In order to ensure the high quality and high level of work, it is essential to plan ahead. Planning is a planning tool for an action. What are the characteristics of an excellent scheme? The following are three performance appraisal schemes I have carefully arranged, hoping to help you.
Performance appraisal scheme 1 According to the arrangement of the county education bureau, the performance appraisal of our school will be carried out together with the year-end appraisal. The reunification is scheduled for August1August-August 23rd.
Leading group for performance appraisal:
Team Leader: Zhao Lixin (Principal of Shi Xia School)
Deputy leader: Cheng (secretary of the school party branch)
Ju Ming Xiu (Vice President of Shi Xia School)
Team member: Zhao (general manager of the school)
Qin Junru (Director of Political and Educational Affairs Office of Shi Xia School)
Description of performance evaluation:
1, in order to realize the principle of fairness and reasonableness, this school year's performance appraisal is divided into three parts:
(1) Middle-level leaders
(2) Middle school teachers
(3) Primary school teachers (including nursing teachers).
2. The performance salary of teachers in special posts is not included in the financial account, and it cannot be included in the personal account with other teachers. Therefore, the performance appraisal of middle school teachers in this school year is divided into two parts:
(A) special post teachers
(2) In-service teachers.
3. The bishop of the stable is assessed by the primary school teachers group, and no longer enjoys the leadership allowance, but can be equivalent to a teaching and research team leader, enjoying the teaching and research team leader allowance.
4, middle school teachers in the assessment of middle school teachers, with teachers' teaching achievements, no longer enjoy teacher subsidies.
5. During the winter and summer vacations and Sundays, the subsidies for temporarily arranging school nurses to be on duty will no longer be included in the performance appraisal, and the required subsidies will be issued by the school's extra-budgetary funds.
6. Because the special post teachers and newly hired teachers don't get bonuses at the end of this school year, the bonuses at the end of this school year belong to me.
7. As the working time of this school year is 9 months, the performance appraisal of this school year is calculated as 9 months. In February, July and August this year, I was appointed as the professional title.
8, the rest of the performance appraisal in strict accordance with the "Shi Xia school teachers' performance pay assessment distribution implementation plan (Revised Draft)" at the beginning of the semester.
The second part of the performance appraisal scheme method content
content
Performance appraisal method, also known as performance appraisal or "performance evaluation", is to assess and evaluate the actual effect of employee behavior and its contribution or value to the enterprise by applying various scientific qualitative and quantitative methods to the work undertaken by each employee in the enterprise. It is an important content of enterprise personnel management and one of the powerful means of enterprise management. The purpose of performance appraisal is to improve the efficiency of each individual through appraisal and finally realize the goal of the enterprise. Enterprises need to do a lot of related work to carry out performance evaluation. First of all, we should make a scientific explanation of the meaning of performance appraisal, so that the whole organization can have a unified understanding. [ 1]
way
Performance appraisal is a link in enterprise performance management. Common performance appraisal methods include BSC, KPI and 360-degree appraisal.
First, the relative evaluation method
(1) sequence comparison method
(2) Relative comparison method
The relative comparison method is to compare employees with each other, and any two employees make a comparison. After comparing the two employees, the relatively good employee scored "1" and the relatively poor employee scored "0". After all the employees compare with each other, add up everyone's scores. The higher the total score, the better the performance appraisal results.
(3) Forced proportional method
Compulsory proportion method refers to the method of classifying candidates into several categories (best, better, medium, poor and worst) according to their performance.
Second, the absolute evaluation method
(1) management by objectives
Management by objectives is a performance appraisal method that decomposes the overall objectives of an organization into individual objectives step by step, and finally evaluates the performance according to the completion of the work objectives by the assessed. Before the work begins, the appraiser and the appraisee should reach an agreement on the content, time limit and evaluation standard of the work to be completed. At the end of the period, the appraiser will make an appraisal according to the appraiser's work and the original appraisal standard.
(2) Key Performance Indicator Method
Based on the annual target of the enterprise, the key performance indicator method determines the key quantitative indicators reflecting the comprehensive performance of enterprises, departments and employees in a certain period by analyzing the performance characteristics of employees, and conducts performance appraisal on this basis.
