluation results unreasonable application of a series
of questions.
Secondly, for Company Performance Problems, according to the supervision industry
analysis and performance evaluation theory, design a new performance appraisal system. The
principle of performance appraisal, the purpose of clearly defined, and a sound performance
appraisal. Analysis and supervision of workflow tasks, establish indicators of performance
appraisal standards and weights, and re-build the appraisal cycle and examiners.
Finally, we explore the implementation of the new performance appraisal system, in terms of
the organization of the performance appraisal, performance feedback interview with appeals to
ensure the smooth implementation of the performance appraisal and preliminary study on the
specific application of the results of performance appraisal.
Key Words：Project supervision，Performance，Performance Appraisal
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