Performance evaluation scheme

Summary of 6 performance appraisal schemes

In order to ensure the smooth development of things or work, it is often necessary to make an excellent plan in advance, which is a written plan with strong operability. What are the characteristics of an excellent scheme? The following are six performance appraisal schemes that I have compiled. Welcome to share.

Performance appraisal scheme 1 1. Purpose of performance appraisal:

1. Continuously improve the company's management level and product quality, reduce production and operation costs and accident rate, and provide the company with the power to maintain sustainable development;

2. Deepen employees' understanding of their job responsibilities and objectives;

3. Constantly improve the working ability of the company's employees, improve their work performance, and improve their initiative and enthusiasm in their work;

4. Based on departments and teams, establish a team with unity and cooperation and rigorous and efficient work;

5, through the rational use of assessment results (rewards and punishments or treatment adjustment, spiritual reward, etc. ), create a working atmosphere that encourages employees to make progress.

Second, the principle of performance appraisal:

1, principle of fairness and openness: All employees of the company shall be assessed by the company, and the company shall apply the same standards to the assessment results of the same positions.

2. Regularization and institutionalization principle: the performance appraisal is conducted under the direct leadership of the performance appraisal team, and the General Department is the management department for the implementation of this system.

(1) The company adopts the weekly assessment method for employees (the salesman will be assessed once every two weeks). The General Department publishes the assessment results of each department every week, and rewards and punishments are given according to the assessment results every month.

(2) As an important system of human resource management, performance appraisal should be strictly observed and implemented by all employees, and the General Department is responsible for constantly modifying and perfecting the system.

3. The company adopts a grading assessment method for employees: the assessment team assesses the department heads, and the department heads assess the subordinate positions.

4. The company adopts the method of 100% system for employee assessment.

5. The scoring standard is 3:7: 30% for myself and 70% for superiors.

6. Flexibility principle: the company's assessment of employees is divided into quantitative assessment and qualitative assessment. Different positions, different levels and different periods have different assessment focuses and different scores.

Middle-level cadres: quantitative assessment 70%, qualitative assessment 30%. Employee performance appraisal system.

Production post: production period, quantitative 70%, qualitative 30%.

Non-production period, quantitative 30%, qualitative 70%.

Other posts: quantitative 60%, qualitative 40%.

Quantitative evaluation:

A: Middle-level cadres: the key work of the department (the work arranged by the general manager; The key work of each department determined by the monthly meeting of middle-level cadres; Evaluate the work of meeting arrangement every week; Departmental annual work target decomposition; Work that needs to be increased at any time due to production and operation. ) the quality and quantity of completion.

B. Other posts: jobs specified in job responsibilities and jobs arranged by department heads.

Qualitative assessment: the company's code of conduct (soft indicators such as work attitude, work ability, safety and health, attendance and code of conduct).

Third, organize and lead.

The company set up a performance appraisal team led by the general manager to organize and lead the appraisal of the company's employees.

Team leader: Lu Wenbo; deputy team leader: Simon Chui; member: Shao Shangfeng.

Job responsibilities:

1, the team leader is responsible for presiding over the monthly and weekly assessment summary meeting, summarizing the assessment work last month and arranging the work priorities of each department next month; Weekly evaluation is organized every Saturday.

2 responsible for discussing, modifying and supervising the implementation of the assessment system.

3. Responsible for the evaluation of "quantitative assessment" of each department.

4. Responsible for arranging the priorities of each department next week.

Fourth, evaluation criteria.

According to the company's production and operation, each department and post of the company has different weekly work priorities, so the assessment standards are different (the weekly assessment standards of this department are different, and the assessment standards of different departments are different). The objectives and contents of quantitative assessment of each department are determined according to the company's production, operation and management.

1. Description of quantitative assessment standards: (attached with post assessment standards of various departments)

(1) The score proportion of middle-level cadres' assessment items shall be determined by the assessment team; The score proportion of post assessment items under each department shall be determined by the department head. Determine the score proportion must be scientific and reasonable, combined with the focus of work, to avoid importance, otherwise the relevant personnel will be deducted 10.

