Where is the performance appraisal management scheme model of the central fire control room?

Article 2 The purpose of appraiser training

Through training, examiners can master relevant skills of performance appraisal, be familiar with all aspects of appraisal, share appraisal experience, master appraisal methods and overcome common problems in the appraisal process.

Article 3 Requirements of performance appraisal system for appraisers

Appraisers are required to have a full understanding of appraisers' business.

Performance assessors are required to master the basic principles and operational practices of assessment.

The performance appraiser is required to communicate effectively with the appraisee during the appraisal process.

Article 4 Training contents of performance assessors

Office according to the performance appraisal team members to grasp the performance appraisal system, in the two weeks before the implementation of the annual performance appraisal organization unified training, training content includes:

Contents of performance evaluation criteria

Performance evaluation process

Performance evaluation methods and problems that should be paid attention to in the process of evaluation implementation

3.4 Implementation process of performance appraisal

3.4. 1 Adjustment of performance appraisal content at the beginning of the year

Article 5 Adjustment of performance appraisal contents

During the annual performance appraisal, the appraiser needs to adjust the contents of the employee's performance appraisal form for the next year according to the specific work conditions of the appraiser (see the annual performance appraisal process for specific steps).

The content of performance indicators, evaluation criteria and evaluation process in this year's employee performance evaluation.

The weight distribution of employees' performance, ability and attitude this year.

3.4.2 Implementation of monthly performance appraisal

Article 6 Contents of monthly performance appraisal

The monthly performance appraisal is mainly based on work performance appraisal, that is, the completion of the monthly work plan.

The seventh monthly performance appraisal process:

Monthly performance appraisal begins: On 30th of each month, the deputy head of the performance appraisal team calls the team members to participate in the performance appraisal mobilization meeting, asking the team members to formulate and submit the performance appraisal plan for this month and supervise the completion of the plan.

Data collection: From October 4th of the following month/KLOC-0, the appraised person will provide the monthly work report within 3 working days, and the appraiser will collect the corresponding appraisal data.

Performance appraisal: On the 4th-8th of next month, after listening to the monthly work self-evaluation of the appraisee, the performance appraiser will comprehensively consider various factors, consider grading the completion of the employee's monthly plan, and fully communicate the performance appraisal results with the appraisee to understand the feedback of the appraisee on the appraisal results.

Submit the evaluation form: on the 9th of next month, the performance assessor will submit the performance score to the general manager for review and signature.

Collating evaluation data: On next month 10, the office will collate and classify the evaluation results of all departments.

Announce the assessment results: The office will inform employees of the performance assessment results on 12 next month.

Accounting salary: the following month 13, and the office determines the monthly salary of employees according to their monthly evaluation scores.