Performance Appraisal Scheme for Property Employees in 2020

As employees of the property, they should follow the performance appraisal of the property, so what is the performance appraisal scheme of the property? The following is the "Performance Appraisal Scheme for Property Employees in 2020" compiled by me for your reference only. Welcome to reading.

Performance Appraisal Scheme for Property Employees in 2020 (I) I. General Principles

In order to implement the principle of distribution according to work and standardize the management of staff in property companies. Establish a bonus incentive system with post performance bonus system as the main form, and closely combine the bonus distribution structure with actual work performance through the evaluation of employees' performance of post responsibilities. Mobilize the enthusiasm of employees, improve their own quality, and promote the property management of residential areas to a new level. This system is specially formulated.

Second, the principle of post performance appraisal

1, objective and fair, seeking truth from facts, and the assessment contents and methods are open and transparent;

2. Pay attention to the principle of performance, reasonable quantification and comprehensive balance;

3, who manages who assessment, embodies the principle of weight.

Third, the assessed personnel.

Managers and employees of property management companies.

Fourth, the basic content of the assessment

The performance appraisal of residential property companies is divided into manager appraisal and employee appraisal.

(a), the manager assessment content:

Manager assessment mainly includes seven aspects: professionalism, leadership, work attitude, work performance, compliance with rules and discipline, theoretical study and comprehensive quality;

1, professional evaluation

Love your job and take it as your "duty"; Be willing to contribute and be brave in innovation; Do property, love property, specialize in property and fine property.

2. Work attitude evaluation

Have a strong sense of responsibility, lead by example, take the lead in setting an example; Have the spirit of being positive, not afraid of difficulties, bold management and enterprising; Have a down-to-earth and hard-working spirit.

3. Leadership evaluation:

Ability to reasonably organize work deployment and coordinate subordinates' actions; Have the ability to correctly analyze and grasp problems, put forward reasonable solutions and make correct decisions; Have the ability to grasp the ideological trends of subordinates, stimulate their enthusiasm for work and form team cohesion.

4, work performance appraisal:

The completion of property management and work objectives; Implement the work discipline and rules and regulations of the property management company; Work was praised by superiors.

5. Compliance assessment

Take the lead in implementing the schedule of the property management company; The implementation of the post responsibility system; Honesty and self-discipline

6, theoretical study assessment:

Property management related laws and regulations and related professional knowledge.

7, comprehensive quality evaluation:

Comprehensively examine personal accomplishment and comprehensive quality.

(2), employee assessment content:

Staff assessment mainly includes seven aspects: personal professionalism, work attitude, work ability, law-abiding, theoretical study, unity and cooperation, and comprehensive quality.

1, professionalism evaluation:

Peace of mind and dedication; Dry real estate, love real estate, special real estate

2, work attitude evaluation:

Have a strong sense of responsibility; Have a proactive, hard-working and unconditional enterprising spirit; Have a down-to-earth and hard-working spirit.

3, work ability evaluation:

Familiar with the basic situation of the community, able to do their job; Be good at thinking and studying problems, and independently complete property management services; Able to complete tasks assigned by superiors.

4. Compliance evaluation:

Obey the leadership and order it to be prohibited; Implement the timetable of the property management company; The implementation of the post responsibility system; Abide by the rules and regulations of the property management company.

5, theoretical study assessment

Property management related laws and regulations and their professional knowledge and work skills.

6, unity and cooperation assessment:

Have a decent ideological style and handle the relationship between comrades; I don't distinguish between internal and external points in my work. I actively cooperate and cooperate closely, and I have a good reputation.

7. Comprehensive quality assessment

Comprehensively examine personal accomplishment and comprehensive quality.

Verb (abbreviation of verb) time and method of evaluation

1. All the examinees shall conduct the performance appraisal of last month in the first week of each month and complete it within two working days by means of self-debriefing report, self-grading, democratic evaluation and comprehensive evaluation. The assessment results are valid in the current month.

2. Scoring method for assessment:

(1), evaluation score of property management company manager.

The appraiser of the manager of the property company under each bureau is the leader of the competent bureau. The evaluation score consists of three parts:

The first part is the self-evaluation of the assessed. Fill in the manager's performance appraisal self-rating, and rate yourself from six aspects: professionalism, leadership, work attitude, work performance, compliance with rules and discipline, and theoretical study;

The second part, the initial evaluation and scoring of democratic evaluation. All the staff in this community will grade the assessed from six aspects: professionalism, leadership, work attitude, work performance, law-abiding and theoretical study.