(2) Subtotal score = the previous grade ×70%+ self-evaluation 30%

(3) When the heads of various departments can't put forward substantive work (non-daily work) at the assessment meeting, it will be regarded as inaction, and 30 points will be deducted for the quantitative assessment next week.

(4) When there are product quality accidents, personal safety accidents, equipment operation accidents (the above accidents have caused economic losses to the company above 500 yuan), or there are major security risks, the score of this department's quantitative assessment this week is zero.

(5) The assessment should determine the indicators of each department's weekly key work completion: quality requirements, quantity requirements, completion time limit, responsible person, etc. , filed by the General Department.

(6) Implementing the decisions and instructions of the general manager or the spirit of the company meeting: 30 points will be deducted for failure to implement; If the implementation is incomplete and the effect is not obvious, the score will be deducted 10.

(7) If employees in subordinate posts have serious work mistakes or disciplinary actions, depending on the losses or impacts caused to the company, they will be deducted 10-30 points.

(8) Office equipment accident 10-40 points.

(9) Superior should respect objective facts when assessing subordinates, and should not be influenced by interpersonal relationships and feelings, and should not take revenge. Otherwise, 20 points will be deducted from relevant personnel. When making the evaluation, please refer to the following criteria:

A correctness of working process b validity of working result

The correctness of the selection of C working methods and the improvement and improvement of D work.

E problem-solving ability f sense of responsibility and personal qualities

Performance Appraisal Scheme Part II Performance Appraisal Management System This scheme is formulated in order to objectively and fairly evaluate the performance and contribution of employees, provide basis for decision-making such as salary adjustment, payment and post change, strengthen humanized management, put management responsibilities in place, tap your potential, and promote a win-win situation between companies and individuals.

1, assessment principle:

1. 1, in months, and the time must be consistent, that is, the performance of last month is assessed from 1 to 10 every month.

1.2, we must objectively, fairly, fairly and openly reflect the actual work situation of employees, and avoid bad styles such as prejudice and treating people as relatives.

2. Scope of assessment:

All employees of this company.

3, assessment elements and responsibilities:

3. 1. The key performance indicators that the target plan should achieve must be clear and well documented.

3.2, abide by the rules and regulations, administrative discipline, post discipline records must be clear.

3.3. The 5th,15th and 25th of each month are the surprise inspection days, and the recorded inspection results will be used as the assessment basis.

3.4. The direct supervisor of the employee is the first-level assessor, and the direct supervisor is the second-level assessor. The Administration Department shall supervise and guide the evaluation results. 3.5. All members of the evaluation team and the Administration Department make a comprehensive evaluation of the evaluation results.

4. Responsibilities and rights of the evaluation team:

4. 1, the assessment team leader is responsible for formulating and modifying the assessment plan, and is responsible for the assessment process and results, and defines the assessment salary standard and the help to employees.

Training.

4.2, the examiner must be fair and just in accordance with the procedures for the assessment of direct subordinates, and have the responsibility of guidance and counseling. 4.3, the general manager of the company has the right to know the assessment results, and has the right to flexibly control and approve the implementation of the assessment work.

5. Assessment agency:

Take a top-down assessment method and report it to the administrative department for approval.

6, performance appraisal procedures

6. 1. The performance evaluation is attended by the appraisee, the appraisee's immediate superior, department heads, administrative personnel and general manager. 6.2. The Administration Department shall monitor and record the evaluation of the assessed by the managers of each department, and strive to be fair and orderly.

6.3. The Administration Department shall fill in the summary table of employee performance appraisal according to the statistics of each department, and fill in the Notice of Employee Performance Appraisal after being audited by the General Manager.

Deliver it to the heads of all departments, and the heads of all departments will notify the employees themselves.

7. Various assessment forms include:

7. 1 superior identification; 7.2 Peer review; 7.3 self-evaluation; 7.4 Subordinate assessment; 7.5 External customer review.

