Words are like elves. As long as you make good use of them, they will have unexpected effects. Therefore, whether speaking or writing, we should make good use of words. As long as you can use it accurately and flexibly, it will make your language glow with vitality and brilliance. Below, I would like to share with you the assessment methods of probation employees, hoping to help you!

Appraisal method for probation employees 1 1. New employees usually have a three-month probation period.

2. During the probation period, new employees can take personal leave and sick leave according to the company's employee attendance, vacation and leave management system, but the probation period will be extended according to the number of days of leave. Employees whose probationary period is less than one week demand to resign without pay.

3. If a new employee is absent from work once or arrives late and leaves early for more than three times during the probation period, he will be dismissed at any time.

Fourth, the probation period assessment

1. After the new employee's probation period expires, the Human Resources Department will issue the Employee Confirmation Appraisal Form to the new employee on probation, and the new employee will fill in the "Appraisal Content" in the form and the "Self-evaluation Part" in the appraisal content according to his own situation.

2, department head according to the performance of new employees in the probation period, fair score and write the initial nuclear opinion.

3. The Human Resources Department shall truthfully fill in the attendance of new employees during the probation period.

The assessment results will be determined according to the initial test results and attendance.

Verb (abbreviation for verb) becomes a full member.

According to the assessment results, the employing department will make a decision to agree to become a full-time employee, extend the probation period or not to hire new employees within one week after the probation period expires, and submit the Appraisal Form for Employee's Employment as a Full-time Employee to the head of the department and the head of the human resources department for approval.

Provisions on target assessment of new employees in business departments:

1. Those who have rich BT sales experience and have obtained formal employee qualification through examination shall be assessed in principle according to the sales target of formal employees in their respective jurisdictions. Exceptions may be granted a one-month transition period after approval, and the sales target after the transition period shall not be less than 80% of the normal target.

The sales target of probationary employees is 20% of the normal standard in the first month, 40% of the normal standard in the second month and 70% of the normal standard in the third month.

One of the basic conditions for employees to become regular employees during the probation period is that their monthly sales performance reaches more than 80% of the normal standard. On this basis, whether they can become regular employees can be decided according to their basic quality, work ability, work attitude and work discipline.

6. End the probation period early:

During the probation period, for new employees with excellent professional quality, skills, work adaptability and work effectiveness, the department head during the probation period may terminate the probation period in advance and submit the Employee Confirmation Appraisal Form to the human resources director and the general manager for approval (attached table).

7. During the probation period, for employees who are obviously unsuitable for a certain position or employment, the probation department can report to the Human Resources Department in advance, and after the approval of the department head or the head of the Human Resources Department, arrange probation for other positions or dismiss the probation employees in advance.

VIII. Evaluation of the evaluation results

1. The assessment method adopts project classification, and the assessment content is divided into four standards: excellent, good, average and poor. Each standard defines a minimum score, and the lowest score of the next standard to the lowest area of the standard is the score selection interval.

2. Evaluation criteria of evaluation results:

If the assessment result is above 95 points, the salary will be promoted in advance;

The assessment score is 85-94, and the salary is promoted as scheduled;

The assessment score is 75-84 points, and the salary will not be promoted if you become a full member on schedule;

The test score is 60-74 points to extend the probation period;

If the assessment result is less than 60 points, the trial is unqualified and will not be hired;

Measures for the administration of employee assessment during probation period

Zhaopin Recruitment Date: 20 10-05- 19

I. General rules:

This management method is specially formulated to standardize the assessment management of new employees in the probation period of the Group.

Second, the scope of application

This management method is applicable to all probation employees of the Group.

Third, the probation period assessment management

1. After new employees join the company, the probation period is generally 1-3 months (no more than six months at the longest): if the term of the labor contract is more than three months but less than one year, the probation period is one month; If the term of the labor contract is more than one year but less than three years, the probation period shall not exceed two months; The probation period of a labor contract with a fixed term of more than three years or without a fixed term shall not exceed six months.

2. The person in charge of the employing unit shall designate a special person to guide and arrange the new employee's work, conduct pre-job business knowledge and process system training, and help the new employee adapt to the post requirements as soon as possible; New employees must abide by the relevant systems of the company and departments and complete the assigned work on time.

3. New employees must receive the induction training organized by CLP Electric within one month, and the training assessment result is one of the conditions for becoming a full member. Those who do not participate in training or have a test score of less than 70 points will not be transferred to full employment.

4. During the probation period, in any of the following circumstances, the probation period is terminated and the labor contract is terminated:

4. 1 absenteeism 1 day or more;

4.2 Accumulated personal leave exceeds 3 days per month;

4.3 The cumulative sick leave per month exceeds 5 days;

4.4 The assessment result of the current month is "poor";

4.5 Individual assessment results are less than 50%;

4.6 Obviously incompetent for the job;

4.7 Violation of employee handbook and other rules and regulations of the Group.

5. During the probation period, under any of the following circumstances, the probation period may be extended by one month:

5. 1 Monthly leave exceeds 1 day for less than 3 days;

5.2 Sick leave accumulated for more than 3 days and less than 5 days per month;

5.3 After the probation period expires, the assessment result is "average";

5.4 Other circumstances stipulated by the group system.

6. If the probation period expires and the assessment results are "good" or above, they will be regularized on schedule. Those who have made significant meritorious service during the probation period or won the top three in the skill competition organized by the group may apply for formal employment in advance with the approval of the unit, but the probation period shall not be less than one month.

