Enterprise salary increase system, who has it, kneel down! private enterprise

(post salary+performance commission) *? Evaluation score%? ? Reward and punishment? ? Go out to work

Second, the evaluator:

Front desk supervisor? Workshop supervisor? Customer service supervisor? , service consultant, insurance company

Maker? Cashier Customer service staff? (To be determined: quality inspector, dispatcher)

Members, information officers, workshop leaders)

Iii. Description of evaluation:

1. The evaluation score is higher than 100.

2. There is no standard score for excellent evaluation, that is, excellent 10; Good 8 points; Pass 6 points;

Fail 0 points.

3. Evaluation project score = actual effect? /? Standard? *? score

4. Evaluation score = sum of the scores of each item.

5. Each evaluation has implementation standards and evaluation instructions.

6. Make assessment items and benchmarks (post salary and commission ratio) according to the post.

7. Conduct monthly, quarterly and annual evaluation, and combine CSI reward and evaluation in the store.

8. Make evaluation forms and standards at the beginning of each month, conduct evaluation at the end of each month, and send the evaluation forms to individuals for verification before salary payment. (Three months of quarterly assessment is the average CSI reward benchmark, and 12 months of annual assessment is the benchmark for outstanding employees)

Fourth, the evaluation principle

Improve the subjective initiative of employees more effectively and better reflect the ability differences.

The performance evaluation form (June) is as follows: