I am an AI intern in the electric motor manufacturing company, currently doing a project, which this project is to develop a Project Development Management System (PDMS) with AI, which the input of this system are the Motor specifications, Motor Characteristic, Forecast. The output are: AI generates Process Flow Chart & PFMEA automatically. I work very hard to develop it. I just came to this company for about 3 months. Help me to finish the Performance Appraisal Form for Probation Review.

Appraisal Purpose评估目的
To evaluate an employee’s performance against identified competencies and behaviors required for the position held. Results of this appraisal will have a direct influence on the employee’s annual salary review, promotion opportunities and discretionary bo按照既有的任职要求评估雇员的绩效，而这评估结果会对职员的年度薪金审查，晋升和奖金计算有直接影响。
Part A & Part B score calculation A & B 部计分方法
Full score will be 10, lowest scoring will be 1，respectively. 以10分满分，1分最差，如此类推。
 	 
EP： Excellent Performance 【10-9】 AT：Above Target 【8-7】 MT：Meet Target 【6-5】 BT：Below Target【4-3】 SS：Sub-Standard【2-1】
EP：显着超出标准 【10-9】 AT：超出标准 【8-7】 MT：标准 【6-5】 BT：标准以下 【4-3】 SS：非常差之表现【2-1】
EP： Excellent Performance	Work performance well exceeds expectations consistently (more than 70% of normal work) ; a role model 
EP：显着超出标准	工作表现及行为优异 并经常 【占出现率70%或以上】远超出预期；是一个工作典范
AT：Above Target	Work performance exceeds expectations frequently (more than 50% of normal work)
AT：超出标准	工作表现及行为优异 并时而 【占出现率50%或以上】远超出预期
MT：Meet Target	Work performance consistently meets expectations, ocassionally exceeds expectations
MT：标准	工作表现及行为达至工作要求, 偶然远超出预期
BT：Below Target	Work performance falls short of expectations, guidance is required in order to meet expectation
BT：标准以下	工作表现低于预期，需要辅导才可达标
SS：Sub-Standard	Work performance falls substantially below expectations
SS：非常差之表现	工作表现大幅低于预期
 	 
Remarks 注意事项:
1. Any promotion recommendation: please fill in part C(II-I) Question 4 and inform HR six months in advance. HR will prepare related doc to department to follow. 如需为被评估者推荐晋升，必须填写 Part C(II-I)第四题，并请于六个月前提出申请。人力资源部会为大家预备有关文件。
2. Please in put the score in the score rating column. Full score will be 10, lowest scoring will be 1
请于评分栏以 1-10 级评估被评者之表现。
3. Scoring at 8 or above & 3 to 1, MUST fill in "comment" 如评分为8分或以上或1-3分必需填写『注释』一栏。
4. If Appraiser I co-work with the appraisee is less than 3 months please seek the comment from his previous supervisor before start to evaluate your staff. 
如果首位评分者与被评者之合作关系少于三个月，请寻求被评者以往之上司协助共同完成此表格。
5. If Appraiser II disagreed with Appraiser I's rating, pls fill in the score accordingly. System will treat Appraiser II's rating as final.
第二位评分者如果同意第一评分者所评之分数， 毋需再填分，系统将自动按第一评分者计算。
6. If Appraiser II agreed with Appraiser I's rating, just skip it. System will treat Appraiser I's rating as final.
第二位评分者与第一评分者所评之分数不同时将按第二评分者之分数作为最终分数。
7. Department Head need to confirm the scoring before Appraiser I step into next discussion process. 
部门负责人签署代表对整张表格内之数据负责及同意。当第二评分者完成后，部门负责人需签署。然后由第一/二评分者向被评者解释并签署确认。 
If Appraiser disagreed with the scoring, and Appraiser is willing to amend, please inform HR to reverse the process. Restart the rating.
如被评者有任何异议，请通知人力资源及行政部将整个流程重新再做。
Part C – SMART Goal for Next Year 明年工作目标
The objectives of this mutual discussion between a subordinate and his /her supervisor are: 
以下项目是员工和其上司共同相互讨论及达成一致的目标：
1. To emphasize the company values and urge an employee to take responsibility for his/ her career; identify a career direction and share it with the management.强调公司价值观，敦促员工承担他/她的工作责任；确定一个职业方向并与管理层分享。
2. To focus on identifying key development needs to match individual goals and aspirations and that of anticipated corporate/ business needs.重点放在明确关键的发展需求，以配合个人目标和愿望，配合企业 / 营运需求的预期目标。
3. To identify support required to help the employee to realize his /her full potential.
明确公司可以何种方式支持员工发挥潜能。
4. To agree and document action plan for the next year; development through formal training, self learning, temporary rotations, special projects or task force assignments.同意并以档形式做好明年的行动计划；通过正规培训、自学、短期轮换、特殊项目或工作组任务等来进行。
Help me to finish Part C - SMART Goal for Next Year.