In order to ensure the safe and smooth progress of things or work, a plan must be made in advance, which is the detailed rules, steps and arrangements for implementing a specific action. What formats should I pay attention to when writing a scheme? The following is the factory employee performance appraisal scheme I collected for you. Welcome to read the collection.

Factory Employee Performance Appraisal Scheme 1 Article 1 Appraisal Scheme

1, assessment purpose.

This management system is specially formulated in order to establish the company's modern human resource management system, improve and perfect performance management, and promote the company's sustained, rapid and stable development.

(1) provides basis for salary adjustment of employees in the company.

(2) Provide information for the promotion of employees.

(3) Provide direction for employee training.

(4) Promote communication and exchange between the company and employees.

2. Evaluation principle.

(1) Open principle.

We should try our best to reduce the mystery of the appraiser and the examinee to the appraisal work, the performance standards and levels should be formulated through consultation, the appraisal results should be made public, and the appraisal work should be institutionalized.

(2) the principle of objectivity.

Speak with facts, avoid subjectivity and arbitrariness, conduct assessment according to personal absolute standards, guide employees to continuously improve their work, avoid comparisons between people, and break the spirit of unity.

(3) The principle of combining with management by objectives.

Target appraisal is the basis of performance appraisal, and employees' performance appraisal should make full use of the results of target appraisal.

3. Scope of assessment.

This scheme is applicable to all employees of the company, including the general manager and employees of various functional departments and subordinate subsidiaries.

Article 2 Evaluation Methods

The general manager's assessment consists of two parts, one is the score of the department and its subsidiaries, which is the evaluation of the overall performance and reflects the contribution of employees to the performance of the department and its subsidiaries; The other part is the post score, which reflects the evaluation of employees' personal post performance. For the general staff, job grading is the main method.

1, department, subsidiary (branch) company score.

The personnel management department shall assess and score the key performance of the department and the performance of the subsidiary (branch) according to the method stipulated in the performance appraisal scheme of human capital of Yuefeng Group.

2. Publish the rating.

(1) Post objective assessment.

(1) Determine the work objectives.

The personal direct supervisor decomposes the objectives according to the objectives of the departments and subordinate subsidiaries determined by the group company, and negotiates with individuals to formulate personal post objectives. The post objectives of the general manager and employees were determined before xx last year.

(2) Draw up the work plan.

According to the determined post objectives, individuals make annual and monthly work plans. The annual work plan was made before xx last year, and the monthly work plan was made before xx last month. The specific work plan should include countermeasures and measures, the estimated progress, the explanation of the importance of the work and the matters that need to be coordinated.

(3) Target implementation inspection.

The personal direct supervisor will check the implementation of personal post objectives every month, and the inspection results will be filled in the work plan checklist, which will be filed by the assessment department as the basis for the year-end comprehensive assessment.

④ Difficult to handle.

When the target implementation progress is backward or difficult, it should be handled according to the severity and influence of the problem.

A. This problem is only an individual problem, and the target executor and the direct supervisor will study the improvement scheme to solve it, and fill in the handling opinions and handling situation in the work plan checklist.

B. If it is really due to external factors or internal factors that cannot be solved temporarily, it is allowed to adjust the annual target value when the implementation progress of the goals set by the company is backward or difficult. However, it must be approved by the direct supervisor, and adjustment is only allowed once a year. The adjustment time is the end of the second quarter of each year.

(2) Post performance evaluation.

According to the completion of the individual work plan, the assessment team and the individual's direct supervisor score the individual's post performance according to the assessment form.

3. Scoring method.

(1) general manager classification method.

(1) The assessment team will score according to the completion of the assessment work plan, accounting for 30% of the total individual assessment score.

(2) The individual's direct supervisor organizes the appraisee to conduct appraisal interview, and scores according to the appraisee's report summary, accounting for 30% of the total personal appraisal score.

(3) Assessed personnel evaluate each other, accounting for 10% of the total score of individual assessment.

(4) The score of the key performance of the department and the performance of subordinate subsidiaries (branches) by the Human Resources Management Department accounts for 30% of the total score of individual assessment.

(2) General personnel grading method.

(1) The assessment team will score according to the completion of the assessment work plan, accounting for 30% of the total individual assessment score.

(2) The direct supervisor of the individual organizes the appraisee to conduct appraisal interviews, and scores according to the appraisee's report summary, accounting for 50% of the total personal appraisal score.

(3) The assessed personnel evaluate each other, accounting for 20% of the total score of individual assessment.

