Work assessment scheme of a property company

Work assessment scheme of a property company

Brief introduction: All the examinees adopt the methods of self-debriefing report, self-evaluation, democratic evaluation and comprehensive evaluation to evaluate the performance of last month in the first week of each month and complete it within two working days. The following is the work assessment scheme of a property management company I brought for you, hoping to help you.

I. Purpose

In order to strengthen the internal management of the company, stimulate the enthusiasm of employees and implement the company's various rules and regulations, this method is formulated.

Second, the scope of application

All employees of the company.

Three. principle

1. Based on the performance targets set by the company for employees and the actual working conditions of employees;

2. Take objectivity, fairness, openness and standardization as the core assessment concept;

3. The property management manager shall exercise the right to assess the property management personnel and be responsible for the company, and each supervisor shall assess the employees.

Four, the assessment time and assessment content

Examination time

Before 28th to 30th of each month, the property management manager will assess the management personnel of each position. Each supervisor shall grade and assess each post, report the assessment before June 10 of the following month, and submit the assessment result score table to the general manager.

Evaluation content

1, implement company rules and regulations.

2. Work tasks: the quality and efficiency of the work completed on weekdays and the workload of the post.

3. Familiar with job responsibilities: Are you familiar with job responsibilities?

4. Work attitude: whether the attitude towards work on weekdays is correct, whether you abide by the company system, obey the arrangement, get along well with your colleagues, and report any problems to your superiors in time.

5. Coordination and communication skills: the ability to coordinate and solve problems with colleagues and owners in the same department on weekdays.

6. Whether there are customer complaints: the attitude towards the owner at work and the ability to handle customer complaints.

Verb (abbreviation of verb) evaluation method

The salary of each post of property management personnel consists of standard salary, and the assessment salary is paid monthly. Combination of subjective appraisal and objective work efficiency evaluation. Subjective evaluation can include supervisor evaluation, peer evaluation and subordinate employee evaluation. Objective work efficiency evaluation includes work completion, overtime work and self-improvement of professional skills.

Sixth, the weight of the evaluation content

1. Work assessment is conducted on a monthly basis, with each person scoring 100, and the overall standard is 100, including 20 points for attendance (20%), 30 points for work attitude (30%) and 50 points for work tasks (50%).

(1) The attendance of 20 points shall be recorded by the supervisor and attendance sheet, and each employee shall be given a corresponding score, which shall be reviewed and signed by the general manager.

(2) The total score of work attitude is 30 points, and the assessment form: all employees of the company conduct mutual work attitude assessment (including self-examination), with a score of 15 (50%); The general manager evaluates the working attitude of employees in all departments, and the score is 15 (50%).

(3) The total score of the task is 50 points, and the work content is investigated according to the specific conditions of each department. The department head evaluates the work tasks of subordinates, accounting for 40%(20 points) of the evaluation score of employees' work tasks; The general manager evaluates the work tasks of employees in all departments, accounting for 60%(30 points) of the evaluation score of employees' work tasks; The general manager evaluates the work tasks of the leaders of each department, accounting for 100%(50 points) of the work tasks of each department.

2, attendance assessment system table

Index scoring standard

Absenteeism record 5 points, absenteeism once 3 points, absenteeism twice 0 points.

The off-duty record is 5 points, one off-duty is 3 points, and two off-duty is 0 points.

Leave early, be late for five times, no record of leaving early/being late is 5 points, leave early/being late once or twice is 4 points, leave early/being late for three or four times is 3 points, leave early/being late for five or six times is 2 points, leave early/being late for more than six times is 1 point, and leave early/being late for more than six times is 0 point.

Step 3 ask for leave

(personal leave) 5. Leave for less than three times is 5 points, leave for three times is 4 points, leave for four times is 3 points, leave for five times is 2 points, leave for six times is 1 point, and leave for seven times is 0 points.

Monthly attendance evaluation form

Note the total score of the assessed member's score

Arrive late and leave early (5) ask for leave (5) get off work (5) be absent from work (5)

Seven. General rules of evaluation

(1) Late arrival, early leave and absenteeism shall be implemented according to the attendance system.

(2) If the dress code is not standard or complete, 1 minute/time will be deducted.

(3) Incorrect posture, irregular behavior, 1 minute/time.

(4) If the language is vulgar and the service is effectively complained by the owner, 5 points will be deducted/time.

(5) If you don't obey the command and finish the tasks assigned by your superiors on time, you will be deducted 3 points/time.

(6) Destroy unity, stir up trouble and delay work, and deduct 3 points/time.

(7) During work, if you do something unrelated to your job, you will be deducted 3 points/time.

(8) Those who drink on duty or go to work after drinking (those who drink on business are not allowed to go to work after drinking and are not included in this assessment), 5 points will be deducted/time.

(9) Those who eat snacks on duty and smoke in restricted areas will be deducted 2 points/time.

(10) Deduct 5 points for going to work or coming off work; If losses are caused to the company or the owner, it shall be dealt with separately.

(1 1) Those who quarrel, fight or gamble while on duty will be deducted 10 points/time. If the circumstances are serious, it shall be dealt with separately.

(12) Those who sleep on duty will be deducted 10 points/time.

(13) If you don't attend the regular meeting, training or training without reason, you will be deducted 2 points/time.

(14) If the record is inaccurate and all kinds of data are not reported in time, 2 points will be deducted each time.

(15) Those who cheat, conceal the truth, shield or connive at subordinates will be deducted 5 points/time.

(16) If the rectification within a time limit is not timely and fails to meet the requirements, 3 points will be deducted/time.

(17) Those who disclose company secrets, spread rumors, slander, attack or retaliate against others will be deducted 10 ~ 20 points/time.

(18) The workplace is untidy. If cigarette butts and scraps of paper are found within the working area 10 square meter, 1 minute/time will be deducted.

(19) Deliberately making things difficult for the owner, and charging benefits such as eating and drinking, getting a card, taking it and asking for it from the client, in addition to withdrawing illegal income and apologizing, 20 points will be deducted/time, and if the circumstances are serious, it will be dismissed.

(20) The person in charge is lax in supervision, which leads to major mistakes in the work, affecting the company's image or causing major economic losses. Deduct 5 ~ 20 points/time or handle it separately.

(2 1) When the owner (user) complains and consults, he thinks that it is not within the scope of his duties, but ignores it and does not give guidance, and 2 points will be deducted each time.

;