About the hotel staff performance appraisal scheme 1 This method is formulated to strengthen the management of xxx catering company, comprehensively improve the management quality and service quality of xxx catering company, reward the excellent and punish the bad, establish a scientific, systematic and efficient company management system, and improve the economic benefits of xx company.
I. Organization of the evaluation scheme
1, the company set up a leading group for employee appraisal.
Team leader: xxx
Evaluation member: xxx
2. The assessment is divided into three levels.
(1) internal assessment of the department; (2) The company organizes special personnel to conduct assessment; (3) Company leaders conduct spot checks.
Second, the principle of employee appraisal scheme
1. All-round principle: refers to all-round assessment of all aspects of employees' work. It mainly includes: the gfd of all employees, personal and public health, work quality, the completion of work tasks and objectives, the implementation of work discipline, the unity, cooperation and obedience of employees, and spiritual civilization.
2. All-staff assessment: refers to the personnel in all positions, leaders at all levels and departments of the company.
3. Whole process assessment: refers to the assessment of all aspects of the company's work. Including: accounting, warehousing, welcoming guests, pre-meal preparation, in-meal service, after-meal checkout, checkout, bill payment, seeing off guests and so on.
4. Continuous and systematic assessment: refers to the daily, monthly, quarterly and annual continuous assessment of personnel in various departments and positions.
5. Scientific and systematic assessment: The assessment plan will formulate work standards, scientifically determine work tasks and objectives, quantify various work tasks, scientifically formulate various work standards, and conduct scientific and systematic assessment.
6. The principle of combining assessment with the work and effect of post employees: All assessment indicators and assessment basis are set in full accordance with the work content and work results of post employees.
7. The principle of combining assessment with the salary of post personnel: that is, the assessment results are combined with everyone's work quality and contribution. The salary of employees is based on everyone's assessment results.
8. Principle of fairness and justice: The company formulates unified work standards, and different people in the same position are suitable for the same standard, and a fair and just assessment system is established.
9. Principle of combining assessment with promotion: In the future, the company's personal salary and job promotion will be based on the assessment results.
10, principle of full participation: employees will be invited to participate in the assessment to ensure transparency, openness and fairness.
Third, the evaluation basis
The assessment basis of the company's assessment plan is the Employee Manual, the job descriptions (or job descriptions) of each position and the work tasks and objectives of each department and position issued by the company.
Fourth, the assessment time
Daily assessment, monthly, quarterly and annual statistical summary, monthly, quarterly and annual rewards and punishments.
The implementation of verb (verb abbreviation) evaluation
1, employee appraisal
(1) The supervisor conducts inspection and assessment every day according to the working standards and procedures of the waiter's post specified in the job description of the waiter. After inspection and assessment twice a day, he fills in the performance appraisal statistics of the waiter in time and makes comments the next day.
(2) Attendant assessment includes: work objectives and tasks, gfd, work discipline, work quality (implementation of service flow and service specification), personal and service area hygiene, service quality (evaluation of service guests' opinions), unity, cooperation and obedience, and spiritual civilization.
(3) The customer service comment card shall be implemented by the company's full-time appraiser.
(4) The company organizes comprehensive quality inspection and assessment of all departments twice a week.
(5) The company leaders will check the personnel of all departments at any time.
2. Evaluation of company leaders
Full-time appraisers and company leaders are the heads of all departments, and bear the assessment results and corresponding responsibilities.
(1) The daily assessment of the company's supervisors and chefs is that the company's supervisors and general managers count their subordinates as 20% of the total rewards and punishments, and the rewards and punishments are clear.
(2) The rewards and punishments of the full-time auditors of the company are based on 10% of the total scores of all employees assessed and rewarded by the general manager of the company, and their work achievements are calculated and rewarded.
3. Evaluation Form
The company formulates the monthly assessment statistics of xx employees, which are assessed, scored and counted by department heads and full-time assessment personnel of the company every day, and summarized monthly, quarterly and annually.
4. Calculation of employee score
The employee score is the sum of the daily evaluation score of the department head, the score of the company's full-time appraiser and the spot check score of the company manager.
5. Evaluation of various departments of xx Company
Xx Company conducts regular monthly assessment on all departments, and the assessment method is to average the scores of employees. The department with the highest average score is XX advanced unit. Awarded the red flag to the advanced units of the department, and gave the corresponding material rewards to the employees of the department.
6. Evaluation criteria
(1)xx company employee handbook;
(2) Job description or job responsibilities 2)xx Company;
(3) hygienic rules and (3) grading standards of 3)xx company;
(4) The reward and punishment regulations of XX Company.
