How to do the personnel appraisal system?

Personnel assessment system 1 In order to strengthen the management of employees, improve their own quality, and enable each employee to form good habits, so as to better improve work efficiency, it is formulated according to the actual situation of the company. 2 Scope of Application This system applies to every employee of the company. 3 Assessment Contents 3. 1 The assessment contents of probation employees include work mentality, work performance, communication and coordination ability, problem-solving ability, adaptability, development potential, words and deeds, moral quality, labor discipline, etc. 3.2 Daily assessment contents of ordinary employees: work attitude, work performance, professional knowledge, execution, responsibility, communication and coordination, moral words and deeds, and cost awareness. 3.3 Daily assessment contents of managers: leadership, planning ability, work performance, sense of responsibility, communication and coordination, authorized guidance, moral words and deeds, and cost awareness. 4. Assessment Classification and Implementation Measures 4. 1 Appraisal Measures for Probation Employees 4. 1. 1 Probation employees generally have a probation period of three months. According to the company's "Leave Attendance System (Trial)", employees in probation period can take personal leave and sick leave, but the probation period will be extended according to the number of days of leave; During the probation period, the company may dismiss at any time if it is absent from work once or leaves early for more than three times (including three times). 4. 1.2 After the probation period expires, the administrative department will issue the Employee Confirmation Assessment Form to the probationary employees, who will fill in the assessment contents according to their own conditions. 4. 1.3 According to the employee's performance during the probation period, the manager of the employing department makes a fair score and writes a preliminary examination opinion, and submits it to the manager of the administrative department. 4. 1.4 the administration department shall truthfully fill in the attendance of employees during the probation period, and the assessment results shall be determined according to the initial assessment scores and attendance. According to the assessment results, within one week after the expiration of the probation period, the employing department makes a decision to agree to become a regular employee, extend the probation period or not to be employed, and submits the Appraisal Form for Employee's Employment as a Regular Employee to the department director and the director of the administration department for approval. 4. 1.5 During the probation period, the director of probation department has the right to terminate the probation period in advance for the probationary employees with excellent professional quality, moral quality, work skills and work performance, and submit the employee confirmation assessment form to the director of administration department and the general manager for approval. 4. 1.6 During the probation period, the probation department may report to the Administration Department in advance for employees who are obviously unsuitable for a certain position or employment, and after the approval of the department head or the director of the Administration Department, arrange probation for other positions or dismiss them in advance. 4. 1.7 evaluation of assessment results: the assessment method adopts the project scoring system, and the assessment criteria are five grades: excellent, good, average, poor and unqualified, and each grade standard defines the assessment score interval. The specific assessment criteria are as follows: excellent: the assessment result is above 95 points, and the salary is good; The assessment results are 85-94 points, and the salary is just the same; The assessment result is 75-84 points, the salary difference is 60-74 points, and the probation period is unqualified; If the assessment result is below 60 points, 4.2 will be dismissed. Methods: 4.2. 1 Daily assessment, mainly through quantitative and qualitative evaluation of employees' daily work, urged employees to complete their work objectives, and the assessment results served as the basis for employees' promotion, salary adjustment, transfer and bonus. 4.2.2 Assessment time division: the daily assessment of ordinary employees is conducted once every quarter; The daily assessment of department heads shall be conducted once every six months; The personnel above the department manager level shall be assessed once a year. 4.2.3 Daily Assessment of Ordinary Employees: 4.2.3. 1 The Administration Department sends the Daily Assessment Form to each employee, and the employees fill in the assessment contents according to their own conditions. (Self-rating) 4.2.3.2 The department head writes evaluation opinions according to the daily work performance of employees and submits them to the Administration Department. (Preliminary Evaluation) 4.2.3.3 The Administration Department evaluates employees according to their attendance and combined with the evaluation and assessment opinions of department managers. (Review score) The assessment of 4.2.3.4 is divided into four grades: excellent, good, average and poor; The specific evaluation criteria are: excellent: the assessment results are above 95 points, three times or more are excellent, and you can get a better promotion or salary increase; The assessment results are 80-94 points, and the original position and salary are generally retained; The assessment result is 60-79 points, and the salary can be reduced or transferred for three times or less; If the assessment result is below 60 points, the department head can be dismissed for three or more times. Assessment: 4.2.4. 1 The Administration Department sends the Employee Daily Assessment Form to the supervisors, who fill in the assessment contents according to their own conditions. The manager of 4.2.4.2 Department writes evaluation opinions according to the daily performance of employees and submits them to the Administration Department. 4.2.4.3 Administration Department evaluates employees according to their daily management and comprehensive attendance, combined with the scores and assessment opinions of department managers. 4.2.4.4's assessment is divided into four grades: excellent, good, average and poor; The specific evaluation criteria are: the assessment result is above 95 points, excellent for three times or more, and can be promoted or raised; The assessment result is 80-94 points, and the salary assessment result is 60-79 points. Generally, the salary can be reduced three times (inclusive) or transferred below 60 points, and the department manager and above can be demoted or dismissed three times (inclusive). Regular assessment: 4.2.5. 1 The Administration Department sends management assessment questionnaires to employees of all departments, and employees of all departments make correct scores and evaluations for each assessed manager fairly and fairly. 4.2.5.2 Administration Department combines the daily attendance and management performance of managers, summarizes the questionnaire, fills in the Management Assessment Summary, gives a correct evaluation and submits it to the General Manager for review. 4.2.5.3's assessment is divided into four grades: excellent, good, average and poor; The specific evaluation criteria are: the assessment results are above 95 points, excellent for three times (inclusive) or above, and can be promoted or raised; The assessment score is 80-94 points, which is good for retaining the original position and salary; The assessment result is 60-79 points, generally, the salary can be reduced or transferred for three times (inclusive), and the assessment result is below 60 points, and the employee can be demoted or dismissed for three times (inclusive); 5. Evaluation management; 5. 1 All evaluations must be rigorous, fair and particular. 5.2 The assessment is based on the specific facts at work, not files (education, length of service, age, gender, etc. ); 5.3 Care should be taken to avoid exaggerating or narrowing the achievements, attitudes and abilities of the assessed according to the overall impression. 5.4 As reliable information of personnel management, the assessment results are used for salary increase, bonus, promotion, education and training, transfer and other personnel treatment work. 5.5 All assessment materials will be included in the personnel files of employees, which will be kept by special personnel of the Administration Department. 5.6 The Administration Department is responsible for the revision and clarification of this system. 6 Attachment 6. 1 Employee Confirmation Assessment Form 6.2 Employee Daily Assessment Form 6.3 Manager Assessment Questionnaire 6.4 Manager Assessment Summary Form