What are the contents of employee assessment standards?

I. Daily Assessment of Employees In order to objectively evaluate the daily performance of employees, improve the accuracy of employees' rewards and punishments, and better mobilize the enthusiasm of employees, this system is formulated. (1) The company conducts assessment by department. The foreman (including the director and engineer) conducts an assessment on the performance of employees once a day (the comprehensive part is directly assessed by the department head). The department head conducts an assessment once a week, and the personnel department summarizes it once a month. The company will reward and punish employees according to the cumulative results of the assessment. (2) The evaluation content is based on the evaluation criteria, including the general part and the business part. The general part includes the general part of the assessment of ordinary employees and the general part of the assessment of foreman and above employees. The assessment of ordinary employees generally includes five aspects: service consciousness, gfd, behavior, attendance and discipline. The general assessment of foreman and above includes seven aspects: service consciousness, sense of responsibility and work attitude, management ability, setting an example, expression ability, unity and coordination, and attendance rate. Business assessment is based on the assessment standards of various departments. (3) The scoring ratio is 100 per day, with the general part accounting for 30 points and the business part accounting for 70 points. (4) Reward and punishment 1, and deduct points from 10 to 19 on the day of punishment, and deduct 20% of the floating salary of the month; Deduct 20 points from the assessment on that day, and deduct 40% of the floating salary of that month; 30 points will be deducted from the assessment in the current month, and 20% will be deducted from the floating salary in the current month (if the floating salary has been deducted, the deduction will not be repeated). The assessment implements the joint responsibility system for the assessment on the same day. (1) Joint and several liability scope (Note: Please refer to the attachment for the reward system for Class A, B and C faults) Where employees have Class B or Class C faults or major accidents are caused by employees' faults, such as water cut, power failure, air conditioning, water pipe explosion, major equipment accidents, public security fire accidents, major complaints, major losses of company property, etc. , whether the employee is a direct superior or an indirect superior. B, the supervisor's sense of responsibility is not strong, the inspection is not in place, and the supervision is weak; C. the director's guidance is weak or improper; Two employees make the same mistake repeatedly in one day. (2) Those who are jointly and severally liable shall be punished according to 30% of the average deduction amount of those who are directly responsible. (3) The higher the management level, the higher the penalty score for the parties when problems are found. Department heads will be deducted 1 time, and company leaders (including personnel inspectors) will be deducted twice (5 points, 10 and 20 points will be deducted for Class A, Class B and Class C respectively, but not doubled). (4) Management personnel shall not be jointly and severally liable if they find and deal with the disciplinary actions or work mistakes of subordinates. 2. If the reward reaches the company's reward standard, it can be rewarded according to the reward procedure. Rewards are divided into immediate rewards and semi-annual fixed rewards: (1) immediate rewards. Employees with outstanding performance will be given extra points (all extra points can be deducted), or they can fill out a Reward Proposal, suggesting that the company give a notice of praise, give bonuses, and promote their salary or position, which will be implemented after being reviewed by the personnel department and approved by the company leaders. (2) Half-year reward. Every six months, according to the assessment, the company rewards outstanding performance according to the accumulated performance of employees. First, the outstanding employee award. The company will reward outstanding employees (about 65,438+00% of the department) in combination with the semi-annual routine assessment. In addition to issuing honorary certificates and reporting praise, material rewards will also be given. B, praise award. Every six months, the company will give a notice of praise and award bonuses to the employees who have achieved excellent assessment results (about 15%~20% of the department). C for departments with outstanding achievements, the proportion of departmental rewards can be appropriately increased. (V) Assessment Steps (1) The foremen (including supervisors and engineers) assess and score their subordinates every day, fill in the assessment scores on the employee assessment record form and explain the reasons for deducting points or adding points. (2) The department head shall check the total score every week and sign it. If there are different opinions, explain them in the remarks column. (3) The employee appraisal record shall be signed by the appraised person every week for confirmation. If the appraisee has different opinions, it can also be explained in the remarks column. (4) The foreman (including the director, deputy director and engineer) shall be assessed by the department head. (5) The department shall summarize the assessment records every month and submit them to the personnel department through 2 1. (6) The Personnel Department summarizes the assessment scores of all departments and puts forward suggestions on rewards and punishments. Three. Annual assessment of employees In order to comprehensively and objectively evaluate the working conditions and comprehensive quality of employees in the company, the company conducts an assessment of all employees twice a year (in the middle and at the end of the year). The specific implementation measures are as follows: (1) The purpose of the assessment is to fully understand the work and study of all employees in the company in the past six months, provide personnel decision-making and management basis, and determine the training direction of employees. Through the assessment, we will affirm the achievements of employees, praise the advanced, and find out the