VI. Application of evaluation results
1, the company's assessment is based on the working standards of each position, in the form of addition and subtraction, 1 minute 1 yuan, which is included in the salary of the current month at the end of the month and cashed with the salary of the current month.
In addition: other forms of rewards and punishments, in the form of reward and punishment list, are cashed with the salary of the month.
2, monthly, quarterly, annual statistics everyone's score results, monthly, quarterly, annual according to the employees of this department 10%, the number of advanced employees of this department, according to the monthly, quarterly, annual employee scores, in turn, to determine the advanced employees.
Advanced employee bonus: monthly 300 yuan/person, quarterly 500 yuan/person, annual kloc-0/000 yuan/person.
3. For four months in a row, advanced employees got a first-class salary increase: 50 yuan.
4. The last one in the monthly assessment will be given a warning, and the last one will be dismissed for two consecutive months.
5.XX employees in various departments are divided into five grades, namely: one-star employees, two-star employees, three-star employees, four-star employees and five-star employees. One-star employees get advanced employees once a year, two-star employees get advanced employees twice, and so on. The salary difference of employees at each level is 50 yuan.
6. Employees who have received special praise from customers for three consecutive months and three times a month can directly enter the next level of employees; If the customer complains twice in January, he will be demoted to the next level employee.
7. Employees with other outstanding performance and contributions can get other extra rewards through research and discussion; Employees who have other bad behaviors will be punished accordingly.
8.xx Company conducts annual assessment and promotion for employees. The method is: 30% theoretical examination +40% practical operation +30% daily performance, of which 30% daily performance is the total score of monthly performance appraisal.
9. Employees who have been rated as outstanding for three consecutive quarters can be promoted to the next level.
10. Those who have been rated as excellent employees for one year in a row will be directly promoted to five-star employees.
1 1. All levels of the company participate in the selection of outstanding employees, including supervisors and chefs.
12, praised by the guest in writing, with 5 points for each reward and 5 points for each complaint; 5 points for food praise and 5 points for complaints.
Seven, since the date of promulgation of these measures, the company's other management measures that conflict with these measures will be automatically abolished.
Eight. The right to interpret these measures belongs to XX Company.
The second scheme of hotel staff performance appraisal is to encourage the advanced, spur the backward, give full play to the enthusiasm and initiative of employees, fairly and justly evaluate the performance of employees this month, affirm the achievements, reward the excellent and punish the poor, continuously improve the service awareness and business skills of employees, and improve the work efficiency and service quality of the hotel.
First, the evaluation method
1, assessment cycle
Each department conducts an assessment on employees once a month, and reports the assessment results of each department to the office from 23rd to 25th of that month.
2, assessment methods and performance pay standards
Assess the related items of employees with reference to the assessment score table every month, and extract the corresponding amount from the salary as the floating salary for performance appraisal according to the salary standard, take the employee's monthly assessment score as the coefficient, and take the assessment salary as the actual performance salary of the assessment result.
3, assessment relationship
1) department managers (inclusive) or above shall be assessed by the general manager.
2) The foreman of each department shall be assessed by the first head of each department.
3) Ordinary employees are assessed by direct leaders.
4. Scope of assessment
Hotel staff.
Second, the evaluation scale.
(Attached)
Third, evaluation
1, if the total score is above 9 1, you can get 120% performance pay;
2. If the total score is above 80-90 (inclusive), you can get 100% performance pay;
3. If the total score is between 70 and 80, you can get 90% performance pay;
4. If the total score is between 60 and 70, you can get 80% of performance pay;
5. If the total score is below 60 points, you can get 60% of performance pay;
6. If the total score is less than 60 points for three consecutive months, the post will be adjusted.
About Hotel Staff Performance Appraisal Scheme III This scheme is specially formulated in order to realize the rising performance of the hotel and the all-round development of employees, establish an effective performance appraisal mechanism, strengthen the cooperation ability among departments and improve the hotel management mechanism. This performance appraisal scheme is applicable to the performance appraisal of employees in all departments of the hotel.
First, the purpose of the assessment
At present, performance appraisal has become a highly valued link in enterprise human resource management. The so-called performance appraisal is the evaluation of "performance" and "efficiency", and "performance" is the performance of employees. In hotel management, the important role of performance appraisal can be analyzed from three aspects: hotel strategic development, human resource management and operation management. First, through performance appraisal and corresponding management, we can improve the core competitiveness of the hotel, adjust the hotel's business strategy, and link the short-term goals with the long-term goals of the hotel. Secondly, it is a powerful tool to support human resource management, providing a way to understand employees as the basis for salary or bonus adjustment, reward and punishment, promotion or demotion; Third, it is a necessary communication channel for business management. Performance appraisal brings all employees into management activities, which becomes a doorway for managers to better understand the hotel operation and organization, and is also one of the ways for employees to participate in hotel management. It is hoped that through the implementation of the performance appraisal system, the comprehensive performance appraisal results of the hotel itself and its employees will be used as the basis for receiving monthly bonuses, selecting outstanding departments and issuing them at the end of the year.