(3) Grade evaluation method
According to the job analysis, the grading method divides the job content of the evaluated post into several independent modules, and in each module, the work standards required to complete the work of the module are described in clear language. At the same time, the standard is divided into "excellent, good, qualified, unqualified" and other grade options, and the evaluator evaluates the completion of each module according to the evaluator's actual work performance. The total score is the employee's assessment score.
(4) Balanced Scorecard
The balanced scorecard evaluates the enterprise from four angles: finance, customers, internal business processes, learning and growth, and gives different weights to each index according to the strategic requirements, so as to realize the comprehensive evaluation of the enterprise, enable managers to grasp and control the enterprise as a whole, and finally realize the strategic objectives of the enterprise.
Third, the description method
(1) all-angle evaluation method
All-angle assessment method (360 assessment method) is an assessment method for superiors, colleagues, subordinates, themselves and customers to assess the assessed. Through this multi-dimensional evaluation, combined with the opinions of different evaluators, a comprehensive and fair evaluation can be obtained.
(2) Important event method
Important events refer to "important events" collected by appraisers at ordinary times. The "important events" here refer to those events that will have a positive or negative impact on the overall performance of the department. These performances should be recorded in writing. According to these written records, the appraisal results will be formed finally.
Quantitative performance management method is to scientifically process data, timely and accurately assess and coordinate the implementation of income, ability and distribution relations in different periods and under different working conditions.
Fourth, the target performance appraisal method
Target performance appraisal is a process of decomposing the overall goal and implementing the responsibility from top to bottom. Accordingly, performance appraisal should also be subject to the completion of the overall goal and sub-goals. Therefore, as the KPI assessment of departments and positions, we should also start from the standpoint that departments support the whole company and employees support departments. At the same time, the leaders of companies and departments should also be responsible for the performance appraisal of their subordinates, and they should not shirk their responsibilities to their subordinates. Performance appraisal distinguishes between departmental assessment indicators and individual assessment indicators, and can also ensure that superiors can actively care for and guide subordinates to complete tasks from the mechanism.
Fifth, the evaluation method of seeking truth from facts
SMART principle of evaluation index
S: (concrete)-clear and concrete, with clear indicators, so that both the evaluator and the evaluated can accurately understand the objectives;
M: (measurable)-quantifiable. An enterprise should quantify the boss, enterprise and organizational structure. Goals and assessment indicators should be quantified, and the words "relatively good" and "not bad" cannot be quantified, which will lead to the ambiguity of standards and must be digitized. Without numerical indicators, it is impossible to assess at will, and it is easy to make mistakes when assessing;
A: (Achievable)-Achievable. Goals and assessment indicators must be achieved through hard work, neither too high nor too low. For example, the sales manager's assessment shows that the sales income is 20xx million and the demand is 65.438+0.5 billion, so no support is given. This is an indicator that is completely out of reach. The target value of indicators should be set according to personal situation, post situation and past history;
R: (Realist)-Seeking truth from facts, not assuming. The definition of reality is having existing resources, which is objective and true;
T: (limited time)-limited time. Goals and indicators must be time-limited, and must be completed within the specified time. We'll see the result then. If the sales volume of 20xx million is required, it is meaningless to ask for it separately. It is meaningful to specify how long it will take to complete the sales volume of 20xx million.
How to set goals
Target performance comes from the decomposition of business objectives, that is, the index design method of decomposing business objectives into various departments and related personnel in order to complete the strategy.
From the management point of view, the goal is a slightly higher requirement than the actual ability range, that is, the kind of "jumping and reaching". "Eyes" are what the eyes can see, want and want. This is a dream. "Standard" means scale. Goals are goals with scales, and dreams without scales are called fantasies, fantasies and whimsy.
The goal is not blown out of thin air, not imagined, not conceived behind closed doors, but created by the whole enterprise with one heart and one mind, with detailed data, recognition, completion cycle, passion and accurate budget and plan.
After the goal is determined, the enterprise must find ways to turn it into everyone's dream and let every employee agree with it. Only when employees and the company have common beliefs can employees develop in a company for a long time.
The index obtained by target decomposition is the most important and necessary work for each post and everyone. The target indicators of personnel at all levels are decomposed layer by layer. Performance appraisal must be top-down, and the chairman and general manager should set an example. It is impossible to form an enterprise assessment culture simply through the assessment of ordinary employees.
