How to write the annual work summary

When the units began to write annual summaries, some units required each employee to submit a debriefing report, but how to write such an "annual summary" can satisfy the leaders and give their performance assessment points. What?

First, the indispensable three major contents

The annual summary is different from the usual work summary. There is a connection between the two, but the writing focus is different. The work summary side rewrites the experience, lessons and experience in the usual work, and the methods adopted for the lessons learned; but the annual summary does not need to be written this way. The annual summary focuses on the individual’s work when describing a work process and gains and losses. Role, responsibility.

Explain clearly what role you play in each job, whether it plays a leading role or an auxiliary role, whether it plays a facilitating role or a hindrance; whether it supports the work of a colleague or a subordinate, or leads a department to complete a certain task. Only by clearly clarifying the role of the individual can we see the relationship between the person in charge and the performance and accurately evaluate the performance of the person in charge. At the same time, it is also easy to distinguish between the existing problems and the faults, whether the responsibility of the debriefing person is negative or direct responsibility.

Generally speaking, the annual summary can be divided into three parts, and the number of words is 1800 words. If you need to speak, it is more appropriate to use 20 minutes.

1. Title, heading and introduction. The introduction is the opening remarks of the annual summary. Here you should be clear about your identity and responsibilities, mainly to explain the work, job responsibilities and work objectives.

2. Main results. This is an important part of the annual summary. The main content is the performance of job responsibilities, the completion of work objectives, outstanding performance and self-evaluation. In layman's terms, it is to write what you have done, how to do it; what achievements have been made, and how effective it is; to self-evaluate both qualitatively and quantitatively.

3. Problems and improvement measures. In this section, we mainly describe the issues and responsibilities in fulfilling our responsibilities, as well as the specific methods for future improvement. When you pay attention to the narrative, don't talk empty words. To be practical, one question and one question are separately described. It is not possible to mix and match in a general way, and the measures must be operable.

In short, the text generally adopts a method of narration, which is mainly based on narrative, writes the work performance of the work done by itself, and comments on the specific performance, and the success or failure of the whole project should not be judged beyond his own duties. .

Second, the ppt layout is better

If possible, you can use the ppt layout instead of the traditional word document. This is because the ppt layout can add some charts and links, which makes the reporters more intuitive to show their work performance, and also facilitates the exchanges at the summary meeting. The past annual summary is the employee's unilateral report on the leadership and hr, and the completion of the writing is completed. Now, the annual summaries of many units have transformed this single function and become a tool for everyone's work exchange at the end of the year. In addition to describing the performance of the work, the illustrated ppt also demonstrates the creative thinking and planning ability of the staff.

Third, let the data speak

A good annual summary, a persuasive report of debriefing is not in the form, full of words, empty and impetuous, but each performance statement is specific, in place, objective, quantified, and goals set at the beginning of the year Conduct a comparison and give yourself an objective and fair evaluation based on actual and quantifiable performance. Qualitative narratives are essential, but quantitative indicators are easier to complete and hr is the basis for annual assessments.