{"id":999979821,"date":"2026-01-17T16:21:49","date_gmt":"2026-01-17T09:21:49","guid":{"rendered":"https:\/\/bizzi.vn\/?p=999979821"},"modified":"2026-06-09T13:40:37","modified_gmt":"2026-06-09T06:40:37","slug":"employee-evaluation-criteria","status":"publish","type":"post","link":"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/","title":{"rendered":"Employee Performance Evaluation Criteria: 12 Core Criteria + Standard Data Sheet Template for Businesses"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Most businesses evaluate employees based on subjective feelings, manual reports, or disjointed Excel templates. This article by Bizzi provides a list of the most common employee evaluation criteria and guides you on how to build a data-driven employee evaluation criteria table, helping CFOs and managers assess performance based on real financial evidence, rather than subjective feelings.<\/span><\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_80 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Index<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewbox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewbox=\"0 0 24 24\" version=\"1.2\" baseprofile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Bang_tieu_chi_danh_gia_nhan_vien_la_gi_va_khac_gi_voi_%E2%80%9Cmau_danh_gia_nhan_vien%E2%80%9D\" >What is an employee performance evaluation criteria sheet and how does it differ from an employee performance review form?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Top_12_tieu_chi_danh_gia_nhan_vien_pho_bien_nhat_hien_nay\" >Top 12 most common employee evaluation criteria today.<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Nhom_A_%E2%80%94_Ket_qua_Hieu_suat_Performance-based\" >Group A \u2014 Results &amp; Performance (Performance-based)<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Tieu_chi_1_Muc_do_hoan_thanh_KPIOKR\" >Criterion 1: Level of KPI\/OKR completion<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Tieu_chi_2_Hieu_qua_tai_chinh_tao_ra_Revenue_Cost_impact\" >Criterion 2: Financial impact (Revenue \/ Cost impact)\u00a0<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Nhom_B_%E2%80%94_Tuan_thu_Rui_ro_Compliance-based\" >Group B \u2014 Compliance &amp; Risk (Compliance-based)<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Tieu_chi_3_Muc_do_tuan_thu_quy_trinh_va_chinh_sach\" >Criterion 3: Level of compliance with procedures and policies<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Tieu_chi_4_Tinh_trung_thuc_do_bang_du_lieu\" >Criterion 4: Integrity (measured by data)\u00a0<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Nhom_C_%E2%80%94_Thai_do_Nang_luc_Behavior_Capability\" >Group C \u2014 Behavior &amp; Capability<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Tieu_chi_5_Tinh_than_trach_nhiem_va_chu_dong\" >Criterion 5: Sense of responsibility and proactiveness<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Tieu_chi_6_Ky_luat_tuan_thu_quy_trinh_lam_viec\" >Criterion 6: Discipline &amp; adherence to work procedures<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Tieu_chi_7_Kha_nang_hop_tac_phoi_hop_lam_viec_nhom\" >Criterion 7: Ability to cooperate and work in a team<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Tieu_chi_8_Ky_nang_chuyen_mon_nang_luc_thuc_thi\" >Criterion 8: Professional Skills &amp; Execution Capabilities<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Tieu_chi_9_Kha_nang_hoc_hoi_thich_nghi\" >Criterion 9: Ability to learn and adapt<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Tieu_chi_10_Quan_ly_thoi_gian_du_an_uu_tien_cong_viec\" >Criterion 10: Project Time Management &amp; Task Prioritization<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Tieu_chi_11_Kha_nang_xu_ly_van_de_ra_quyet_dinh\" >Criterion 11: Problem-solving and decision-making ability<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Tieu_chi_12_Dong_gop_cai_tien_toi_uu_quy_trinh\" >Criterion 12: Contributions to process improvement and optimization<\/a><\/li><\/ul><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Cach_xay_dung_bang_tieu_chi_danh_gia_nhan_vien_chuan_du_lieu_Framework_4_lop\" >How to build a data-driven employee performance evaluation framework (4-layer framework)<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Lop_1_%E2%80%94_Ket_qua_dau_ra_Outcome_Performance\" >Level 1 \u2014 Output (Outcome \/ Performance)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Lop_2_%E2%80%94_Cach_tao_ra_ket_qua_Process_Efficiency\" >Level 2 \u2014 How to Produce Results (Process &amp; Efficiency)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Lop_3_%E2%80%94_Nang_luc_hanh_vi_Capability_Behavior\" >Grade 3 \u2014 Competence &amp; Behavior<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Lop_4_%E2%80%94_Tinh_liem_chinh_rui_ro_Integrity_Risk\" >Grade 4 \u2014 Integrity &amp; Risk<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-23\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#3_mau_bang_tieu_chi_danh_gia_nhan_vien_theo_phong_ban\" >3 sample employee performance evaluation criteria forms by department.<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-24\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Mau_bang_tieu_chi_danh_gia_nhan_vien_kinh_doanh_Sales\" >Sample Sales Employee Performance Evaluation Criteria<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-25\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Mau_bang_tieu_chi_danh_gia_nhan_vien_ke_toan_%E2%80%93_tai_chinh\" >Sample evaluation criteria form for accounting and finance staff.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-26\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Mau_bang_tieu_chi_danh_gia_nhan_vien_mua_hang\" >Sample employee performance evaluation criteria form for purchasing staff.<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-27\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#5_sai_lam_pho_bien_khi_dung_bang_tieu_chi_danh_gia_nhan_vien\" >5 common mistakes when using employee performance evaluation criteria.<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-28\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#1_Danh_gia_cam_tinh_thay_vi_dua_tren_du_lieu\" >1. Judging subjectively instead of based on data.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-29\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#2_KPI_sai_hoac_KPI_lech_muc_tieu_to_chuc\" >2. Incorrect KPIs or KPIs that deviate from organizational goals.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-30\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#3_Du_lieu_ban_hoac_thieu_nguon_du_lieu_tin_cay\" >3. Dirty data or lack of reliable data sources.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-31\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#4_Thieu_calibration_giua_cac_quan_ly\" >4. Lack of calibration among managers.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-32\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#5_Danh_gia_qua_muon_chi_lam_cuoi_ky\" >5. Evaluation too late (only done at the end of the term)<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-33\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#FAQ_%E2%80%93_Cau_hoi_thuong_gap_ve_bang_tieu_chi_danh_gia_nhan_vien_la_gi\" >FAQ \u2013 Frequently Asked Questions: What are the criteria for evaluating employees?