In order to ensure the solid progress of things or work, it is often necessary to make plans in advance. These plans are written plans, detailed rules and steps for specific actions. What problems should we pay attention to when making a plan? The following are six performance appraisal schemes carefully arranged by me for your reference, hoping to help friends in need.

Performance appraisal scheme 1 production management, post's own work, long-term performance supervision and management, so that employees can work hard for a long time and do it in detail. Introduction to Enterprise Management of Hongzhi Da Rui, Tangshan Production Management Consulting Company;

The assessment of warehouse keeper mainly includes four parts: work performance, system compliance, attendance and rationalization proposal, in which system compliance and attendance are deducted items and rationalization proposal is added items.

1, accounting registration error rate.

2. Check the completion rate of the accounting card on time.

3. Record the accuracy of financial data on time.

4. The quality of warehousing financial statements.

5. Timely preparation rate of warehousing financial statements.

6. Integrity rate of financial information.

7. Comply with the system.

In addition, there are attendance assessment and rationalization proposals.

In order to mobilize the enthusiasm and creativity of employees in this department, guide employees to do their jobs well, and continuously improve work efficiency and quality, the methods are formulated in accordance with the relevant regulations of the company and the actual situation of this department.

First, the basic principles of performance-based wage distribution

1, linked with performance, post, skill and contribution, and the principle of widening the gap reasonably;

2. The principles of openness, fairness and justice;

3, regular assessment, the principle of monthly distribution.

Second, the content of performance appraisal

1, monthly assessment

Employees of this department should use the Detailed Rules for Employees' Monthly Performance Appraisal in the monthly assessment to assess their work performance in that month.

2. Annual evaluation

The annual assessment of personnel in this department is determined by the monthly average assessment score, annual work ability and attitude assessment.

Comprehensive score of employee's annual performance appraisal = average score of employee's monthly performance appraisal ×70%+ assessment score of ability index × 15%+ assessment score of attitude index ×15%;

The comprehensive score of the annual performance appraisal of department personnel is excellent in the top 5%.

Third, monthly performance pay.

The monthly performance salary of employees is determined according to the monthly performance appraisal.

Employee's monthly performance salary = monthly performance salary base × personal performance coefficient × monthly assessment coefficient

The performance salary base of this department is determined by the leaders of this department according to the completion of work indicators.

Iv. evaluation procedures

I. Organizational evaluation

1. Before 28th of each month, each employee shall submit the work diary of the month to the department head.

2. Employee assessment: the assessment score of the minister is 60%, and the assessment scores of the deputy minister and assistant minister are 20% respectively.

Second, the performance feedback interview

Before the 5th of the following month, department leaders will conduct feedback interviews according to the performance appraisal of employees to help them improve and improve their work.

Verb (abbreviation of verb) other clauses

1. Those who take time off will be deducted 2 points/day, and they will take time off continuously or cumulatively 10 day (including 10 day), and will not enjoy the performance salary of the month;

2. Absence from work for half a day will be deducted 50% of the performance pay of the current month, and absenteeism for one day or more will be deducted from the performance pay of the current month.

3. Failure to pay the reporter on the working day of the current month will deduct the individual's performance pay for the current month.

Sales department

* * year 10 year128 October.

Performance appraisal scheme 3 I. Appraisal object

1. The following people will not participate in the evaluation:

(1) Those whose probation period has not expired.

(2) Those who have worked continuously for less than half a year.

(3) Due to long-term absence (including work-related injuries), suspension of classes and other reasons, the number of attendance days during the assessment period is less than that of absence days.

(4) due to special circumstances, it is impossible to participate in the assessment or to conduct the assessment.

2. In order to achieve a good evaluation purpose, it is necessary to classify and evaluate the evaluation objects.

(1) by job

(2) According to the function

(3) by department

3. During the assessment period, if the assessed person is transferred from the original department due to personnel changes, or the assessment period is less than one month after being transferred to a new unit, the assessment shall be conducted by the original unit.

Second, the examiner

1. The performance appraisal is conducted according to the post level, and in principle it is divided into two levels, namely, the first level appraisal and the second level appraisal.

2. The person in charge of the first and second assessment, namely the appraiser, shall follow the following table.

In short, the appraiser is the direct superior of the appraiser in principle.

3. The second appraiser is the final appraiser.

4. During the appraisal period, if the appraiser is transferred from his current post due to personnel transfer, the appraisal work undertaken by the appraiser will continue until he is transferred, and the successor will continue the appraisal work as the appraiser.

