Performance evaluation of property company

I. General provisions

1. In order to fully understand the work performance and performance of employees in various departments, objectively evaluate the quality and ability of employees, optimize the allocation of human resources in the company, and comprehensively improve the performance of employees, the company has established and improved the assessment system.

2. The evaluation follows the principles of openness, fairness and impartiality.

3. The assessment team of the company is fully responsible for management, and the human resources department is specifically responsible for implementation.

Second, the assessment time

Employees shall be assessed at least once a year, and the specific time shall be determined separately by the company.

Third, the assessment content

1. The company comprehensively evaluates the quality and ability of employees from the aspects of morality, ability, diligence and performance.

2. The basis for evaluating employees includes but is not limited to:

A various records of employees, including but not limited to: attendance records, rewards and punishments records, job promotion and demotion records, training records, etc.

B, the business level of employees;

C, the evaluation of employees' supervisors, colleagues and customers;

D other contents that the company thinks can be used as the basis for assessment.

Iv. implementation measures for evaluation

1. The company's human resources department and the employee's direct supervisor are responsible for evaluating the employee. The direct appraiser is his immediate superior, and the indirect appraiser is the Human Resources Department.

2, the assessment of employees, using object comparison method and superior-subordinate interview method. That is, the appraiser evaluates the performance of the appraiser through scoring and comments according to the employee's job responsibilities. At the same time, through direct interviews with employees, help employees fully understand themselves.

3. The human resources department should participate in the whole process of employee appraisal, and be responsible for collecting and providing relevant records of employees; Assess the employees of this department in conjunction with the heads of various departments; Provide employees' evaluation opinions and suggestions objectively and practically to improve employees' development and training; Understand the assessment of each department to ensure the fairness and rationality of the assessment; Fully grasp the basic situation of employees at all levels of the company, so that the work of the human resources department has a practical and reliable objective basis.

4. The evaluator should have a comprehensive and objective understanding of the performance of the appraisee during the evaluation period. The appraiser should analyze the relevant records and make an objective evaluation of the appraiser's personality, work characteristics, specific performance, work ability, problems and reasons existing in the work, and areas that need improvement in the work. According to the appraiser's responsibilities and work standards, ensure the accuracy of the appraisal results.

5. Appraisers should carefully fill in the employee appraisal form according to the collected record materials, objectively and fairly grade the appraisal items, and write relevant comments realistically. All departments should find suitable places for the evaluation work of their own departments, so that the evaluation interview can be conducted smoothly in a quiet environment.

6. During the appraisal interview, the appraisers should explain the scores and comments to the appraisers one by one together with the Human Resources Department, and make an acceptable answer to the objections raised by the appraisers based on facts. If the appraiser is really difficult to answer or needs further investigation, the appraiser can arrange an interview again. If the problem cannot be solved, the general manager of the company can meet with the employees, listen to their opinions and make appropriate treatment.

7. After the appraisal, both the appraiser and the appraisee must sign the Employee Appraisal Form to show their approval of the appraisal conclusion. As an evaluation of employees' personal performance, both parties must keep the contents and results of the evaluation confidential.

8. The Employee Appraisal Form is made in duplicate, which shall be filed after being reviewed and signed by the leaders at or above the manager level of each department. One copy shall be kept by the department to which the appraisee belongs, and the other copy shall be classified as "Employee Personnel File" by the Human Resources Department to carry out the work related to rewards and punishments for the appraisee.

9. Employees who have legitimate reasons to believe that there is injustice or malpractice in the assessment process can directly complain to the Human Resources Department or the General Manager, and the Human Resources Department shall handle it fairly according to the facts; For those who engage in malpractices for personal gain in the review process, the company will deal with them seriously according to relevant rules and regulations.