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-34\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#1_Bang_tieu_chi_danh_gia_nhan_vien_gom_nhung_gi\" >1. What does the employee performance evaluation criteria include?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-35\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#2_Bao_lau_nen_danh_gia_nhan_vien_mot_lan\" >2. How often should employee performance reviews be conducted?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-36\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#3_KPI_hay_OKR_phu_hop_hon\" >3. Which is more suitable: KPI or OKR?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-37\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#4_Lam_sao_danh_gia_trung_thuc_khach_quan\" >4. How can we conduct an honest and objective evaluation?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-38\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#5_Co_nen_dung_DSO_de_danh_gia_Sales\" >5. Should we use DSO to evaluate sales?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-39\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#6_Lam_sao_giam_thoi_gian_tong_hop_danh_gia\" >6. How can we reduce the time spent compiling evaluations?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-40\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#7_Danh_gia_lien_tuc_co_thay_the_danh_gia_dinh_ky_khong\" >7. Can continuous assessment replace periodic assessment?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-41\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#8_Co_can_phan_mem_de_danh_gia_nhan_vien_khong\" >8. Is software necessary for employee evaluation?<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-42\" href=\"https:\/\/bizzi.vn\/en\/employee-evaluation-criteria\/#Ket_luan\" >Conclude<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"Bang_tieu_chi_danh_gia_nhan_vien_la_gi_va_khac_gi_voi_%E2%80%9Cmau_danh_gia_nhan_vien%E2%80%9D\"><\/span><b>What is an employee performance evaluation criteria sheet and how does it differ from an employee performance review form?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Employee performance evaluation criteria and &quot;employee evaluation forms&quot; are often used interchangeably, but they differ fundamentally in their management thinking. Understanding this distinction helps businesses avoid common pitfalls. <\/span><i><span style=\"font-weight: 400;\">evaluation for the sake of giving an opinion<\/span><\/i><span style=\"font-weight: 400;\"> but it didn&#039;t improve performance.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The employee performance evaluation criteria are a defined standard framework. <\/span><i><span style=\"font-weight: 400;\">What factors do businesses use to evaluate their employees?<\/span><\/i><span style=\"font-weight: 400;\"> and <\/span><i><span style=\"font-weight: 400;\">What constitutes good, satisfactory, or unsatisfactory performance?<\/span><\/i><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It answers the core questions:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What does a business consider to be work efficiency?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What skills, behaviors, and outcomes are required for this position?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What specific index or description is used to measure each criterion?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Characteristic<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Strategic and directional<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">In line with organizational goals, culture, and job roles.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Few changes, long-lasting use.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">It is the &quot;backbone&quot; of the evaluation system.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">The employee performance review form is a deployment form used for <\/span><i><span style=\"font-weight: 400;\">record the evaluation results<\/span><\/i><span style=\"font-weight: 400;\"> in each period (month\/quarter\/year).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It replied:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Evaluate whom, when?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Where to leave scores and comments?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">How are the results compiled?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Characteristic<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Operational in nature<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">This may vary by period and by department.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">It is a recording and summarizing tool.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">It depends entirely on the criteria table.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In summary, the Employee Performance Evaluation Criteria are: <\/span><i><span style=\"font-weight: 400;\">foundation of thinking<\/span><\/i><span style=\"font-weight: 400;\">This determines whether the evaluation is fair and creates value. The employee evaluation template is: <\/span><i><span style=\"font-weight: 400;\">execution tool<\/span><\/i><span style=\"font-weight: 400;\">It cannot be good without the right criteria.<\/span><\/p>\n<p><img fetchpriority=\"high\" decoding=\"async\" class=\"aligncenter wp-image-999979823 size-full\" src=\"https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/bang-tieu-chi-danh-gia-nhan-vien-1.webp\" alt=\"employee-evaluation-criteria\" width=\"852\" height=\"568\" title=\"\" srcset=\"https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/bang-tieu-chi-danh-gia-nhan-vien-1.webp 852w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/bang-tieu-chi-danh-gia-nhan-vien-1-300x200.webp 300w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/bang-tieu-chi-danh-gia-nhan-vien-1-768x512.webp 768w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/bang-tieu-chi-danh-gia-nhan-vien-1-18x12.webp 18w\" sizes=\"(max-width: 852px) 100vw, 852px\" \/><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Top_12_tieu_chi_danh_gia_nhan_vien_pho_bien_nhat_hien_nay\"><\/span><b>Top 12 most common employee evaluation criteria today.<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Below is <\/span><b>Top 12 most common employee evaluation criteria today.<\/b><span style=\"font-weight: 400;\">, structured according to thinking <\/span><b>performance \u2013 risk \u2013 capability<\/b><span style=\"font-weight: 400;\">This helps businesses measure results while minimizing subjective evaluations. The content is suitable for use with... <\/span><b>standard criteria table<\/b><span style=\"font-weight: 400;\">It&#039;s not just a formal checklist.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Nhom_A_%E2%80%94_Ket_qua_Hieu_suat_Performance-based\"><\/span><strong>Group A \u2014 Results &amp; Performance (Performance-based)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<h4><span class=\"ez-toc-section\" id=\"Tieu_chi_1_Muc_do_hoan_thanh_KPIOKR\"><\/span><strong>Criterion 1: Level of KPI\/OKR completion<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Measure the extent to which employees achieve committed goals regarding output, quality, schedule, or impact. This is a fundamental metric that directly reflects performance. <\/span><b>output<\/b><span style=\"font-weight: 400;\"> It&#039;s not about how busy you are.