Part I: Performance Appraisal Scheme for Property Employees Part I: General Provisions
In order to implement the principle of distribution according to work and standardize the management of staff in property companies. Establish a bonus incentive system with post performance bonus system as the main form, and closely combine the bonus distribution structure with actual work performance through the evaluation of employees' performance of post responsibilities. Mobilize the enthusiasm of employees, improve their own quality, and promote the property management of residential areas to a new level. This system is specially formulated.
Second, the principle of post performance appraisal
1, objective and fair, seeking truth from facts, and the assessment contents and methods are open and transparent;
2. Pay attention to the principle of performance, reasonable quantification and comprehensive balance;
3, who manages who assessment, embodies the principle of weight.
Third, the assessed personnel.
Managers and employees of property management companies.
Fourth, the basic content of the assessment
The performance appraisal of residential property companies is divided into manager appraisal and employee appraisal.
(a), the manager assessment content:
Manager assessment mainly includes seven aspects: professionalism, leadership, work attitude, work performance, compliance with rules and discipline, theoretical study and comprehensive quality;
1, professionalism evaluation:
Love your job and take it as your "duty"; Be willing to contribute and be brave in innovation; Do property, love property, specialize in property and fine property.
2, work attitude evaluation:
Have a strong sense of responsibility, lead by example, take the lead in setting an example; Have the spirit of being positive, not afraid of difficulties, bold management and enterprising; Have a down-to-earth and hard-working spirit.
3. Leadership assessment: having the ability to reasonably organize work deployment and coordinate subordinates' actions; Have the ability to correctly analyze and grasp problems, put forward reasonable solutions and make correct decisions; Have the ability to grasp the ideological trends of subordinates, stimulate their enthusiasm for work and form team cohesion.
4, work performance appraisal:
The completion of property management and work objectives; Implement the work discipline and rules and regulations of the property management company; Work was praised by superiors.
5. Compliance assessment: take the lead in implementing the schedule of the property management company; The implementation of the post responsibility system; Honesty and self-discipline
6, theoretical study assessment:
Master the laws and regulations related to property management and related professional knowledge.
7, comprehensive quality evaluation:
Comprehensively examine personal accomplishment and comprehensive quality.
(2), employee assessment content:
Staff assessment mainly includes seven aspects: personal professionalism, work attitude, work ability, law-abiding, theoretical study, unity and cooperation, and comprehensive quality.
1, professionalism evaluation:
Love your job, work with peace of mind and be willing to contribute; Dry real estate, love real estate, special real estate
2, work attitude evaluation:
Have a strong sense of responsibility; Have a proactive, hard-working and unconditional enterprising spirit; Have a down-to-earth and hard-working spirit.
3. Work ability evaluation: familiar with the basic situation of the community and competent for their own work; Be good at thinking and studying problems, and independently complete property management services; Able to complete tasks assigned by superiors.
4. Compliance evaluation:
Obey the leadership and order it to be prohibited; Implement the timetable of the property management company; The implementation of the post responsibility system; Abide by the rules and regulations of the property management company.
5, theoretical study assessment:
Property management related laws and regulations and their professional knowledge and work skills.
6, unity and cooperation assessment: decent ideological style, handle the relationship between comrades; I don't distinguish between internal and external points in my work. I actively cooperate and cooperate closely, and I have a good reputation.
7, comprehensive quality evaluation:
Comprehensively examine personal accomplishment and comprehensive quality.
Verb (abbreviation of verb) time and method of evaluation
1. All the appraisees take the methods of self-debriefing report, appraisee self-scoring, appraiser subjective evaluation scoring and comprehensive evaluation scoring, and conduct the performance appraisal of last month in the first week of each month and complete it within two working days. The assessment results are valid in the current month.
2. Scoring method for assessment:
(1), evaluation score of property management company manager.
The appraiser of the manager of the property company under each bureau is the leader of the competent bureau. The evaluation score consists of three parts: the first part is the self-evaluation of the appraisee. Fill in the manager's performance appraisal self-rating, and rate yourself from six aspects: professionalism, leadership, work attitude, work performance, compliance with rules and discipline, and theoretical study;
The second part, the preliminary evaluation and scoring of people's subjective evaluation. All the staff in this community will grade the assessed from six aspects: professionalism, leadership, work attitude, work performance, law-abiding and theoretical study.