Second, the evaluation principle
In order to give full play to the information feedback function of performance appraisal on the operation and management status of hotels at all stages and guide the work of various departments, performance appraisal should follow the following principles:
1, the principle of clarity and openness. Transparent and open evaluation contents, evaluation standards, scoring rules, evaluation procedures and evaluation results will form a correct orientation for all departments of the hotel and form a healthy competition mechanism within the hotel.
2. The principle of objective evaluation. In the process of performance evaluation, the evaluator should make an objective evaluation of the evaluated person, truthfully fill in the relevant evaluation materials, and should not bring personal subjective factors and emotional color, so as to "speak with facts" and make an evaluation based on objective facts. Secondly, appraisers should compare with established evaluation standards, not between people.
3. The principle of timely feedback of evaluation results. After the evaluation results come out, the evaluation results and comments must be fed back to the appraiser himself in time, otherwise it will not play an educational role in the evaluation of employees. While feeding back the evaluation results, we should also explain the comments to the appraisers, affirm the achievements and progress of employees, explain the shortcomings and provide the direction for future efforts.
4, assessment content and standards:
(1) Assessment time: 1. Monthly assessment: the current month is the deadline, and the specific assessment time is
25th to 30th of every month.
2. Annual assessment: February 20th 65438+February 25th every year.
(2) According to the accounting of the hotel management by the Finance Department, the performance bonus for the management department is set, and the logistics department draws the bonus according to a certain proportion.
(3) Employees and managers who have not become full members do not participate in the monthly performance appraisal.
(4) Assessment classification: The assessment results are divided into four grades of ABCD.
Grade A: monthly assessment is above 85 points;
Grade B: monthly assessment of 75 points or above;
Grade C: monthly assessment of 65 points or more;
Grade d: the monthly assessment is below 65 points.
Note: Annual assessment is divided into monthly assessment average score plus sum!
(5) Pay special attention to:
1. In order to encourage employees to serve the hotel for a long time, employees who have been employed for more than one year will be given extra points in the annual assessment, with employees who have served for one year 10 and employees who have served for two years 7 points. (This bonus will be added separately on the basis of the total score of employee assessment, not limited to the total score 100).
2. Employees' missed punching can be offset by asking for leave (it can't be offset by being late and leaving early), and taking leave is no longer enjoyed.
3. Employees who participated in various activities and won honors on behalf of the hotel in that year will be rewarded with 4 points. (This bonus will be added separately on the basis of the total score of employee assessment, not limited to the total score 100).
Iii. evaluation procedures
(1) The Human Resources Department issues annual and monthly employee assessment notices according to the work plan.
(2) Each department shall set up an evaluation team (composed of the first person in charge of the department, the executive general manager and the general manager) to conduct various evaluations on the employees of this department.
(3) The department adopts the evaluation standard and quantifies the score according to the evaluation method.
(IV) Summary by the appraisee, and other relevant supervisors at all levels prepare appraisal opinions for lower-level employees.
(5) Summarize the assessment scores. The total score is between 1 and 100. Accordingly, ABcD is divided into four grades, and the assessment form must be accompanied by summary comments.
(6) The assessment results are reported to the Human Resources Department and stored in employee files.
(seven) after the evaluation, it is necessary to solicit the opinions of the evaluation object.
(VIII) Each department submits the results of employee performance appraisal to the Human Resources Management Department.
(9) The members of the evaluation team of each department should strictly follow the performance evaluation of the company when organizing the evaluation.
Organizational assessment of capabilities and standards.
Fourth, the performance appraisal work summary and analysis
(a) the objective fairness and credibility of the analysis and evaluation results.
(two) to further verify the accuracy of the evaluation results, and timely release the evaluation results to employees.
(3) Summarize the problems existing in the evaluation process, so as to improve the evaluation scheme before the next evaluation.
Verb (abbreviation of verb) conclusion
The above performance appraisal scheme has been implemented since 20xx months. It is hoped that all departments will carefully arrange the evaluation team members to organize the evaluation within the specified time, and at the same time, all employees will actively cooperate and participate in the evaluation.
A company, a team, the development of the company needs to rely on the efforts of the team to forge ahead. I hope that employees of all departments will unite and cooperate, and at the same time promote the development of the company, they can also get all-round development. Finally, I wish our team unity and forge ahead and a bright future for our company!