<\/span><\/p>\n<p><b>Common measurement methods:<\/b><span style=\"font-weight: 400;\"> % completed KPI\/OKR, exceeding\/falling short of targets.<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"Tieu_chi_2_Hieu_qua_tai_chinh_tao_ra_Revenue_Cost_impact\"><\/span><strong>Criterion 2: Financial impact (Revenue \/ Cost impact)\u00a0<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Assess the level of employee contribution to <\/span><b>increase revenue, <a href=\"https:\/\/bizzi.vn\/top-33-chien-luoc-cat-giam-chi-phi-trong-doanh-nghiep-hieu-qua\/\">cut costs in business<\/a> or optimize resources<\/b><span style=\"font-weight: 400;\">This is especially important for roles in finance, sales, and operations.<\/span><\/p>\n<p><b>How to measure:<\/b><span style=\"font-weight: 400;\"> Revenue generated, cost savings achieved, cost avoidance.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Nhom_B_%E2%80%94_Tuan_thu_Rui_ro_Compliance-based\"><\/span><strong>Group B \u2014 Compliance &amp; Risk (Compliance-based)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<h4><span class=\"ez-toc-section\" id=\"Tieu_chi_3_Muc_do_tuan_thu_quy_trinh_va_chinh_sach\"><\/span><strong>Criterion 3: Level of compliance with procedures and policies<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Measure the extent to which employees adhere to internal procedures, regulations, and legal requirements related to their work. This metric helps reduce operational and legal risks.<\/span><\/p>\n<p><b>How to measure:<\/b><span style=\"font-weight: 400;\"> Number of violations, degree of procedural deviation, audit results.<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"Tieu_chi_4_Tinh_trung_thuc_do_bang_du_lieu\"><\/span><strong>Criterion 4: Integrity (measured by data)\u00a0<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Don&#039;t judge based on emotions, but on facts. <\/span><b>work traces<\/b><span style=\"font-weight: 400;\">Reporting must be accurate, complete, and timely; no errors should be concealed; and no data fraud should occur.<\/span><\/p>\n<p><b>How to measure:<\/b><span style=\"font-weight: 400;\"> Comparison of reports \u2013 system, number of data adjustments, cross-checking results.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Nhom_C_%E2%80%94_Thai_do_Nang_luc_Behavior_Capability\"><\/span><strong>Group C \u2014 Behavior &amp; Capability<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<h4><span class=\"ez-toc-section\" id=\"Tieu_chi_5_Tinh_than_trach_nhiem_va_chu_dong\"><\/span><strong>Criterion 5: Sense of responsibility and proactiveness<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Employee performance evaluation <\/span><b>Take the job to the end.<\/b><span style=\"font-weight: 400;\">Instead of shirking responsibility, proactively propose solutions instead of waiting for instructions.<\/span><\/p>\n<p><b>Measurement indicators:<\/b><span style=\"font-weight: 400;\"> Job feedback, problem handling, level of reminders needed.<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"Tieu_chi_6_Ky_luat_tuan_thu_quy_trinh_lam_viec\"><\/span><strong>Criterion 6: Discipline &amp; adherence to work procedures<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Unlike criterion 3 (business processes), this criterion focuses on <\/span><b>personal discipline<\/b><span style=\"font-weight: 400;\">Deadlines, reports, work standards.<\/span><\/p>\n<p><b>How to measure:<\/b><span style=\"font-weight: 400;\"> Meet deadlines, adhere to work schedules and internal regulations.<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"Tieu_chi_7_Kha_nang_hop_tac_phoi_hop_lam_viec_nhom\"><\/span><strong>Criterion 7: Ability to cooperate and work in a team<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Assess the level of effective collaboration with colleagues, other departments, and stakeholders to achieve common goals.<\/span><\/p>\n<p><b>How to measure:<\/b><span style=\"font-weight: 400;\"> 360-degree feedback, conflict level, and cross-departmental project effectiveness.<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"Tieu_chi_8_Ky_nang_chuyen_mon_nang_luc_thuc_thi\"><\/span><strong>Criterion 8: Professional Skills &amp; Execution Capabilities<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Measure the level of proficiency in knowledge, professional skills, and the ability to apply them to real-world work, not just qualifications.<\/span><\/p>\n<p><b>How to measure:<\/b><span style=\"font-weight: 400;\"> Output quality, level of support required, business error rate.<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"Tieu_chi_9_Kha_nang_hoc_hoi_thich_nghi\"><\/span><strong>Criterion 9: Ability to learn and adapt<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Assess the speed of acquiring new knowledge and the ability to adapt to changes in processes, tools, and objectives.<\/span><\/p>\n<p><b>How to measure:<\/b><span style=\"font-weight: 400;\"> Time to master a new task, level of improvement after receiving feedback.<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"Tieu_chi_10_Quan_ly_thoi_gian_du_an_uu_tien_cong_viec\"><\/span><strong>Criterion 10: <a href=\"https:\/\/bizzi.vn\/6-buoc-quan-ly-thoi-gian-du-an\/\">Project Time Management<\/a> &amp; job priorities<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Measures the ability to allocate time effectively, focus on important tasks, and minimize wasted time.<\/span><\/p>\n<p><b>How to measure:<\/b><span style=\"font-weight: 400;\"> Late payment rate, personal cycle time, multitasking ability.<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"Tieu_chi_11_Kha_nang_xu_ly_van_de_ra_quyet_dinh\"><\/span><strong>Criterion 11: Problem-solving and decision-making ability<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Evaluate the level of problem analysis, choose solutions, and take responsibility for the decisions made.<\/span><\/p>\n<p><b>How to measure:<\/b><span style=\"font-weight: 400;\"> Decision quality, number of recurring incidents, and the extent to which it escalated to management.<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"Tieu_chi_12_Dong_gop_cai_tien_toi_uu_quy_trinh\"><\/span><strong>Criterion 12: Contributions to process improvement and optimization<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Measure the level of employee participation in improving work methods and proposing initiatives to help <\/span><b>Reduce costs, reduce time, reduce risks.<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><b>How to measure:<\/b><span style=\"font-weight: 400;\"> Number of feasible proposals, value of improvements that can be applied in practice.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In summary, the top 12 criteria above help businesses <\/span><b>comprehensive employee evaluation<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">There are results (Performance)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Balance<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Capability<\/span><\/li>\n<\/ul>\n<p><em><strong>See more content about the 9-Box Grid Model \u2013 How to evaluate personnel using performance data and budget. <a href=\"https:\/\/bizzi.vn\/mo-hinh-9-box-grid\/\">here<\/a><\/strong><\/em><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Cach_xay_dung_bang_tieu_chi_danh_gia_nhan_vien_chuan_du_lieu_Framework_4_lop\"><\/span><b>How to build a data-driven employee performance evaluation framework (4-layer framework)<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">An effective employee performance evaluation system should incorporate criteria, weighting, data sources, and evaluation cycles to ensure fairness and minimize subjectivity.