7.6 Various assessment forms have their own advantages and disadvantages, so they should be selected separately or used comprehensively in the assessment.

8. Evaluation results and effectiveness

8. 1. The general assessment results should be made public to me and kept in the employee files. 8.2. Validity of evaluation results:

8.2. 1 is the main basis for determining the promotion and demotion of employees; 8.2.2 Linked to the salary and bonus of employees;

8.2.3 Other benefits related to welfare (housing, training, vacation); 8.2.4 Decide on rewards and punishments for employees; 8.2.5 Deciding to dismiss employees.

9. Supplementary provisions:

9. 1. The documents (audit data and statistical data) in the assessment process are strictly confidential, and the results are only fed back to individuals and are not made public. 9.2, this system is formulated by the assessment team, the administration department is responsible for the interpretation.

10, list of performance appraisal teams:

Team leader: Wan Huiming

Members: Zhong Xinlin, He Shiwei, Dai Zubing, Li Chonghua, Wang Qiong, Deng Yufeng, Xie Youfu, Zhang Xingfu, Lu Youhai, member of quality inspection department, lyna.

1 1, performance appraisal rating, salary adjustment, rewards and punishments, promotion and termination criteria

A, excellent grade 8 1- 100 is quite excellent; Impeccable grade B, excellent grade 7 1-80 is excellent; Strong plasticity; Grade C, 60-70, can do due diligence; There are many problems in Grade D and Grade 59-40, so it is necessary to correct and adjust Grade E and eliminate Grade 40.

● If the probation period is confirmed as D or E, the employee will no longer be employed.

● Formal employee assessment: If the employee is assessed as D and E twice within one year, the company will terminate the labor contract relationship with him and refuse to continue employment. ● Annual assessment of formal employees: When the annual assessment is D or E, all bonuses and benefits will not be paid. ● Regular employees must be rated as Grade A before they can be promoted.

1 1, employee performance salary coefficient table

Note: This group does not contain the upper limit of each group, but contains the lower limit.

12, the employee's monthly performance pay is calculated according to the following formula:

Employee's monthly performance salary = comprehensive salary × performance salary ratio × performance salary coefficient = sum of monthly performance salary ÷3 employee's annual performance salary = sum of quarterly performance salary ÷4

13, performance pay ratio:

Employee: 65438+ 05% of comprehensive salary. Elementary: 25% of comprehensive salary. Intermediate: 35% of the comprehensive salary. Senior: 50% of the comprehensive salary.

In order to implement the spirit of the Eighth National Committee (Enlarged) Meeting of the Ninth Session of the County Party Committee, vigorously create an atmosphere of dedication and striving for Excellence, and ensure the smooth completion of educational objectives and tasks, and follow the principle of "objectivity, fairness, science, combination of evaluation and clear rewards and punishments", this plan is specially formulated.

First, the assessment objectives

Guided by the report of "XX Congress", with changing the work style of government organs and improving work efficiency as the central content, we should combine the activities of striving for Excellence with improving the comprehensive quality of cadres and promoting innovation, and aim at building a high-quality cadre team and providing quality services for education to promote the sound and rapid development of education in our county.

Second, the evaluation object

All cadres of the Education Bureau.

Third, the evaluation organization form

(a) the establishment of the Education Bureau performance appraisal leading group. The head of the team shall be the director, and the deputy heads shall be the party secretary, deputy secretary, deputy director and discipline inspection secretary. Members are composed of department heads.

(two) the assessment leading group has an office. The director of the office is concurrently appointed by the discipline inspection secretary, and the members of the office are concurrently appointed by the heads of various departments, who are responsible for the overall target performance appraisal. The assessment team should establish assessment account, statistical table and report box according to the assessment content and assessment object, and carefully record, count and sort out all kinds of data to ensure that the assessment work is well documented; Each performance appraisal plus (minus) points, the assessment team should immediately fill in the Notice of Plus (minus) Points for Performance Appraisal of Education Bureau, notify the assessed, and file it in the office after being signed by the assessed.

(three) assessment is divided into quarterly inspection, semi-annual report and annual assessment.

