Reference of Performance Appraisal Scheme of Well-known Enterprises

A, project staff assessment

(1) Evaluation content

According to different job categories (except for managers above project/manager (inclusive)), employees are assessed with corresponding assessment forms.

appraisal procedure

1. Set up a performance appraisal team, with fixed members (in principle, personnel above the project supervisor level).

As well as non-fixed members (depending on the assessment object, absorbing people related to their work), shall be borne by the project manager.

Be a team leader.

2. Require project managers/assessment team members at all levels to strengthen the key indicators and quantity of employees' daily performance assessment.

According to the collected information, conduct assessment processing, such as attendance records, monthly work target completion, rewards and punishments, etc.

Conditions, etc.

3. Every quarter, the assessment results of employees are divided into excellent (performance score 9.0- 10) and good (performance score 8.0-8.9).

Qualified (performance score 6.0-7.9), need to improve (performance score less than 6.0) four grades, and use "strong"

System allocation method ",initially determine the proportion of" excellent "and" need to improve "each accounting for 10% of the total project population.

The personnel composition of the four assessment levels includes employees above the supervisor level and employees below the supervisor level; In ...

The "Need for Improvement" grade is evaluated by the "relative comparison method", that is, all employees in the unit scored higher than 6.0 points.

Points, the lowest score in reverse order.

Second, the assessment of employees in functional departments.

(1) Evaluation content

According to different job categories (except functional department managers/directors), employees are evaluated by using corresponding evaluation forms. Please refer to the relevant evaluation form for details.

appraisal procedure

Managers/directors of functional departments are fully responsible for the evaluation of employees in their own departments.

Three. Evaluation of functional departments/project managers, project finance managers and customer experts

(I) Functional Department/Project Manager

See the annual salary assessment plan.

(ii) Project Finance Manager

It is a double assessment of the planning and finance department and its projects, in which the assessment weight of the planning and finance department is 70%.

The assessment weight of the project is 30%.

(3) Customer Specialist

See "Customer Specialist System", which carries out monthly assessment on the completion of charging indicators, formulates specific assessment standards for each project and reports them to the Human Resources Department; The daily work of the account specialist is assessed according to the "Project Personnel Assessment" in this scheme.

Fourth, the incentive mechanism

1. Payment of assessment bonus/bonus allowance: the payment cycle of assessment bonus is a combination of quarterly payment and year-end payment.

The bonus coefficient is set to excellent 1.5-2.0, good and qualified 1, which needs to be increased to 0-0.5 and 1-3 quarters.

50% of the total monthly salary, i.e. 16.7% per quarter, is distributed equally, which is reflected in the year-end bonus in the fourth quarter.

That is, 100% of the total monthly salary. (During the probation period, the employee is not included in the bonus/bonus allowance. )

2. Year-end evaluation: anyone with excellent performance can participate in the company's year-end evaluation, but the performance of 1-4 is evaluated twice.

Those with good grades cannot participate in the year-end appraisal (see the year-end appraisal scheme for details).

3. According to the needs of work, other appropriate forms of incentives can be given, such as: job transfer and salary adjustment, overseas training awards, prizes, etc.

Encourage tourism and career planning of excellent employees.

Verb (abbreviation of verb) Description of evaluation index

(1) General indicators: (applicable to all employees)

1. Completion of allocation (see relevant appraisal table for specific weights): the assessment basis of this indicator is weekly/

Monthly work plan, monthly/quarterly inspection qualified rate and verification qualified rate, quarterly property fee plan collection rate, examples

Will be written or oral arrangement, such as the completion of daily work inside and outside the plan, the project can be carried out according to this index.

Line refinement, formulate relevant assessment rules and record accounts in line with their own characteristics, and also use human resources.

The monthly work completion table designed by the Ministry (the project can choose to use this table according to its own specific situation,

But not mandatory).

2. Professional (management) level (see relevant assessment table for specific weights): based on the quality and quantity of completed work.

Judgment, the key points for reference are a. Professional judgment (correctly analyze the internal and external situation, from a professional point of view,

Ability to correctly judge and decisively handle current tasks); B. Planning ability (priority work and

Be able to make timely plan adjustments according to changes in objective conditions); C. Business knowledge and professional technical ability

Force; D. Ability to innovate and expand (the ability to creatively solve practical difficulties with new ideas and methods)

Wait a minute. This index score of the project staff is determined by the evaluation team according to the performance of the employees' actual work cases.

Conduct evaluation, and the evaluation form shall be determined by the project; The score of this indicator for employees in functional departments is negative.

The person in charge will assess the performance of the employees' actual work cases.