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Lop_1_%E2%80%94_Ket_qua_dau_ra_Outcome_Performance\"><\/span><b>Level 1 \u2014 Output (Outcome \/ Performance)<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><b>The core question: <\/b><span style=\"font-weight: 400;\">This employee created <\/span><b>What results can be measured?<\/b><span style=\"font-weight: 400;\">?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is the most important layer, reflecting the actual value that employees bring.<\/span><\/p>\n<p><b>Typical criteria<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">KPI\/OKR completion level<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Revenue, output, and quality of production.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Financial impact: increased revenue, reduced costs, reduced waste.<\/span><\/li>\n<\/ul>\n<p><b>Principle<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Measure by data, not by vague descriptions.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Aligned with department and company goals<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">There are clear thresholds for passing, exceeding, and failing to meet the requirements.<\/span><\/li>\n<\/ul>\n<p><i><span style=\"font-weight: 400;\">If this class is weak, the entire evaluation will become merely a formality.<\/span><\/i><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Lop_2_%E2%80%94_Cach_tao_ra_ket_qua_Process_Efficiency\"><\/span><b>Level 2 \u2014 How to Produce Results (Process &amp; Efficiency)<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><b>The core question: <\/b><span style=\"font-weight: 400;\">That result was produced. <\/span><b>How<\/b><span style=\"font-weight: 400;\">?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Two people achieving the same KPIs but using different methods can create very different risks.<\/span><\/p>\n<p><b>Typical criteria<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Adhere to procedures and policies.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Individual\/Group Cycle Time<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Error rate, rework, exceptions<\/span><\/li>\n<\/ul>\n<p><b>Principle<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Evaluate <\/span><i><span style=\"font-weight: 400;\">making<\/span><\/i><span style=\"font-weight: 400;\">, not only <\/span><i><span style=\"font-weight: 400;\">result<\/span><\/i><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Avoid encouraging the practice of &quot;achieving KPIs at all costs.&quot;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Data is derived from the system, not from management&#039;s subjective feelings.<\/span><\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"Lop_3_%E2%80%94_Nang_luc_hanh_vi_Capability_Behavior\"><\/span><b>Grade 3 \u2014 Competence &amp; Behavior<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><b>The core question: <\/b><span style=\"font-weight: 400;\">The staff have <\/span><b>appropriate competence and behavior<\/b><span style=\"font-weight: 400;\"> Is this to maintain sustainable results?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This class reflects potential for growth, not just short-term performance.<\/span><\/p>\n<p><b>Typical criteria<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Professional and execution skills<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ability to cooperate and communicate<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Proactive, responsible, disciplined<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Time management &amp; task prioritization<\/span><\/li>\n<\/ul>\n<p><b>Principle<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Description of behavior <\/span><b>observable<\/b><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Avoid using sentimental language like &quot;good&quot; or &quot;enthusiastic.&quot;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">There are specific examples for each score level.<\/span><\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"Lop_4_%E2%80%94_Tinh_liem_chinh_rui_ro_Integrity_Risk\"><\/span><b>Grade 4 \u2014 Integrity &amp; Risk<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><b>The core question: <\/b><span style=\"font-weight: 400;\">This employee created <\/span><b>hidden risks<\/b><span style=\"font-weight: 400;\"> Is this for the organization?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is a layer that is often overlooked but is extremely important for businesses that are scaling.<\/span><\/p>\n<p><b>Typical criteria<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Honesty in reporting and data<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Compliance with internal controls (SoD)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Attitude when mistakes occur (transparent or concealed)<\/span><\/li>\n<\/ul>\n<p><b>Principle<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Prioritize system data and audit trail.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">No &quot;compensation points&quot; will be given for serious violations.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Use as a criterion <\/span><i><span style=\"font-weight: 400;\">gate<\/span><\/i><span style=\"font-weight: 400;\"> (Pass\/Fail)<\/span><\/li>\n<\/ul>\n<figure id=\"attachment_999979824\" aria-describedby=\"caption-attachment-999979824\" style=\"width: 1200px\" class=\"wp-caption aligncenter\"><img decoding=\"async\" class=\"wp-image-999979824\" src=\"https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/bang-tieu-chi-danh-gia-nhan-vien-2-scaled.png\" alt=\"employee-evaluation-criteria\" width=\"1200\" height=\"900\" title=\"\" srcset=\"https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/bang-tieu-chi-danh-gia-nhan-vien-2-scaled.png 2560w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/bang-tieu-chi-danh-gia-nhan-vien-2-300x225.png 300w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/bang-tieu-chi-danh-gia-nhan-vien-2-1024x768.png 1024w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/bang-tieu-chi-danh-gia-nhan-vien-2-768x576.png 768w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/bang-tieu-chi-danh-gia-nhan-vien-2-1536x1151.png 1536w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/bang-tieu-chi-danh-gia-nhan-vien-2-2048x1535.png 2048w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/bang-tieu-chi-danh-gia-nhan-vien-2-16x12.png 16w\" sizes=\"(max-width: 1200px) 100vw, 1200px\" \/><figcaption id=\"caption-attachment-999979824\" class=\"wp-caption-text\">An effective employee performance evaluation system should incorporate criteria, weighting, data sources, and evaluation cycles to ensure fairness and minimize subjectivity.