Property Engineering Department Performance Appraisal Scoring Sheet

Many enterprises have made performance appraisal plans, but most enterprises are not clear about how to make performance appraisal scores. The following is a carefully recommended performance appraisal scale for the property engineering department, hoping to help you.

Property engineering department performance appraisal form

Implementation Method of Performance Appraisal of Property Engineering Department 1.0 Purpose

Standardize employee performance appraisal to ensure fairness, impartiality and openness in assessing employees' morality, ability and diligence.

2.0 Scope of application

It is applicable to the performance appraisal of electromechanical maintenance workers in the management office of Fuling Property Management Company.

3.0 responsibility

3. 1 The group leader of the mechanical and electrical maintenance worker is responsible for daily inspection of the mechanical and electrical maintenance worker according to this regulation.

3.2 The electromechanical maintenance team leader is responsible for weekly inspection of electromechanical maintenance workers and team leaders in accordance with this procedure.

3.3 The management office manager is responsible for monthly inspection of maintenance workers and team leaders and weekly inspection of supervisors according to this procedure.

3.4 The quality control department of the company is responsible for the monthly inspection of the electromechanical maintenance team leader according to these regulations.

4.0 key points of the plan

4. 1 Work Standards of Engineering Department Staff of Property Management Company

4. 1. 1 The daily work on duty of the members of the electromechanical maintenance group shall meet the requirements of Standard Operating Procedures for Operation of Power Supply and Distribution Facilities and Equipment, Standard Operating Procedures for Maintenance of Power Supply and Distribution Facilities and Equipment and Standard Operating Procedures for Duty Management.

4. 1.2 In the daily management of central air conditioners, atmospheric domestic boilers, diesel generators, weak current systems, catering, entertainment equipment and public facilities, We shall strictly abide by the Standard Operating Procedures for Central Air Conditioning Operation, Central Air Conditioning Operation Management, Central Air Conditioning Maintenance, Atmospheric Household Boiler Operation Management, Diesel Generator Operation Management, Diesel Generator Maintenance, Weak Current System Maintenance and Public Facilities Installation and Maintenance.

4. 1.3 elevator staff should work in strict accordance with the Standard Operating Procedures for Elevator Operation Management, Standard Operating Procedures for Elevator Maintenance, Standard Operating Procedures for Rescue of Trapped Persons and Standard Operating Procedures for Elevator Fault Maintenance when conducting daily elevator management.

4. 1.4 members of the electromechanical maintenance team should work in strict accordance with the standard operating procedures for the operation of water supply and drainage facilities and equipment, the standard operating procedures for the operation and management of water supply and drainage facilities and equipment, and the standard operating procedures for the maintenance of water supply and drainage facilities and equipment.

4. 1.5 When the mechanical and electrical repairman cleans the pool and water tank, it should fully meet the requirements of the standard operating procedures for secondary water supply management.

4. 1.6 Mechanical and electrical maintenance workers must operate in strict accordance with the Standard Operating Procedures for Home Maintenance and Installation when installing and repairing.

4. 1.7 gfd, the manners and behaviors of all maintenance workers in the engineering department of the property management company should meet the requirements of the standard operating procedures for the service of the staff of the management office.

2 4. 1.8 mechanical and electrical maintenance All maintenance workers shall strictly abide by the requirements of Standard Operating Procedures for Training and Management of Engineering Staff of Property Company when receiving training.

4. 1.9 When using mechanical and electrical maintenance tools, mechanical and electrical maintenance workers shall abide by the requirements of Standard Operating Procedures for Tool Management of Engineering Department of Property Company.

4. 1. 10 electromechanical maintenance team leader should strictly implement the above standard operating procedures, work in strict accordance with all the above standard operating procedures and perform their duties.

4. 1. 1 1 All mechanical and electrical maintenance employees should work in strict accordance with the standard operating procedures of the department, and also strictly abide by the requirements of other relevant standard operating procedures of the company.

4.2 Performance Appraisal Scoring Structure

4.2. 1 Daily inspection, weekly inspection, monthly inspection and random inspection in performance appraisal shall be carried out according to the percentage system. See the Performance Appraisal Management Standard Operating Procedures for the requirements of various inspections and assessments.

4.2.2 The assessment scores of mechanical and electrical maintenance workers are as follows:

A) implementation? Operating procedures? Quality (full mark10);

B) implementation? Operation management standard operating procedures? Quality (full mark10);

C) implementation? Maintain standard operating procedures? Quality (full mark10);

D) Service quality (full mark10);

E) Quality of reasonable use of tools (full mark10);

F) Training quality (full score10);

G) Quality of responsibilities (full score10);

H) Quality of home maintenance (full score10);

I) Implement relevant standard operating procedures of quality company (full mark10); J) Other quality (full score 10).

