1, the purpose of performance appraisal

The assessment focuses on ability, ability play and work performance as the basis for promotion, dismissal and post adjustment. As the basis for determining performance pay. As the basis of potential development and education and training. As the basis for adjusting personnel policies and incentives, promote communication between superiors and subordinates.

2, performance appraisal standards

With regard to the standard of performance appraisal, the appraisal content is designed objectively according to the work nature of the assessed object, and the assessed object is comprehensively assessed in four aspects: morality, ability, diligence and performance. The indicators are quantified from three aspects: work attitude, work ability and work performance, and the appraiser scores in the form of a hundred points system.

At the same time, according to the job requirements at all levels and different functional characteristics, the assessment elements are designed respectively, and the assessment focus is highlighted. For example, higher assessment requirements are put forward for middle managers in terms of model, organizational leadership and innovation ability, so that the assessment is more in line with objective reality.

3. Contents and methods of evaluation

Work task assessment (monthly). Comprehensive ability assessment (conducted quarterly by the assessment team). Attendance, rewards and punishments (the administrative department will assess according to the company's internal management regulations).

4. Feedback of performance appraisal results

Tell the assessed the advantages and disadvantages of the assessment results, encourage them to carry forward their advantages, correct their shortcomings and create new achievements.

5, performance appraisal time

As for the time of performance appraisal, the method of semi-annual appraisal is adopted. By shortening the assessment cycle, we can grasp the performance of employees in time, find and solve problems in work, and provide a new attempt for the performance management of employees in enterprises under the new situation.

6. Performance appraisal ratio

In the setting of performance appraisal proportion, the scheme breaks the original limit of excellent or good grade proportion, and stipulates that as long as it meets the standards, it can be rated as excellent or good grade. For example, in the assessment at the end of 2006, 7 out of 8 people in the finance department were rated as good, and in the mid-year assessment in 2007, 6 out of 8 people in the office were rated as good, which objectively reflected the performance of employees and effectively inspired them.

7. Integration of performance management

In the integration of performance management, we attach importance to two-way communication and the analysis and processing of assessment results to promote the self-growth of employees. The evaluation plan requires departments and individuals to make performance improvement plans for the next six months respectively according to the evaluation results.

Company leaders and department leaders also conduct performance interviews with the departments and employees in charge in time to understand the situation, analyze and study, and put forward the hope for future work, so that employees can understand the company's evaluation of their work and make clear the direction for improvement.

Baidu Encyclopedia-Employee Performance Management