The third part is the comprehensive evaluation and scoring of examiners. The leaders of the competent bureau score the comprehensive quality evaluation of the assessed. Final grade = self-rating ×20%+ people-subjective rating ×30%+ appraiser's comprehensive rating ×50%.
(2), employee evaluation score
The appraisers of the employees of the property companies affiliated to each bureau are the managers of each property company and the leaders of the competent bureau. The evaluation score consists of three parts:
The first part is the self-evaluation of the assessed. Fill in the employee performance appraisal self-evaluation form and rate yourself from six aspects: professionalism, work attitude, work ability, law-abiding, theoretical study and unity and cooperation;
The second part, the preliminary evaluation and scoring of people's subjective evaluation. All the staff in this community will give the assessed a preliminary evaluation score from six aspects: professionalism, work attitude, work ability, law-abiding, theoretical study and unity and cooperation.
The third part is the comprehensive evaluation and scoring of examiners. The manager of the residential property company and the leader of the competent bureau give the comprehensive quality evaluation score to the assessed.
Final grade = self-rating ×20%+ people-subjective rating ×30%+ appraiser's comprehensive rating ÷2×50%.
3. Evaluation and supervision. The performance appraisal inspector group of the bureau sent personnel to participate in the performance appraisal of the property companies under the bureau and supervise them.
4. Employees and temporary workers during probation period do not participate in performance appraisal.
Six, assessment level and bonus weight
1, Grade A (excellent): 90 points-100 points, weighted by the basic bonus of last month10%;
2. Grade B (good grade): 80-90 (excluding), and the basic bonus of last month is weighted by 5%;
3. Grade C (qualified grade): 60-80 (excluding), and the basic bonus of last month was weighted by 0%;
4. Grade D (unqualified grade): below 60 points (excluding).
VII. Application of evaluation results
The property management companies under the Bureau respectively implement the annual basic bonus one-time contract system for all employees (cadres and workers of the Bureau). The results of performance appraisal are directly linked to the bonus, which is the decisive factor for the bonus distribution of the assessed next month.
1. If the performance appraisal result is Grade A, the bonus distribution of last month: monthly bonus = [final performance appraisal result%+bonus weight (10%)]× basic bonus. 2. If the performance appraisal result is Grade B, the bonus distribution last month: monthly bonus = [final performance appraisal result%+bonus weight (5%)]× basic bonus.
3. If the performance appraisal result is Grade C, bonuses will be paid last month:
Monthly bonus = [final performance appraisal score%+bonus weight (0%)]× basic bonus.
4. If the performance appraisal result is Grade D, no bonus will be paid last month. And wait for a month to study, and no bonus will be paid during the waiting period.
5. If there are 12 A's throughout the year, the year-end award will be 1 1,000 yuan.
Eight, assessment discipline
1, the property management personnel in each residential area should be carefully organized, and the performance appraisal must be fair, just, serious and responsible. If the appraiser is irresponsible or takes advantage of his position to conduct unfair appraisal, once found, in addition to re-appraisal by the unit, the appraiser will be given a one-month bonus until he is dismissed according to the seriousness of the case.
2. In the people-oriented evaluation, every employee should be realistic, objective and fair, careful and meticulous when scoring. Those who cheat in series in the assessment will be given a one-month bonus until they are laid off.
3, the assessment work must be completed on time within the prescribed time. Any community that fails to complete the performance appraisal within the first week of the current month will be regarded as withholding 20% of the manager's basic bonus for that month.
Chapter II: Performance Appraisal Scheme for Property Employees This performance appraisal scheme is formulated in order to strengthen the internal management of property management companies, objectively evaluate the work ability and work effect of all employees and fully mobilize the enthusiasm of employees to perform their duties.
I. Evaluation principles
1, comprehensively evaluate employees' job performance through assessment, so that employees can understand the relationship between their job performance and income and gain the motivation to improve their work;
2. Adhere to the principles of fairness, justice and focusing on performance;
3, based on job responsibilities, adhere to the combination of up and down, left and right.
4. Combination of qualitative and quantitative evaluation.
Second, organize and lead.
The employee assessment working group is composed of some management directors, department managers and deputy managers, representatives of the Central Workers' Congress and party member, and formulates monthly (or quarterly) assessment methods for employees to guide all departments to do a good job in employee assessment. Each department is responsible for organizing the monthly (or quarterly) and annual assessment of employees.
Third, the evaluation object
All employees except department heads and department managers.
Fourth, the assessment content
1, monthly (or quarterly) assessment (70 points).