4.2.3 The scores of weekly inspection, monthly inspection and random inspection of electromechanical maintenance team leader's performance appraisal are as follows:

A) Quality of post standard operating procedures (full mark10);

B) Training quality (full score10);

C) Self-working skills (full score10);

D) Service quality (full mark10);

E) Work effect (full mark10);

F) Job responsibilities (full score10);

G) impartiality (full score10);

H) Abide by the quality of other relevant operating procedures of the company (full score10);

I) Quality of unity and cooperation (full mark10);

J) Moral standard (full mark 10).

4.3 Deduction Rules for Performance Appraisal

4.3. 1 Deduction rules for electromechanical maintenance workers:

A) The mechanical and electrical repairman violates various standard operating procedures for equipment operation when he is on duty. Every time a minor violation is found in each inspection, 0.5-2 points will be deducted from the corresponding evaluation items; 3- 10 points will be deducted for serious violations; Causing adverse consequences, as the case may be punished according to the standard operating procedures of administrative rewards and punishments;

3 b) Mechanical and electrical maintenance workers violate all kinds of monitoring equipment in operation management standard operating procedures when on duty. Every time a minor violation is found in each inspection, 0.5-2 points will be deducted from the corresponding assessment items; 3- 10 points will be deducted for serious violations, resulting in adverse consequences. According to the situation, according to the "standard operating procedures for administrative rewards and punishments" punishment;

C) If the mechanical and electrical repairman violates all kinds of maintenance standard operating procedures for equipment maintenance while on duty, 0.5-2 points will be deducted for each minor violation found in the inspection; 3- 10 points will be deducted for serious violations; Causing adverse consequences, as the case may be punished according to the "standard operating procedures for administrative rewards and punishments";

D) The gfd and mode of mechanical and electrical maintenance time do not conform to the standard operating procedures for management service. Every time a general violation is found in the inspection, 0.5- 1 point will be deducted from the corresponding evaluation items; 2-3 points will be deducted for serious violations; If adverse consequences are caused, deduct 4- 10 as appropriate until the deduction is finished;

E) Mechanical and electrical maintenance workers violate the standard operating procedures for tool management of the engineering department of the property company when using tools on duty, and 0.5-2 points will be deducted for each general violation found during inspection; 4- 10 points will be deducted for serious violations; Causing adverse consequences, as the case may be punished according to the "standard operating procedures for administrative rewards and punishments";

F) The mechanical and electrical repairman did not attend the training or failed to meet the training requirements in accordance with the Standard Operating Procedures for Staff Training and Management of Engineering Department of Property Company. If any general violation is found in each inspection, 0.5- 1 point will be deducted from the corresponding assessment items; 2-3 points will be deducted for serious violations; Causing adverse consequences, deduct 4- 10 as appropriate. Until the deduction is finished;

G) The mechanical and electrical repairman is not on duty or handed over according to the standard operating procedures of duty management. Every time a general violation is found in the inspection, 0.5- 1 point will be deducted from the corresponding evaluation items; 2-3 points will be deducted for serious violations; If adverse consequences are caused, deduct 4- 10 as appropriate until the deduction is finished;

H) Mechanical and electrical maintenance workers violate the standard operating procedures for household maintenance and installation when entering household installation and maintenance. If general violations are found in each inspection, 1-3 points will be deducted from the corresponding evaluation items; 4- 10 points will be deducted for serious violations; Causing adverse consequences, as the case may be, according to the "standard operating procedures for administrative punishment" for punishment;

I) Mechanical and electrical maintenance workers don't follow other relevant standard operating procedures of the company, and every time a general violation is found in each inspection, the corresponding assessment items will be deducted by 0.5- 1 minute; 2-3 points will be deducted for serious violations; Causing adverse consequences, deduct 4- 10 as appropriate. Until the deduction is finished;

J) In the assessment of electromechanical maintenance workers, if two or more assessment items are found to be violated at the same time, the corresponding items shall be deducted at the same time.

4.3.2 Deduction rules for performance appraisal of electromechanical maintenance team leader:

A) Work in strict accordance with all standard operating procedures for mechanical and electrical maintenance, and a general violation deduction of 1-2 points is found in each inspection; 3-4 points will be deducted for serious violations; Causing adverse consequences, 5- 10 points will be deducted. Until the deduction is finished;

B) When the mechanical and electrical maintenance team leader is on duty, gfd's words and deeds do not conform to the service standard operating procedure requirements of the management office staff. If general violations are found in each inspection, 1-2 points will be deducted from the corresponding evaluation items; 3-4 points will be deducted for serious violations; Causing adverse consequences, deduct 5- 10 as appropriate until the deduction is finished;

