20 19 employee performance appraisal scheme model selection

Employee performance appraisal scheme template 1

1, use

1. 1 In order to promote the institutionalization and standardization of the company's personnel management, improve the performance appraisal operation mechanism as soon as possible, and make the appraisal work evidence-based and rule-based, this appraisal scheme is specially formulated;

2. Scope of application

2. 1 All workshop employees of the production department (after the probation period);

3. This appraisal scheme

3. 1 is divided into five parts: work performance, work skills, implementation system, professional cooperation and daily behavior;

3.2 Take the deduction assessment as the basic form, and the deduction is linked to the performance appraisal salary. Daily assessment and monthly summary assessment, the performance salary (bonus) is 200 yuan, and the assessment results are implemented in accordance with the Scoring Scheme;

4. Evaluate the performance scoring scheme

4. 1 performance (30 points will be deducted and 5 points will be awarded)

4. 1. 1 3 points will be deducted for being late for work and leaving early;

4. 1.2 If the work is not active and procrastinating (such as things arranged by the workshop are not completed within the specified time), 5 points will be deducted/time;

4. 1.3 Leave the post or leave the post for more than 10 minutes, and deduct 3 points/time;

4. 1.4 Deduct 3 points/time for reading newspapers, magazines, playing mobile phones or doing things unrelated to production during working hours;

4. 1.5 Loud talk, booing and obstructing others' work in the workplace will be deducted 3 points/time;

4. 1.6 If you don't write a leave note, 5 points will be deducted for absenteeism without reason;

4. 1.7 Failing to make, inspect and maintain the equipment and production situation of this post on time, 3 points will be deducted/time;

4. 1.8 Make false records, and make records in advance or later, and deduct 5 points/time.

4. 1.9 Work hard, find the defective products in time and control them, and get 5 points/time.

4.2 Work skills (deduct 22 points, reward 10)

4.2. 1 Failing to place the materials as required, 2 points will be deducted/time;

4.2.2 If you are unfamiliar with the equipment of this post, 3 points will be deducted/time;

4.2.3 If the training examination organized by the company and the workshop is unqualified, 4 points will be deducted/time;

4.2.4 Deduct 8 points/time for material loss caused by operation error;

4.2.5 If you are not familiar with the operation method of this post, 5 points will be deducted each time;

4.2.6 Those who are familiar with the operation of this position and can lead new employees to master corresponding skills in time will be given 5 points/time.

4.2.7 The 8S of the production site is well done, and the maintenance of tooling and equipment is in place, so 5 points will be scored.

4.3 Implementation system (33 points deducted, reward 15 points)

4.3. 1 5 points will be deducted for not operating according to the operation method, violating the process or changing the process conditions by itself;

4.3.2 Deduct 2 points/time for running, running and missing inspection;

4.3.3 Smoking in production areas (including workshops and toilets). ) or carrying kindling without permission will be deducted 5 points/time;

4.3.4 If you find drinking before going to work at work, you will be deducted 5 points/time; Drunk deducted 7 points/time;

4.3.5 Refusing to participate in the safety, fire protection and environmental protection study and training organized by the company or workshop, 4 points will be deducted each time;

4.3.6 5 points will be deducted for bringing outsiders into the production workshop without permission;

4.3.7 Put forward reasonable suggestions for production process, which are effective, and get 5 points/time.

4.3.8 Some posts are missed in the production process, and 5 points will be deducted each time.

4.3.9 Take part in relevant training examinations organized by the company or workshop, and get 5 points/time if the result is excellent (above 90 points).

4.4 Dedication and cooperation (77 points in total)

4.4. 1 Material waste is not stopped in time, 4 points will be deducted/time;

4.4.2 5 points will be deducted if materials (or semi-finished products) are transferred to the next post (without the consent of the team leader and workshop supervisor) if the cost post operation is not completed or the process index requirements are not met;

4.4.3 8 points will be deducted for disobeying the instructions of the company and workshop leaders (such as disobeying the work arrangement and temporary arrangement). );

4.4.4 When an accident happens in this post, the operator of this post does not participate in the rescue 10 points/time;

4.4.5 Fighting with colleagues will be deducted 10;

4.4.6 If the factory building, machinery, equipment, tools, raw materials and products are damaged, 20 points will be deducted each time.

