Enterprise performance appraisal scheme

Model essay on enterprise performance appraisal scheme

In order to ensure the smooth development of work or things, it is often necessary to make careful plans in advance, and a good plan will definitely pay attention to the participation and interaction of the audience. So what is an excellent plan? The following is the model essay of enterprise performance appraisal scheme I collected for you, hoping to help you.

Enterprise Performance Appraisal Scheme 1 Article 1 Appraisal Purpose

In order to fully understand and evaluate employees' job performance, effectively follow up and standardize the implementation progress of the company and individual work, find outstanding talents, strengthen communication and encouragement, and improve the overall work efficiency of the company, thus providing a powerful reference for the formulation and adjustment of the company's business strategy and business objectives.

Article 2 Scope of assessment

All employees of the Company shall be assessed, and these Measures shall apply.

Article 3 Evaluation principle

1, guided by the principles of fairness, justice, comprehensiveness and objectivity;

2, based on job responsibilities and tasks, adhere to the principle of combining up and down, combining left and right, combining qualitative and quantitative;

3. Evaluate the work, insist that things are not people, pay attention to work attitude and team spirit, and use a developmental perspective.

Article 4 Examination time

1. The company implements a regular assessment system, which is divided into monthly assessment and annual assessment. The monthly assessment is conducted from the end of each month to the beginning of next month, and the annual assessment is conducted at the beginning of the following year.

2. Due to major work projects or special events, the company may conduct special assessments irregularly.

Article 5 Examination Form

Various evaluation forms include: superior evaluation, peer evaluation, self-evaluation, subordinate evaluation, outreach customer evaluation, etc. Because of the different purposes, time periods and characteristics of various evaluation forms, each evaluation form has different weights in the evaluation process.

Article 6 Evaluation Methods

The evaluation adopts methods such as grade evaluation, target evaluation, relative comparison, important events or synthesis. , and according to the daily work records, files, attendance, written reports of departments and employees, major special events, etc.

Article 7 Evaluation Contents

1, the appraisal of directors and above, including the overall performance and personal performance of the departments under their jurisdiction, in which the overall performance appraisal results of the departments under their jurisdiction account for 60% of the individual appraisal weight, mainly based on the overall work appraisal results of the departments under their jurisdiction; The weight of personal performance is 40%, which mainly includes employees' personal post function performance, notification ability and professional ethics performance. For specific assessment items and weights, please refer to the Company's Post Performance Assessment Scale I..

2. The assessment of the company's grass-roots employees includes three aspects: the performance of employees' post functions, the ability to inform and the performance of professional ethics, according to their actual work performance. For specific assessment items and weights, please refer to the Company's Post Performance Assessment Scale II.

3. The business personnel shall determine the minimum monthly sales and target sales according to the total personal tasks, which shall be used as the quantitative basis for the performance appraisal of the current month. If there are no sales tasks in that month, there will be no performance pay.

4. There are bonus items and deduction items in the assessment, which respectively correspond to the company's reward and punishment regulations, attendance system and other related contents. Among them, the business personnel of each project department will be charged 1 minute for every time they exceed the target sales, and deducted 1 minute for every time they fall below the minimum sales. Employees in other departments have made outstanding contributions, and each time they add 1 point, they have obvious major mistakes in their work, and each time they deduct 1 point.

Article 8 Special assessment

1, probation assessment

Employees whose probation period has expired should be assessed to decide whether to be formally employed;

If the probation period is good or bad, it may be suggested to become a full member in advance or extend the probation period appropriately;

2, backward employee assessment

Employees identified as backward by the company can make assessment and improvement suggestions at any time because of their work performance.

3. Case evaluation

Immediately put forward assessment opinions on major work matters involved in employees' work and decide whether to reward or punish them.

4. Transfer assessment

Evaluation opinions can be put forward when the post deployment candidates are drawn up due to work needs, which can be used as a reference for employees to stick to their posts or work.

Article 9 Evaluation procedures

Before the 1, monthly and annual assessments begin, the personnel department will issue employee assessment notices according to the work plan, explaining the assessment purpose, object, method and schedule, and issue relevant assessment scales.

2. The examinee should prepare self-summary and assessment, and relevant supervisors at all levels, colleagues at the same level and employees at lower levels should prepare assessment opinions, fill in the assessment scale and summarize it to the personnel department.

3. The personnel department counts the total score of the appraisal object according to the appraisal method, summarizes the appraisal situation of each department, and submits the appraisal results to the management committee of the company for review.