3. Sense of responsibility and attitude (see relevant assessment table for specific weight): The score of this indicator is determined by the assessment team.

Evaluate the performance of actual work cases, and the evaluation form is determined by the project; Functional department members

The score of this indicator is tested by the department head according to the performance of employees' actual work cases.

Nuclear energy. For reference, the assessment points are a. Attendance (subject to the monthly attendance record, if there are absenteeism, lateness,

Personal leave, sick leave, etc. According to the attendance management regulations, deduct the corresponding score for the frequency and degree of visual frequency.

Minus sign); B. executive power; C. sense of responsibility; D. enterprise; E. team spirit; F. service awareness, etc.

(2) Management indicators: (applicable to personnel above the supervisor level)

1. Completion of operation and management indicators of the project/functional department (see relevant assessment table for specific weights): assessment.

The basis is that each project/functional department is based on the annual management responsibility book, the company's annual work plan and finance.

The completion of the budget and other work, the project should refine this indicator, and formulate a plan that conforms to its own characteristics.

Relevant assessment rules.

2. Team building (see the relevant assessment table for specific weights): assessment team judges, with the reference assessment point of A. 。

Teamwork of employees in subordinate units; B. cooperation with other departments; C. actively participate in the team.

Organize activities and team management.

3. Staff training and growth (see the relevant evaluation table for specific weights): the evaluation point judged by the evaluation team for reference:

Employee voluntary turnover rate, reserve talent training, etc.

4. Completion of service indicators of projects/functional departments (see relevant assessment table for specific weights): each project/

Functional departments are detailed according to the annual management responsibility book and relevant documents of functional departments.

5. Major customer complaints and liability accidents in the project/functional department (see relevant assessment for specific weights).

Table): Evaluate and score according to monthly statistical records; If not, score 10; If so, you will get relevant information according to the situation.

The deduction of the corresponding score of personnel shall be decided by the assessment team.

6. Participate in various awards of the project (see the relevant evaluation table for specific weights): the judges of the evaluation group will be awarded once every quarter.

If there is no prize, add 6 points. If there is a prize, give extra points according to the nature of the prize and the size of personal contribution.

The final score of this indicator shall be determined by the assessment team, and the total score shall not exceed 10.

(3) Customer service/financial professional indicators: (applicable to relevant personnel in this kind of position)

1. Property fee recovery rate (see relevant assessment table for specific weight): according to the quarterly planned recovery rate of project property fee.

Determine the employee's score according to the completion; Employees at or above the director level can also be integrated into their teams.

Based on the performance of the corpse.

2. Customer complaints (see relevant evaluation table for specific weight): Customer service department is required to make statistics once a month, and nothing is nothing.

10, every time a complaint occurs, it will be given a corresponding score according to Customer Complaint Handling Regulations.

Deduct until you get 0 points, and the assessment team will determine the final score of the personnel involved.

3. Obtain the list of informed praise/criticism/negligence (see the relevant assessment form for specific weights): preliminarily determine that there is no phase.

6 points will be scored for one customs clearance, and corresponding points will be added or subtracted for each praise/criticism/neglect.

The evaluation team determines the employee's final score on this indicator.

(4) Engineering professional indicators: (applicable to relevant personnel of this kind of post)

1. Customer complaints (see relevant evaluation table for specific weights): The engineering department is required to make statistics once a month, and nothing is nothing.

10, every time a complaint occurs, it will be given a corresponding score according to Customer Complaint Handling Regulations.

Deduct until you get 0 points, and the assessment team will determine the final score of the personnel involved.

2. Timely maintenance rate (see relevant assessment table for specific weight): According to the weekly/monthly record table, the employees are the most.

The final score is: [timely maintenance times/total maintenance times] *10; Employees at the supervisor level or above can do the same.

Based on the overall performance of the team it brings.

3. repair rate (see relevant assessment table for specific weights): score according to the weekly/monthly record table, with full score of 10.

Take the form of deduction until you get 0 points; Employees above director level (inclusive) can also take tour groups.

Based on the overall performance of the team.

4. Equipment intact rate (see relevant evaluation table for specific weight): based on monthly equipment maintenance.

Scoring; Employees at supervisor level or above can also be based on the overall performance of the team they bring.

5. Obtain the list of informed praise/criticism/negligence (see relevant assessment table for specific weights): preliminarily determine that there is no phase.

Record 6 points for customs clearance, and give corresponding points to relevant personnel for each praise/criticism/negligence.

Add and subtract points, and the assessment team will determine the final score of employees on this indicator.

