1. Enterprise employee performance appraisal scheme
1. Objective: To improve the overall management level and final achievement of the team; Objectively and fairly evaluate the team members' performance, strengthen their sense of responsibility and goal orientation, and promote the team members to continuously improve their learning ability and work efficiency; Eventually become the goal of an excellent team.
Second, the scope:
All staff of Houde team
Third, the assessment content:
The basic score of each player is 100. According to the performance of each player throughout the semester, each player is evaluated from four aspects: team building and contradiction, attendance, classroom performance, activities and homework. The following rules are used as the reference standard for each player's final score.
1, attendance and classroom performance in each class.
2. The quality of each assignment.
3, the enthusiasm of all members to participate in activities
Fourth, the performance appraisal standard:
leave out
Verb (abbreviation of verb) performance evaluation:
1. The performance appraisal scoring standard will take effect after it is approved by all members.
2. Ask the supervisor, vice captain and captain to call the roll in the team once a week and announce the situation.
3. If the team members have any objection to the publicity results, they shall lodge a complaint with the team within three days from the date of publicity; After receiving the complaint, the supervisor shall give a reply within 1 working day after consulting with the captain and vice captain. If the supervisor, captain and vice captain fail to perform their duties correctly, corresponding measures shall be taken according to the performance appraisal scoring standard.
2. Enterprise employee performance appraisal scheme
1. assessment principle: follow the principle of "objectivity, fairness, seeking truth from facts, comprehensive assessment and paying attention to actual performance", and objectively reflect the work performance and work target implementation scenarios of all departments under the company, as well as the work performance and work results of employees.
2. Appraisal object: all employees (excluding the general manager of the company).
Third, the evaluation organization:
The members of the evaluation team are composed of comrades. The evaluation team is responsible for guiding the evaluation work and reviewing the evaluation results. , the personnel administration department to organize the implementation of the assessment work.
Fourth, the evaluation method:
(a) before the assessment, all employees are required to write an annual work summary as one of the basis for year-end assessment and evaluation.
(2) Annual comprehensive evaluation of employees.
Combined with the research of employee performance appraisal and comprehensive performance appraisal scenarios, the average score of performance appraisal accounts for 60% of the annual comprehensive evaluation, and the comprehensive performance score accounts for 40%. Namely: annual comprehensive evaluation score = average score of work performance evaluation _60%+ comprehensive performance evaluation score _40%.
1. Work performance evaluation data: namely "20__ year target management evaluation method".
2. Comprehensive performance evaluation data. Mainly assess employees' work attitude (15%), work ability (25%), loyalty (15), team spirit (15%), creativity (15%) and organizational discipline (/kloc-0).
3. Weight of comprehensive performance evaluation. Self-evaluation of employees accounts for 10%, mutual evaluation accounts for 20%, direct superior evaluation accounts for 40%, and general manager evaluation accounts for 30%.
4. Remittance calculation point. The personnel administration department calculates the annual comprehensive evaluation score according to the corresponding weights, and submits it to the evaluation team for review and evaluation.
(three) announced the evaluation results, issuing year-end awards.
The annual comprehensive evaluation results are divided into A and excellent: more than 90 points; B, good: 80-89 points; C, qualified: 60-79; D. unqualified: below 60 points.
If the evaluation result is A, the year-end evaluation award will be paid in full; If the evaluation result is B, 90% of the year-end evaluation award will be issued; If the evaluation result is C, 60% of the year-end evaluation award will be issued; If the evaluation result is D, no year-end evaluation award will be issued. 86。
Verb (abbreviation of verb) Provisions on related matters:
(a) the evaluation results will be used as the basis for employee appointment, assessment and reward.
(2) After the year-end comprehensive evaluation, the company will study and calculate the year-end bonus appropriately and determine the specific amount.
(3) Those who are rated as advanced employees, outstanding employees and star employees can be given the necessary reward amount after research by the company.
(4) Those who have been rated as outstanding employees and star employees for two consecutive years may be given priority in promotion and salary increase upon the decision of the company.
