Catering performance appraisal scheme 1, purpose
1. 1 The purpose of performance appraisal is to continuously develop employees' professional ability, improve employees' initiative, effectiveness and work quality in work execution, thus improving the overall performance of the company and realizing the management objectives of the enterprise.
1.2 The assessment results mainly provide a basis for personnel management such as employee recruitment, salary adjustment, job transfer, job transfer, training, rewards and punishments, and elimination.
2. Type and scope of application? Category, implementation time, scope of application, monthly assessment, within three working days after the end of the month, all managers and employees of the restaurant (except those who have been on vacation for more than five days in a month),
Remarks: 1. See 4.6.2 for the payment standard of performance pay for employees who take a long vacation in that month.
3, monthly assessment responsibilities
3. 1 The regional manager/regional supervisor is responsible for evaluating the restaurant manager/supervisor according to the evaluation criteria.
3.2 The restaurant manager/supervisor is responsible for assessing the restaurant's deputy manager, minister/deputy supervisor and foreman according to the assessment criteria, and the restaurant's deputy manager, minister/deputy supervisor and foreman assess the restaurant staff according to the assessment criteria.
3.3 In the whole evaluation, the Human Resources Department is responsible for the revision, training and supervision of the implementation of this system; Responsible for the supervision, balance adjustment and analysis of assessment results; Responsible for the examination and approval of performance pay according to the assessment results; Be responsible for filing the evaluation data.
3.4 The appraisal form shall be made in duplicate, one for the branch where the employee works and one for the Human Resources Department.
3.5 The operation manager, regional manager/regional supervisor are responsible for reviewing the final evaluation results of deputy managers, ministers/deputy supervisors, foreman and employees.
3.6 The vice president and the manager of the operation department are responsible for reviewing the final assessment results of the restaurant manager/supervisor.
4, management regulations
4. 1 realization principle
4. 1. 1 Objectivity: The contents and results of the evaluation should objectively reflect the actual situation of employees, and the evaluator should avoid errors caused by bias such as intimacy and subjectivity.
4. 1.2 Fairness: use the same assessment criteria for employees in the same position.
4. 1.3 publicity: the assessment results will be publicized in all branches for three days.
4. 1.4 adopt the last elimination system to reward, (train) promote and eliminate employees.
As shown in the figure:
1~34~9~904~6 1~2
Note: aaa employees per month 1 ~ 3.
Aa employees 4 ~ 9;
A employees 80 ~ 90;
B 4 ~ 6 employees;
C employee is 1 ~ 2.
Restaurant managers/supervisors are not included in the calculation of the total number of people in the restaurant, and the proportion of deputy managers, ministers/deputy supervisors, foreman and employees is calculated according to the total number of people in the store.
4.2 Evaluation content and score
4.2. 1 month assessment mainly assesses the post responsibilities and work attitude of employees (such as reliability, initiative and assistance spirit, etc.). ), work ability (including planning, creativity, problem solving, effective communication, training and guidance, motivating subordinates, etc. ) and cost awareness; The assessment contents of managers and grass-roots employees have their own emphasis.
4.2.2 The assessment contents and standards of job responsibilities can be combined with different job requirements, with the deputy manager, minister/deputy supervisor, foreman and staff group focusing on work quality and work process (i.e. behavior orientation), and the restaurant manager/supervisor focusing on work results (i.e. effect orientation).
4.2.3 Score:
Deputy manager, minister/deputy supervisor, foreman and employee group:
Assessment content, job responsibilities, work attitude, work ability, cost awareness, total score, additional items and monthly assessment.
10、40、30、20、 100、 10
Remarks: See 4.2.4 for the assessment content and scoring standard of "Additional Items".
Restaurant Manager/Supervisor:
Assessment content, job responsibilities, work objectives, work attitude, work ability, cost awareness, total score, additional items and monthly assessment.
10、40、20、20、 10、 100、 10
Remarks: See 4.2.4 for the assessment content and scoring standard of "Additional Items".