(5) Professional indicators of order maintenance, cleaning and greening: (applicable to relevant personnel of this kind of post)

1. Customer complaints (refer to the relevant assessment form for specific weights): The order maintenance department is required to make statistics once a month, and there is nothing.

Get 10 integral. Every time a complaint occurs, it will be given a corresponding score according to the customer complaint handling regulations.

Deduct until 0, and the final score of the persons involved will be determined by the assessment team.

2. Obtain the list of informed praise/criticism/negligence (see relevant assessment table for specific weights): preliminarily determine that there is no phase.

Record 6 points for customs clearance, and give corresponding points to relevant personnel for each praise/criticism/negligence.

Add and subtract points, and the assessment team will determine the final score of employees on this indicator.

First, the assessment content

1, the assessment content of this project

According to the company's strategic objectives, the annual management responsibility book and the company's annual plan, the company will assess the project from two aspects: operation and management.

(1) management

Take the recovery rate of property fees and the completion rate of budget as the assessment indicators.

(2) Management

The qualified rate of monthly/quarterly comprehensive service quality inspection, the qualified rate of monthly/quarterly comprehensive service quality inspection and verification, the completion rate of monthly work plan of the project, the growth of staff training, customer complaints, satisfaction, personnel management, safety management and decoration management are assessed by various functional departments.

2, the functional departments of the assessment content

Based on the company's annual plan/annual responsibility letter of each functional department, functional professional work and department management as the main contents, the specific indicators can be found in the quarterly assessment form of functional departments.

Second, the evaluation method

1, set up a performance appraisal team.

The members of the company's performance appraisal team are divided into fixed members (company executives and functional department heads) and non-fixed members (recruiting relevant personnel depending on the appraisal object). The daily work department is the human resources department of the company.

2. Methods of project evaluation

(1) The performance appraisal team of the company shall summarize the above two items in the last quarter before 20th of the first month of each quarter.

Indicators for assessment, sorting, fill in the "project quarterly assessment form", and according to the assessment results of each project.

It is divided into excellent (performance score of 8.5- 10), qualified (performance score of 7.0-8.4) and required.

Improve (performance score below 7.0) the third gear.

(2) at the end of the year, fill in the "project" according to the assessment results of the four quarters of the year and the annual management indicators.

Annual review form.

3. Assessment methods of functional departments

(1) The evaluation team of the company will evaluate the functional departments in the last quarter before 20th of the first month of each quarter.

Arrange and fill in the quarterly assessment form of functional departments. And according to the assessment results of various departments, it is divided into excellent.

(performance score 8.5- 10), qualified (performance score 7.0-8.4), need to improve (performance

Score below 7.0) third gear.

(2) At the end of the year, fill in the function according to the assessment results of the four quarters of the year and the assessment results of the annual management indicators.

Annual departmental examination form.

Third, the incentive mechanism

1. Determine the total amount of appraisal bonus/bonus allowance: the payment cycle of appraisal bonus is quarterly and year-end.

In combination, the bonus coefficient is set to excellent 1 and qualified 0.9, which needs to be raised to 0.8, 1-3 quarterly average.

50% of the total monthly salary, that is, every quarter 16.7%, is reflected in the year-end bonus in the fourth quarter, that is, monthly work.

65438+ 000% of the total capital.

2. Year-end evaluation: the top five units in the annual comprehensive ranking of the project participate in the year-end evaluation; The top two departments of functional departments participate in the year-end appraisal. (See the year-end assessment plan for details).

Four. Description of evaluation indicators

(A) the project assessment indicators

1. Property fee collection rate: according to the property fee actually collected in the project quarter, the score is: (actual

Collection rate/target collection rate) * 10.

2. Budget completion rate: according to the actual completion of the project budget, the score is: (actually completed budget

/planned budget) * 10.

3. Comprehensive service quality inspection: According to the monthly/quarterly inspection results of various functional departments, there are two items.

Sub-indicators, sub-indicators inspection qualified rate, by the heads of various functional departments to assess the indicators.

Scoring, the specific scoring situation is linked to the inspection qualification rate, and the scoring formula is: (number of qualified inspections/

Total number of inspections) * 10. The final score of this sub-index is the weighted average of the above scores given by five functional departments.

General; The qualification rate of sub-index verification is assessed according to the verification results of various functional departments, and each function

The head of the department evaluates the index, and the specific score is linked to the verification qualification rate.

The score is: (number of qualified inspections/total number of unqualified inspections) * 10. The final score of this sub-index is five.

The Department of Energy weighted the above scores.

4. Customer complaints: This indicator includes three sub-indicators, all of which are evaluated according to monthly statistical data, namely

The qualified rate of standard complaint handling is 10. There are no customer complaints in the quarter, and handling is the main thing.