(5) The general manager decides to give necessary rewards to employees who have made great contributions to the company and created greater direct or indirect benefits in enterprise management.
Sixth, the time schedule:
(1) Before June 65438+1October 65438+May, write personal debriefing report and complete employee self-evaluation and mutual evaluation.
(2) Before June 20, 65438, the company organized the evaluation work, and the personnel administration department summarized the scores, and the evaluation team reviewed the evaluation and published the evaluation results.
Seven. Other matters:
(1) While carefully summarizing the work of the past year, all employees should also check what work has not been completed, and implement the unfinished work before the Spring Festival, so as to achieve the successful completion of this year's tasks.
(2) Employees should seek truth from facts, be objective and fair, be serious and responsible in the year-end appraisal, truthfully reflect their work performance in the past year, and do not deal with it at will or resort to deceit. The evaluation of employees by departments should also be objective and fair.
3. Enterprise employee performance appraisal scheme
When an enterprise formulates its development plan and strategic goal, in order to achieve this goal better, it needs to decompose the goal into various departments in stages and finally implement it on every employee, which means that everyone has a task. Performance appraisal is the tracking, recording and evaluation of enterprise personnel to achieve their goals. Paying attention to the time-effect relationship of performance appraisal is to evaluate the past of the assessed subject and have an impact on its future. The implementation scheme of employee performance appraisal mainly includes employee performance appraisal procedure, employee performance appraisal method design, employee performance appraisal and training, employee performance appraisal and performance management, employee performance appraisal and promotion scheme, employee performance appraisal training lecture, middle and high-level employee performance appraisal form, etc.
First, the purpose of performance appraisal
1. Strengthen and improve employees' work performance and the company's performance, and ensure the realization of the company's business objectives.
2, the inspector's adaptability and competence to the work, publicly evaluate the work effect and its value, and provide the basis for improving and adjusting the work.
3. Establish feedback channels of work information and communication channels with employees.
4. In order to motivate employees' work performance, explore outstanding talents, and use this as the basis for rewards and punishments and promotion, so as to promote employees' promotion and fair and reasonable rewards and punishments.
Second, the principle of performance appraisal
1, consistency-within a continuous period of time, the assessment contents and standards should not change greatly, and the assessment methods should remain consistent for at least one year.
2, objectivity-assessment should objectively reflect the actual situation of employees.
3. Fairness-use the same evaluation criteria for employees in the same position.
4. Openness-employees should know their detailed assessment results.
Third, the form of performance appraisal.
1. In the process of assessment, the assessment should be classified according to departments, positions and responsibilities, so as to achieve good assessment purposes.
2. Every employee should have a work log to record the main events and quantity of daily work, and use it as the basis of assessment to clearly reflect the work performance.
3. During the evaluation process, the appraiser and the appraisee should communicate face to face. During the interview, the appraiser should summarize the appraiser's work performance during the appraisal period, and the appraiser should make clear his own summary and evaluation. At the end of the interview, both parties should make improvement methods and development plans.
4, the assessment of managers below the middle level, take the method of comprehensive evaluation of superior assessment, and on this basis, give a comprehensive evaluation.
5. Take the method of self-assessment and comprehensive evaluation of superior assessment for the assessment of senior managers, and give comprehensive evaluation on this basis.
Fourth, performance appraisal requirements
(a) The evaluation of employees should be based on their work during the evaluation period, and the evaluators should record and closely evaluate their employees' usual work performance at any time.
(2) The appraiser should have a full understanding of the appraiser's normal worksheet, clarify the contents and standards of the appraiser's duties, collect all kinds of data, materials and daily reports of relevant departments, ensure the accuracy of the appraisal results, and convince the appraiser.
(3) The examiners should conduct the examination in a fair and just position. The assessment should be serious, meticulous and realistic, and should not be based on subjective feelings or impressions to ensure the objectivity and fairness of the assessment results.
(4) During the assessment interview, both parties should pay attention to frank conversation, base on the long-term progress and development of employees, make up for the shortcomings in their work, and carry forward their strengths in their work.
