Principles of performance appraisal system: 1. Strict system performance is investigated employees past and present, but also on their future behavior prediction. Only institutionalized performance assessment, regularly carry out in order to fully understand the potential of employees, the company found the problems, in order to achieve the efficient operation of the company. 2. Targeted performance appraisal as a management tool, and related personnel actions must be combined. These personnel actions including recruitment, promotion, training, and wage adjustments and incentives combined. 3. Transparent performance appraisal system must have sufficient transparency, we must first obtain the consensus of the whole bank up and down, followed by the assessment criteria must be very clear. Between the upper and lower levels through direct dialogue, face to face communication and other ways to carry out assessment work and to engage in secret operations is not feasible. In implementing the principle of transparency should pay attention to the following points: First performance evaluation of classification, the introduction of self-assessment mechanism. Through self-examination, can contribute to the achievement of organizational goals to meet the individual needs basis. Then the principle of performance appraisal and if it focuses on capacity assessment and qualifications in a range of intelligence hierarchy, at least be able to find the gap between its own staff capacity to make up for their deficiencies. Second, depending on the bank targets a phased introduction of performance assessment standards and rules, so that employees have a gradual understanding of the process of understanding and interaction with employees of the company to ask when implementing performance evaluation. Third, the open assessment activities, on the lower level of direct dialogue, and the original purpose of the assessment of the performance evaluation, which called for capacity development and development of other content is introduced into the staff appraisal system. 4. Only timely feedback feedback main timely performance evaluation of the results of performance appraisal and assessment work can be found in the lack of management activities. A lack of feedback assessment system does not make much sense, we can not play capability development function, it is not necessary as part of the management system independent. 5. Workable assessment system should in the human, financial and material permitted limits, which requires the assessment should be designed according to the target evaluation programs, taking into account the cost-benefit ratio, potential factors influence performance appraisal implementation. The method of performance appraisal system. Design evaluation system different bank departments duties, employees bear the task is different, so the work of assessment and evaluation standards should be different. (1) business unit, which undertake tasks at the frontline employees profit, whose main task is to create effective evaluation of its work is largely more a benefit, it can assess its efficiency indicators completion. (2) the executive branch, that is the bank's management department and other business services, which can be service attitude, service quality and financial savings for as examination content. (3) Management, its role is to establish an effective incentive mechanism, relying on scientific management of the various departments vibrant, efficient work cooperatively with each other, should be based on the overall effectiveness of the bank for their assessment, in order to improve the scientific management level of administration . 2. In addition to the establishment of assessment organization design assessment system should be established assessment organization, the organization should participate in the assessment of high moral character, impartiality and from various angles to the employee's performance. Generally led by the Human Resources Department, other departments send people to participate in the development work of various departments to complete the indicators and scoring criteria, the work of various departments monthly fair assessment. And human resources assessment work by other departments or personally governor. Currently, some banks have taken a points system to assess employees, due to the public fear of offending scores of employees who make scoring and scoring high or relatively average, in order to reduce those concerns scoring, scoring should be secret and collective score better. 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