1, quarterly inspection. Focus on spot checks, focusing on monitoring the implementation of goals, objectives and the completion of matters assigned by leaders.

2. Semi-annual report. Systematically report and publicize the implementation objectives, work objectives and completion of the matters assigned by the leaders to the Bureau's performance appraisal leading group.

3. Annual evaluation. The leading group for performance appraisal of the Bureau conducts a comprehensive and systematic evaluation of the completion of various tasks of each department and individual.

Fourth, the evaluation method.

1, combining quantification with evaluation.

2, the combination of quarterly inspection and annual evaluation.

3, the implementation of the quarterly meeting of leading cadres, to comment on the completion of the work.

4, basic assessment+plus (minus) split phase combination.

5, bureau office unified organization, comprehensive assessment of the leading group.

6, the comprehensive assessment of the implementation of the percentile system.

7. Comprehensive assessment is divided into five parts: comprehensive assessment, business assessment, attendance discipline, democratic voting and centralized leadership; Each part is based on percentage, and points are added and subtracted.

8. The average score of individual achievements of the department is taken as the comprehensive assessment result of the department.

Verb (abbreviation for verb) rating.

1, 70 or above is excellent and competent, 60 -69 is basically competent, and below 59 is incompetent.

2. In the year-end assessment of general cadres, comprehensive assessment accounts for 20%, professional assessment accounts for 50%, attendance accounts for 10%, democratic voting accounts for 10%, and centralized assessment by the assessment leading group accounts for 10%.

3, comprehensive assessment of outstanding reward. Excellent educators, advanced teachers, excellent party member, trade union activists, advanced women workers, advanced ethnic workers, etc. , are produced in more than 70 points.

4. Before the comprehensive assessment of the department 1-2.

5. Leading cadres' scores: the average score of the personnel in charge of the department accounts for 75%, and the score of myself accounts for 25%.

Intransitive verbs reward and punish

(1) reward

1, comprehensive assessment, and reward those who are excellent in comprehensive assessment according to the spirit of relevant documents.

2, business work, statements at or above the county level (including the county level) awards, according to the ranking were given extra points.

3. At the end of the year, the research materials will be awarded the first, second and third prizes by the evaluation team, and extra points will be given.

(2) Punishment

One of the following circumstances, one vote veto, performance appraisal for incompetence.

1, where work mistakes are caused by subjective reasons, informed criticism at or above the county level.

2, due to subjective reasons caused serious mistakes in work, leading to serious consequences of the person directly responsible.

3, there are serious violations of discipline and law, by the party discipline, political discipline serious warning above administrative sanctions.

4, in violation of the provisions of family planning, comprehensive management, production safety responsibility.

Seven, assessment content and score

1, comprehensive evaluation content and score (see annex)

2, business evaluation content and score (see annex)

3. Contents and scores of attendance discipline (see annex)

4. Contents and scores of democratic voting (see Annex)

5. Contents and scores of centralized leadership (see Annex)

Eight. supplementary terms

1, the daily work of global performance appraisal is authorized by the performance appraisal team office of the bureau to be responsible for organizing the implementation.

2. These Measures shall be implemented as of 1 year 20xx.

Performance appraisal system 4 I. Purpose

In order to strengthen the company's cleaning staff's code of conduct, improve employees' awareness of efficient work and high-quality service, safeguard the company's brand image and property service level in special service areas, and mobilize and motivate employees' work enthusiasm, this performance appraisal scheme is specially formulated.

Second, the scope.

Applicable to all cleaning staff of the company,

Three. principle

Fair, just, open and appropriate rewards and punishments.

Fourth, the score description

Every 2 yuan, deduct the performance salary corresponding to the deducted score in the current month from the monthly salary of the cleaning staff. At the same time, the performance of cleaning staff is combined with the performance of project manager and monitor. Based on the deduction of cleaning staff, the corresponding project manager will deduct 2 times the deduction of cleaning staff and 0.5 times the deduction of monitor. (Example: the cleaner of this project will be deducted 10, the corresponding monitor will be deducted 5 points, the project manager will be deducted 20 points, and the performance salary will be deducted from the salary of the current month).