7. The salary during the probation period is agreed in principle to be 80% of the minimum wage for the same post, but it shall not be lower than the local minimum wage.

8. Evaluation of probation period

8. 1 The direct leader is responsible for the assessment of new employees, and the personnel department will supervise and inspect them. Those who fail the assessment will be punished.

8.2 Assessment contents and standards: See Employment Confirmation Evaluation Form.

8.3 The assessment score of 90 (inclusive) ~ 100 is "excellent", 80 (inclusive) ~ 90 is "good", 70 (inclusive) ~ 80 is "average" and below 70 is "poor".

Four. Adjustment, extension and termination of probation

1. The personnel department of each unit will issue the Evaluation Form for Probation Employee's Employment Confirmation before the probation period ends 10. 7 days before the end of the probation period, the employee shall fill it out and submit it to the personnel department, the immediate superior, the department head and the general manager of the unit for approval. Those who pass the probation period will be sent a notice of employment confirmation by the personnel department of the unit before the end of the probation period. The personnel department of the subsidiary company is responsible for handling the formalities for the manager of the subsidiary company, employees with intermediate professional skills and below (including the marketing center), and the human resources center is responsible for handling other employees.

2. According to the fifth paragraph of Article 3, the personnel department shall issue a written notice to postpone the regularization 3 days in advance. If the conditions are still not met after the probation period is extended, the labor contract shall be dissolved by issuing a Notice of Dissolving the Probation Period.

3. If the probation period is terminated according to the fourth paragraph of Article 3, the personnel department will issue the Notice of Termination of Probation Period three days in advance to terminate the labor contract.

5. The right to interpret these Measures belongs to the Group Human Resources Center.

The second part of the probation employee assessment methods ● Formulate the probation assessment objectives and standards.

As the first step of probation assessment, an enterprise shall, within one week of the new employee's employment, the department manager or senior employee and the employee * * * jointly determine the work tasks, assessment objectives and assessment standards of the probation period, and agree on the specific conditions of formal employment as the assessment basis at the end of the probation period. If a new employee fails to meet the requirements of the enterprise after examination before the end of the probation period, the Human Resources Department shall promptly notify the employee in writing before the end of the probation period and terminate the labor contract according to the examination results.

● Set probation assessment indicators.

The probation assessment indicators are mainly designed around three dimensions: work performance, work attitude and work ability, and the indicators are as specific and quantifiable as possible. Job performance objectives are mainly set according to the business situation and job requirements of the enterprise, and the job responsibilities and work contents are refined and decomposed as much as possible, and assessment standards are set. Work attitude indicators can be work initiative, integration with corporate culture, teamwork, etc. Work ability mainly examines their communication and cooperation, learning ability, etc. , and set specific indicators according to the competence of each specific position.

● Do a good job in teaching newcomers.

For new employees, the enterprise should arrange a mentor for them to give guidance at work and help them grow up smoothly. Teachers, department managers and human resources departments should communicate with new employees regularly, learn more about their feelings and ideas at work, provide support when they need help, and try to give new employees some support at work. At the same time, combined with the actual work, some evaluation indicators and standards are appropriately fine-tuned.

● Performance interview during probation period is essential.

In addition to grading the performance of new employees during the probation period, the human resources department should also conduct performance interviews on the performance of new employees during the probation period, review their work during the probation period, encourage their outstanding performance, point out their poor performance and give pertinent opinions. According to the evaluation results, explain and appease the employees who need to terminate the labor contract.

● Dissolve the labor contract according to legal procedures.

After the probation assessment, even if the employee's assessment result is "unqualified", the enterprise shall not terminate the labor contract at will. When an enterprise exercises its cancellation right during the probation period, it must abide by the certificates and procedures prescribed by law, especially the legal basis and procedures. First, there must be a credible basis, that is, the clear assessment objectives and standards mentioned in the first point above, that is, what standards can workers reach before they become full members, and on the contrary, there must be provisions or agreements to terminate the labor contract; Second, it must go through legal procedures. The enterprise shall present the Notice of Unqualified Probation to the laborer, and the notice and the Notice of Dissolution of Labor Contract shall be delivered on the last day of probation at the latest, and the trade union shall be notified before this.

It is said that the fineness of gold can be tested by drawing a line on the touchstone with gold. When the enterprise and the employee agree on the probation period, they need to issue fair and just assessment results to the employee based on accurate and reliable assessment methods. Of course, the inspection is two-sided. If the employee feels that the company is no longer the "favorite object" when signing the contract during the probation period, he can also say "bye bye" to the company during the probation period.

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