Write a Chinese annual self-review (述职报告 / 年终总结) for a performance cycle: results against OKR or KPI with evidence, the two or three things that mattered most, honest lessons, and next year's plan, in the form Chinese employers expect. Use when asked 帮我写年终总结, 写述职报告, 年度绩效自评, 半年总结, or a year-end review in Chinese. Produces the review in Chinese, a one-page summary for the presentation, a data appendix, and likely questions from the reviewer.
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Use cn-year-end-review to write a Simplified Chinese annual self-review from [goals and measurable outcomes], [projects, role, and setbacks], and [required format, level, and rating scale], including a one-page summary, data appendix, and likely reviewer questions.
Required inputs
[goals and measurable outcomes]
[projects, role, and setbacks]
[required format, level, and rating scale]
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SKILL.md
name: cn-year-end-reviewdescription: "Write a Chinese annual self-review (述职报告 / 年终总结) for a performance cycle: results against OKR or KPI with evidence, the two or three things that mattered most, honest lessons, and next year's plan, in the form Chinese employers expect. Use when asked 帮我写年终总结, 写述职报告, 年度绩效自评, 半年总结, or a year-end review in Chinese. Produces the review in Chinese, a one-page summary for the presentation, a data appendix, and likely questions from the reviewer."version: 1.0.0
Chinese Year-End Review (述职报告 / 年终总结)
The year-end review often decides rating, bonus and promotion. Reviewers want to see results against the goals that were set, the evidence behind them, and judgement about what comes next. The common failures are a year-long activity list, results with no numbers, and lessons that are really excuses. This skill builds a review around outcomes and evidence.
Not quite this? Use year-in-review when you want a personal reflection on the year, not a formal 述职 for an employer.
Write the output in Simplified Chinese unless asked otherwise. For a self-review in English, see self-review.
What This Skill Produces
The full review (述职报告 or 年终总结)
A one-page summary for the review meeting or a 述职 presentation
A data appendix: each claimed result with its source
Likely questions from the manager or committee, with suggested answers
Required Inputs
Ask for these if not provided:
The year's goals: OKR, KPI or the commitments set at the start
What was achieved, with numbers and sources where possible
Projects the person led or contributed to, and their role
Setbacks, and what was learnt
The format: written document, presentation (述职 PPT), or the company's form
The level and the rating scale, if known
Framework
一、年度概述: three lines. The year's main contribution, in results.
二、目标完成情况: each goal, the target, the actual result, the completion rate, and evidence. Missed goals are shown with the reason.
三、重点项目与亮点: the two or three things that mattered most. For each: background, what the person did, result, impact on the team or business (STAR).
四、能力成长: one or two specific skills, each with an example.
五、不足与反思: one or two real lessons, each with what will change. Not a disguised strength.
六、明年规划: goals for next year, aligned with the team's direction, with how they will be measured.
七、需要的支持: resources or development asked for.
Rules:
Separate "I" (我) from "we" (团队). Both are fine; reviewers need to know which is which.
Every result has a number or a concrete artefact.
Keep the written review to two or three pages; the presentation to six to eight slides.
Output Format
[年份] 年终总结 / 述职报告：[姓名]，[岗位]
[sections 一 to 七 as above]
附：一页摘要（用于述职会议）
附：数据来源
| 成果 | 数据 | 来源 |
附：可能被问到的问题
| 问题 | 建议回答要点 |
Quality Checks
Every goal from the start of the year appears, met or not
Every result has a number or artefact, and a source
不足与反思 contains a real lesson and a change, not a hidden boast
Personal contribution is distinguished from the team's
No result was invented or rounded up
Anti-Patterns
全年流水账. A month-by-month diary buries the results.
Leaving out missed goals. The reviewer has the list; omission looks worse than explanation.
Empty reflection ("我太追求完美了").
Claiming the team's results as personal. Committees ask follow-up questions.