Verb (abbreviation of verb) implementation specification

1, repeated violation of discipline is the severity of violation of discipline, and verbal warning, performance deduction, informed criticism, transfer from post or termination of labor contract are given respectively.

2. The Ministry of Supervision will implement the assessment work in strict accordance with the spirit of "fairness and justice, combining rewards and punishments, rewarding the excellent and punishing the poor".

3. The employees who are assessed should strictly obey the management of the department head, treat the decision rationally, and must not have the emotion of resisting or refusing to obey. If you are not satisfied with the decision, you can submit a written reconsideration to the company's supervision department within one working day after receiving the instruction.

4. Encourage employees to supervise and report the fairness and justice of the company's rewards and punishments.

5. The manager who accepts the report must keep the employee's information strictly confidential.

6. In addition to the performance punishment for the assessed employees, the company may impose administrative punishment according to the work conditions of the assessed employees. If losses are caused to the company and customers due to negligence, in addition to deducting performance pay, negligent employees should also bear civil compensation liability and criminal liability according to national laws.

Six, reward and punishment standards

Encouragement and reward

1, be brave in innovation and put forward reasonable suggestions; 5- 10.

2, improve work efficiency and skills, save resources 5 points.

3. Get 10 points for the relevant certificates of after-school study and training.

4. Provide favorable clues for the company to investigate accidents 10-20 points.

5. Good people are rewarded. 10- 15.

6. Participate in collective activities organized by the company and perform well.

7. Work hard and often sacrifice your working hours.

8. Love your job and be brave in challenging tasks.

9. Excellent service is well received by customers.

Verbal praise

Written praise

Send a banner of praise

1 1, the money was not lost, and the things were handed in in time.

Within 500 yuan

Above 500 yuan

punish

Code of conduct

1, don't wear work clothes at work.

I didn't bring my badge to work.

3, listless at work, poor mental outlook.

4. Sleep or doze off during work hours.

Get together and have a rest during office hours.

6. Rest in the customer reception and office area.

7. Take home the cleaning products configured by the company.

8. Do things unrelated to work during office hours.

9. Being late for work (excluding unpaid wages)

10, leave early after work (excluding early leave salary)

1 1, 3 points for visiting without permission during working hours 15 points 15 points 5 points 10 points 25 points 2- 10 points 10 points 25 points 3.

12, absenteeism without consent will be deducted 15.

13, charge 50 points to the customer's finance by using the post.

14, poor sense of responsibility, causing loss or damage to customers and company property 10-50 points.

15, poor service attitude, effectively complained by customers 15-20 points.

16, unreasonably refusing the work assigned by the management personnel 5- 15 points.

17, disobeying management personnel, insulting and contradicting management personnel, 25 points.

(2) Working standards

(1) bathroom

1, 5- 10 points for irregular wiping of bathroom walls, facades and door covers.

2, toilet urinal scale stains 2-5 points.

3. Throw toilet tools 5 points.

4, bathroom mirror, switch box, partition, etc. Need to wipe but not wipe 2-5 points.

5. The basic sanitation of toilets is unqualified 10.

6, toilet odor serious 5- 10 points.

(2) public * * * area

1, 20 points will be deducted if the basic sanitation in the responsible area is unqualified.

2. The basic sanitation of escalators is unqualified by 5- 10.

3, stair handrail for many days did not wipe 5 points.

4. Fire hydrants, switch boxes, signs, glass, etc. I need to wipe in the public area, but I didn't wipe it. 2- 10.

5, metope not regularly wipe 5 points.

6, the entrance hall, cleaning staff performance appraisal rules in front of the basic hygiene is unqualified 5- 10 points.

7. There is rubbish in the elevator car. 5 points

8, elevator stainless steel surface is not timely maintenance 5 points.

9. The corridors and corridors in public * * * areas are not cleaned in time, resulting in serious stains. 10.

10, tools, consumables and equipment are not placed in the designated area, and cleaning tools are not cleaned in time. Score 5- 10.

