Template of Performance Appraisal Scheme for Company Management (I) I. Appraisal Principles
Openness, fairness, justice, simplicity and seeking truth from facts;
Second, the evaluation object
Middle-level and above managers and professional technicians.
Third, the evaluation basis
This month's work plan, job responsibilities, work standards, key tasks arranged by leaders.
Fourth, evaluate the weight.
The evaluation is based on a percentage system. The assessment is conducted at two levels: the direct supervisor and the supervisor at the next higher level, that is, the monthly assessment score is 70% for the direct supervisor and 30% for the supervisor at the next higher level (that is, the leader in charge of the company). The Human Resources Department is responsible for organizing, implementing and summarizing the assessment.
Verb (abbreviation for verb) evaluation program
The assessed shall submit the work summary, performance and existing problems of this month to the direct supervisor before the 30th of each month. The direct supervisor shall complete the evaluation and scoring of the appraisee before 2 days, and then submit it to the superior supervisor. The superior supervisor shall complete the grading before 5 days, and then submit it to the Human Resources Department, which shall complete the summary before 6 days and submit it to the General Manager in writing.
Sixth, the assessment ratio.
The performance salary of the general manager and deputy general manager of the group company accounts for 40% of the total salary of the month, which is cashed in the salary according to the monthly assessment results; The monthly performance salary of the general manager of each branch accounts for 30% of the total salary, which is cashed in the salary according to the monthly assessment results; Performance pay with 95 points or above (inclusive) is full pay; For every reduction of 1 minute below 95 points, the amount corresponding to the score is calculated according to the percentage corresponding to the performance salary of the current month.
Seven, the annual assessment
65,438+00% of the total monthly salary of the general manager, deputy general manager, general manager of each branch (including project general manager) and ministers of various departments of the Group Company participate in the annual assessment, and all indicators in the annual target responsibility system are paid in full. Detailed rules for the implementation of the assessment will be formulated according to the indicators in the annual target responsibility system.
Eight, evaluation feedback
1. The appraisal results are fed back to the appraisee by the appraiser in time. The appraiser should talk with the appraiser about the existing problems, point out the problems and explain the reasons so as to improve the work.
2. The monthly assessment results are published by the Human Resources Department and stored in the personnel management assessment files as the main basis for annual assessment, appointment, promotion, training or dismissal.
Template of Company Management Performance Appraisal Scheme (II) In order to improve the company's internal management system, fully mobilize the enthusiasm of middle-level managers, improve the overall quality of middle-level managers, and ensure the realization of the company's production and business objectives, these measures are formulated in combination with the actual situation of the company's middle-level management assessment.
First, the purpose of performance appraisal
1. Performance appraisal provides a basis for the rise and fall of personnel. Through comprehensive and strict assessment, those whose quality and ability have exceeded the requirements of the post should be promoted to the post; If the quality and ability are not up to the requirements of the current post, the post will be reduced; For those who are not good at it, we should adjust.
2. Performance appraisal provides a basis for the issuance of floating wages and bonuses. Accurately measure the "quality" and "quantity" of employees' work through assessment, so as to determine the payment standard of floating wages and bonuses.
3. Performance appraisal is a means to motivate employees. Reward the excellent and punish the poor through assessment, which will spur and promote the employees.
Second, the basic principles of performance appraisal
1, objective, fair, scientific and simple principles;
2. Based on the principle of combining stages with continuity, the data accumulation of employees' assessment indicators in each assessment cycle is comprehensively analyzed, and a comprehensive and accurate conclusion can be drawn.
Third, the performance appraisal cycle.
1, the performance appraisal cycle of middle-level cadres is semi-annual appraisal and annual appraisal;
2. The employee performance appraisal cycle is monthly appraisal, quarterly appraisal and annual appraisal.
The quarterly assessment is scheduled to start on 25th of each month in March, June and September, and be reported on 5th of next month.
