Scoring method of performance appraisal form

There are five scoring methods of commonly used assessment indicators: grade difference method, subtraction method, ratio method, either-or method and explanation method. The grading method is to divide the assessment results into several grades, and the score corresponding to the actual implementation results is the assessment score.

For example, the recruitment cycle = the time from the employer's application for confirmation to the employee's arrival.

If the set minimum completion time is 30 days, the estimated completion time is 25 days. The weight of recruitment cycle indicator in appraisal is 15%, that is, 15 points.

Hypothetical scoring methods can be divided into three types:

A, completed within 25 days, 15 points;

B, 25 ~ 30 days to complete, 10;

C, 30 days after completion, 0 point; The ratio method is to divide the actual completion value of the indicator by the planned value (or standard value), calculate the percentage, and then multiply it by the weight score of the indicator to get the actual assessment score of the indicator.

Calculation formula: A/B* 100%* corresponding score. (A is the actual completion value, and B is the planned value or standard value)

For example, HR department recruitment plan completion rate = actual number of recruits/planned number of recruits.

If the completion rate of the recruitment plan accounts for 20% of the weight of this quarter, that is, 20 points, the score is: the completion rate of the recruitment plan *20, indicating that the possibility of the result is very small and there is no intermediate state.

For example, the information department is responsible for the achievement rate of the company-level process release plan.

If the weight of the quarterly indicator is 10%, that is, 10 points, because there are not many processes in each department, there may be only eight processes in the human resources department and only seven in the finance department, so the number of processes completed by the information department in each quarter is not very high, so the minimum requirement of this indicator is 100%. When calculating, there are only two results, 65440.

If it is 100% completed, score 10;

100% unfinished, 0 point; Interpretation method: the above method cannot be used in assessment. The explanation method mainly needs to explain several possible situations of performance appraisal results and set the corresponding scoring method for each situation.

For example, employee satisfaction survey and analysis indicators can be scored by explanation. If the index is 20% of a position, the four scores are: 2, 8, 4, 6; Six bosses rated the four items respectively, and the final score was the sum of the four items scored by six bosses.