I have read all the above contents and learned that if there is any violation, I will be punished according to the performance appraisal.

Chapter V of Performance Appraisal Scheme I. Appraisal Purpose

It is to use assessment as a tool to promote the achievement of the company's overall goals.

1. Establish a platform through assessment, so that everyone's contribution in the work can be effectively evaluated. Let those who work hard, have a strong sense of responsibility and dare to take responsibility be praised and recognized, and establish a working atmosphere of "comparing, learning, catching up, helping and surpassing".

2. Through the assessment, we can make clear the company's goals and requirements, maintain a consistent direction and improve efficiency, so as to effectively achieve the company's goals.

Second, the idea and scope of evaluation.

1 and 20xx monthly performance appraisal will adopt "all-staff appraisal", that is, everyone has indicators and everyone has appraisal. The monthly performance appraisal of employees shall be the responsibility of the department manager, the person in charge of each center shall cooperate with the planning appraisal office, and the general manager shall cooperate with the planning appraisal office.

The heads of the centers, project departments (groups) and subsidiaries in the company need to establish the evaluation files of the center employees with the assistance of the planning evaluation office, score according to the evaluation form provided by the company, communicate with the evaluated personnel on performance, and pass the evaluation results to the planning evaluation office for review.

2. The monthly performance ratio is adjusted from 10% to 20%.

3. Adjust the scope of assessment, and include all centers and project teams (project departments and subsidiaries) within the company.

The heads of marketing centers and property management companies have been included in the overall assessment scope of the company since March.

The assessment plan of the person in charge of the marketing center and the property management company shall be conducted according to the overall assessment plan of the company.

Third, the specific assessment methods:

The monthly performance appraisal adopts the percentage system, and the progress of the monthly performance appraisal of the person in charge of the center and the department manager accounts for 40 points and the work effect accounts for 60 points. The monthly performance appraisal of employees accounts for 60 points, and the work effect accounts for 40 points. If a group activity is ranked, praised by the company and violates the company system, it will be added or subtracted according to the detailed methods in the assessment form. (See the evaluation form for details)

(1) Work progress assessment includes: monthly work plan completion, monthly key work completion, temporary work completion, difference rate of fund use, and implementation of enterprise rules and regulations.

(2) Work effect evaluation includes: last month's work completion effect, next month's work plan formulation, etc.

Fourth, the cash method:

The planning and assessment office determines the monthly performance distribution ratio according to the assessment results of the person in charge of the center, department managers and employees; Performance pay will be paid to those with a score of 95 or above, and assessment pay will be paid to those with a score below 95.

Verb (abbreviation of verb) Other regulations and requirements:

The monthly plan of 1. will be reported step by step from April. That is, the monthly work plan of the center (project, subsidiary) is submitted to the plan assessment office, the monthly plan of the department manager is submitted to the person in charge of the center, and the monthly work plan of the employees is submitted to the department manager. The capital plan shall be submitted in accordance with the relevant regulations of the financial management center. (Attachment: Monthly Schedule)

2. The monthly performance interview is tentatively scheduled for 3-5 days per month, and the specific time will be notified separately. These centers need to be prepared in advance.

3. Performance interview requirements:

(1) The leaders of each center closely analyze the work completion effect of the monthly work plan. Analyze the experience summary of the work completed last month, the self-analysis summary of the unfinished work, and what is the next improvement direction and improvement work plan. The department manager can add specific questions.

(2), according to the annual work outline and target plan, this month's work ideas and action plans, compared with the work outline, whether the work is ahead of time or behind, what are the work objectives, action plans, checkpoints, support points, when and what departments need to support what work.

(3) The general manager guides and summarizes the departmental plans, determines the monthly key work, puts forward the improvement direction and opinions, and grades the work effect of the heads of each center.

(4) The person in charge of the center shall send the assessment results of the department managers and employees to the planning assessment office within 65,438+0 working days after the performance interview, and complete the performance communication with the central department managers, department managers and employees within 65,438+00 days every month to inform them of their scores and expectations for their shortcomings.