The third part is the comprehensive evaluation and scoring of examiners. The leaders of the competent bureau score the comprehensive quality evaluation of the assessed.

Final grade = self-evaluation ×20%+ democratic evaluation score ×30%+ appraiser's comprehensive score ×50%.

(2), employee evaluation score

The appraisers of the employees of the property companies affiliated to each bureau are the managers of each property company and the leaders of the competent bureau. The evaluation score consists of three parts:

The first part is the self-evaluation of the assessed. Fill in the employee performance appraisal self-evaluation form and rate yourself from six aspects: professionalism, work attitude, work ability, law-abiding, theoretical study and unity and cooperation; )

The second part, the initial evaluation and scoring of democratic evaluation. All the staff in this community will give the assessed a preliminary evaluation score from six aspects: professionalism, work attitude, work ability, law-abiding, theoretical study and unity and cooperation.

The third part is the comprehensive evaluation and scoring of examiners. The manager of the residential property company and the leader of the competent bureau give the comprehensive quality evaluation score to the assessed.

Final grade = self-evaluation ×20%+ democratic evaluation score ×30%+ appraiser's comprehensive score ÷2×50%.

3. Evaluation and supervision. The performance appraisal inspector group of the bureau sent personnel to participate in the performance appraisal of the property companies under the bureau and supervise them.

4. Employees and temporary workers during probation period do not participate in performance appraisal.

Six, assessment level and bonus weight

1, Grade A (excellent): 90 points-100 points, weighted by the basic bonus of last month10%;

2. Grade B (good grade): 80-90 (excluding), and the basic bonus of last month is weighted by 5%;

3. Grade C (qualified grade): 60-80 (excluding), and the basic bonus of last month was weighted by 0%;

4. Grade D (unqualified grade): below 60 points (excluding). .

7. Application of evaluation results?

The property management companies under the Bureau respectively implement the annual basic bonus one-time contract system for all employees (cadres and workers of the Bureau). The results of performance appraisal are directly linked to the bonus, which is the decisive factor for the bonus distribution of the assessed next month.

1, if the performance appraisal result is Grade A, bonus distribution last month:

Monthly bonus = [final performance appraisal score%+bonus weight (10%)]× basic bonus.

2. If the performance appraisal result is Grade B, bonuses will be paid last month:

Monthly bonus = [final performance appraisal score%+bonus weight (5%)]× basic bonus.

3. If the performance appraisal result is Grade C, bonuses will be paid last month:

Monthly bonus = [final performance appraisal score%+bonus weight (0%)]× basic bonus.

4. If the performance appraisal result is Grade D, no bonus will be paid last month. And wait for a month to study, and no bonus will be paid during the waiting period.

5. If there are 12 A's throughout the year, the year-end award will be 1 1,000 yuan.

Eight, assessment discipline

1, the property management personnel in each residential area should be carefully organized, and the performance appraisal must be fair, just, serious and responsible. If the appraiser is irresponsible or takes advantage of his position to conduct unfair appraisal, once found, in addition to re-appraisal by the unit, the appraiser will be given a one-month bonus until he is dismissed according to the seriousness of the case. )

2. Every employee should be realistic, objective and fair, and score carefully when evaluating democracy. Those who cheat in series in the assessment will be given a one-month bonus until they are laid off.

3, the assessment work must be completed on time within the prescribed time. Any community that fails to complete the performance appraisal within the first week of the current month will be regarded as withholding 20% of the manager's basic bonus for that month.

Performance Appraisal Scheme for Property Employees in 2020 (II) I. Purpose

This method is formulated in order to strengthen internal management, stimulate employees' enthusiasm for work, implement the company's rules and regulations, guide all employees to act in the same direction of the company's goals, encourage goal-oriented behavior, and set clearer, fairer, more visible and consistent performance appraisal standards.

Second, principles.

Everyone is equal before the system. Adhere to the "three stresses" and "three stresses" and make rewards and punishments clear. Open, objective and open communication; No conditions, no feelings, no care;

Third, the appraiser.

According to the organization chart of the company, every employee is evaluated by his direct or indirect superior. Company managers generally supervise the implementation of performance appraisal; The deputy manager of the company is responsible for the overall planning, implementation and promotion of the system; Please refer to the following table:

Fourth, the assessment content

Including the implementation of the company's rules and regulations and the completion effect of each position.

1. Assessment scoring method: the initial monthly assessment score is 100 points/person, and the score is increased or decreased according to the general rules of reward and punishment system, and the assessment score is directly linked to the performance award.