(5) Advocate the assessment concept of the speed and degree of improving employees' personal ability, fully mobilize employees' enthusiasm and improve work efficiency.
(6) Advocate the design of "personalized assessment indicators" for performance assessment.
(7) Don't pay too much attention to the special achievements just completed before the examination.
(8) The assessment results will directly affect the treatment and position of employees, so the assessment should be fair and objective. Pay attention to the wording and evaluation in the evaluation opinions.
(9) In the performance appraisal, the same person should not score all the appraisal scores at the same time, but all the examinees should score on the same project, and then score the next project after all the examinees have scored. At the same time, the normal distribution ratio of performance appraisal should be considered for the allocation of each project. If the difference between the ratios is too large, the reviewers should make appropriate adjustments.
4. Enterprise employee performance appraisal scheme
Article 1 The purpose of assessment is to fully understand and evaluate employees' job performance, effectively track and standardize the implementation progress of company and individual work, find outstanding talents, strengthen communication and encouragement, and improve the overall work efficiency of the company, thus providing a powerful reference for the formulation and adjustment of the company's business strategy and objectives.
Article 2 Scope of assessment
All employees of the Company shall be assessed, and these Measures shall apply.
Article 3 Evaluation principle
1, following the principles of fairness, justice, comprehensiveness and objectivity.
2, based on job responsibilities and tasks, adhere to the principle of combining up and down, combining left and right, combining qualitative and quantitative.
3. Evaluate the work, insist that things are not people, pay attention to work attitude and team spirit, and use a developmental perspective.
Article 4 Examination time
1. The company implements a regular assessment system, which is divided into monthly assessment and annual assessment. The monthly assessment is conducted from the end of each month to the beginning of next month, and the annual assessment is conducted at the beginning of the following year.
2. Due to major work projects or special events, the company may conduct special assessments irregularly.
Article 5 Examination Form
Various evaluation forms include: superior evaluation, peer evaluation, self-evaluation, subordinate evaluation, outreach customer evaluation, etc. Because of the different purposes, time periods and characteristics of various evaluation forms, each evaluation form has different weights in the evaluation process.
Article 6 Evaluation Methods
The evaluation adopts methods such as grade evaluation, target evaluation, relative comparison, important events or synthesis. , and according to the daily work records, files, attendance, written reports of departments and employees, major special events, etc.
Article 7 Evaluation Contents
1, the appraisal of directors and above, including the overall performance and personal performance of the departments under their jurisdiction, in which the overall performance appraisal results of the departments under their jurisdiction account for 60% of the individual appraisal weight, mainly based on the overall work appraisal results of the departments under their jurisdiction; The weight of personal performance is 40%, which mainly includes employees' personal post function performance, notification ability and professional ethics performance. For specific assessment items and weights, please refer to the Company's Post Performance Assessment Scale I..
2. The assessment of the company's grass-roots employees includes three aspects: the performance of employees' personal post functions, the ability to inform and the performance of professional ethics, and is carried out according to their actual work performance. For specific assessment items and weights, please refer to the post performance appraisal of employees of the company.
3. The business personnel shall determine the minimum monthly sales and target sales according to the total personal tasks, which shall be used as the quantitative basis for the performance appraisal of the current month. If there are no sales tasks in that month, there will be no performance pay.
4. There are bonus items and deduction items in the assessment, which respectively correspond to the company's reward and punishment regulations, attendance system and other related contents. Among them, the business personnel of each project department will be charged 1 minute for every time they exceed the target sales, and deducted 1 minute for every time they fall below the minimum sales. Employees in other departments have made outstanding contributions, and each time they add 1 point, they have obvious major mistakes in their work, and each time they deduct 1 point.
Article 8 Special assessment
1, probation assessment
Employees whose probation period has expired should be assessed to decide whether to be formally employed; For those who perform well or badly during the probation period, it is suggested to become a full member in advance or extend the probation period appropriately.
2, backward employee assessment
Employees identified as backward by the company can make assessment and improvement suggestions at any time because of their work performance.
3. Case evaluation
Immediately put forward assessment opinions on major work matters involved in employees' work and decide whether to reward or punish them.