Third, the evaluation principle

1 general principles

(1) Managers and subordinates understand the reasons for performance appraisal.

(2) Have clear work objectives and result evaluation based on facts, and conduct performance appraisal with a fair attitude.

(3) The performance appraisal and its results shall be kept confidential.

(4) Environmental factors affecting performance appraisal results should be considered.

(5) Different personnel should use appropriate evaluation scales.

2. Specific principles

(1) Under the same supervisor, each employee is assessed once a year.

(2) In the following three situations, a supervisor will evaluate his subordinates twice.

A. the employee is a new employee.

B the employee has been transferred from other departments for less than two evaluation periods.

C.the new director of this department has changed.

(3) The following situations are not evaluated

A. Having passed the examination for five years under the same supervisor; In these five years, the appraised person has been in the same position, and his salary level has reached the highest level in the same level.

Employee B has participated in the "Training Development Plan". According to the records, the employee has reached the last year of the five years mentioned in the preceding paragraph, and at this time, the employee does not need to participate in the assessment.

Fourth, the evaluation period.

Frequency of implementation: twice a year; Four times a year.

Verb (abbreviation for verb) rating

1. rating level

When scoring, each assessment element is divided into five grades: A, B, C, D, E or 5, 4, 3, 2, 1.

2. The performance appraisal results shall not be listed above:

(1) having been punished.

(2) Those who arrive late and leave early more than once.

(3) Absence for more than days (whatever the reason)

(4) absenteeism for more than one day.

3 performance appraisal results shall not be classified as second class:

(1) was given a demerit during the examination and has not been revoked.

(2) Those who arrive late and leave early more than once.

(3) Absence from work for more than days

(4) Absence (for whatever reason) exceeds days.

4. Newcomers' first assessment results shall not be higher than the second category.

5. Increase or decrease points

(1) Remember a merit, remember a merit, and deduct points for a commendation.

(2) demerit deduction once, demerit deduction once and warning deduction once.

Rating standard reference table

Matters needing attention about intransitive verbs

1. Don't let you and your subordinates wait until the evaluation conclusion comes out to understand your requirements for them.

2. The evaluation should summarize the performance of employees throughout the year, so the necessary written records should be kept throughout the year.

Evaluation should not be concentrated by the supervisor, but should give the subordinates an opportunity to talk about their own views, opinions and ideas.

4. See if your subordinates think you are fair. They don't need 100% to agree with you.

Don't forget to praise employees' achievements and appreciate their abilities in the evaluation interview.

6. Evaluate behavior, not actors. At all times, your assessment should be based on observed behavior.

7. Be good at listening. Evaluation is an opportunity for us to get valuable feedback.

8. Encourage employees to tell you some difficult habits that make their work unnecessary.

9. After each evaluation, continue to maintain continuous communication with employees.

10. Establish a relationship of mutual trust. Evaluation is not to catch up with the past, but to improve the future.

1 1. Please consider the remuneration and salary of the appraised person and compare it with the value of his work performance.

12. The mid-year assessment starts from 10/0 and ends on June 30th, and the year-end assessment starts from July 1 and ends on February 3rd 1. No matter whether the results before the evaluation period are good or bad, they shall not be taken into account.

13. It is necessary to truly understand the specific contents and standards of employees' duties and responsibilities.

14. Don't pay too much attention to the special achievements just completed before the examination.

15. Don't overestimate what you agree with.

16. Avoid overestimating the subordinates you have trained.

17. The performance quality of supervisors at all levels is based on the overall performance of their respective departments.

18. All appraisers should pay attention to the appraisal results, which will directly affect the treatment and status of subordinates, so they should strive to be fair and objective in the appraisal.

19. If there is any need to record the appraisal, behavior, suitability and treatment of the appraisee, please record it in the appraisal opinion without reservation, and pay attention to the wording and content.

20. The employee assessment score is 100, and the score is divided into five grades. When grading, please don't grade all the appraisal items of the same person at the same time. However, all subordinates must score on the same project, and the next project will be scored after all subordinates score. At the same time, the normal distribution ratio of performance appraisal should be considered for the allocation of each project. When the proportion difference is too large, please adjust it as appropriate.

2 1. Auditors at all levels can modify the performance of subordinate appraisers according to regulations, but they are not required to modify the performance of subordinate appraisers.

22. The evaluation results (except those directly informed to the parties) shall be kept strictly confidential by the competent personnel at all levels and shall not be disclosed.

Seven, a comprehensive understanding of the work being evaluated.

