Implementation scheme of performance appraisal of property company

Implementation scheme of performance appraisal of property company

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.

Three. Appraised persons: managers and employees of the property management company.

Fourth, the basic content of assessment: the performance assessment of residential property companies is divided into manager assessment and employee assessment.

(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, professionalism 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, engagement assessment: love your job, work with peace of mind and be willing to contribute; Dry real estate, love real estate, special real estate ? 2. Work attitude assessment: 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 and competent for their own work; Be good at thinking and studying problems, and independently complete property management services; Able to complete tasks assigned by superiors.

4. Law-abiding assessment: 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 and assessment: mastery of laws and regulations related to property management, professional knowledge and work skills.

6, unity and cooperation assessment: decent ideological style, 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 evaluation: comprehensively examine personal quality and comprehensive quality.

Verb (abbreviation for 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 our bureau sent personnel to participate in the performance appraisal of our property company and supervise it.

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

Six, assessment level and bonus weight:

1, Grade A (excellent): 96 points-100 points, weighted by the basic bonus of last month10%;

2. Grade B (good grade): 85-96 (excluding), and the basic bonus of last month was weighted by 5%;

3. Grade C (qualified grade): 60-85 (excluding), and the basic bonus of last month is weighted by 0%;

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

Seven, the application of the 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, he will be given a one-month bonus until he is dismissed, except for re-examination by the unit.

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.

Present situation and future work ideas of performance appraisal of property companies

Performance appraisal is the key work of the human resources department, and it is also one of the key tasks of the property management company in the second half of the year. In order to establish a standardized and scientific company performance appraisal system, make the performance appraisal work effective and operable, and achieve the purpose of stimulating the enthusiasm of employees and improving the labor efficiency of enterprises, this paper reports on the development of performance appraisal work and puts forward some suggestions for future performance appraisal work.

(A) the progress of the performance appraisal work

(1) preparation stage. First of all, from June 2009, the performance appraisal entered the trial operation stage, and the human resources department, the property engineering management department and the second project department were put into trial operation, and the overall assessment contents, standards, methods and processes were analyzed. Secondly, conduct pre-training for company inspectors. In July, all the company's team leaders and above received performance appraisal training; Thirdly, after repeated revisions, the company formulated the Management Measures for Employee Performance Appraisal.

(b) Continuous improvement of performance appraisal.

1, formulated the performance communication management method. Performance communication is the core of performance evaluation. Without communication, performance appraisal will become a mere formality and a superficial article. Through the four stages of goal setting communication, performance implementation communication, performance feedback communication and performance improvement communication, we try our best to help employees remove obstacles, continuously improve and improve their performance and work quality, and play a role in encouraging those with excellent performance to be better and urging those with poor performance to improve, so as to make performance appraisal develop in a positive direction.

3. Implement the "normal distribution" of performance results between the project department and professional companies. In order to make the results of performance appraisal relatively objective and differentiated, break the egalitarianism of performance appraisal work and truly embody the purpose of "rewarding diligence and punishing laziness", the performance results of various departments are assessed according to the normal distribution law of "two small ends and big middle".

5. Through the static job responsibility decomposition and dynamic work plan decomposition, the corresponding assessment template is formulated for each post of the project department and professional company, which is provided for the assessment reference of each department, so that the work standard of the same post is consistent, the assessment standard is more quantitative and the assessment is more operable.

(C) the current performance appraisal problems

2. Department leaders pay insufficient attention to employee performance appraisal. Some department leaders verbally support the assessment, but in practice, they always use the excuse that they are busy with work and have too many affairs, and only at the end of the month do some subjective assessment and evaluation in a hurry. The reasons for this phenomenon are:

(1) The main reason is that department assessment, department head assessment and department employee assessment are separated, because only the results of department assessment will affect department leaders, so department leaders disagree with the performance assessment of department employees;

3. The organization of performance interview is not in place. Mainly manifested in the following aspects: First, the interviewees were not communicated in accordance with the Performance Communication Management Measures; Second, there is a lack of communication in advance, that is, communication in goal setting. Failing to inform the appraisee of the work standards and assessment standards in advance and fully communicate with them when formulating the key work of the month for the appraisee; Third, performance feedback communication stage, performance improvement communication stage and employee performance communication stage failed to fill in performance communication interview records as required.

Second, the performance appraisal suggestions

1, performance appraisal is the main responsibility of the human resources department. It is suggested that all the performance appraisal work should be centralized in the human resources department, which should manage it in a unified way, so as to build a performance appraisal system that meets the requirements of modern enterprise system.

3. Performance communication runs through the whole process of performance appraisal, which is the whole process of intervention and control, training and resource support, mutual understanding and support, and feedback and encouragement of work information. It is suggested to strengthen the performance communication training for supervisors and above, so that managers can master the ways, methods, skills and precautions of performance interviews through training, and better implement communication work, which can motivate those with excellent performance to be better and urge those with poor performance to improve.

4. Establish a performance management system from performance appraisal to performance management. Around the four links of performance planning, performance execution, performance appraisal and performance incentive, performance coaching and performance communication are used throughout the process to realize the management of the efforts, outstanding performance and ability development of departments and employees.