I. System flow chart: 1. Performance appraisal scheme management 5. 1 Establish post KPI. 5. 1. 1 target decomposition: decompose the company's annual target indicators to executive vice president and director level, and then to ministerial level, supervisor level and assistant level, so as to ensure that monthly and annual KPI indicators are formulated for each non-piecework position (except security guards and cleaners) from top to bottom; 5. 1.2 Direct superiors and direct subordinates negotiate to decompose indicators, which should be controllable, critical, challenging, consistent and democratic, and subordinate indicators can be the same as some assessment indicators of direct leaders. 5. 1.3 Post KPI setting standard number range reference:? 0? 1 executive vice president and director level: 5 ~ 15? 0? 1 business department: 5 ~ 15 ministerial department; 5 ~ 10 supervisor; Assistant grades 3 ~ 6? 0? 1 functional department: 5 ~ 10 ministerial department; Supervisor level and assistant level: 3 ~ 6 5. 1.4 KPI personnel in sales departments at all levels must set gross profit indicators; People at all levels in KPI of non-sales department must set profit indicators. 5. 1.5 The KPI indicator database established for each position forms a summary file of "Department Personal KPI Archiving Table" (attached table 1) by department, which is signed by the department head and submitted to the President's office for archiving. 5.2 Preparation of Personal Monthly Appraisal Scheme 5.2. 1 Personal Monthly Appraisal Scheme is prepared through negotiation and communication between superior and subordinate parties, and the following columns of Personal Monthly Appraisal Scheme shall be filled in before the 2nd of each month: appraisal project indicators, quantitative data, target value, rejection line, weight, calculation formula, etc. 5.2.2 Requirements for filling in "Appraisal Project Indicators", "Quantified Data" and "Weight": 1) The monthly indicators in the archived KPI indicators are the main appraisal items, with the total weight range of KPI indicators accounting for 80% ~ 100%, and the weight range of other qualitative indicators of monthly key work accounting for 0% ~ 20%. 2) The KPI indicators of the supervisor and below decompose the individual indicators of the supervisor, but not limited to the decomposition indicators. Important functions should be added to KPI indicators, with the total weight range of KPI indicators accounting for 50% ~ 100%, and the weight range of qualitative indicators of other monthly key work accounting for 0% ~ 50%; 3) "Quantitative data" shall indicate the product quantity, amount (ten thousand yuan), qualified rate, number of management items, etc. 4) The total profit index weight of the non-sales department is: 40% of the president; Executive vice president 35%; Assistant to the president, director level15%; Finance Minister and Procurement Minister 10%, other ministers 5%; Financial supervisor and purchasing supervisor 5%, other supervisors 3%. 5) The weight of "Minefield Index" is 0%, which means that if it is completed well, it will not be scored, and if it is not completed, it will be deducted. Such as major quality accidents, quality system external audit pass rate, SA8000 customer audit pass rate, major safety accidents and some simple temporary work arranged by leaders, minefield indicators should be set. 5.2.3 In principle, the "rejection line" should not be lower than 60% or higher than 30%, and the completion rate of order production tasks should not be lower than 80%. If the rejection bottom line is not reached or the rejection line is exceeded, the index score is 0. 5.2.4 The column of "Calculation Formula" for personnel above ministerial level shall be filled in under the guidance of the President's Office, and the "Calculation Formula" for personnel below ministerial level shall be drawn up by all departments with reference to the "Calculation Formula" at ministerial level; 5.2.5 "Performance data providing department" is the department that provides performance data, which can be one or more departments, and is mainly held by the finance department, customer department or the next process department. 5.2.6 Sign and confirm the "Personal Monthly Assessment Plan" before the 3rd of each month, and the employees above the deputy ministerial level shall submit it to the President's Office for filing, while the employees below the ministerial level shall stay in the department for filing, and the President shall conduct spot checks. 6 Management of performance data provision, confirmation and collection 6. 1 For the relevant indicators that each department is responsible for providing performance data, see the Annex List of Department Indicators and Performance Data Providing Departments. 6.2 The data provider must fill in the relevant performance data in the columns of "Performance Data" and "Signature Confirmation of Provider" in the List of Department Indicators and Performance Data Providers, and sign the indicators one by one, which shall be signed by the competent minister before 10 every month; 6.3 Collection of performance data? 0? 1 Performance data at ministerial level and above are collected by the President's Office from various departments and signed by the competent minister for confirmation. ? 0? 1 The performance data of personnel below ministerial level shall be summarized by the department performance management director to the relevant data providing department, and the competent minister of the data providing department shall be required to sign for confirmation. 7. Monthly performance appraisal and appraisal result management 7. 1 monthly performance appraisal management 7. 1. 1 deputy ministerial level and above appraisal a) After the President's Office summarizes the performance data of various departments, the performance management personnel are responsible for accounting and assessing the scores of KPI quantitative indicators (80%); After the evaluation of KPI quantitative indicators is completed, the President's Office is responsible for submitting the evaluation form to the superior leader of the assessed personnel and grading the remaining (20%) qualitative indicators (or monthly key work). 7. 