4, the CMC according to the subjective and objective factors of the current work to determine the assessment results.

5, the personnel department announced the assessment results, and put forward corresponding improvement suggestions for the assessment object, requiring employees to make work goals and plans.

6. Archive the assessment results and store them in the personnel department, employee personal files and assessment target department respectively.

Article 10 Evaluation results

1. According to the specific situation of assessment, the results are generally divided into five grades: excellent, good, qualified, poor and poor. These include:

(1) The total assessment score is ≥90 points, which is excellent, and the actual performance salary of the month is100%;

(2) 90 points > total assessment score ≥80 points, which is good, and the actual performance salary of the month is 80%;

(3) 80 points > total assessment score ≥60 points, which is qualified, and the actual performance salary of the month is 60%;

(4) 60 points > total assessment score ≥50 points, which is poor and unqualified, and the actual performance salary of the month is 40%;

⑤50 points > the total score of assessment is poor and unqualified, and the actual performance salary of the month is below 40%.

2 in the annual work, the monthly assessment results accumulated more than 8 times outstanding, can participate in the annual assessment; Those who fail to meet the requirements for more than 3 times will be dismissed by the company.

1 Performance Appraisal Purpose Enterprise Performance Appraisal Scheme 2

1, performance appraisal is a scientific and dynamic appraisal method to measure the working state and effect of employees in a certain period of time. By formulating effective and objective assessment standards, employees can be assessed, which can further stimulate their enthusiasm and creativity and improve their work efficiency and basic quality.

2. Performance appraisal enables managers at all levels to fully understand the working conditions of employees, and fully understand the performance of employees through the evaluation of their performance, attitude and ability during the assessment period, and on this basis, formulate corresponding incentive means such as salary adjustment, equity incentive and personnel change.

Article 2 The role of performance appraisal

1. Understand the performance contribution of employees to the organization.

2. Provide basis for employees' salary decision.

3. Provide basis for the promotion, demotion, transfer and resignation of employees.

4. Understand the needs of employees for training.

5. Provide basic information for the planning of human resources department.

Article 3 Principles of Performance Appraisal

1, the principle of openness, that is, the assessment process is open and institutionalized.

2, the principle of objectivity, that is, to speak with factual standards, to avoid personal subjective factors or arbitrary speculation.

3. Feedback principle, that is, after the assessment, the assessment results must be fed back to the assessed, and at the same time, the assessed's opinions on the assessment results should be listened to, and the problems existing in the assessment results should be reasonably explained or corrected in time.

4. Time-limited principle, that is, performance appraisal reflects the comprehensive situation of the appraisee during the appraisal period, does not trace back to the behavior before this appraisal period, and cannot replace the overall performance with the local performance of the appraisee during the appraisal period.

Article 4 Timetable for Performance Appraisal

Performance appraisal includes monthly performance appraisal, quarterly performance appraisal and annual performance appraisal.

1. Monthly performance appraisal is applicable to the directors of service series, technical series (excluding deputy chief engineer) and management series (excluding sales staff).

2. Quarterly performance appraisal is applicable to deputy chief engineers, department managers, deputy managers and supervisors (excluding sales managers).

3. Annual evaluation: applicable to all personnel to whom this system applies.

Article 5 Composition of the evaluation team

1. The team leader is the general manager, who is responsible for putting forward the general requirements for the annual performance appraisal.

2. The deputy team leader is the deputy general manager in charge of human resources, who is responsible for supervising the assessment process and handling emergencies in the assessment.

3. The executive team leader (responsible for the execution of daily business) is the manager of the human resources department, and is responsible for organizing and arranging the heads of various departments to conduct performance appraisal on various positions in the department.

4. The team members are held by other senior managers, who are responsible for completing the performance appraisal of their direct subordinates on time and guiding and supervising the performance appraisal of their own departments.

5. As an office, the Human Resources Department is responsible for collecting and sorting out the assessment results of various departments and filing them in a unified way.

Article 6 Functions of the evaluation team

1. Set up an appraisal team to be responsible for the organization, implementation and supervision of performance appraisal.

2. Team members are responsible for completing the performance appraisal applicable to the deputy chief engineer, department manager, deputy manager and supervisor (excluding sales management personnel) on time, guiding and supervising the performance appraisal of their own departments, and reviewing and approving the appraisal results of the departments in charge.

3. The assessment team randomly checks the assessment results of the department, puts forward suggestions in time, and corrects unreasonable assessment results.