A comprehensive understanding of the work of the assessed is the basis of correct evaluation. It includes candidates:

1. What should I do?

(1) What tasks and responsibilities should be completed?

(2) Accurately grasp the main aspects of the assessed work.

(3) determine the main aspects of the work as the focus of the assessment.

2. What should I do

(1) What rules and regulations should I abide by?

(2) What working procedures and operating procedures should be followed?

3. What work results should be achieved?

(1) working quality

A. Correctness of working process

B. Validity of work results

C. Time-limited nature of work results

D. The correctness of the choice of working methods

(2) the number of jobs

A. Work efficiency

B. Total workload

4. What knowledge, experience and skills should I have?

(1) What knowledge does this job require an executive?

A. Management knowledge

B. Professional knowledge

(2) What experience and skills do executives need?

A. Organization and coordination: work distribution, implementation supervision and coordination of internal and external relations.

B. Interpersonal communication: effective communication, conflict management and friendly cooperation.

C. training guidance: training development, work guidance, and helping subordinates solve problems.

D. Problem solving: timely discovery, correct judgment and proper methods.

E. motivating subordinates: fair and effective authorization and team awareness building.

F. Planning and decision-making: correct decision-making, careful planning and effective implementation.

G. innovation and development: good at thinking, unique methods and reasonable improvement.

5. What kind of attitude and behavior should be adopted at work?

(1) Work attitude

A. Professionalization

B. Initiative

C. Heavy workload

D. Loyalty to duty

E. Dare to be responsible

(2) Work behavior

A. set an example.

B. Seeking truth from facts, being solid and steady

Performance appraisal system 4 I. General rules

In order to stimulate the potential of employees, work better, promote outstanding employees to stand out, and better evaluate the comprehensive performance of various professional and technical personnel during the assessment period, this scheme is specially formulated.

Second, the evaluation cycle.

According to the nature of out-going construction work, the performance appraisal of professional and technical personnel is conducted 1 time every year.

Third, the evaluation object

Professional and technical personnel of construction engineers (including self-owned employees, laborers and retirees).

Fourth, the evaluation requirements

Strict procedural standards, full development of democracy, the use of qualitative and quantitative combination, self-scoring and leadership scoring methods to ensure the fairness and justice of the assessment results.

Verb (abbreviation for verb) evaluates the content

1. Work attitude and sense of responsibility.

2. Ability to work.

3. Work tasks.

4. Quality of work.

5. coordination.

6. discipline.

Sixth, the assessment method

1. Establish an assessment team, which is composed of the leaders of the Division, the heads of each center and relevant personnel of performance management.

2. The appraised personnel fill in relevant forms and describe the appraisal contents.

3. Use quantitative and grading methods to conduct employee self-assessment, employee mutual evaluation and leadership rating. Employees' self-evaluation accounts for 30%, and leaders' rating accounts for 70%, with a score of over 90 being excellent, 80-90 being good, 60-80 being qualified and below 60 being unqualified.

4. Excellent personnel account for 10% of all candidates, and excellent personnel account for 15% of all candidates.

Seven, the assessment time

The assessment of the previous year will be conducted on June 5438+ 10 every year, and the assessment results will be announced at the beginning of February this year.

Eight, extra points

The highest bonus item is 10.

1. For each certificate of 1 obtained through company training, add 1 point.

2. Add 2 points for each certificate of 1 obtained through social examination (the certificate is filed with the construction engineer).

3. 2 points will be added for each document prepared by the project personnel/kloc-0.

4, technical summary award according to the level plus 1-3 points.

5. If you are commended by the company or above during the year, add 2 points.

Nine. others

The performance appraisal of professional and technical personnel is based on the company's annual performance appraisal, and bonus items are basically included in the company's annual performance appraisal score. Employees who are rated as excellent and good in the assessment will be reflected in the performance salary and training in the next year.

Chapter 5 of Performance Appraisal Scheme 1.0 Purpose

Standardize employee performance appraisal to ensure fairness, impartiality and openness of employee appraisal.

2.0 Scope of application

Applicable to the performance appraisal of all employees in industrial companies.

3.0 responsibility

3. 1 The department manager is responsible for evaluating the performance of department employees;

3.2 The general manager of the company is responsible for evaluating the performance of the department;

3.3 The Administration Department is responsible for summarizing the evaluation results of various departments and putting forward performance evaluation suggestions;

3.4 The director of the general manager's office is responsible for reviewing the performance appraisal of each department;

3.5 The general manager of the company is responsible for maintaining the fairness, impartiality and openness of the performance appraisal and approving the performance appraisal suggestions.