1.2 assessment of assistants such as supervisors, assistants and warehouse keepers a) the performance assessment at the next level shall be conducted by the superior; B) When evaluating the indicators decomposed by the superior indicators, the scores of the superior leaders must be decomposed (when the subordinate independently decomposes the superior indicators, the evaluation score shall not be higher than that of the superior; When multiple subordinates * * * decompose superior indicators at the same time, the score will be decomposed according to the completion status); C) Indicators set for functional work shall be evaluated according to the "Monthly Work Plan and Completion Report". D) The person in charge of department performance management shall assist the minister to complete the performance basic data collection or plan completion report of other appraisal indicators of the department (i.e. indicators other than the minister's KPI indicators). 7. 1.3 Individual scores of individual assessment indicators are limited according to the actual situation of indicators; Strict management of "minefield" indicators and "veto line". 7. 1.4 Two-way communication and signature to confirm the evaluation result 1) The evaluator and the appraisee must have two-way communication and feedback, and the superior and the subordinate can fully understand the evaluation, and finally sign the Performance Appraisal Form for confirmation; 2) The performance management personnel of the President's Office are responsible for supervising the two-way communication and signature confirmation of the deputy ministerial level and senior staff; 3) The person in charge of performance management of each department is responsible for supervising the two-way communication and signature confirmation between supervisors, assistants, warehouse keeper statistics and other auxiliary personnel; 7.2 Assessment Result Management 7.2. 1 The President's Office is responsible for completing the "Assessment Result Score Summary Table" (Attached Table 4) for people above the deputy ministerial level before 14, and the person in charge of department performance management will complete the "Assessment Result Score Summary Table" for people below the deputy ministerial level before 15. Submit the "Assessment Results and Score Summary" to the President's Office for salary accounting before 0/6 every month. 7.2.2 Management of Monthly Performance Pay Accounting 7.2.2. 1 Salary Accounting of the President's Office is responsible for performance pay accounting, and the actual reward and punishment amount is filled in the "Reward and Punishment Amount" column of the Summary of Assessment Results and signed for confirmation; Performance pay in 7.2.2.2: Performance pay in the salary system is regarded as performance pay, that is, 15% of annual salary divided by 12 months is regarded as monthly performance pay. The calculation formula of monthly performance salary is: performance salary = performance salary amount+performance salary amount × (assessment score-100)% 8. Performance improvement management requirements 8. 1 After the monthly performance evaluation, the appraised person is required to improve the performance that is not up to standard, and the superior leader must put forward specific improvement requirements for the problems or deficiencies of his subordinates, or ask his subordinates to write a written improvement plan. At the same time, subordinates should be allowed to ask for difficulties and support. 8.2 If the score of a single indicator of non-minefield is zero for three consecutive months, the main person in charge or the competent leader of the indicator must prepare a "Performance Improvement Schedule" and report it to the President's Office. The Performance Improvement Schedule (Schedule 5) must have specific improvement measures and completion time. 9. Annual performance appraisal management 9. 1 If there is no annual indicator in the archived KPI indicator database, the annual appraisal results will be averaged according to the monthly cumulative score. 9.2 If there are annual indicators in the KPI indicator database, the annual assessment score = monthly average score × weight+annual statistical assessment indicator score × weight, and the annual indicator score weight is limited to 5% ~ 15%. 10. The assessment management requirements of this system are 10. 1. The person in charge of performance appraisal in the President's Office shall supervise the competent leaders of all departments, and the person in charge of performance appraisal shall submit the Monthly Appraisal Plan, the Summary Table of Department Performance Data Provision, performance data accounting, evaluation and summary table on time, and all departments shall cooperate to complete them on time. 10.2 due to the untimely supervision of the president's office, the monthly salary calculation was affected, and the assessment assistant, assessment supervisor or department head was informed criticism; If there is a big mistake in the collection and accounting of the assessment data of the personnel above the deputy ministerial level, the assessment assistant, assessment supervisor or department leader shall be fined 50 ~ 100 yuan and corrected. 10.3 The timeliness and accuracy of the "monthly performance appraisal scheme", performance data provision, performance accounting and evaluation management are handled by various departments as follows: 1) The departments and managers who completed the work on time will be commended, and informed criticism will be given for those who completed the work on time; 2) If the work is not completed on time, which affects the calculation of monthly salary, the following penalties will be given: a) If the whole department fails to complete the monthly assessment work on time, the head of the department will be fined 100 yuan, and 50 yuan, the part-time person in charge of department performance; B) Individual employees fail to complete the assessment work on time, and the appraiser and the appraised person will be fined 30~80 yuan; 3) The "Monthly Assessment Plan" was not carefully written and there was no two-way communication. If the index items, quantitative data, weight and veto line do not meet the requirements of this system, the assessed and superior leaders will be fined 30~80 yuan; 4) Put forward informed criticism for sloppy performance management, incorrect data provision, accounting errors, non-compliance with the system, and demand rectification of the rewriting scheme, provision of real data, objective grading, etc. If the rectification is not timely or in place, the part-time person in charge of department performance management and the department head will be fined 50~ 100 yuan; 5) If there is an error in the summary list of assessment scores, the part-time head of department performance management will be fined 30~80 yuan. Second, the performance appraisal form (sample)