C) If the supervisor/deputy supervisor of mechanical and electrical maintenance and the team leader fail to arrange, organize and inspect, and the work effect of employees or departments or teams can't meet the requirements of relevant standard operating procedures, a general violation will be deducted 1-2 points for each inspection; 3-4 points will be deducted for serious violations; Causing adverse consequences, deduct 5- 10 as appropriate. Until the deduction is finished; D) If the person in charge of the engineering department of the property management company fails to comply with other relevant standard operating procedures of the company, every time a general violation is found in each inspection, 1-2 points will be deducted from the corresponding evaluation item; 3-4 points will be deducted for serious violations; Causing adverse consequences, deduct 5- 104 points as appropriate. Until the deduction is finished;

E) When violations (behaviors) are found in the above evaluation, in addition to deducting points in the above corresponding evaluation items, the reasons for violations should also be analyzed. If the violation is caused by insufficient or unqualified training, it should be found at the same time. Training? Deduct points in the column (generally deduct 1-2 points, seriously deduct 3- 10 points); If it is caused by low work skills and poor quality, should it be at the same time? Job skills? Deduction in the column (the standard is the same as above); If it is caused by insufficient sense of responsibility at work, should it be at the same time? Job responsibilities? Deduction in the column (the standard is the same as above); If it is caused by injustice, should it be at the same time? Fair competition? Deduction in the column (the standard is the same as above); If it is caused by poor unity and cooperation, should it be at the same time? Working together? Deduction in the column (the standard is the same as above); If it is caused by low moral standards, should it be at the same time? Moral standards? Deduction in the column (the standard is the same as above);

F) If irregularities are found in the evaluation process that violate more than two evaluation items at the same time, points will be deducted in the corresponding evaluation items at the same time until the corresponding column scores are deducted.

4.3.3 General violation, general degree and general situation refer to occasional, negligence, or slight nonconformity caused by unclear record signature, non-compliance or some objective factors (subject to confirmation). Serious violations and seriousness refer to disqualification caused by knowingly committing crimes; Adverse consequences refer to chain reaction, actual damage, adverse effects or results that jointly affect other work quality.

4.3.4 ? Other? This column is set for the nonconformities caused by reasons not included in the relevant operating procedures of our company or beyond those listed in 4.3. 1 and 4.3.2 of this procedure. If it doesn't happen or appear, the column should be given full score 10.

4.3.5 When checking and evaluating, if there are any reward events listed in the Standard Operating Procedures for Administrative Rewards and Punishment, after the normal evaluation is completed as appropriate, add 1-20 to the total score (but the total score shall not exceed 100), and reward the assessed according to the Standard Operating Procedures for Administrative Rewards and Punishment.

4.3.6 The adverse consequences caused by the appraisee's behavior in the evaluation process have violated the circumstances that must be punished as listed in the Standard Operating Procedures for Administrative Rewards and Punishment. In addition to deducting the corresponding scores in the corresponding columns of the evaluation checklist, the appraisee should be given additional punishment in accordance with the Standard Operating Procedures for Administrative Rewards and Punishment.

4.3.7 The interpretation right of performance appraisal deduction rules belongs to the quality department of the company.

Misunderstanding of performance appraisal 1, unscientific setting of performance indicators. In practice, many enterprises are pursuing the comprehensiveness and integrity of the index system. The performance indicators used are usually the completion of business indicators on the one hand, and a series of factors such as work attitude and ideological consciousness on the other hand. Including safety indicators, quality indicators, production indicators, equipment indicators, political indicators and so on. Different professional management lines independently manage a set of indicators, which can be said to be comprehensive. However, there is no good consideration on how to make the assessment standard as quantitative and operable as possible and combine it with the performance plan. Moreover, as performance management, it is mainly to grasp key performance indicators, establish personalized assessment indicators for different employees, and guide employees' behavior to develop in the direction of organizational goals. Too complicated indicators in Dachuan can only increase the difficulty of management, reduce employee satisfaction and affect the guiding role of employee behavior.

2. Performance management is inconsistent with strategic objectives. In reality, when many enterprises conduct assessment at the end of each year, the performance targets of all departments are good, but the overall performance of the company is not good. The main reason is that there is a problem in the decomposition of performance objectives, that is, the performance objectives of each department are not decomposed from the strategy of the enterprise layer by layer, but are put forward according to their respective work contents, that is, bottom-up audit, not top-down decomposition. In this way, performance management and strategy implementation are out of line, and it is difficult to guide all employees to advance towards organizational goals. As an effective tool for the implementation of enterprise strategy, the key of performance management lies in whether the strategic objectives can be decomposed and implemented to every employee, so that every employee can take responsibility for the realization of enterprise strategic objectives.

3. Subjectivity of performance appraisal. The perfect personnel appraisal system aims to judge the potential development ability of employees through the evaluation of their work in the past period, and serve as the basis for rewarding and punishing employees. However, in actual operation, the correctness of evaluation often deviates due to human factors. The defects of personnel management system mostly come from the subjectivity and one-sidedness of assessment, and the result will inevitably affect the credibility and effectiveness of performance appraisal.