2. Performance interview system. The assessor should interview the assessed after the assessment to help them sum up their experience, develop their advantages and find out their shortcomings. * * While confirming the assessment results of the previous period, the performance targets or requirements of the next period will also be determined. Both the appraiser and the appraisee should sign the performance interview record, and submit the scoring results to the salary accounting department at the latest before the second month of the appraisal cycle 10. See the attached table for details.

3. Compulsory distribution system. In principle, according to the excellent, good, medium and poor performance of the team, the distribution ratio of performance scores of employees in each department should meet the following table:

Employee performance

Department performance 120 or above 100- 120

Below 80-9960-7959

Excellent, good, medium and poor.

Do not exceed 10%, 15%, 5%, 3%, 5%, 5%.

All above 3%, not limited to 15% and 10%.

Remarks: The critical event method is used to evaluate the performance of the department. The selection of events should focus on the company's strategic objectives and major concerns related to the company's interests, and leaders should make objective evaluations of various departments.

1. Those who have made outstanding contributions to the company's management and service quality and directly increased the company's income by 1 1,000 yuan or reduced the loss by more than 1 1,000 yuan will be awarded 5-50 points/time.

2, outstanding work performance, written thanks by the owner/user praise, after verification, reward 2 ~ 5 points/time.

3. The company rewards individuals according to relevant regulations;

4, actively put forward reasonable suggestions, the company's property service work has the actual harvest and get better promotion, confirmed by the leadership, reward 2 ~ 5 points/time;

5, timely stop public security, fire and other emergencies, protect the safety of life and property, reduce economic losses, reward 5 ~ 20 points/time;

6, careful calculation, repair the old and waste, practice strict economy, reduce the cost of property management and achieve great results, reward 2 ~ 5 points/time; 7, technical transformation of facilities and equipment, extend the service life of facilities and equipment, related consumption decline has obvious effect, reward 2 ~ 10 points/time, especially outstanding, double reward;

Verb (abbreviation of verb) operation part

1. If the check-in process, decoration process, repair application process and bulk cargo handling process are unclear, 5 points will be deducted each time.

2. If the daily inspection record is incomplete and untrue, and the filling is not standardized, 5 points will be deducted/time.

3. Check and evaluate the work completion of cleaners as required. Did not do it, deducted 3 points/time (item).

4. The owner's information and documents are complete, and the documents that the owner should sign are not omitted or invalid, and 5 points will be deducted each time.

5. Seriously and patiently receive complaints, handle them in time, follow up and urge them to solve, and if they fail to do so, delay the maintenance time, and deduct 6 points/time.

6. The customer's complaint about maintenance service is not handled within the specified time limit, and the procedures are incomplete. If the customer fails to perform the maintenance service process, 5 points will be deducted each time (item).

7. Check the vacant houses regularly, and deduct 5 points/time for failing to check and make records as required.

8. The decoration inspection records are incomplete and untrue, and the decoration acceptance procedures are complete, so 5 points/time (item) will not be deducted.

9. Collect, sort out and make statistics on the occupancy, decoration and lease of the owner/user in time. Did not do it, each time (each household) deducted 5 points.

10. Manage the owner's files well, and deduct 5 points each time (item) if they are not lost or leaked.

1 1. If the facilities and equipment in the management area are unclear and the maintenance is not in place, 5 points will be deducted each time.

12. If the problems found in the inspection are not solved in time, a written record of the treatment process is required, and 5 points will not be deducted (item). Article 4 and exception handling.

If an act fails to be included in the general rules of the assessment and reward system, but it has made a significant contribution to the company's interests and management or caused serious consequences, the general manager of the company will propose and decide to apply the exception handling procedure, and the scope of handling shall refer to but not be limited to the relevant provisions of this system, as shown in the attached table.

Performance Appraisal Scheme for Property Employees in 2020 (III) I. Purpose of Performance Appraisal

In order to ensure the realization of the company's business objectives, improve the performance of property personnel, and provide accurate and objective basis for salary adjustment, study and training, promotion and rewards and punishments of property personnel, this scheme is specially formulated.

Second, the performance appraisal time

Property personnel performance appraisal is divided into quarterly performance appraisal and annual performance appraisal, and the schedule is shown in the following table.

Performance evaluation schedule

Remarks on performance appraisal schedule

Category name

Quarterly Performance Appraisal The performance appraisal in the first quarter is from X to X, and the specific performance appraisal time is arranged and notified by the Human Resources Department.

