How to set up performance contribution awards and management methods for enterprises! ! Everybody help.

You can set employee performance appraisal scheme:

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.

Annual assessment 65438+ 10 month 15 to 20th 65438+ 10 February 2 1 23rd 65438+ 10 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 policy system 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.

Then manage and reward employees according to performance appraisal.