4.4.7 Deduct 10 points/time for revealing company secrets and business secrets;

4.4.8 Make something out of nothing, resort to deceit, gossip, pandering and disunity among colleagues 10 score/time.

4.5 Daily behavior (38 points in total)

4.5. 1 Deduct 3 points/time for not wearing work clothes; (except those who are naked)

4.5.2 Deliberately destroying fire extinguishers, fire hydrants and fire hoses will be deducted 4 points/time;

4.5.3 Deduct 3 points/time for going out without the consent of the competent leader;

4.5.4 5 points will be deducted for tearing up documents, filing materials and announcement documents;

4.5.5 Slander, intimidate, threaten or insult colleagues and their families, and deduct 10 point/time;

4.5.6 Damaging public interests and stealing company property will be deducted 10 point/time.

4.5.7 If the post is not clean, 3 points will be deducted.

5, performance pay (bonus) processing method:

5. 1 Employees whose non-performance salary (bonus) leave (personal leave) exceeds 1 day and the frequency exceeds 1 time/month.

5.2 Those who deduct points within 10 are qualified; 10 and above will be deducted from the performance appraisal salary by percentage (200 yuan is 200 points; Deducting 1 minute means deducting 1 yuan);

5.3 If the score is calculated according to 200 points, those who deduct 80 points or above will be eliminated (no performance pay).

5.4 After the daily performance appraisal form is counted by the department head, it is submitted to the vice president for review every day. If you cheat, don't submit, don't alter, all points will be deducted, and there will be no performance pay.

5.5 The reward score of employee performance appraisal is reward (1 for 1 yuan).

6. Relevant forms

6. 1 Registration Form for Daily Performance Appraisal of Department Employees

Model employee performance evaluation plan II

I. General principles

This system is specially formulated to standardize the company's inspection and assessment of employees.

Second, the purpose of the assessment

1. Build a talent team with high quality, high level, high cohesion and team spirit in Tongfang, and form a talent management mechanism with assessment as the core orientation.

2. Evaluate the performance of employees in the past period of time in a timely and fair manner, affirm their achievements, find problems and prepare for the performance improvement of the next stage of work.

3. To provide personnel information and decision-making basis for the formulation of career development plan for middle-level management and technical staff of Tongfang Co., Ltd., the salary and treatment of employees (including the adjustment of employee shareholding weight) and related education and training.

4. Turn personnel assessment into a management process, form a two-way communication platform between employees and the company in the same place, and improve management efficiency.

Third, the evaluation principle

1, based on the company's operating performance indicators and related management indicators for employees, as well as the objective facts in employees' actual work;

2. Take the contents, procedures and methods specified in the employee appraisal system as the operating criteria;

3, comprehensive, objective, fair, open and standardized assessment concept as the core.

Fourth, the applicable object

This system is mainly aimed at the functional personnel of the headquarters of Tongfang Company and the management professional and technical personnel above the vice president of the branch (the personnel below the vice president of the branch shall be assessed by the branch with reference to the form of the headquarters). In addition, personnel in the following situations are not included in the assessment scope:

1. Employees who have not become regular employees during the probation period.

2, continuous attendance for less than six months or leave before the exam suspended for more than six months.

3. Part-time and special personnel

Five, all kinds of assessment schedule

Evaluation Category Evaluation Time Audit Time Evaluation Final Time

June 1 mid-year assessment from June 5 to June 8 15.

The annual appraisal is 65438+ 10 month 15 to 20th, 65438+ 10 February 2 1 23rd, 65438+1October 25th.

Confirm that the assessment is carried out according to the company's recruitment and deployment system.

Promotion assessment shall be implemented according to the internal promotion system of the company.

Note: 1. Assessment time mainly refers to the time when supervisors and subordinates of various business departments and functional departments discuss performance, performance improvement plans and new performance targets together.

2. The personnel review time is mainly for the personnel decision-making committee to investigate and arbitrate the disputed assessment results and employee complaints.