The performance appraisal in the second quarter is x months 1x days ~x days.

Section 3 Performance Appraisal X Month X Day ~x Day

Section IV Performance Appraisal X Month X Day ~x Day

Annual performance appraisal Annual performance appraisal X month X day ~x month X day

Third, the content and implementation of quarterly performance appraisal

Quarterly performance appraisal is to assess the performance of property personnel every quarter, and the assessment standard is the job description, work objectives and work plan of the assessed. Different levels of employee performance appraisal have different emphases and scoring standards. According to different grading standards, the performance appraisal of property personnel can be divided into two categories: the performance appraisal of managers and the performance appraisal of ordinary employees.

(A) management performance appraisal

The contents and standards of manager's quarterly performance appraisal are shown in the following table.

Manager's quarterly performance appraisal catalogue

The assessment elements simply explain the weight of the scoring standard.

Category point

Completion of performance targets; Quarterly work objectives and budget completion;

A. exceeding the target; B. achieving the goal; C. equity; D. poverty; E. Fall behind by 25%

Work quality, work sequence, timeliness of handling things, integrity of data storage, etc. ;

A. excellent; B. good; C. equity; D. poverty; E. Very poor

Working methods Whether the methods used to achieve the goals are scientific, reasonable, legal and standardized;

A. excellent; B. good; C. equity; D. poverty; E. Very poor

Whether the intensity of supervision and inspection is conveyed in time and whether the supervision of the task execution process is in place;

A. very good; B. good; C. equity; D. poverty; E. Very poor

Owner's satisfaction with property management:

A. very satisfied; B. satisfaction; C. equity; D. dissatisfied; E. very dissatisfied

The ability to lead and direct organizations to motivate subordinates to overcome difficulties and achieve goals;

A. excellent; B. good; C. equity; D. poverty; E. Very poor 30%

Planning innovation ability: the ability to grasp the core issues and open up new ideas;

A. excellent; B. good; C. equity; D. poverty; E. Very poor

Ability to judge and make decisions, grasp the overall situation, and make judgments and decisions quickly;

A. excellent; B. good; C. equity; D. poverty; E. Very poor

Ability to solve problems through communication and coordinate and guide subordinates' work;

A. excellent; B. good; C. equity; D. poverty; E. Very poor

Insight into contingency ability, insight into the nature of the problem, and the ability to deal with crisis events in a timely and effective manner;

A. excellent; B. good; C. equity; D. poverty; E. Very poor

The ability to train subordinates and help them grow;

A. excellent; B. good; C. equity; D. poverty; E. Very poor

Morality, work attitude, initiative, coordination, responsibility, exemplary ability, etc. ;

A. excellent; B. good; C. equity; D. poverty; E. Very poor 20%

Personal cultivation is fair and just, and is respected by employees:

A. very good; B. good; C. good; D. poverty; E. Very poor

Friendly interpersonal relationship with colleagues, welcomed by colleagues and subordinates;

A. very popular; B. visibility; C. equity; D. poverty; E. Very poor

Department cooperation Under the guidance of the company's objectives, the degree of cooperation with other departments:

A. very good; B. good; C. good; D. poverty; E. Very poor

Knowledge management skills, basic management knowledge and management skills, etc.

A. very rich; B. having money; C. ordinary; D. insufficient; E. 25% difference

Basic professional knowledge, laws, regulations and policies required for professional knowledge work:

A. very rich; B. having money; C. ordinary; D. insufficient; Too bad.

Common sense: common sense of natural science and social science;

A. very rich; B. having money; C. ordinary; D. insufficient; Too bad.

Mastery of industry knowledge on management knowledge of real estate industry;

A. very rich; B. having money; C. ordinary; D. insufficient; Too bad.

Development potential, personal initiative, learning ability, etc. ;

A. great potential; B. there is potential; C. ordinary; D. insufficient; Too bad.

Description: A=5 points; B=4 points; C=3 points; D=2 points; E= 1。

(B) the performance appraisal of ordinary employees

The contents and evaluation criteria of performance appraisal for ordinary employees are shown in the following table.

Catalogue of ordinary employees' performance appraisal

The assessment elements simply explain the weight of the scoring standard.