4. Be responsible for correcting the possible contradiction between the company's existing assessment system and the actual assessment situation, making the performance assessment system concise, effective and easy to operate, and ultimately improving the work performance of the assessed.

5. Be responsible for handling the complaints of the appraisee in the assessment process, and ensure that the performance appraisal is conducted fairly, justly and openly.

Enterprise performance appraisal scheme 3 I. General rules

In order to strengthen and improve the work performance of employees, improve the overall quality of enterprises, enhance the competitiveness of enterprises, and standardize the company's inspection and assessment of employees, this scheme is specially formulated.

Second, the purpose of the assessment

1. Cultivate a capable and high-quality talent team, ensure the achievement of performance goals of individuals, departments and companies, and form a talent management mechanism with assessment as the core orientation.

2. Timely, comprehensive and fair evaluation of employees' performance in the past period of time, affirming their achievements, finding problems and promoting the performance improvement of the next stage of work.

3. Provide objective basis for personnel assessment such as salary adjustment, annual assessment, promotion or reward, demotion and dismissal, so as to achieve fair, just and open purposes.

Third, the evaluation principle

1, based on the company's operating performance indicators and related management indicators for employees and the objective facts in employees' actual work;

2. The principles of objectivity, fairness, impartiality and openness.

Four. Scope of application of assessment

This scheme is applicable to the assessment of all personnel below the middle level (including the middle level) of the company. However, this scheme is not applicable to the following personnel:

1, employees who have not become full members during the probation period;

2 employees who have been absent from work for less than 6 months in a row throughout the year (including reasons such as asking for leave).

Verb (abbreviation for verb) evaluation agency

Establish a performance management committee, which is responsible for organizing and leading the implementation of the company's performance management. The chairman of the Committee is the general manager of the company, the deputy director is the assistant to the general manager and the director of the office, and the members are the heads of the offices, financial audit departments, information management departments, subordinate departments of the operation management center and subordinate departments of the property management center.

1. Composition of Performance Management Committee

Director:

Deputy Director: Members:

2. Responsibility of each member

(1) Committee director's responsibilities: responsible for leading the performance management of the company, and having the right to approve and adjudicate the assessment indicators and results of all personnel of the company;

(2) Responsibilities of the Deputy Director of the Committee: Organize and implement the company's performance management, preside over the daily work of the Committee, report the assessment to the Committee director on a regular basis, and be responsible to the Committee director.

(3) Responsibilities of Committee members: Each member (that is, the person in charge of each department) is directly responsible for the assessment of all subordinate employees in this department, formulates and modifies the assessment indicators of employees in this department, and summarizes the assessment results and feeds them back to the assessment committee after each stage of assessment.

Sixth, the assessment time.

Assessment is divided into mid-year assessment and year-end assessment. The specific schedule is as follows:

Evaluation Category Evaluation Time Audit Time Evaluation Final Time

Mid-year assessment July1-July 8-11July 15.

Year-end assessment of the following year: 65438+1October 2-10,65438+1October1-15,65438+1October/kloc-

Note: 1, the assessment time is the time when the competent department of each functional department organizes and implements the performance appraisal of the department, discusses with the employees of the department to formulate and modify the assessment indicators, and feeds back the assessment results to the office.

2. Review time refers to the time for the performance management committee to investigate, understand and arbitrate the disputed assessment results and employee complaints.

3. The final assessment time is the time when the office summarizes the assessment results and puts them on record.

4. In case of holidays, the above time will be postponed in turn. (In case of Spring Festival, it may be advanced)

Seven. Evaluation content and standards

1, assessment content

The assessment content is divided into three categories: work performance assessment, work ability assessment and work attitude assessment. Each category has different assessment weights, and employees in different departments have different assessment standard weights, focusing on work performance assessment. Each type of assessment content is divided into several assessment indicators, as shown in the quantitative table of various personnel assessment.

2. Evaluation criteria

Classification of assessment standards and assessment at different levels. Employee assessment is divided into middle-level and supervisor assessment and personnel assessment below the middle level, and the assessment standards and scales are specially designed; According to the characteristics of the nature and functions of the department, employees are divided into two categories: business management and functional management, and the assessment standards and scales are specially designed. The proportion of assessment weights for the two types of employees is as follows:

Department Category Evaluation Project Management Category Functional Management Category

Work performance 70%50%

Working ability 15%30%

Work attitude 15%

Note: 1, total employee assessment score = performance score+ability score+attitude score.

