Article 2 Scope: These Measures are applicable to all departments of the Company.
Article 3 Assessment principle: Combination of qualitative and quantitative assessment.
Article 4 Purpose of assessment: to determine the basis of salary and bonus; Obtaining the basis for promotion and post deployment; Reference for formulating vocational and training education.
Article 5 Assessment time: The company conducts regular assessment (monthly assessment and annual assessment) in the first ten days of each month.
Article 6 Evaluation contents:
Based on the job responsibilities of each department, the completion of business indicators and rules and regulations, the work performance is mainly assessed.
General contents: tasks assigned by leaders, 5S management (code of conduct, clean environment).
Reference: attendance, training, overtime, personal rewards and punishments.
Article 7 Evaluation Form:
The materials submitted by relevant departments shall be grouped and sorted by the enterprise management office.
Article 8 Evaluation methods:
1. Monthly assessment: the department head summarizes the work completion of the department according to the department responsibilities formulated by the company, and enjoys the right to suggest rewards and punishments to the employees of the department; The office puts forward opinions on the department's compliance with rules and regulations; Submit it to the enterprise office and company leaders for improvement, and then distribute it to all departments.
2. Annual evaluation: the department head summarizes the overall performance of the department in the past year. The office evaluates the compliance of the department with the rules and regulations in the past year: it is submitted to the enterprise office and company leaders for comprehensive evaluation, and then distributed to all departments.
Article 9 Evaluation procedures:
1, submit the evaluation data to the enterprise management office before 6th of each month.
2. The enterprise management office quantifies the score according to the evaluation standard, and the company leaders make qualitative comments:
More than 90 points: excellent (1 10% performance pay-130%)
75-89 points: Good (performance salary of 100%- 1 10% will be awarded).
60-74 points: qualified (enjoy performance pay)
Below 60 points: unqualified (not entitled to performance pay)
3. After grading, the enterprise management office can solicit opinions from various departments on the assessment, write improvement suggestions and reward and punishment opinions, submit them to the competent leader of the company for approval, and submit them to the finance department before 10.
4. The Finance Department will reward and punish employees in each department in the salary of the current month according to the reward and punishment opinions after examination and approval.
5. Performance appraisal can be used as an important basis for rewarding and punishing the staff of various departments, and those who are rated as excellent are included in the year-end.
The scope of reward, assessment, evaluation and promotion.
Article 10 Supplementary clauses:
1. The Enterprise Management Office organizes assessors from all departments to study and discuss relevant assessment matters every quarter.
2. This evaluation method shall be interpreted, supplemented and revised by the enterprise management office, and shall be implemented as of the date of promulgation.
3. Attachment: Monthly Post Report of the Department (omitted)