Category point

work

Competent work quality: the quality of achieving work objectives and completing tasks in this quarter;

A. exceeding the target; B. achieving the goal; C. equity; D. poverty; E. 40% behind

Work efficiency, work sequence, timeliness of handling things, and integrity of data storage;

A. excellent; B. good; C. equity; D. poverty; E. Very poor

Working methods Whether the methods used to achieve the goals are scientific, reasonable, legal and standardized;

A. excellent; B. good; C. equity; D. poverty; E. Very poor

Service spirit: the degree of respect, service and customer satisfaction;

A. excellent; B. good; C. equity; D. poverty; E. Very poor

Morality, work attitude, initiative, coordination, responsibility, exemplary ability, etc. ;

A. excellent; B. good; C. equity; D. poverty; E. Very poor 30%

Degree of personal cultivation and respect for others:

A. very respectful; B. respect; C. general; D. disrespect; E. very rude

Interpersonal relationships are welcomed by colleagues, friendly with colleagues, and help each other to make progress;

A. very popular; B. visibility; C. equity; D. poverty; E. Very poor

Professional basic knowledge, laws and regulations, policies, etc. Knowledge professional knowledge work needs:

A. very rich; B. having money; C. ordinary; D. insufficient; E. Too bad by 30%

Common sense: common sense of natural science and social science;

A. very rich; B. having money; C. ordinary; D. insufficient; Too bad.

Industry knowledge Property industry management knowledge:

A. very rich; B. having money; C. ordinary; D. insufficient; Too bad.

Description: A= 10~9 points; B=8~7 points; C=6~5 points; D=4~3 points; E=2~ 1 min

(3) Quarterly performance appraisal score

According to the total score of quarterly performance appraisal of property personnel, employees are divided into five grades: A, B, C, D and E. See the table below for specific scoring criteria.

Staff performance appraisal grade division table

Grade name score range (points) reward and punishment measures

Grade a 90~ 100 floating salary increase 15%.

Grade b 80~89 floating salary increase 10%.

C-level 70~79 floating wages rose by 5%

D-level 60~69 floating salary remains unchanged

E-level floating wages below 60 decreased by 5%

Note: floating wages only rise and fall for one quarter. After the performance appraisal of the new quarter is completed, the change ratio of floating wages will be determined according to the new grading results.

(iv) Implementation of quarterly performance evaluation

The managers of all departments and the Human Resources Department * * * conduct performance appraisal on employees, and the performance appraisal scores of the same employee are the responsibility of their immediate superiors. The Human Resources Department is responsible for sorting out and counting the Summary of Employee's Quarterly Performance Appraisal in triplicate, one for each department head, one for the Finance Department as the basis for the change of floating salary, one for retention and one for filing after year-end summary.

Four, the content and implementation of the annual performance appraisal

(A) the annual performance appraisal criteria

The annual performance appraisal is based on the quarterly performance appraisal, including the performance appraisal scores of four quarters and the rewards and punishments records of the human resources department. The grading standards of rewards and punishments records of the Human Resources Department are shown in the following table.

Scoring Standard of Reward and Punishment Records of Human Resources Department

Name of reward and punishment record, addition and subtraction standard of reward and punishment record

Reward plus 5 points

Record merit plus 10 points.

Add 15 to record great achievements.

Penalty warning minus 10 point.

Deduction of demerit 15 points.

Deduct 20 points for gross demerits.

Note: If there is no reward or punishment in that year, add 10.

(B) the annual performance appraisal total score calculation method

Total score = the sum of performance appraisal scores in the four quarters of this year ×80%+ human resources reward and punishment score ×20%.

(three) the annual performance appraisal score

The annual performance appraisal of the company is divided into five grades, which are shown in the following table.

Annual performance appraisal grade division table

Grade name, score range, reward and punishment measures

Top 5% reward of Grade A 1000 yuan.

500 yuan rewards the top15% of Grade B except the top 5%.

200 yuan rewards the top 30% of Grade C except the top 15%.

The top 90% except the top 30% of the D level will not be rewarded or punished.

After Grade E 10%, 500 yuan will be fined and dismissed.

(D) the implementation of the annual performance appraisal

The annual performance appraisal of the company is organized by the Human Resources Department.

Application of verb (abbreviation of verb) performance appraisal results

① The Finance Department determines the amount of employees' floating salary according to the quarterly performance appraisal results, and determines the amount of employees' year-end bonus by using the annual performance appraisal results.

(2) The department manager uses the quarterly performance appraisal results to make employee training plans and recommend outstanding talents to the company.

③ The Human Resources Department uses the results of performance appraisal to adjust the personnel structure and optimize the personnel allocation.

Sixth, the performance appraisal results appeal

Complaints about the company's performance appraisal results are made in the form of Performance Appraisal Results Complaints Form submitted by employees to the Human Resources Department.