3. The final assessment time is the time when the Human Resources Department summarizes the assessment results and puts forward new performance targets.

4. The annual assessment is the assessment of the annual performance of all (formal) employees, and the mid-year assessment is the assessment of those whose annual assessment scores are "to be improved" and "urgently needed to be improved".

Sixth, the assessment system.

Evaluation The direct supervisor will evaluate the subordinates, and the department head will re-evaluate. The human resources department has the functions of consultation, implementation supervision and complaint investigation. The personnel decision-making committee (composed of the company's president, executive vice president, relevant vice presidents, general manager of human resources department and heads of relevant departments) is the final arbitration institution for the employee appraisal policy of Tongfang Company. See the following table for specific permissions:

Summarize the preliminary evaluation of the appraisal object (after the employee's self-evaluation) for the department's audit.

Deputy general manager of the branch, general manager of related functions and vice president in charge of human resources department.

General Manager, Chief Engineer, Vice President of Human Resources Department of the Branch

General manager of the branch, human resources department, enterprise management department, finance department, competent vice president, relevant vice president and company president.

Functional vice president functional general manager competent vice president of human resources department

Summarize the preliminary evaluation of the appraisal object (after the employee's self-evaluation) for the department's audit.

Functional General Manager Employee Self-evaluation Executive Vice President of Human Resources Department

Assessment of the following personnel of the Deputy General Manager of the Branch

Deputy general manager in charge at the department manager level, general manager of personnel in the branch and general manager of related functions.

Department personnel are directly in charge of grading company personnel are indirectly in charge of examination and approval.

Technical personnel, technical supervisor rating, company personnel indirect supervisor approval.

Note: For the employees below the level of deputy general manager of the branch, the employees will conduct self-evaluation, and then the direct supervisor will conduct re-evaluation, and the employees' indirect supervisors (above two levels) will finally approve.

Seven, assessment criteria

Personnel assessment cannot use uniform standards to evaluate people in different positions, especially high-tech enterprises like Tongfang. The core idea of Tongfang design evaluation standard is hierarchical and classified evaluation, objectively evaluating the past and focusing on the future. The company divides employees into three grades according to the size of business responsibilities, and the human resources department of the headquarters specially designs assessment standards and scales for middle-level and above cadres of the company; Secondly, according to the characteristics of Tongfang High-tech Company, employees are divided into management and technical businesses, and the assessment standards and scales are specially designed.

The company's assessment criteria are mainly from three aspects: business performance, work attitude and post-holding ability. Employees in different departments have different assessment criteria weights, as follows:

Proportion chart of assessment weights for all kinds of employees:

Evaluate the project work category, management category, functional management category and technical category.

Performance appraisal accounts for about 70%, 50% and 40%.

Capacity assessment accounts for about 15%30%30%

Attitude evaluation accounts for about 15%, 20% and 30%.

Total score of employee assessment = performance score+ability score+attitude score.

Eight. Examination form

1. According to the nature of the work, the evaluation form is divided into three categories: business management and functional management, and each category is subdivided into supervisors and non-supervisors. The Human Resources Department will work with relevant departments to study and design a unified form. The human resources department has formulated a general scoring reference table for assessment indicators. Each department can adjust the assessment factors and scores according to the actual situation of the department, but it is not allowed to adjust the assessment structure and factor assignment without consulting the Human Resources Department.

2. The year-end assessment results are kept in the employee's personal files by the human resources department, and no one can consult them except the personnel decision-making committee and the general manager of each department.

Nine. Assessment and evaluation

1, evaluation result rating:

All kinds of assessment results are divided into five grades according to the total score of employee assessment, as follows:

The grade is excellent, excellent and medium, which is in urgent need of improvement.

The total assessment score is above 95, 85-95, 70-84, 50-69 and below 50.

2. Assessment grade proportion control:

In order to reduce the subjective and psychological errors of evaluation (halo effect, contrast effect, averaging, etc.). ), the assessment results shall be subject to the proportional control of the department (branch) after the ex-rights treatment. All departments and branches shall follow the following ratios when reporting the assessment results to the Human Resources Department:

Excellent number: no more than 5% of the total number of employees in the department (branch).