shortcomings in work and study so as to correct them and achieve the goal of * * * improvement. Fully mobilize the enthusiasm of employees, so that employees can devote themselves to work and study with correct attitude and full enthusiasm. (2) The evaluation content is divided into two parts, one of which is (mid-year, year-end) job evaluation. Each department conducts scientific assessment according to the actual performance of employees. The assessment results give the actual score of each employee in quantitative form. The second is theoretical knowledge assessment. The theoretical knowledge examination is conducted in the form of closed-book written examination, and the examination questions consist of two parts: comprehensive business knowledge questions and post professional knowledge questions. Comprehensive service knowledge covers all aspects of service work, such as politeness knowledge, code of conduct, public security fire control knowledge, company personnel welfare system and other rules and regulations. The annual work assessment results account for 70% of the total assessment results, and the theoretical knowledge examination results account for 30% of the total assessment results. (III) Evaluation Method (1) In order to ensure the fairness and democracy of evaluation, the company set up an evaluation leading group to supervise, evaluate and approve the evaluation results of various departments. Members of the leading group: the group leader is the general manager, and the members are the deputy general manager, assistant to the general manager and personnel manager. The personnel department is responsible for the specific evaluation. (2) The work assessment of each department is composed of department heads, directors or system engineers, who are fully responsible for the specific assessment of employees in this department. (3) The heads of subordinate departments are responsible for the job evaluation of ordinary employees; The work assessment of department heads shall be the responsibility of the company's competent leaders and department heads; The general manager of the company is responsible for the assessment of deputy general managers and department heads. (4) The theoretical knowledge assessment is organized by the company in a unified way, and the test questions are divided into volumes A and B. In order to reflect the principle of fairness and justice, the test questions are kept strictly confidential before being opened. The theoretical knowledge assessment score is 100, including 50 points for comprehensive business knowledge and 50 points for post professional knowledge. (IV) Work assessment steps (1) Employees first summarize their work in the past six months and write a summary report, which includes achievements and shortcomings in the past six months and puts forward ideas for work and study in the second half of the year. The summary report shall be submitted to the assessment team of the department for unified review within the prescribed time limit. (2) The assessment team of each department organizes the employees of this department to hold a summary meeting, requiring each employee to speak at the meeting and report the work and study in the past six months (the employees on duty can entrust others to read the personal summary). (3) The evaluation team objectively scores each employee according to the evaluation criteria and the actual work performance and work summary report of the employees in the past six months. The assessment team of each department will sort out and summarize the assessment results of this department and submit them to the assessment leading group of the company within the specified time limit. (5) The assessment and classification work is divided into two levels: ordinary employees and management employees. In the theoretical knowledge assessment, all employees have the same comprehensive knowledge topic, and different employees have different professional knowledge topics. (VI) Evaluation sequence: Work evaluation shall be conducted first for each evaluation. After the work assessment of each department is completed, the assessment results will be summarized and reported to the assessment leading group, and then the theoretical knowledge will be assessed. After the theoretical knowledge assessment, calculate the total assessment score of each employee according to the specified percentage. (VII) Assessment Time (1) Mid-year (year-end) work assessment: the work assessment begins at the beginning of July (65438+early February) every year, and the personnel department issues the assessment content table and achievement record table to all departments, and all departments report the assessment results to the assessment leading group of the company within the specified time limit. (2) Theoretical knowledge examination: the theoretical knowledge examination is conducted in the middle of July (65438+mid-February) every year, and the company will organize marking after the examination. (VIII) Total score structure chart Work assessment score M(70%) Department assessment team score (T) Comprehensive knowledge question (50 points) Theoretical knowledge assessment score S(30%) Post professional knowledge question (50 points) (IX) Evaluation The leading group of the company will comprehensively evaluate the assessment results of various departments. The evaluation results of employees are divided into "excellent", "good" and "medium" (1) evaluation methods: each evaluation is based on 10% of the number of employees in the department, that is, the number of employees in the department × 10% = evaluation base (n), and the top n in the total evaluation score is "excellent"; The total score of "excellent" employees must be above 85. (2) The proportion of "good", "medium" and "poor" is not specified in each evaluation. (3) Those who are not rated as "excellent" and whose total evaluation score is above 75 points are "good", those whose total evaluation score is between 75 points and 60 points are "medium" and those below 60 points are "poor". (4) If the evaluation result is "medium", it will be listed as the object of investigation. The company will re-educate these employees to help them improve. Employees whose assessment results are "poor" are listed as targets for job change or elimination, and those who are still "poor" twice a year will be dismissed. (X) Appraisal Scope All employees who signed labor contracts