4.0 program

4. 1 performance appraisal principles

1) the principle of fairness and objectivity;

2) the principle of comprehensiveness;

3) the principle of accuracy;

4) the principle of timeliness;

5) the principle of saving;

6) The principle of easy operation.

4.2 Performance evaluation criteria

1) Work behavior;

2) Work results;

3) ability to work;

4) Work attitude.

4.3 Performance appraisal system and composition

4.3. 1 performance appraisal system

1) Operating procedures are the only basis for evaluation;

2) The evaluation results are linked to wages and bonuses;

3) The evaluation results are linked with administrative rewards and punishments;

4) The evaluation results are linked to promotion, transfer and demotion;

5) The evaluation results allow administrative reconsideration.

4.3.2 Composition of Performance Appraisal System

Performance evaluation consists of weekly inspection, monthly inspection, sampling inspection, half-year evaluation and year-end evaluation.

4.4 Composition and Payment of Wages

4.4. 1 salary composition

Salary = basic salary+fixed post salary+assessment salary+subsidy

Description:

Salary base for employees and grass-roots and middle-level managers =30%* total post salary.

Salary base for assessment of senior managers =50%* total post salary.

4.4.2 Evaluation of salary payment methods

4.4.2. 1 Salary payment of employees and grass-roots and middle-level managers.

The method of "assessment in the current month and payment in the current month" is adopted, and the payment formula is as follows:

Assessment salary = assessment salary base * distribution ratio corresponding to assessment points.

Assessment and salary payment of senior managers in 4.4.2.2

At the end of the year, according to the target assessment, according to the (Management Measures for Target Assessment of News Industry Companies from to).

4.4.3 Assessment of salary distribution ratio

The assessment is divided into individual assessment salary distribution ratio.

≥95 100%

60≤ evaluation score -95 evaluation score /95* 100%

Evaluation score < 60 0

4.5 Evaluation index system

Schedule 1 (performance appraisal index system of news industry companies)

4.6 Evaluation method

4.6. 1 Evaluate the relationship

General Manager and Department Manager of the Company

Department manager in charge of employees

4.62. Weekly inspection and monthly inspection

The assessor makes a comprehensive score on the work of the assessed employee every week and every month irregularly, and records the assessment results in the departmental work checklist;

4.6.3 Sampling inspection

The quality inspector of the company (part-time quality inspector of the property company) conducts random inspections on various departments and positions from time to time, and records the sampling results in the sampling worksheet. The results of sampling inspection shall be verified by the administrative department of the next newspaper. If there is no objection, it shall be handled according to normal procedures. And recorded in the month-end performance appraisal statistics.

4.7 Statistical methods

4.7. 1 In principle, a two-level audit system shall be implemented, that is, the company shall assess the department according to the completion of the department's work plan, and then the department shall assess the completion of the department's employees.

4.7.2 Statistical method for the total score of half-year evaluation:

Total score of half-year evaluation = ∑ monthly evaluation score ×80%+ half-year evaluation ×20%.

4.7.3 Statistical method of total score of year-end assessment:

Total score of year-end evaluation = ∑ total score of half-year evaluation ×80%+ total score of year-end evaluation ×20%.

4.8 Evaluation process

4.8. 1 Before 5th of each month, each department shall make statistics on employees' assessment scores and submit them to the Administration Department for calculation of employees' assessment salary for that month;

4.8.2 The Administration Department is responsible for statistics ((semi-) annual assessment scores), and the Administration Department is responsible for accounting the year-end bonuses of senior managers and paying them at the end of the year.

4.8.3 Respond to the scores of employees applying for reconsideration within 5 working days. Before the reconsideration result is undecided, the original grade is still valid, and the grade after reconsideration is the final grade. If there is any difference, the score will be included in the next monthly inspection score.

4.8.4 The HR Commissioner of the Administration Department will record the assessment of managers and employees in the personnel files and file them (monthly assessment score statistics of departments) and (annual assessment score statistics of departments).

4.9 Performance appraisal procedures

4.9. 1 Appraisers should independently check, judge, think and score when evaluating, and superiors should not interfere with their scoring, so they can only discuss with appraisers when evaluating. If there is any objection, it should be explained in the remarks column.

4.9.2 Appraisers must score according to (performance evaluation index system of news industry companies), and it is forbidden to score at will.

4.9.3 If there is any omission or unclear expression in the review, it shall be reported to the Administration Department in time, and the Administration Department shall supplement it in time. The reviewers shall not grade according to their own understanding.