Article 3 Assessment arrangements

1, assessment team.

In the functional departments of the company, organized by the department heads; In a subsidiary, it is organized by the person in charge of the company.

2. Evaluate the time.

Check the work plan once a month, and check the implementation of last month's work plan before the 5th of each month. The comprehensive assessment of employees is conducted twice a year, once in the middle of the year and once at the end of the year.

3. Matters needing attention in the evaluation.

In the process of grading personnel at all levels, we should adhere to the principle and appropriately widen the gap. Each unit should basically reach 8% of Grade A (95-100), 0/2% of Grade B/kloc (90-94), 60% of Grade C (80-89) and 6544 of Grade D. If the performance of the department is outstanding, then the ratio of A and B can be appropriately increased; On the contrary, if the performance of the department is poor, then the proportion of D and E can be appropriately increased.

4. Evaluate the interview.

Individual direct supervisors exchange opinions, communicate with each other, and reach an agreement on the assessment items and results. After the interview, the supervisor will write the evaluation results in the interview record.

5. Feedback of evaluation results.

After the evaluation is approved, the employees shall be informed of the evaluation results and opinions. Within a certain period of time, those who are not satisfied are allowed to file a complaint according to the prescribed procedures, and the assessment team will reconsider. The result after the reconsideration decision is the final approval result.

6. Application of evaluation results

The human resources department of the company determines the education and training personnel according to the assessment results, and at the same time, it is used as the basis for formulating employees' salaries.

Factory employee performance appraisal scheme II. Significance of implementing employee performance appraisal

In order to comprehensively strengthen the service consciousness, commodity quality consciousness and code of conduct of all employees in the logistics department in their daily work, and improve their enthusiasm and subjective initiative, so as to ensure the quality of delivered goods, improve the efficiency of the company, enhance the company's image and enhance the company's market competitiveness in the e-commerce industry. According to the actual situation of the company, it is decided to implement monthly performance appraisal for all employees of the logistics department.

Second, the goal of performance appraisal is to improve the daily work behavior of employees, give full play to the enthusiasm and subjective initiative of employees, and achieve the organizational goals of the company.

Third, the function of performance appraisal.

1, management function: the content of assessment, that is, what the company requires employees to do or improve at present, and the overall assessment results of each month can reflect the overall management achievements of that month.

2. Incentive function: The purpose of performance appraisal is to reward the superior and punish the inferior, improve and adjust employees' behavior, stimulate employees' enthusiasm, and urge employees to accomplish the company's goals more actively, proactively and normatively.

3. Learning function: Performance appraisal is also a learning process. Through the assessment, employees can better understand the company's goals, improve their own behavior, and constantly improve the overall efficiency and strength of the organization.

4. Monitoring function: the performance appraisal of employees is the quantity, quality and efficiency of tasks completed for the company, and the comprehensive evaluation of your work for one month for the employees.

Fourth, the principles that must be observed in the implementation of performance appraisal are objective, fair, just, scientific and simple. Seek truth from facts, handle affairs impartially, and conduct assessment without discrimination according to the assessment standards. The assessment content should be quantified, the assessment results should be made public and accepted by all staff.

Verb (abbreviation of verb) assessment process: Zhang is responsible for the assessment of the logistics selection team; The packaging team is responsible for the assessment of Qingping, which must be completed before the 3rd of the following month and submitted to the Human Resources Department for review and approval.

Sixth, the assessment rules

1. Appraisal amount: RMB.

3. Total evaluation score: 50 points.

4. Assessment score: RMB ÷50 = RMB/7. Assessment content (attached) VIII. Implementation time: year, month and day, establishment: reviewed/approved by Human Resources Department:

Logistics employees' monthly performance appraisal serial number score

1, strictly abide by the company's rules and regulations, go to work on time, do not ask for leave at will, do not be late, and leave early. If you are late or leave early once, you will be deducted 1 point; if you are late for more than three times (including three times), you will cancel this assessment; if you are absent from work once, you will cancel this assessment; Punch in and out If you don't punch in once, deduct 1 minute. (5 points)

2. The goods on the shelves in the zero storage area are neatly arranged, and there is no phenomenon that the labels are inconsistent with the physical objects. Timely check and select the goods in the reservoir area for poor packaging, rat bite, swelling, etc. Incorrect placement of goods and labels 1 minute/time; Customers complain that the goods in their area are swollen by rats, and 2 points will be deducted each time. (15)