According to the situation, the corresponding score is given, and the calculation formula is: (sum of monthly complaint handling qualification rate/3) *10; Separate your fingers

Settlement rate of bidding complaint handling. If there are no customer complaints in the quarter, the indicator will get 10, and if there are, the case will be closed according to the treatment.

Give corresponding scores to the closed cases, and the calculation formula is: (sum of monthly complaint settlement rate/3) *10; ③ heavy

The reporting rate of major/typical complaints is 10. If there is no customer complaint in the quarter, it will be reported according to the situation.

The corresponding score is given, and the calculation formula is: (sum of monthly reporting rates of major/typical letters and visits /3)* 10.

5. Staff training and growth: comprehensively evaluated by the company's assessment team, with a score of (10)-

-Have an excellent talent echelon, and attach great importance to the training of key employees and the career of key employees.

Planning, so that they can develop well and grow fast, and the voluntary turnover rate of employees is less than or equal to 2%; B

Level (8-9 points)-Have a good talent echelon and pay attention to the cultivation of key employees and key employees.

Career planning makes them develop well and grow rapidly, and the voluntary turnover rate of employees is less than.

At 2.5%; Grade C (6-7 points)-Do not pay attention to the training and career of core employees.

Planning, talents can not get better development, reserve talents can basically meet the needs of unit development, and personnel

The voluntary turnover rate of workers is less than or equal to 3%; Grade D (below 6 points)-there is a shortage of reserve talents, which are generally held by employees.

Complaints are not taken seriously and cultivated, it is difficult to retain outstanding talents, and the voluntary turnover rate of employees is greater than 3%. (Note:

The "employee" in this indicator "employee voluntary turnover rate" refers to the employee who performed well in the last quarter.

Regular employees this quarter)

6. Monthly work plan completion qualification rate: the main assessment basis is the statistical completion of the monthly report of the company's office.

Success, the score is: (sum of monthly completion rates /3)* 10.

7. Customer satisfaction: evaluated by the results of the annual customer satisfaction survey. According to the results of the internal investigation

Nuclear basis, the final score is: actual score * 0.5; According to the results of a third-party survey, then

The final score is: actual score * 1. In principle, the evaluation is based on the results of third-party surveys.

8. Employee satisfaction: Evaluate according to the company's annual employee satisfaction results.

9. Ocean Club: According to the development rate of the old owners who stayed in the project year, the score is: (Actual

International development rate/target development rate) * 10.

10, personnel management: reserve talents according to the annual training hours of project employees, labor disputes.

score

1 1. Safety management: there are no fire accidents and public security responsibility cases throughout the year, every 1 minute.

12. Decoration management: 0 point for each new illegal building (the world and scenery were not completed together in the previous year).

Demolition of illegal construction will get 0 points).

(B) functional departments assessment indicators

1. Completion of the company's annual plan/monthly work plan: this indicator includes two sub-indicators and is a public indicator.

The quarterly completion of the company's annual plan shall be completed by each department according to the quarterly requirements in the annual plan.

For the assessment, the person in charge of each functional department should fill in the quarterly work completion and progress at the assessment team meeting.

Ok, the final evaluation team will score the timeliness and quality of the planned work, and the human resources department will

Spot check the completion of the work of each department; The monthly work plan completion of the breakdown of indicators,

The main assessment basis is the completion of the monthly report counted by the company office, and the score is: (at the end of each month.

Sum of success rates /3)* 10.

2. Professional support is timely and efficient: the project is based on the professional support of various functional departments.

Evaluation, including "timely" and "effective", can be carried out through the critical event method.

The score is: (timely and effective professional support provided by functional departments in this quarter/professional support provided in this quarter)

Total number of positions held) * 10.

3. Major customer (internal and external) complaints and liability accidents in this department: issued by quarterly departments.

Score the statistics of major customer complaints and accidents. If not, score 10. If yes, it depends.

Relevant personnel deduct the corresponding score.

4. Responsibility and service awareness of department employees: The project manager will comprehensively report the situation to the functional departments.

Conduct an evaluation. Scoring grade: Grade A (10)-All employees in the department show a strong sense of responsibility.

Sense, in cooperation with the project reflects the excellent service consciousness and service attitude; Grade B (8-9 points)

—— The employees of the department have a strong sense of responsibility and show good cooperation with the project.

Service consciousness and service attitude; Grade C (6-7 points)-The sense of responsibility and service of department employees is average.

General attitude, occasionally bad attitude; Grade D (below 6 points)-responsibilities of department employees.

Poor sense of responsibility, poor service attitude, and impatience with project staff.