4.2.4 Assessment content and scoring standard of "additional items":
Commendation points: individuals who are publicly praised in writing by the operation department can get 5 points/time; Individuals who are publicly praised in writing by the company can get 10 points/time.
Deduction for handling:-Deduct 4 points/time for verbal warning; Those who are warned in writing will get -8 points/time.
4.3 Review body
4.3. 1 Each manager is responsible for the assessment of his direct subordinates. See table 1 for details.
4.3.2 When the second evaluator disagrees with the evaluation result of the first evaluator, it shall communicate with the first evaluator and reach an understanding, but the second evaluator has the final decision.
4.3.3 If the first appraiser can't accept the final decision of the second appraiser, he can leapfrog or report to the Human Resources Department.
4.4 Calculation of evaluation results
4.4. 1 The scoring method is adopted for each individual assessment, and the sum of each individual score is the employee assessment result.
4.4.2 The assessment results are divided into five grades: aaa, aa, A, B and C:
Aaa: Excellent work performance. Make fruitful contributions to the company and the restaurant, and maintain a high standard of work quality. This employee is the best employee in the restaurant.
Aa: Work performance often exceeds the requirements expected by its work objectives. Employees can effectively cope with the objectives and make adjustments according to the situation, make contributions to the company and the restaurant, and are excellent work executors of the restaurant.
A: The work performance meets the requirements and expectations, and the task can be successfully completed. Is a stable member of the restaurant.
B: Those whose work performance fails to meet the job requirements and expectations are listed as members that need improvement.
C: The job performance is unsatisfactory, and the employees can't meet the job requirements to a great extent.
See the evaluation table for the corresponding scores of each grade.
4.5 Application of evaluation results
4.5. 1 The monthly assessment results of employees during the probation period shall be used as the basis for whether they can become full members after the probation period expires.
4.5.2 The monthly assessment results of all employees are linked to the floating bonus payment rate in the salary of the current month; See attached table 2 for details.
4.5.3 The assessment results are linked to the evaluation of other rewards of the company.
4.5.4 The assessment results shall be used as one of the bases for selecting "Outstanding Employees of the Year"; Those who are rated as Grade B or above every month during the year (including once) shall not be rated as outstanding employees of the year.
4.5.5 When the monthly assessment result is "B", a performance warning will be issued for the first time for 30 days, and the assessment will be conducted again. If the result is a, the warning is over; When the "B" appears for the second time in a year, it will be issued a "performance warning" for another 30 days and re-evaluated. The result is a, and the early warning is over; When the third "B" appears in the year, a resignation notice will be issued, and you will be dismissed immediately without any compensation.
4.5.6 When the monthly assessment result is "C", a resignation notice will be issued and the employee will be dismissed immediately without any compensation.
4.6 floating bonus payment standard
4.6. 1 Employees who are in normal attendance shall be paid the performance salary of the current month according to the standard specified in 4.5.
4.6.2 Employees who take a long vacation in that month shall pay floating bonuses according to the following provisions:
L If the accumulated annual leave, compensatory leave or other paid leave reaches or exceeds 5 days in a month, the assessment grade for that month shall not exceed A. ..
L Take work-related injury leave according to the relevant management system.
4.7 Analysis of evaluation results
4.7. 1 After the performance appraisal is completed, the Human Resources Department shall file the appraisal results within 15 working days and prepare the appraisal statistical analysis report, including:
L the proportion of each result to the total number of people; Whether the assessment results of each branch are balanced.
L statistics (aaa, aa, a, b, c) the proportion of employees.
L Whether there are obvious evaluation errors and what measures have been taken to prevent them.
4.7.2 The evaluation results will serve as the basis for formulating and implementing various human resource management policies such as recruitment, selection and training.
4.8 Feedback and complaints of evaluation results
4.8. 1 If employees have any complaints about the assessment results, they can directly appeal to the department head; If you are not satisfied with the explanation of the department head, you can appeal to the human resources department.