General index
Sales (sales revenue) production cost (defective rate, product cost, production personnel output value, production cost reduction rate)
Procurement cost (raw material cost, equipment cost, procurement cost)
Management cost (operating cost saving rate)
Marketing cost (cost-to-sales ratio)
Personnel compensation cost (talent achievement rate, talent training rate, job saturation, wage-benefit ratio)
Tax cost (tax saving rate, tax sales rate)
Construction of business model (quantification, standardization and materialization of business model)
Production system construction (formulation, promulgation, training, implementation and revision of production technology and standards)
Organization system construction (formulation, promulgation, training, implementation, revision and evaluation of organization system scheme)
Business system construction (formulation, promulgation, training, implementation and revision of business processes)
Financial system construction (formulation, promulgation, training, implementation and revision of financial processes and rules and regulations) Process system construction (formulation, promulgation, training, implementation and revision of operational processes)
conventional process
First, simple sorting method
(I) The meaning of simple sorting method The simple sorting method is also called sequential method or sequential evaluation method, that is, the order of "1234 ..." discharges a group of evaluation objects according to certain standards. Advantages and disadvantages of this method.
(2) The operation of the simple sorting method first draws up the assessment items. The second step is to evaluate the candidates in each project and arrange the order. The third step is to add up the ordinal numbers of each person's respective assessment items to get their respective ranking scores and rankings.
Second, the compulsory distribution method
(A) the meaning of compulsory distribution law. Forced distribution method is a method to assign the assessed to each performance category according to a predetermined proportion. This method is based on the principle of statistical normal distribution, and its characteristic is that there are few people with the highest and lowest scores on both sides, and most of them are in the middle.
(2) Applicability of compulsory distribution method
Third, the factor evaluation method
(1) The meaning of factor evaluation method Factor evaluation method, also known as function evaluation method or evaluation scale method, is a method combining qualitative assessment with quantitative assessment. Advantages and disadvantages of this method.
(B) the operation of factor evaluation method
(1) Determine the assessment items.
(2) Indicators are graded according to their advantages and disadvantages.
(3) training examiners.
(4) Assess and score.
(5) Analyze, adjust and summarize the obtained data.
Fourth, the work record method
Work record method is generally used to assess the operation of production workers. Advantages and disadvantages of this method.
Verb (short for verb) management by objectives
(A) the understanding of management by objectives
1. The meaning of management by objectives Management by objectives is a comprehensive performance management method. Management by objectives was put forward by peter drucker, a famous American management master. Management by objectives is a process of two-way interaction between leaders and subordinates. Peter Drucker believes that not a job has a goal, on the contrary, a goal can determine a specific job. When determining the organizational goals, the top management must effectively and reasonably decompose them into the sub-goals of each department and employee, and the management will assess, evaluate, reward and punish the subordinates according to the completion of the sub-goals.
2. Advantages of target management The method of target management has many advantages and some limitations.
(B) the quantitative standard of management by objectives should conform to the "SMART" principle and its specific meaning.
(III) Implementation steps of target management 1. Determine the scope of job responsibilities. Determine specific target values. Review and determine objective 4. Achieve Goal 5. abstract
6. Evaluation and follow-up measures
Six, 360 degree evaluation method
(I) The meaning of 360-degree assessment method 360-degree assessment method is a relatively comprehensive performance assessment method from multiple angles, also known as comprehensive assessment method or comprehensive evaluation method.
(II) Implementation method of the 360-degree assessment method First, listen to opinions and fill in the questionnaire. Then, evaluate all aspects of the assessed. On the basis of analyzing and discussing the evaluation results, the two sides discuss and set performance targets for the next year.
(C) Advantages and disadvantages of 360-degree evaluation method
Advantages of 360-degree evaluation method
⑴ Breaking the traditional examination system in which superiors assess subordinates, we can avoid the phenomena of "halo effect", "central trend", "tightness", "personal prejudice" and "examination blind area" which are very easy to appear in traditional examinations. (2) It is difficult for an employee to influence more than one person, and the information obtained by the management is more accurate. ⑶ It can reflect different examiners' different views on the same examinee. (4) prevent the assessed from being eager for quick success (for example, only pay attention to performance indicators closely related to salary). 5. More comprehensive feedback information helps to improve the various abilities of the assessed. 360-degree assessment is actually a way for employees to participate in management. To a certain extent, increasing their autonomy and control over their work will make employees more motivated, more loyal to the organization and improve job satisfaction.