participated in the appraisal. Employees on probation are not within the scope of assessment. (1 1) The appraisers and arbitrators have opinions on the appraisal work of their own departments, which can be directly reflected to the appraisal leading group of the company or the trade union. Employee reward and punishment system In order to ensure the implementation of the company's rules and regulations, fully mobilize the enthusiasm and creativity of employees, the mechanism of rewarding diligence and punishing laziness is implemented. The employee reward and punishment system is specially formulated: (1) reward 1, reward type (1) award certificate (2) notification and praise (3) material reward (4) salary promotion or promotion (5) bonus payment (2) reward conditions (1) are beneficial to improving the company's work and (3) Put forward reasonable suggestions on invention, technical improvement and energy saving. , so that the company has achieved good economic benefits in management. (4) Those who have published papers on property management in various newspapers, magazines or academic seminars. (5) Find signs of accidents and take timely measures to prevent major accidents. (6) those who have made remarkable achievements in controlling expenses and saving expenses. (7) Integrity, courage to resist unhealthy practices, and outstanding deeds. (8) Being courageous, sacrificing oneself to save others, or doing good deeds, with outstanding deeds. (9) Those who voluntarily hand in gold (things) without ignorance. (10) People who love and work hard and abide by the company's rules and regulations. 3. Reward procedures that meet the reward conditions shall be reported in written form and the reward proposal shall be filled in, submitted to the personnel department, verified by the personnel department and implemented after being reported to the company leaders for approval. (2) Handling Class A faults, and the unlisted actors belong to Class A faults: (1) Not dressing according to the company's regulations (2) Incorrect appearance (3) Not wearing the employee's ID card according to the company's regulations (4) Not using the polite language of this post (5) Not filling in the handover record carefully (6) Eating and listening to the radio during the handover, Read the newspaper (7) use the company telephone to handle personal affairs for 3 minutes at the duty post (8) smoke at the duty post (9) lose company property (10) use the company long-distance telephone without permission (1 1) fail to complete the tasks assigned by the superior on time without special reasons (12) receive private visitors during working hours. Casual work, carelessness (14), failure to attend the company's business training without reason (15), being late without reason, leaving early twice or every time in a month, and leaving early for more than 10 minutes, which is a Class B fault, and the following acts are Class B faults: (1) Often being late or leaving early (up to three times a week) (4) arguing with users because of poor service attitude (5) gambling in disguised form or engaging in immoral activities in the building (6) making room keys in the building without approval (7) falsifying, altering documents, certificates, records, and false academic qualifications (8) disclosing confidential information of the company without permission (9) intentionally damaging the property of the company or the owner (/) Contradicting with the leader (1 1) in public, causing certain economic losses (12), and not working actively. The following acts are classified as Class C negligence (1), extorting users or subordinates by abusing power for personal gain (2) organizing and inciting strikes, gathering people to make trouble (3) drinking, gambling and fighting during working hours (4) insulting, insulting, intimidating, falsely accusing, threatening others, spreading rumors and gossiping (5) having a bad attitude and quarreling with users. Or complained by users for more than three times in one year (6) stealing the property of the company or users (7) neglecting their duties and violating operating rules, resulting in major accidents or serious consequences (8) maliciously destroying public property or other people's property, causing major losses to the company or others (9) being absent from work for 7 consecutive days or more than 65,438+00 days (65,438+00 days) in one year, no. 438+0), taking part-time jobs without permission or taking advantage of sick leave, speculating on personal leave (12), being punished by national laws and public security regulations (13), and other serious violations of company regulations (3) types and implementation methods of punishment (1). Verbal warning: Only the first violation of Class A fault will be signed by the department head and reported to the personnel department. (3) Final written warning: Give a final written warning to employees who repeatedly violate Class B faults, and deduct 20% of the floating salary of the current month. (4) demotion, dismissal and fine. (5) Dismissal or dismissal: Employees who violate Class C faults have the right to be dismissed or dismissed. (IV) Disciplinary Procedure (1) If an employee violates discipline, the department to which he belongs shall fill in the disciplinary warning, list the disciplinary facts, put forward the handling opinions, and send it to the personnel department after being signed by the witness or the violator. (2) The disciplinary action against ordinary employees shall be examined and approved by the personnel manager. (3) The disciplinary action against the staff above the director level (including the director level) shall be examined and approved by the general manager. (V) Cancellation of Punishment If an employee can make serious corrections and work actively within one year after receiving the "warning notice", he/she is rated as "excellent" twice in a row, or is praised by the company for his/her outstanding work performance, and the warning punishment can be cancelled upon the proposal of the department head and the approval of the company leader. (6) If the employee refuses to accept the punishment, he shall file a written complaint with the personnel department or the company leader within three days, and the employee may also file a complaint with the company's trade union. Personnel managers or company leaders carefully check employees' complaints and make corresponding handling decisions.