<\/figcaption><\/figure>\n<h2><span class=\"ez-toc-section\" id=\"3_mau_bang_tieu_chi_danh_gia_nhan_vien_theo_phong_ban\"><\/span><b>3 sample employee performance evaluation criteria forms by department.<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Each department needs a different employee evaluation criteria framework to accurately reflect the specifics of the job and its financial impact. Below are three sample employee evaluation criteria frameworks by department, designed with a data-driven mindset \u2013 measurable and directly linked to financial performance, not just subjective evaluations.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Mau_bang_tieu_chi_danh_gia_nhan_vien_kinh_doanh_Sales\"><\/span><b>Sample Sales Employee Performance Evaluation Criteria<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">This employee performance evaluation criteria expands from revenue KPIs to include the quality of cash collection. Salespeople are evaluated not only on how much they sell, but also on how much they collect and how quickly they collect it.<\/span><\/p>\n<table style=\"border-color: #000000;\" border=\"1\">\n<tbody>\n<tr>\n<td><span style=\"font-weight: 400;\">Criteria group<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Evaluation criteria<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Measurement index<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Management significance<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Data sources<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Result<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Revenue achieved<\/span><\/td>\n<td><span style=\"font-weight: 400;\">% Revenue KPI<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Measure revenue generation potential.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">CRM<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Result<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Order profit margin<\/span><\/td>\n<td><span style=\"font-weight: 400;\">% Gross Margin<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Avoid selling at any cost.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">ERP<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Cash flow\u00a0<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Individual\/Group DSO<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Number of days<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Measure the speed of cash flow.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Bizzi ARM<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Cash flow\u00a0<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Aging accounts receivable<\/span><\/td>\n<td><span style=\"font-weight: 400;\">% debt &gt;30\/60 days<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Identify recall risks<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Bizzi ARM<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Cash flow\u00a0<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Collection rate<\/span><\/td>\n<td><span style=\"font-weight: 400;\">% collected \/ receivable<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Assign sales and collection responsibilities.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Bizzi ARM<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Follow<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Comply with payment terms.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">% on time<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Reducing post-sales disputes<\/span><\/td>\n<td><span style=\"font-weight: 400;\">ERP \/ Bizzi<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Behavior<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Coordinate with AR<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Qualitative assessment<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Avoid the &quot;once sold, done&quot; mentality.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Manage<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3><span class=\"ez-toc-section\" id=\"Mau_bang_tieu_chi_danh_gia_nhan_vien_ke_toan_%E2%80%93_tai_chinh\"><\/span><b>Sample evaluation criteria form for accounting and finance staff.<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">This employee performance evaluation template focuses on speed, accuracy, and risk control. The key difference is that it doesn&#039;t evaluate &quot;doing a lot,&quot; but rather &quot;doing it quickly, correctly, and with few exceptions.&quot;<\/span><\/p>\n<table style=\"border-color: #000000;\" border=\"1\">\n<tbody>\n<tr>\n<td><span style=\"font-weight: 400;\">Criteria group<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Evaluation criteria<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Measurement index<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Management significance<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Data sources<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Efficiency<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Invoice processing number<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Monthly Bill<\/span><\/td>\n<td><span style=\"font-weight: 400;\">workload<\/span><\/td>\n<td><span style=\"font-weight: 400;\">ERP<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Efficiency\u00a0<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Invoice processing cycle time<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Hour\/Day<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Measure wasted time<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Bizzi Bot<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Quality\u00a0<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Exception rate<\/span><\/td>\n<td><span style=\"font-weight: 400;\">% exceptional invoice<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Accuracy measurement<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Bizzi Bot<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Quality<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Rework rate<\/span><\/td>\n<td><span style=\"font-weight: 400;\">%<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Repeatability measurement<\/span><\/td>\n<td><span style=\"font-weight: 400;\">ERP<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Follow<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Adhere to the expenditure approval process.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">% is correct<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Reduce internal risks.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Bizzi Expense<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Risk<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Incorrect\/Duplicate payment<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Number of cases<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Avoid losing money.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Bizzi Bot<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Attitude<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Departmental coordination<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Qualitative<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Reduce congestion<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Manage<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3><span class=\"ez-toc-section\" id=\"Mau_bang_tieu_chi_danh_gia_nhan_vien_mua_hang\"><\/span><b>Sample employee performance evaluation criteria form for purchasing staff.