Less than 360 degrees
(1) The evaluation cost is high. It takes a lot of time when a person has to assess multiple peers, and the cost increase brought by the joint assessment of multiple people may exceed the value brought by the assessment. (2) Become a way for some employees to vent their personal anger. Some employees do not face up to the criticisms and suggestions of superiors and colleagues, turn work problems into personal emotions, and use the opportunity of assessment to "express personal grievances". (3) The assessment and training are difficult. The organization should train all employees in the assessment system, because all employees are both examiners and examinees.
Performance appraisal system 3 I. General rules
In order to implement the principle of distribution according to work and standardize the management of staff in property companies. Establish a bonus incentive system with post performance bonus system as the main form, and closely combine the bonus distribution structure with actual work performance through the evaluation of employees' performance of post responsibilities. Mobilize the enthusiasm of employees, improve their own quality, and promote the property management of residential areas to a new level. This system is specially formulated.
Second, the principle of post performance appraisal
1, objective and fair, seeking truth from facts, and the assessment contents and methods are open and transparent;
2. Pay attention to the principle of performance, reasonable quantification and comprehensive balance;
3, who manages who assessment, embodies the principle of weight.
Three. Appraised personnel:
Managers and employees of property management companies.
Four, the basic content of the assessment:
The performance appraisal of residential property companies is divided into manager appraisal and employee appraisal.
(a), the manager assessment content:
Manager assessment mainly includes seven aspects: professionalism, leadership, work attitude, work performance, compliance with rules and discipline, theoretical study and comprehensive quality;
1, professional evaluation
Love your job and take it as your "duty"; Be willing to contribute and be brave in innovation; Do property, love property, specialize in property and fine property.
2. Work attitude evaluation
Have a strong sense of responsibility, lead by example, take the lead in setting an example; Have the spirit of being positive, not afraid of difficulties, bold management and enterprising; Have a down-to-earth and hard-working spirit.
3. Leadership evaluation:
Ability to reasonably organize work deployment and coordinate subordinates' actions; Have the ability to correctly analyze and grasp problems, put forward reasonable solutions and make correct decisions; Have the ability to grasp the ideological trends of subordinates, stimulate their enthusiasm for work and form team cohesion.
4, work performance appraisal:
The completion of property management and work objectives; Implement the work discipline and rules and regulations of the property management company; Work was praised by superiors.
5. Compliance assessment
Take the lead in implementing the schedule of the property management company; The implementation of the post responsibility system; Honesty and self-discipline
6, theoretical study assessment:
Property management related laws and regulations and related professional knowledge.
7. Comprehensive quality evaluation:.
Comprehensively examine personal accomplishment and comprehensive quality.
(2), employee assessment content:
Staff assessment mainly includes seven aspects: personal professionalism, work attitude, work ability, law-abiding, theoretical study, unity and cooperation, and comprehensive quality.
1, professionalism evaluation:
Love your job, work with peace of mind and be willing to contribute; Dry real estate, love real estate, special real estate
2, work attitude evaluation:
Have a strong sense of responsibility; Have a proactive, hard-working and unconditional enterprising spirit; Have a down-to-earth and hard-working spirit.
3, work ability evaluation:
Familiar with the basic situation of the community, able to do their job; Be good at thinking and studying problems, and independently complete property management services; Able to complete tasks assigned by superiors.
4. Compliance evaluation:
Obey the leadership and order it to be prohibited; Implement the timetable of the property management company; The implementation of the post responsibility system; Abide by the rules and regulations of the property management company.
5, theoretical study assessment
Property management related laws and regulations and their professional knowledge and work skills.
6, unity and cooperation assessment:
Have a decent ideological style and handle the relationship between comrades; I don't distinguish between internal and external points in my work. I actively cooperate and cooperate closely, and I have a good reputation.
7. Comprehensive quality assessment
Comprehensively examine personal accomplishment and comprehensive quality.