The half-year assessment time is scheduled to start on xx, and the assessment will be reported before xx;
Fourth, the content of performance appraisal
1, assessment content of full-time and above middle-level cadres.
(1) morale.
(2) the goal is achieved.
(3) sense of responsibility.
(4) self-inspiration.
2, employee performance appraisal content.
(1) Morality: policy level, professionalism and professional ethics.
(2) Ability: professional level, professional ability and organizational ability.
(3) Diligence: sense of responsibility, work attitude and attendance.
(4) Achievements: quality and quantity of work, efficiency, innovative achievements, etc.
Verb (abbreviation of verb) implementation of performance appraisal
1. The Group establishes a performance appraisal committee to organize and deploy the performance appraisal work, and the composition of the committee will be notified separately;
2. The assessment of middle-level cadres is conducted by their superiors and the Human Resources Department;
3. Employees' assessment shall be conducted by their immediate superiors, competent leaders and human resources department.
Sixth, the performance appraisal method
1. The performance appraisal of middle-level cadres and employees adopts a combination of self-evaluation and scale evaluation in each appraisal cycle.
2. My self-assessment is to ask the appraisee to make a true statement about his work in an assessment period, and the content should meet the requirements of the current work objectives and responsibilities of this position, and explain the main achievements, problems existing in the work and ideas for improvement during this assessment period.
3. Scale evaluation method is to decompose the assessment content into several evaluation factors, then give each evaluation factor a certain score, so that each evaluation factor has an evaluation scale, and then the evaluator uses the scale to evaluate the performance of the evaluation object in each evaluation factor, multiply it by the corresponding weight, and finally summarize and calculate the total score.
4. According to the principle of combining stages with continuity, the scores of employees' monthly assessment should be included in the scores of quarterly assessment results according to a certain proportion; The quarterly assessment score should also be included in the annual assessment score according to a certain proportion. The specific calculation formula of the assessment result score of each assessment cycle is as follows:
Score of assessment results in the first quarter =( 1 month assessment score+February assessment score) ×20%+ assessment score in this quarter× 60%.
Score of assessment results in the second quarter = (assessment score in April+assessment score in May) ×20%+ assessment score in this quarter × 60%.
Score of assessment results in the third quarter = (July assessment score+August assessment score) ×20%+ this quarter assessment score × 60%.
Annual assessment score = (first quarter assessment score+second quarter assessment score+third quarter assessment score) ×5%+ (1October assessment score+1month assessment score )× 5%+annual assessment score× 75%.
5. After filling in the personal self-evaluation form and evaluation scale, summarize and submit them to the Human Resources Department together with the summary calculation of the evaluation results of each cycle.
Seven, performance appraisal feedback
Each appraisal executor should listen to the appraisee's opinions on performance appraisal according to the specific circumstances of the appraisal results, and report the opinions to the Human Resources Department of the Group.
Eight, the application of performance appraisal results
The Human Resources Department shall summarize and analyze the assessment results, and coordinate the department leaders of various companies to adjust the floating salary, bonus distribution and job promotion of the assessed according to the assessment results.
1, floating salary adjustment. If the total score of the assessed is higher than the average score of the employees, the floating salary will rise in excess proportion; If the total score of the assessed is lower than the average score of employees, the floating salary will be lowered according to the gap ratio; Equal to the average score without adjustment.
2, bonus payment by the competent leadership according to the assessment results to determine the payment standard, but must ensure that the total amount of bonuses paid in full, shall not be deducted from the bonus.
3. The promotion and adjustment of middle-level cadres' positions shall be decided by the general manager's office meeting according to the assessment results; The post adjustment of employees is decided by the competent leaders of each company and reported to the Human Resources Department for the record. The promotion of employees to middle-level cadres shall be decided by the general manager's office meeting.
The above scheme will be implemented as of the date of promulgation, and it is hoped that the relevant departments will make efforts to do all the work and carry out performance appraisal in a down-to-earth manner.