2. Management departments include: subordinate departments of management center and financial audit department.

3. Functional management departments include: office, information management department and property management center.

Eight, the assessment form

The evaluation forms are divided into self-evaluation and superior evaluation. The calculation weights at all levels are: self-evaluation 20%, superior evaluation 80%.

Nine. Evaluation procedure

According to the assessment work plan of each stage, the office issues employee assessment notice, which lists the assessment purpose, object, method, assessment schedule and other matters. The evaluation procedure is as follows:

1, self-evaluation: the employee first conducts self-evaluation and scores according to the requirements of the evaluation scale;

2. Superior Evaluation: the direct superior of the appraisee in the department evaluates and scores the appraisee.

3. According to the provisions of the weight of the assessment standard, the head of the department uses the weighted average method to summarize the assessment results of all the assessment objects at all levels, fill in the employee assessment summary table together with the opinions of the department, and then submit it to the office within the prescribed time limit.

4, the office for examination and approval according to the department assessment results, and fill in the assessment results.

5. Submit it to the director (general manager) of the assessment management committee for approval.

6. The office will issue employee assessment report cards to individual employees, and archive the assessment data at the same time.

X. performance interview

After each evaluation, the immediate superior should conduct a performance interview with the employees. The purpose of performance interview is to affirm the achievements, point out the shortcomings, put forward suggestions and suggestions for improvement, help employees to formulate improvement measures and confirm the assessment results.

1. Before the performance interview, employees should be required to complete the part of the employee performance evaluation interview form filled in by employees.

2. The performance interview should be conducted in an undisturbed place for not less than 30 minutes.

3. At the end of the performance interview, both parties shall sign for confirmation. And clearly record the interview results, the agreement and differences between the two sides.

4. The results of the performance interview should be summarized to the office in time. The specific time is as follows:

(1) Summarize the interview results of mid-year performance appraisal in the office before July 1 1 every year;

(2) The interview results of year-end assessment performance shall be summarized in the office before June 65438+1October 65438+May of the following year.

XI。 Evaluation result and its application

1, assessment grade

The assessment results are divided into five grades according to the comprehensive score of employee assessment: excellent, good, competent, basically competent and incompetent. The specific definition is as follows:

Excellent grades, good qualifications, basically qualified, incompetent.

The total assessment score is above 90 points, 80-89 points, 70-79 points, 60-69 points and below 60 points.

2. Application of evaluation results

The results of performance appraisal will be applied to post adjustment, personnel deployment, personnel promotion, salary adjustment and bonus distribution. There are mainly the following forms:

(1) Employees whose performance appraisal results are "excellent" will be given job promotion awards or bonus yuan;

(2) Employees with "good" performance appraisal results are rewarded with bonus yuan;

(3) Employees whose performance appraisal results are "competent" will not be adjusted;

(4) Employees whose performance appraisal results are "basically competent" will not be adjusted. However, employees whose performance appraisal results are "basically competent" for two consecutive times will be punished by salary reduction, demotion, post transfer and dismissal.

(5) Employees whose performance appraisal results are "incompetent" shall be given salary reduction, demotion, post transfer and dismissal.

Twelve. Complaint evaluation

Assessment appeal is a special procedure set up to improve the assessment system and make it truly open, fair and reasonable in the assessment process. Employees who have significant objections to the assessment results can lodge a complaint within 3 days after receiving the assessment results, and the complainant must provide sufficient reasons and specific factual basis when lodging an assessment complaint. The evaluation appeal procedure is as follows:

1. If the employee disagrees with the assessment results after interviewing the direct supervisor, fill in the Employee Performance Appraisal Appeal Form in detail first, and then lodge a complaint with the department head, who will explain and handle it;

2. If the department head still has objections after explanation and handling, he can lodge a complaint with the Performance Management Committee for review and investigation by the office.

3. The Performance Management Committee finally decided to feed back the final assessment results to the complainant.

Thirteen. Evaluation data management

Employee assessment data must be carefully kept and kept confidential, and the filing management should be done well. The management regulations of evaluation data are as follows:

2. The office is responsible for keeping the evaluation data of all the evaluated personnel;

3. The assessment data must be kept confidential, and the assessment results of employees shall not be disclosed at will;

4, each assessment results in personal files;

5. When it is necessary to consult relevant evaluation data, a written application must be submitted, approved by the department head, and then reported to the office for approval before consulting.

Fourteen supplementary terms

(1) The right to interpret this scheme belongs to the office.

(2) The final decision, amendment and abolition of this scheme belong to the Performance Management Committee.

(3) This plan shall take effect as of the date of promulgation.

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