<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Sample employee evaluation criteria form linking procurement with risk control and financial discipline. The difference with this form is that Procurement doesn&#039;t just buy cheap, but buys right \u2013 buys clean \u2013 buys with control.<\/span><\/p>\n<table style=\"border-color: #000000;\" border=\"1\">\n<tbody>\n<tr>\n<td><span style=\"font-weight: 400;\">Criteria group<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Evaluation criteria<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Measurement index<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Management significance<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Data sources<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Result<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Purchase price versus budget<\/span><\/td>\n<td><span style=\"font-weight: 400;\">% deviation<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Cost Control<\/span><\/td>\n<td><span style=\"font-weight: 400;\">ERP<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Follow\u00a0<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Comply with the PO.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">% purchase with valid purchase order<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Reduce out-of-control purchases.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Bizzi Bot<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Risk\u00a0<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Invoice risk<\/span><\/td>\n<td><span style=\"font-weight: 400;\">% invoice incorrect PO\/GR<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Avoid disputes and incorrect payments.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Bizzi Bot<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Efficiency<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Purchase Cycle Time<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Day<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Avoid delays<\/span><\/td>\n<td><span style=\"font-weight: 400;\">ERP<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Follow<\/span><\/td>\n<td><span style=\"font-weight: 400;\">NCC meets standards.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">%<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Reduce legal risk<\/span><\/td>\n<td><span style=\"font-weight: 400;\">ERP<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Combination<\/span><\/td>\n<td><span style=\"font-weight: 400;\">In coordination with AP<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Qualitative<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Reduce payment congestion.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Manage<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Improve<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Proposed optimal supplier<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Number of proposals<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Long-term optimization<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Manage<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"font-weight: 400;\">With these three employee evaluation models, modern employee valuation goes beyond attitude or effort, measuring impact on money, time, and risk.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"5_sai_lam_pho_bien_khi_dung_bang_tieu_chi_danh_gia_nhan_vien\"><\/span><b>5 common mistakes when using employee performance evaluation criteria.<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Below are five of the most common mistakes businesses make when using employee performance evaluation forms, resulting in a time-consuming, ineffective, or even counterproductive evaluation system.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"1_Danh_gia_cam_tinh_thay_vi_dua_tren_du_lieu\"><\/span><strong>1. Judging subjectively instead of based on data.<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The most common mistake is using vague criteria such as:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">&quot;Work hard&quot;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">&quot;Good attitude&quot;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">&quot;Be responsible&quot;<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">When there are no clear metrics, the evaluation results depend on:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Manager&#039;s personal opinion<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Near-distant relationship<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Recency bias<\/span><\/li>\n<\/ul>\n<p><b>Consequences:<\/b><span style=\"font-weight: 400;\"> Good employees don&#039;t see fairness, while underperforming employees don&#039;t know what to improve.<\/span><\/p>\n<p><b>How to avoid:<\/b><span style=\"font-weight: 400;\"> Shift criteria to measurable indicators (KPIs, cycle time, error rate, DSO, etc.), using systematic data instead of subjective opinions.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"2_KPI_sai_hoac_KPI_lech_muc_tieu_to_chuc\"><\/span><strong>2. Incorrect KPIs or KPIs that deviate from organizational goals.<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Many businesses measure <\/span><b>the easy to measure<\/b><span style=\"font-weight: 400;\">, not measured <\/span><b>the thing to measure<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Sales measures revenue, not cash collected.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Accounting measures the quantity of invoices, not the quality of processing.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Management measures &quot;on time,&quot; not value created.<\/span><\/li>\n<\/ul>\n<p><b>Consequences:<\/b><span style=\"font-weight: 400;\"> Employees optimize their individual KPIs but at the expense of cash flow, risk, or internal experience.<\/span><\/p>\n<p><b>How to avoid:<\/b><span style=\"font-weight: 400;\"> Design KPIs linked to <\/span><b>final result<\/b><span style=\"font-weight: 400;\"> (cash-in, cost, risk), not just intermediate tasks.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"3_Du_lieu_ban_hoac_thieu_nguon_du_lieu_tin_cay\"><\/span><strong>3. Dirty data or lack of reliable data sources.<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The evaluation is based on:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The Excel file is automatically compiled.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Manual adjustment report<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Data is inconsistent across departments.<\/span><\/li>\n<\/ul>\n<p><b>Consequences:<\/b><span style=\"font-weight: 400;\"> The evaluation process undermines credibility, and management wastes time explaining instead of improving performance.<\/span><\/p>\n<p><b>How to avoid:<\/b><span style=\"font-weight: 400;\"> identify <\/span><b>single source of truth<\/b><span style=\"font-weight: 400;\"> (ERP, CRM, automation systems) minimize manual data entry and editing.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"4_Thieu_calibration_giua_cac_quan_ly\"><\/span><strong>4. Lack of calibration among managers.