3. Actively participate in the gift packaging work, and deduct 2 points/time if you don't obey the gift packaging work arrangement of the supervisor; Personal factors lead to disconnection, this item does not score. (5 points)

4. Do a good job of commodity self-inspection (damaged packaging, rat bite, swelling, etc.). ) When sorting each single product, select other areas of the above-mentioned defective product award 1 minute/time, and deduct 1 minute from the goods sorted by yourself when checking the single product. (8 points)

5. Actively cooperate with the health work of the whole workshop area, keep the shelves in the reservoir area clean and tidy, and the ground is free of sundries and garbage, and turn off the electric fans and lighting facilities at individual stations after work. If there are sundries on the shelves, especially food residues left by rats, 2 points will be deducted; Don't turn off the electric fan, there is garbage on the ground, deduct 1 point. (5 points)

6. Smoking is strictly prohibited in the work area. If it is found that the assessment is cancelled once this month, it will be fined 100 yuan/time. (5 points)

7. Obey and cooperate with the work arrangements of the directly competent department and actively complete other temporary work arranged by the company. (7 points) Total bonus

Serial number score of monthly performance appraisal of employees in packaging group of logistics department

1, strictly abide by the company's rules and regulations, go to work on time, do not ask for leave at will, do not be late, and leave early. If you are late or leave early once, you will be deducted 1 point; if you are late for more than three times (including three times), you will cancel this assessment; if you are absent from work once, you will cancel this assessment; Punch in and out If you don't punch in once, deduct 1 minute. (5 points)

2. Actively participate in sealing the spare box, and 2 points will be deducted for slack. (5 points)

3. Packaging personnel should standardize the operation, and there will be no lost goods, orders or express orders. Cartons should be selected reasonably according to the quantity of goods to prevent the phenomenon of hard plugging and trampling on goods. 2 points will be deducted for the left-behind articles and documents, and 5 points will be deducted for the hard plug and expansion box. (15) The packager should make the package look square and elegant, fix it with adhesive tape, put it down gently after packaging, and do not throw it around. The rough appearance of the package will be deducted 1 minute/time, and the loss of goods will be deducted 2 points/time (15 points), indicating that the package manager should handle the package carefully and check whether there is any mistake in writing in large letters. Deduct 2 points/time for throwing parcels, and deduct 1 point/time for customers' complaints about big handwriting. (15)

4. When delivering packages by region, carefully verify the region and make identification cards according to logistics requirements. Once a heavy parcel was thrown, it was deducted 1 minute/time, and the customer complaint area was wrongly deducted 1 minute/time. (8 points)

5, earnestly do a good job in regional health, after work, keep the materials in the work area clean and tidy, and the ground is free of garbage. Turn off the power supply of the electric fan and lighting facilities of the personal station. Violation deduction 1 minute/time. (5 points)

6. Smoking is strictly prohibited in the work area. If it is found that the assessment is cancelled once this month, it will be fined 100 yuan/time. (5 points)

7. Obey and cooperate with the work arrangements of the directly competent department and actively complete other temporary work arranged by the company. (7 points)

Purchasing Department Performance Appraisal Scheme Office Performance Appraisal Scheme Preschool noon Safety Management Appraisal Scheme

Factory employee performance appraisal scheme 3 I. Appraisal purpose

1, as the basis for promotion, dismissal and post adjustment, focusing on the assessment of ability, ability play and work performance.

2, as the basis for determining performance pay.

3, as the basis of potential development and education and training.

4. As the basis for adjusting personnel policies and incentives, promote communication between superiors and subordinates.

Second, the evaluation principle

1. Assess the employees formally employed by the company. The assessment requirements and emphasis of employees at different levels are different.

2. The assessment is based on the company's various systems, employees' job descriptions and work objectives, and the assessment must be open, transparent, equal and equal.

3. The appraisal scheme should be operable, objective, reliable and fair, and should not be mixed with the personal likes and dislikes of the appraisers.

4, advocate to meet with the assessed in different ways, make them sincerely accept the evaluation results, and allow them to appeal or explain.

Third, the assessment content and methods

1, work task assessment (monthly).

2, comprehensive ability assessment (by the assessment team once every quarter).

3, attendance and rewards and punishments (by the administrative department in accordance with the company's internal management regulations to carry out the assessment).

Four. Evaluators and evaluation indicators

1, set up a company evaluation team to conduct a comprehensive evaluation and evaluation of employees.

2, self-identification, employees to evaluate themselves and write a personal summary.