4. Transfer assessment
Evaluation opinions can be put forward when the post deployment candidates are drawn up due to work needs, which can be used as a reference for employees to stick to their posts or work.
Article 9 Evaluation procedures
Before the 1, monthly and annual assessments begin, the personnel department will issue employee assessment notices according to the work plan, explaining the assessment purpose, object, method and schedule, and issue relevant assessment scales.
2. The examinee should prepare self-summary and assessment, and relevant supervisors at all levels, colleagues at the same level and employees at lower levels should prepare assessment opinions, fill in the assessment scale and summarize it to the personnel department.
3. The personnel department counts the total score of the appraisal object according to the appraisal method, summarizes the appraisal situation of each department, and submits the appraisal results to the management committee of the company for review.
4, the CMC according to the subjective and objective factors of the current work to determine the assessment results.
5, the personnel department announced the assessment results, and put forward corresponding improvement suggestions for the assessment object, requiring employees to make work goals and plans.
6. Archive the assessment results and store them in the personnel department, employee personal files and assessment target department respectively.
Article 10 Evaluation results
1. According to the specific situation of assessment, the results are generally divided into five grades: excellent, good, qualified, poor and poor. These include:
(1) The total assessment score is ≥90 points, which is excellent, and the actual performance salary of the month is100%;
(2) 90 points > the total assessment score is 80 points or higher, which is good, and the actual performance salary of the month is 80%;
(3) 80 points > total assessment score ≥60 points, qualified, 60% of the actual performance salary of the month;
(4) 60 points > total assessment score ≥50 points, poor and unqualified, accounting for 40% of the actual performance salary of the month;
(5) The total assessment score is 50 points > poor and unqualified, and the actual performance salary of the month is below 40%.
2 in the annual work, the monthly assessment results accumulated more than 8 times outstanding, can participate in the annual assessment; Those who fail to meet the requirements for more than 3 times will be dismissed by the company.
5. Enterprise employee performance appraisal scheme
1. Purpose of assessment: standardize and improve employees' service awareness and service level, enhance employees' working ability and enthusiasm through assessment, and make use of economic leverage to promote the continuous improvement of service quality, management level and economic benefits, so as to ensure the smooth completion of various work objectives set by the Head Office.
Second, the evaluation principle:
1, standardization and normalization of service behavior;
2. Step-by-step assessment and unified assessment;
3. Fairness, justice and openness.
3. Appraisal object: all staff of the Property Management Office.
Fourth, the assessment rules:
1. Evaluator: Each project supervisor is the main evaluator; The quality assurance department and human resources department of the company are responsible for tracking, supervising and implementing the daily work of the evaluation project.
2. Assessment cycle: once a month.
3. Evaluation basis: the company's rules and regulations and the standard documents of each operation manual; Evaluate the completion of personal key work in the current month.
4. Evaluation content:
Labor discipline: whether there are late arrival, early leave, absenteeism, etc. And abide by the company's rules and regulations.
Work situation: workload, work attitude, work performance, owner satisfaction.
Safety: whether there is an accident during work.
Execution: the completion of the company's planned tasks, as well as the innovation and improvement in execution.
Etiquette image: whether manners are civilized, whether service terms are appropriate, and whether clothes are appropriate.
Finished product protection: whether the equipment is lost or defective, and the maintenance of public facilities.
Leadership decision-making power: dealing with daily affairs and emergencies, commanding the manpower, material resources, financial resources and time of the dispatching department, the overall combat effectiveness of the department, and the decision-making and adjustment of major activities of the department.
5. Inspection method: daily inspection by the supervisor, weekly spot check by the property supervisor, and spot check by the quality assurance department and other functional departments of the company.
Special note: If there is obstruction or fraud in the inspection process, the punishment will be doubled if the situation is confirmed to be true.
6. Evaluation procedure:
On the 25th of each month, the heads of all departments shall summarize and report to the director for review before publication.
The quality assurance department will record the inspection and photos, and other relevant functional departments will hand over the random inspection records to a special person for summary, and then report the scores to the Human Resources Department, which will finally summarize them.