Verb (abbreviation for verb) Time and method of evaluation:
1. All the examinees shall conduct the performance appraisal of last month in the first week of each month and complete it within two working days by means of self-debriefing report, self-grading, democratic evaluation and comprehensive evaluation. The assessment results are valid in the current month.
2. Scoring method for assessment:
(1), evaluation score of property management company manager.
The appraiser of the manager of the property company under each bureau is the leader of the competent bureau. The evaluation score consists of three parts:
The first part is the self-evaluation of the assessed. Fill in the manager's performance appraisal self-rating, and rate yourself from six aspects: professionalism, leadership, work attitude, work performance, compliance with rules and discipline, and theoretical study;
The second part, the initial evaluation and scoring of democratic evaluation. All the staff in this community will grade the assessed from six aspects: professionalism, leadership, work attitude, work performance, law-abiding and theoretical study.
The third part is the comprehensive evaluation and scoring of examiners. The leaders of the competent bureau score the comprehensive quality evaluation of the assessed.
Final grade = self-evaluation ×20%+ democratic evaluation score ×30%+ appraiser's comprehensive score ×50%.
(2), employee evaluation score,
The appraisers of the employees of the property companies affiliated to each bureau are the managers of each property company and the leaders of the competent bureau. The evaluation score consists of three parts:
The first part is the self-evaluation of the assessed. Fill in the employee performance appraisal self-evaluation form and rate yourself from six aspects: professionalism, work attitude, work ability, law-abiding, theoretical study and unity and cooperation; )
The second part, the initial evaluation and scoring of democratic evaluation. All the staff in this community will give the assessed a preliminary evaluation score from six aspects: professionalism, work attitude, work ability, law-abiding, theoretical study and unity and cooperation.
The third part is the comprehensive evaluation and scoring of examiners. The manager of the residential property company and the leader of the competent bureau give the comprehensive quality evaluation score to the assessed.
J Final score = self-evaluation ×20%+ democratic evaluation ×30%+ appraiser's comprehensive evaluation ÷2×50%.
3. Evaluation and supervision. The performance appraisal inspector group of the bureau sent personnel to participate in the performance appraisal of the property companies under the bureau and supervise them.
4. Employees and temporary workers during probation period do not participate in performance appraisal.
Six, assessment level and bonus weight:
1, Grade A (excellent): 90 points-100 points, weighted by the basic bonus of last month10%;
2. Grade B (good grade): 80-90 (excluding), and the basic bonus of last month is weighted by 5%;
3. Grade C (qualified grade): 60-80 (excluding), and the basic bonus of last month was weighted by 0%;
4. Grade D (unqualified grade): below 60 points (excluding). .
Seven, the application of the evaluation results:
The property management companies under the Bureau respectively implement the annual basic bonus one-time contract system for all employees (cadres and workers of the Bureau). The results of performance appraisal are directly linked to the bonus, which is the decisive factor for the bonus distribution of the assessed next month.
1, if the performance appraisal result is Grade A, bonus distribution last month:
Monthly bonus = [final performance appraisal score%+bonus weight (10%)]× basic bonus.
2. If the performance appraisal result is Grade B, bonuses will be paid last month:
Monthly bonus = [final performance appraisal score%+bonus weight (5%)]× basic bonus.
3. If the performance appraisal result is Grade C, bonuses will be paid last month:
Monthly bonus = [final performance appraisal score%+bonus weight (0%)]× basic bonus.
4. If the performance appraisal result is Grade D, no bonus will be paid last month. And wait for a month to study, and no bonus will be paid during the waiting period.
5. If there are 12 A's throughout the year, the year-end award will be 1 1,000 yuan.
Eight, assessment discipline:
1, the property management personnel in each residential area should be carefully organized, and the performance appraisal must be fair, just, serious and responsible. If the appraiser is irresponsible or takes advantage of his position to make an unfair appraisal, once found, in addition to the re-appraisal of the unit, the appraiser will be given a one-month bonus until he is dismissed according to the seriousness of the case. )
2. Every employee should be realistic, objective and fair, and score carefully when evaluating democracy. Those who cheat in series in the assessment will be given a one-month bonus until they are laid off.
3, the assessment work must be completed on time within the prescribed time. Any community that fails to complete the performance appraisal within the first week of the current month will be regarded as withholding 20% of the manager's basic bonus for that month.
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