Outstanding personnel: no more than 15% of the total number of employees in the department (branch).

Medium number: accounting for 65% of the total number of employees in this department (branch).

Number of people to be promoted: about 10% of the total number of employees in this department (branch).

There is an urgent need to increase the number of employees: about 5% of the total number of employees in this department (branch).

Note: Those who are listed as excellent or in urgent need of improvement in the assessment must also provide specific factual basis.

X. Evaluation procedure

General operating procedures for evaluation:

1. Employee self-evaluation: According to the "Evaluation Authority Table", the employee selects an appropriate evaluation scale for self-evaluation.

2. Re-evaluation by direct supervisor: The direct supervisor re-evaluates the performance of employees.

3. Indirect supervisor audit: the indirect supervisor (higher than the second level of the employee) evaluates the assessment results and finally confirms them.

Supplementary suggestions:

When there is a big gap between the direct supervisor's score and the employee's self-evaluation score, even across the file level:

1. The direct supervisor should let employees reevaluate themselves according to objective principles.

2. If the employee's self-evaluation score has not changed much again, the direct supervisor can re-evaluate and explain the situation to the employee's indirect supervisor.

3. When there is a grade difference between the employee's self-evaluation score and the score of the direct supervisor, it is suggested that the supervisor interview the employee and fill in the "Performance Interview Form".

When the employee's final evaluation score is classified as "urgent need for improvement" or "excellent"

1. It is suggested that the employee's supervisor interview the employee and fill in the performance interview form.

2. When necessary, specific facts can be attached as supplementary materials for the evaluation results.

XI。 Complaint evaluation

1. Appraisal appeal is a special procedure designed to make the appraisal system more perfect and the appraisal process truly open, fair and reasonable.

2. After discussing the contents and results of the assessment with the direct supervisor, if there is any objection, the subordinate can first lodge a complaint with the department head, who will coordinate; If the department heads still have objections after coordination, they can appeal to the personnel decision-making committee, and the HR Commissioner will investigate and coordinate.

3. Specific factual basis must be provided when evaluating complaints.

Twelve, assessment and rewards and punishments

1. The company links the assessment results with the post allowance, and adjusts the post salary of employees according to the annual assessment results. The adjustment principle is as follows:

① Excellent employees: In principle, the post allowance will be increased by one level.

② Excellent employees: The post allowance will not be adjusted, and they can be promoted when the opportunity is right.

③ Middle-level employees: the post allowance will not be adjusted.

④ Employees to be promoted: The post allowance will not be adjusted, but it will be listed as the mid-year assessment object.

⑤ There is an urgent need to improve employees: the post allowance is reduced by one level and listed as the mid-year assessment object.

2. Handling of "to be improved" employees in annual assessment

(1) The post allowance will not be adjusted for the time being, and promotion will not be granted before the mid-year assessment.

(2) If the mid-year assessment is rated as "to be improved" again, the post allowance will be reduced by one level; If the grade is above "to be promoted", the post allowance will not be adjusted, and promotion can also be carried out according to normal procedures.

③ If the mid-year assessment is rated as "to be improved" and the second year assessment is rated as "to be improved urgently", the company will terminate the employment relationship with the employee.

3. Employees whose annual assessment is "in urgent need of improvement".

① The post allowance of this employee will be reduced by one level after the annual assessment.

② At the same time, if the labor contract between the company and the employee expires before the mid-year assessment, the company will not employ the employee after the expiration of the labor contract. During this period, the post allowance of employees will be reduced by one level accordingly.

(3) If the labor contract between the company and the employee has not expired during the mid-year assessment, and the employee is still rated as "to be improved" or "urgently needed to be improved" after the mid-year assessment, the company will terminate the labor relationship with the employee; Those who are rated as "medium" or above will continue to be employed by the company, but the post allowance will not be adjusted before the second annual assessment begins.

Thirteen. supplementary terms

1. The right to interpret this system belongs to the Human Resources Department.

2. The final decision, amendment and abolition of this system belong to the personnel decision-making committee.

3. The effective date of this system is 20xx 65438+1month 10.

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