4.9.4 Do not engage in malpractices for selfish ends in the assessment, otherwise administrative punishment will be imposed, and points will be deducted in the assessment items of the appraiser next month.

5.0 The Measures shall be implemented from ~ year 65438+ 10/day.

Performance appraisal system 6 i. General rules

This system is specially formulated to standardize the company's inspection and assessment of employees.

Second, the purpose of the assessment

1. Build a talent team with high quality, high level, high cohesion and team spirit in Tongfang. Form a talent management mechanism with assessment as the core orientation.

2. Evaluate the performance of employees in the past period of time in a timely and fair manner, affirm their achievements, find problems and prepare for the performance improvement of the next stage of work.

3. To provide personnel information and decision-making basis for the formulation of career development plan for middle-level management and technical staff of Tongfang Co., Ltd., the salary and treatment of employees (including the adjustment of employee shareholding weight) and related education and training.

4. Turn personnel assessment into a management process, form a two-way communication platform between employees and the company in the same place, and improve management efficiency.

Third, the evaluation principle

1, based on the company's operating performance indicators and related management indicators for employees, as well as the objective facts in employees' actual work;

2. Take the contents, procedures and methods specified in the employee appraisal system as the operating criteria;

3, comprehensive, objective, fair, open and standardized assessment concept as the core.

Fourth, the applicable object

This system is mainly aimed at the functional personnel of the headquarters of Tongfang Company and the management professional and technical personnel above the vice president of the branch (the personnel below the vice president of the branch shall be assessed by the branch with reference to the form of the headquarters). In addition, personnel in the following situations are not included in the assessment scope:

1. Employees who have not become regular employees during the probation period.

2, continuous attendance for less than six months or leave before the exam suspended for more than six months.

3. Part-time and special personnel

Five, all kinds of assessment schedule

Evaluation Category Evaluation Time Audit Time Evaluation Final Time

June 1 mid-year assessment from June 5 to June 8 15.

The annual appraisal is 65438+ 10 month 15 to 20th, 65438+ 10 February 2 1 23rd, 65438+1October 25th.

Confirm that the assessment is carried out according to the company's recruitment and deployment system.

Promotion assessment shall be implemented according to the internal promotion system of the company.

note:

1, the assessment time mainly refers to the time for supervisors and subordinates of various business departments and functional departments to discuss performance, performance improvement plans and new performance targets.

2. The personnel review time is mainly for the personnel decision-making committee to investigate and arbitrate the disputed assessment results and employee complaints.

3. The final assessment time is the time when the Human Resources Department summarizes the assessment results and puts forward new performance targets.

4. The annual assessment is the assessment of the annual work performance of all (formal) employees, and the mid-year assessment is the assessment of the second-class personnel whose annual assessment scores are "to be improved" and "urgently needed to be improved".

Sixth, the assessment system.

Evaluation The direct supervisor will evaluate the subordinates, and the department head will re-evaluate. The human resources department has the functions of policy system consultation, implementation supervision and complaint investigation. The personnel decision-making committee (composed of the company's president, executive vice president, relevant vice presidents, general manager of human resources department and heads of relevant departments) is the final arbitration institution for the employee appraisal policy of Tongfang Company. See the following table for specific permissions:

Note: For the employees below the level of deputy general manager of the branch, the employees will conduct self-evaluation, and then the direct supervisor will conduct re-evaluation, and the employees' indirect supervisors (above two levels) will finally approve.

Seven, assessment criteria

Personnel assessment cannot use uniform standards to evaluate people in different positions, especially high-tech enterprises like Tongfang. The core idea of Tongfang design evaluation standard is hierarchical and classified evaluation, objectively evaluating the past and focusing on the future. The company divides employees into three grades according to the size of business responsibilities, and the human resources department of the headquarters specially designs assessment standards and scales for middle-level and above cadres of the company; Secondly, according to the characteristics of Tongfang High-tech Company, employees are divided into management and technical businesses, and the assessment standards and scales are specially designed.

The company's assessment criteria are mainly from three aspects: business performance, work attitude and post-holding ability. Employees in different departments have different assessment criteria weights, as follows:

Proportion chart of assessment weights for all kinds of employees:

Evaluate the project work category, management category, functional management category and technical category.

Performance appraisal accounts for about 70%, 50% and 40%.

Capacity assessment accounts for about 15% 30% 30%

Attitude evaluation accounts for about 15%, 20% and 30%.

Total score of employee assessment = performance score+ability score+attitude score.

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