<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Same criteria, but:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Manager A gave 4 points.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Manager B only gave 2\u20133 points.<\/span><\/li>\n<\/ul>\n<p><b>Consequences:<\/b><span style=\"font-weight: 400;\"> Unfair evaluations lead to dissatisfaction and a loss of trust in the system.<\/span><\/p>\n<p><b>How to avoid:<\/b><span style=\"font-weight: 400;\"> organization <\/span><b>calibration session<\/b><span style=\"font-weight: 400;\"> Among managers, data and real-world examples should be used to agree on evaluation standards.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"5_Danh_gia_qua_muon_chi_lam_cuoi_ky\"><\/span><strong>5. Evaluation too late (only done at the end of the term)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Many businesses only evaluate:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">End of quarter<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">End of the year<\/span><\/li>\n<\/ul>\n<p><b>Consequences:<\/b><span style=\"font-weight: 400;\"> Performance reviews have become merely &quot;closing the books,&quot; no longer effective in improving performance.<\/span><\/p>\n<p><b>How to avoid:<\/b><span style=\"font-weight: 400;\"> switch <\/span><b>continuous performance evaluation<\/b><span style=\"font-weight: 400;\">, monitor metrics in real time and provide early feedback.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In summary, establish a criteria for evaluating employees. <\/span><b>That&#039;s correct.<\/b><span style=\"font-weight: 400;\">, But <\/span><b>misuse<\/b><span style=\"font-weight: 400;\"> will:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Time-consuming<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Create conflict<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">No improvement in work efficiency.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">For a rating system to truly create value, businesses need:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Clean data<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">KPIs in their true nature<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Unified evaluation standards<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Provide timely feedback, don&#039;t wait until the end of the period.<\/span><\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"FAQ_%E2%80%93_Cau_hoi_thuong_gap_ve_bang_tieu_chi_danh_gia_nhan_vien_la_gi\"><\/span><b>FAQ \u2013 Frequently Asked Questions: What are the criteria for evaluating employees?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Below are answers to frequently asked questions regarding employee performance evaluation criteria.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"1_Bang_tieu_chi_danh_gia_nhan_vien_gom_nhung_gi\"><\/span><strong>1. What does the employee performance evaluation criteria include?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">A standard criteria table <\/span><b>It&#039;s not just a list of KPIs.<\/b><span style=\"font-weight: 400;\">, which usually consists of 4 layers:<\/span><\/p>\n<ul>\n<li><b>Key Objectives\/KPIs: <\/b>Linked to the final outcome (revenue, cash collection, costs, quality).<\/li>\n<li><b>Process metrics<\/b>: cycle time, error rate, exception rate, debt aging<\/li>\n<li><b>Compliance &amp; Risks: <\/b>The process was followed correctly, within the specified timeframe, and without any serious errors.<\/li>\n<li><b>Behavior &amp; abilities: <\/b>Be proactive, collaborative, and willing to learn \u2013 but this must be supported by examples or data.<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">If any of these four layers are missing, the assessment is likely to be biased or subjective.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"2_Bao_lau_nen_danh_gia_nhan_vien_mot_lan\"><\/span><strong>2. How often should employee performance reviews be conducted?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">There&#039;s no single &quot;standard&quot; frequency for every business, but the best practice is:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Track data: weekly \/ monthly<\/b><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Official evaluation: quarterly<\/b><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Salary\/bonus adjustments: every 6 months or 1 year.<\/b><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Most importantly: <\/span><b>Don&#039;t wait until the end of the period to review the data.<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"3_KPI_hay_OKR_phu_hop_hon\"><\/span><strong>3. Which is more suitable: KPI or OKR?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><b>You don&#039;t have to choose one over the other.<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>OKR<\/b><span style=\"font-weight: 400;\"> Suitable for:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Strategic objectives<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">New project<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Improvement, innovation<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>KPI<\/b><span style=\"font-weight: 400;\"> Suitable for:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Daily operation<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Measure steady-state performance<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Linked to rewards and punishments.<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><b>The most effective approach: <\/b><span style=\"font-weight: 400;\">OKRs are for guidance, KPIs are for measurement and compensation.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"4_Lam_sao_danh_gia_trung_thuc_khach_quan\"><\/span><strong>4. How can we conduct an honest and objective evaluation?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">4 core principles:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Use data instead of intuition.<\/b><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Measure only what is verifiable.<\/b><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>There is a common evaluation standard (calibration).<\/b><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Acknowledge the evidence, don&#039;t just give points.<\/b><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">If you cannot answer the question <\/span><i><span style=\"font-weight: 400;\">&quot;On what basis are the scores given?&quot;<\/span><\/i><span style=\"font-weight: 400;\"> That criterion is not objective enough.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"5_Co_nen_dung_DSO_de_danh_gia_Sales\"><\/span><strong>5. Should we use DSO to evaluate sales?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><b>Yes, but not for use alone.<\/b><\/p>\n<p><span style=\"font-weight: 400;\">DSO reflects:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Revenue quality<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Revenue<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Level of coordination with accounting and accounts payable<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">It&#039;s recommended to combine:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Revenue<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Collection rate<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Aging accounts receivable by customer group<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u00a0DSO helps avoid this situation. <\/span><b>Sales are booming, but the money isn&#039;t coming in.