Other explanations of intransitive verbs

(1) Employees during the probation period will not participate in the assessment, that is, they will not be paid the assessment salary for the current month.

(2) In the case of internal post transfer, if the employee has worked in the transferred department for 16 days (including 16 days), the performance salary will be paid based on the performance of the transferred department.

(3) The cashable monthly performance of the special personnel recruited by the company (if there is no clear probation period) who have been employed for 30 days.

(4) The monthly performance that can be cashed after 30 days of attendance for employees transferred from other units without probation.

(5) Employees who leave the company in the current month will not honor their performance in the current month.

(6) According to the development goals and requirements of the company, the planning and assessment office timely adjusts the assessment plan and assessment items.

(7) This assessment method has been implemented since March of * *.

Planning and evaluation office

Performance appraisal scheme 6 I. Principles

1. Assess the salary of sales staff, not in the first three months, but from 20xx 65438+ 10/0/.

2. Assessment parameters are divided into performance, cost and comprehensive assessment.

3. Sales performance appraisal mainly focuses on rooms, conferences and restaurants, followed by entertainment.

4 assessment and reward must be based on the completion of the overall assessment indicators of the department.

Second, the basic treatment of sales staff

Enjoy the treatment of hotel supervisor, the basic salary is 2xxx yuan/month -2 XXX yuan/month, and the foreign (business card) title is sales manager.

Third, the assessment personnel

Sales manager, deputy department manager

Fourth, the assessment content

1, performance appraisal

The monthly sales target of each person is 2.4 million yuan/10 person, that is, 240,000 yuan (with the breakdown of sales target), and the excess will be rewarded by 1.5%.

Composition of personal performance:

(1) The total agreed consumption under the sales employee number, including VIP cards issued by each employee, packages sold, scattered receptions placed by individuals, etc.

(2) Consumption of team and meeting list issued by salesman (90% for individuals and 0/0% for departments with rooms exceeding 100 nights).

(3) The meetings contacted by department managers belong to the corresponding sales personnel according to the scope of sales personnel, and are divided into 80% individuals and 20% departments.

(4) Sales staff meet banquet and personal catering consumption.

(5) Accounts receivable are not included in personal sales before arrival.

(6) The assessment balance generated by departmental performance is retained as departmental fund.

2, cost assessment (including transportation subsidies, hospitality, coupons, etc.). )

(1) Transportation allowance: sales manager 200 yuan/month, overseas sales staff 500 yuan/month.

(2) Communication subsidy: the sales manager subsidizes 200 yuan/month and the overseas sales staff subsidizes 350 yuan/month.

(3) Coupon control: 600 yuan/month (calculated at 50% discount on consumption) of the salesperson.

(4) Hospitality control: banquets for important customers need to be reported to the department for approval in advance. In principle, the sales manager and department manager take turns to entertain customers once a week, and the cost of each time is controlled in 600 yuan (50% off consumption).

(5) Encourage the rational use of hospitality to contact customers, bring benefits to customers, and conduct more emotional exchanges. The monthly banquet fee per person shall not be less than 400 yuan/month (calculated by 50% of consumption), and the insufficient part shall be deducted by 50% from the assessment reward.

3. Comprehensive evaluation method

On the premise that the department completes the hotel target, the individual sales target will be partially rewarded by 1.5%, and the comprehensive evaluation is as follows:

(1) Performance reward 85%

(2) Team spirit 10%

(3) Work discipline 5%

The sales office is responsible for performance statistics, and team spirit and work discipline are assessed by the department manager.

Verb (short for verb) others

1, Sales Office: Enjoy the hotel leadership treatment, the basic salary is 2xxx yuan/month, and the reward is paid at 30% of the average reward of the sales staff.

2. Art design: enjoy the treatment of hotel supervisor, with a basic salary of 2xxx yuan/month. The scope of work includes graphic design and production, event planning and layout, banquet/conference venue layout planning, etc.

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