I. Training of reporting officers
Through training, appraisers can master the skills related to performance appraisal, be familiar with all aspects of appraisal, and accurately grasp the appraisal object.
Accurate, share assessment experience, master assessment methods, and overcome common problems in the assessment process.
Second, the assessment grade division
The assessment results are divided into Grade A, Grade B and Grade C ... The specific criteria are as follows.
Grade A is above 80 points, and monthly exam is above 80 points.
Grade B is above 60 points, and the monthly exam is above 60 points.
Grade C is above 60, and the monthly exam is below 60.
Three, employees and managers who have not become full members do not participate in the monthly performance appraisal.
Four, one of the following circumstances, the assessment shall not be a level.
1, any one of the three indicators: waiter, cashier, usher and bartender, business skills, teamwork and service awareness.
This project does not meet the "good" standard.
2. Food delivery students and security guards are not "good" in any of the three indicators of work quality, business skills and discipline.
3. The ministers and supervisors of the whole hospital failed to meet any of the three indicators of business skills, teamwork and departmental service awareness.
"good".
4. Minister of Food and Minister of Safety, in terms of business skills, working quality of departments, teamwork and sense of responsibility.
It means bad.
Five, one of the following circumstances, assessed as C level.
1, absenteeism exceeds 1 day.
2. Those who are late for more than three times.
Section VI Application of Performance Appraisal Results
I. Wages
1, employee
(1) Employees whose monthly performance appraisal is Grade A are rated as "excellent employees of this month" and rewarded with a day off.
(2) Employees who have been rated as Grade A twice a quarter and once a month are rated as "quarterly outstanding employees".
Cash prize 100 yuan, praised and announced on the hotel bulletin board.
(3) Employees who have won "quarterly outstanding employees" twice or more in a year are rated as "outstanding employees of the year".
Take part in the tour organized by the company for free, and the salary will be increased by one grade (monthly salary plus 50 yuan).
(4) For employees whose performance appraisal is Grade C for two consecutive months, the salary will be reduced by one level (the monthly salary will be reduced by 50 yuan).
2. Middle managers
(1) If the middle-level managers whose performance appraisal is Grade A are rated as "excellent managers of this month", they will be rewarded with a day off.
(2) If the monthly performance appraisal is Grade A for more than two times in a quarter, it will be rated as "Excellent Quarterly Manager".
Cash prize 100 yuan, praised and announced on the hotel bulletin board.
(3) Those who have won the "quarterly outstanding manager" more than twice in a year are rated as "outstanding managers of the year".
Participate in a free travel activity organized by the company, and the salary will be increased by one grade (monthly salary plus 100 yuan).
(4) Managers who have been assessed as Grade C in the performance appraisal for the second consecutive month are given a salary reduction of one level (monthly salary reduction 100 yuan).
5] The hotel will dismiss the managers who have been assessed as C-level for three consecutive months.
II. Post adjustment
1. Employees rated as "excellent employees of the year" are listed as reserve cadres, and promotion training is formulated.
2. The hotel will dismiss the employees whose monthly performance appraisal is Grade C for three consecutive times.
3. Managers who have been rated as C-level for three consecutive months will be dismissed by the hotel.
Third, the performance appraisal interview
Within one week after each assessment, the direct supervisor should have a performance interview with the assessed, congratulate them on their achievements in the last assessment cycle, and analyze their own problems in order to improve their work ability and performance.
Fourth, the evaluation results appeal.
If the appraisee thinks that the appraisal result is unfair and the communication with the appraiser is invalid, and there is evidence to prove it, the appraisal result appeal procedure can be started (report the situation to the general manager every month).
You can ask me for relevant forms!