Conduct monthly (quarterly) assessment according to the post work assessment methods formulated by each department, and convert the scores.
2, the annual assessment of the department (30 points).
The department objectively evaluates employees' work from the following ten aspects: task completion and standardization, work efficiency, work initiative and obedience, work organization, workload undertaken, improvement of business skills and cost awareness, professionalism and responsibility, compliance with labor discipline, spirit of unity and cooperation, morality and words and deeds.
3, teachers and students complaints and punishment (deduction).
10 points will be deducted for each valid complaint, and 5 points will be deducted for each punishment; Commended by departments at all levels, add 2 points each time. Deduction and bonus points will not be repeated in the same event.
Five, the annual assessment time
Every year in the middle of January.
Evaluation procedure of intransitive verbs
1, monthly (or quarterly) assessment. The department conducts the assessment according to the monthly (or quarterly) assessment method of employees.
2. Employees conduct annual self-assessment. Fill in the Staff Work Appraisal Form of Zhejiang University of Technology or the Annual Staff Appraisal Form of xx Property Management Center.
3, department review, comprehensive score. Fill in the relevant contents in the Work Appraisal Form for Workers and Waiters of Zhejiang University of Technology or the Annual Employee Appraisal Form for Property Management Center of Rong Da Logistics Group.
4. Each department summarizes relevant data and reports it to the employee appraisal working group; Each department shall fill in the Annual Employee Appraisal Form of Property Management Center of Rong Da Logistics Group according to the opinions of the employee appraisal team;
5, each employee's assessment results submitted to the property management center office.
6, the department manager to personal feedback assessment opinions.
Seven, the assessment level
(1) Assessment grades: excellent, qualified, unqualified, regardless of assessment grades, and the excellent ratio does not exceed 10%. (two) in any of the following circumstances, the assessment is unqualified:
1, poor sense of responsibility, not qualified as a worker;
2. The service attitude is poor, and the client has complained more than three times and it has been verified;
3. In this year, the performance of the positions employed is poor, and the corresponding tasks cannot be completed as planned;
4. Being punished by Party discipline and political discipline for less than one year or still under observation;
5. Accumulated personal leave of 30 days and accumulated sick leave of more than 60 days throughout the year;
6. Actors who are absent from work;
7, due to various reasons, causing great losses to the department.
8. The total assessment score is below 60 points.
Eight. Reward and punishment of assessment results
1. If the staff of non-schools and institutions fail to pass the examination, the labor contract shall be terminated. If the staff of schools and institutions fail to pass the examination, it shall be handled according to the relevant regulations of the school. 2, the assessment results and the selection of advanced, professional and technical positions, technical level of workers, salary promotion and post appointment.
Nine, the measures shall be implemented as of the date of promulgation, and the property management center office shall be responsible for the interpretation.
Chapter III: Performance Appraisal Scheme for Property Employees I. Purpose
In order to strengthen the internal management of the company, stimulate the enthusiasm of employees and implement the company's various rules and regulations, this method is formulated.
Second, the scope of application
All employees of the company.
Three. principle
1. Based on the performance targets set by the company for employees and the actual working conditions of employees;
2. Take objectivity, fairness, openness and standardization as the core assessment concept;
3. The property management manager shall exercise the right to assess the property management personnel and be responsible for the company, and each supervisor shall assess the employees.
Four, the assessment time and assessment content
Before 28th to 30th of each month, the property management manager will assess the management personnel of each position. Each supervisor shall grade and assess each post, report the assessment before June 10 of the following month, and submit the assessment result score table to the general manager.
Evaluation content
1, implement company rules and regulations.
2. Work tasks: the quality and efficiency of the work completed on weekdays and the workload of the post.
3. Familiar with job responsibilities: Are you familiar with job responsibilities?
4. Work attitude: whether the attitude towards work on weekdays is correct, whether you abide by the company system, obey the arrangement, get along well with your colleagues, and report any problems to your superiors in time.
5. Coordination and communication skills: the ability to coordinate and solve problems with colleagues and owners in the same department on weekdays.
6. Whether there are customer complaints: the attitude towards the owner at work and the ability to handle customer complaints.
Verb (abbreviation of verb) evaluation method
The salary of each post of property management personnel consists of standard salary, and the assessment salary is paid monthly. Combination of subjective appraisal and objective work efficiency evaluation. Subjective evaluation can include supervisor evaluation, peer evaluation and subordinate employee evaluation. Objective work efficiency evaluation includes work completion, overtime work and self-improvement of professional skills.