<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"6_Lam_sao_giam_thoi_gian_tong_hop_danh_gia\"><\/span><strong>6. How can we reduce the time spent compiling evaluations?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The reasons for the time-consuming nature of this process often stem from:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Manual data collection<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Disjoint files<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The manager had to &quot;go and ask for the phone number&quot;.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Ways to reduce:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Standardize the index<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Retrieve data directly from the system (CRM, ERP, ARM, Expense).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Automated dashboards replace Excel reports.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Objective: The evaluation is based on operational data, not a final project.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"7_Danh_gia_lien_tuc_co_thay_the_danh_gia_dinh_ky_khong\"><\/span><strong>7. Can continuous assessment replace periodic assessment?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Not a replacement, but a supplement.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Continuous evaluation: helps detect problems early and provide timely feedback.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Periodic performance reviews: used for decisions regarding salary, bonuses, and promotions.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">An efficient business is one that combines both.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"8_Co_can_phan_mem_de_danh_gia_nhan_vien_khong\"><\/span><strong>8. Is software necessary for employee evaluation?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Not mandatory, but <\/span><b>essential as scale increases.<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The software helps:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Automatic data collection<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reduce manual data entry and errors.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Transparency of results<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reduce management time.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">The important thing isn&#039;t whether or not you have the software, but rather... <\/span><b>Can the software connect to real operational data?<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Ket_luan\"><\/span><b>Conclude<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">An effective employee performance evaluation system isn&#039;t about a beautiful template, but about the right data \u2013 measuring the right things, at the right time, and with the right people. A data-driven employee evaluation system doesn&#039;t ask &quot;who does better,&quot; but &quot;who creates more sustainable value for the organization.&quot;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A four-tiered framework helps businesses:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Fair evaluation<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Linking performance to risk<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Suitable for use in compensation, bonuses, training, and succession planning.<\/span><\/li>\n<\/ul>\n<figure id=\"attachment_999979825\" aria-describedby=\"caption-attachment-999979825\" style=\"width: 710px\" class=\"wp-caption aligncenter\"><img decoding=\"async\" class=\"wp-image-999979825 size-full\" src=\"https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/bang-tieu-chi-danh-gia-nhan-vien-3.png\" alt=\"Employee Evaluation Criteria 3\" width=\"710\" height=\"400\" title=\"\" srcset=\"https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/bang-tieu-chi-danh-gia-nhan-vien-3.png 710w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/bang-tieu-chi-danh-gia-nhan-vien-3-300x169.png 300w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/bang-tieu-chi-danh-gia-nhan-vien-3-18x10.png 18w\" sizes=\"(max-width: 710px) 100vw, 710px\" \/><figcaption id=\"caption-attachment-999979825\" class=\"wp-caption-text\">An effective employee performance evaluation system isn&#039;t about a beautiful template, but about the right data \u2013 measuring the right things, at the right time, and with the right people.<\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\">Employee performance evaluation criteria only truly create value when they are built on real financial data and operate through automation. When KPIs, behavior, and compliance are measured by cycle time, DSO, exception rate, or cost-cash flow impact, businesses will move beyond subjective evaluations and &quot;end-of-period memory.&quot;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Bizzi acts as a data infrastructure for employee performance evaluation: automatically recording supporting documents such as invoices, expense approvals, and accounts payable; standardizing metrics in real time; and transforming individual performance into a financial language that allows CFOs and executives to make immediate decisions. As a result, employee evaluation is no longer just an HR procedure, but becomes an effective management tool for risk control and ROI optimization.<\/span><\/p>\n<p><em><span style=\"font-weight: 400;\">Register here to experience solutions from Bizzi: <a href=\"https:\/\/bizzi.vn\/dang-ky-dung-thu\/\">https:\/\/bizzi.vn\/dang-ky-dung-thu\/<\/a><\/span><\/em><\/p>","protected":false},"excerpt":{"rendered":"<p>\u0110a s\u1ed1 doanh nghi\u1ec7p \u0111\u00e1nh gi\u00e1 nh\u00e2n vi\u00ean d\u1ef1a tr\u00ean c\u1ea3m nh\u1eadn, b\u00e1o c\u00e1o th\u1ee7 c\u00f4ng ho\u1eb7c c\u00e1c m\u1eabu Excel r\u1eddi r\u1ea1c. B\u00e0i vi\u1ebft n\u00e0y&#8230;<\/p>","protected":false},"author":56,"featured_media":999979822,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","inline_featured_image":false,"footnotes":""},"categories":[76],"tags":[],"class_list":["post-999979821","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-goc-nhin-cfo"],"acf":[],"_links":{"self":[{"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/posts\/999979821","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/users\/56"}],"replies":[{"embeddable":true,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/comments?post=999979821"}],"version-history":[{"count":1,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/posts\/999979821\/revisions"}],"predecessor-version":[{"id":999979827,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/posts\/999979821\/revisions\/999979827"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/media\/999979822"}],"wp:attachment":[{"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/media?parent=999979821"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/categories?post=999979821"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/tags?post=999979821"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}