3. Assessment indicators, employees' work plans, tasks, attendance and rewards and punishments in internal management regulations.

Verb (abbreviation of verb) feedback of evaluation results

Performance appraisal should meet with me, tell the examinee the advantages and disadvantages of the appraisal results, and encourage them to carry forward their advantages, correct their shortcomings and create new achievements.

Six, employee performance appraisal instructions

(1) Fill in the program.

1. Before xx of each month, the employee shall prepare the work plan for that month, which shall be reviewed by the direct supervisor of the department and submitted to the Administration Department;

2. The Work Performance Appraisal Form is distributed to the department by the Administration Department on xx day of each month, filled in by myself, and submitted to the Administration Department before xx day of the following month after being audited by the department's direct superior;

3. Work plan writing is divided into five daily work categories, five stage work categories and other categories, and other categories are temporary tasks assigned by leaders;

4. The completion of the work plan is divided into three levels: completed, in progress and not carried out (phased work). At the end of the month, I will score myself according to the actual options and score myself in the personal evaluation column;

5. For projects that have not been implemented and are being implemented (phased work), please explain the reasons in the column of planned completion.

(2) Scoring instructions.

1, the total score of the work performance appraisal form is 90 points, 8 points for daily work, 40 points for stage work, 50 points for 10, and 8 points for other categories. If the opinions and suggestions are adopted by the company, extra points will be given 10; Among them, personal rating, functional department rating and direct superior rating account for 30%, 30% and 40% of work performance appraisal scores respectively. (If the personal score exceeds 90 points, the personal score is invalid, and it will be calculated by subtracting 10 from the direct superior score; The score of functional departments is evaluated from two aspects: cost consciousness and professional norms. Assessed by Finance Department and Administration Department respectively. )

2. The comprehensive performance appraisal shall be conducted by the appraisal team once every quarter, and the employees shall fill in the employee appraisal form and employee mutual evaluation form once every quarter, and the specific time shall be notified separately by the Administration Department; The employee appraisal form is filled in jointly by the assessed employee and the appraisal team, and the employee mutual evaluation form is filled in anonymously by the employee and put into the company ballot box; Among them, self-evaluation, employee mutual evaluation and evaluation group evaluation account for 30%, 30% and 40% respectively.

3. The quarterly performance appraisal score is the average score of 3 months, accounting for 60% of the quarterly performance appraisal score; The comprehensive performance appraisal score accounts for 40% of the quarterly performance appraisal score, and the quarterly final performance appraisal score is the sum of the two.

4. Scoring standard: 85 is excellent, 84-80 is good, 79-75 is qualified, 74-65 is average, and below 64 is unqualified.

(3) The content of quarterly performance pay.

Quarterly performance salary = performance appraisal award+performance quarterly award.

(1) The performance appraisal award consists of three parts:

A. Assess the risk premium of 65438+ 00% of the employee's quarterly salary;

B, a quarter of the employee's salary in the first 13 month;

C, the company takes out a quarter 10% of the annual salary as an incentive.

The quarterly appraisal of employees will pay full quarterly performance appraisal bonus to outstanding employees; Only items A and B will be issued if they pass the examination; There is no quarterly performance appraisal bonus for those who fail the examination.

(2) The quarterly performance bonus is paid by the general manager in the form of red envelopes at the end of the quarter according to the overall performance of employees in the company and with reference to the assessment of employees.

(4) Increase or decrease categories:

1, attendance score: 2 points will be deducted for personal leave of the month 1 day, and so on. During the quarter, personal leave will be deducted 1% performance pay for 3 days and 3% performance pay for 5 days;

2. Training score: 65438+ 0 point for training once, 2 points for absence from class once, and so on. During the quarterly absence training, 1% will be deducted from the performance salary twice and 3% will be deducted from the performance salary four times;

3. If the monthly work plan and performance appraisal table are not prepared on schedule, 1 point will be deducted for each day overdue, and so on.

4. Employees who pass the quarterly assessment are excellent in individual months in the quarter, and each time they are rated as excellent, their performance pay will increase by 2%, and so on; If an individual month fails to pass the assessment in the quarter, 4% of the performance salary will be deducted for each unqualified month, and so on.

5, reward and punishment score:

(1) In this quarter, 2% performance pay will be increased, 4% performance pay will be increased for meritorious service, and 6% performance pay will be increased for meritorious service;

(2) During the quarter, warning will reduce performance pay by 2%, demerit by 4% and demerit by 6%.

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