Sixth, the weight of the evaluation content
1. The work assessment is divided into 100 points per person per month, and the overall standard is 100 points, including 20 points for attendance (20%), 30 points for work attitude (30%) and 50 points for work tasks (50%).
(1) The attendance of 20 points shall be recorded by the supervisor and attendance sheet, and each employee shall be given the corresponding score, which shall be reviewed and signed by the general manager. (Table 1)
(2) The total score of work attitude is 30 points, and the assessment form: all employees of the company conduct mutual work attitude assessment (including self-examination), with a score of 15 (50%); The general manager evaluates the working attitude of employees in all departments, and the score is 15 (50%). (Attached with work attitude evaluation form)
(3) The total score of the task is 50 points, and the work content is investigated according to the specific conditions of each department. The department head evaluates the work tasks of subordinates, accounting for 40%(20 points) of the evaluation score of employees' work tasks; The general manager evaluates the work tasks of employees in all departments, accounting for 60%(30 points) of the evaluation score of employees' work tasks; The general manager evaluates the work tasks of the leaders of each department, accounting for 100%(50 points) of the work tasks of each department.
Attendance evaluation system table
Indicators, scores and grading standards
Absenteeism record 5 points, absenteeism once 3 points, absenteeism twice 0 points.
The off-duty record is 5 points, one off-duty is 3 points, and two off-duty is 0 points.
Leave early, be late for five times, no record of leaving early/being late is 5 points, leave early/being late once or twice is 4 points, leave early/being late for three or four times is 3 points, leave early/being late for five or six times is 2 points, leave early/being late for more than six times is 1 point, and leave early/being late for more than six times is 0 point.
ask for leave
(personal leave) 5. Leave for less than three times is 5 points, leave for three times is 4 points, leave for four times is 3 points, leave for five times is 2 points, leave for six times is 1 point, and leave for seven times is 0 points.
Arrive late and leave early (5) ask for leave (5) get off work (5) be absent from work (5)
Seven. General rules of evaluation
(1) Late arrival, early leave and absenteeism shall be implemented according to the attendance system.
(2) If the dress code is not standard or complete, 1 minute/time will be deducted.
(3) Incorrect posture, irregular behavior, 1 minute/time.
(4) If the language is vulgar and the service is effectively complained by the owner, 5 points will be deducted/time.
(5) If you don't obey the command and finish the tasks assigned by your superiors on time, you will be deducted 3 points/time.
(6) Destroy unity, stir up trouble and delay work, and deduct 3 points/time.
(7) During work, if you do something unrelated to your job, you will be deducted 3 points/time.
(8) Those who drink on duty or go to work after drinking (those who drink on business are not allowed to go to work after drinking and are not included in this assessment), 5 points will be deducted/time.
(9) Those who eat snacks on duty and smoke in restricted areas will be deducted 2 points/time.
(10) Deduct 5 points for going to work or coming off work; If losses are caused to the company or the owner, it shall be dealt with separately.
(1 1) Those who quarrel, fight or gamble while on duty will be deducted 10 points/time. If the circumstances are serious, it shall be dealt with separately.
(12) Those who sleep on duty will be deducted 10 points/time.
(13) If you don't attend the regular meeting, training or training without reason, you will be deducted 2 points/time.
(14) If the record is inaccurate and all kinds of data are not reported in time, 2 points will be deducted each time.
(15) Those who cheat, conceal the truth, shield or connive at subordinates will be deducted 5 points/time.
(16) If the rectification within a time limit is not timely and fails to meet the requirements, 3 points will be deducted/time.
(17) Those who disclose company secrets, spread rumors, slander, attack or retaliate against others will be deducted 10 ~ 20 points/time.
(18) The workplace is untidy. If cigarette butts and scraps of paper are found within the working area 10 square meter, 1 minute/time will be deducted.
(19) Deliberately making things difficult for the owner, and charging benefits such as eating and drinking, getting a card, taking it and asking for it from the client, in addition to withdrawing illegal income and apologizing, 20 points will be deducted/time, and if the circumstances are serious, it will be dismissed.
(20) The person in charge is lax in supervision, which leads to major mistakes in the work, affecting the company's image or causing major economic losses. Deduct 5 ~ 20 points/time or handle it separately.
(2 1) When the owner (user) complains and consults, he thinks that it is not within the scope of his duties, but ignores it and does not give guidance, and 2 points will be deducted each time.