Monthly performance appraisal scheme

Monthly Performance Appraisal Scheme (I)

First, the purpose of employee performance appraisal

1, as the basis for promotion, dismissal and post adjustment, focusing on the performance appraisal of ability, ability play and work performance.

2, as the basis for determining performance pay.

3, as the basis of potential development and education and training.

4. As the basis for adjusting personnel policies and incentives, promote communication between superiors and subordinates.

Second, the principle of employee performance appraisal

1. Evaluate the employees formally employed by the company. The performance appraisal requirements and emphasis of employees at different levels are different.

2. The assessment is based on the company's various systems, employees' job descriptions and work objectives, and the assessment must be open, transparent, equal and equal.

3. The appraisal scheme should be operable, objective, reliable and fair, and should not be mixed with the personal likes and dislikes of the appraisers.

4, advocate to meet with the assessed in different ways, make them sincerely accept the evaluation results, and allow them to appeal or explain.

Third, the contents and methods of employee performance appraisal

1, work task assessment (monthly).

2, comprehensive ability assessment (by the assessment team once a month).

3, attendance and rewards and punishments (by the administrative department in accordance with the company's internal management regulations to carry out the assessment).

Four. Appraisers and performance appraisal indicators

1, set up a company evaluation team to conduct a comprehensive evaluation and evaluation of employees.

2, self-identification, employees to evaluate themselves and write a personal summary.

3. Performance appraisal indicators, employees' work plans, tasks, attendance and rewards and punishments in internal management regulations.

Verb (abbreviation of verb) feedback of enterprise performance appraisal results

Performance appraisal should meet with me, tell the examinee the advantages and disadvantages of the appraisal results, and encourage them to carry forward their advantages, correct their shortcomings and create new achievements.

Monthly Performance Appraisal Scheme (II)

First, the purpose of the assessment

It is to use assessment as a tool to promote the achievement of the company's overall goals.

1. Establish a platform through assessment, so that everyone's contribution in the work can be effectively evaluated. Let those who work hard, have a strong sense of responsibility and dare to take responsibility be praised and recognized, and establish a working atmosphere of "comparing, learning, catching up, helping and surpassing".

2. Through the assessment, everyone can be clear about the company's goals and requirements, have the same direction and improve efficiency, so as to effectively realize the company's' goals'.

Second, the idea and scope of evaluation.

1, 20 10 monthly performance appraisal will adopt "all staff appraisal", that is, everyone has indicators and everyone has appraisal. The monthly performance appraisal of employees shall be the responsibility of the department manager, the person in charge of each center shall cooperate with the planning appraisal office, and the general manager shall cooperate with the planning appraisal office.

The heads of the centers, project departments (groups) and subsidiaries in the company need to establish the evaluation files of the center employees with the assistance of the planning evaluation office, score according to the evaluation form provided by the company, communicate with the evaluated personnel on performance, and pass the evaluation results to the planning evaluation office for review.

2. The monthly performance ratio is adjusted from 10% to 20%.

3. Adjust the scope of assessment, and include all centers and project teams (project departments and subsidiaries) within the company.

The heads of marketing centers and property management companies have been included in the overall assessment scope of the company since March.

The assessment plan of the person in charge of the marketing center and the property management company shall be conducted according to the overall assessment plan of the company.

Third, the specific assessment methods:

The monthly performance appraisal adopts the percentage system, and the progress of the monthly performance appraisal of the person in charge of the center and the department manager accounts for 40 points and the work effect accounts for 60 points. The monthly performance appraisal of employees accounts for 60 points, and the work effect accounts for 40 points. If a group activity is ranked, praised by the company and violates the company system, it will be added or subtracted according to the detailed methods in the assessment form. (See the evaluation form for details)

(1) Work progress assessment includes: monthly work plan completion, monthly key work completion, temporary work completion, difference rate of fund use, and implementation of enterprise rules and regulations.

(2) Work effect evaluation includes: last month's work completion effect, next month's work plan formulation, etc.

Fourth, the cash method:

The planning and assessment office determines the monthly performance distribution ratio according to the assessment results of the person in charge of the center, department managers and employees; Performance pay will be paid to those with a score of 95 or above, and assessment pay will be paid to those with a score below 95.

Verb (abbreviation of verb) Other regulations and requirements:

The monthly plan of 1. will be reported step by step from April. That is, the monthly work plan of the center (project, subsidiary) is submitted to the plan assessment office, the monthly plan of the department manager is submitted to the person in charge of the center, and the monthly work plan of the employees is submitted to the department manager. The capital plan shall be submitted in accordance with the relevant regulations of the financial management center. (Attachment: Monthly Schedule)

2. The monthly performance interview is tentatively scheduled for 3-5 days per month, and the specific time will be notified separately. These centers need to be prepared in advance.

3. Performance interview requirements:

(1) The leaders of each center closely analyze the work completion effect of the monthly work plan. Analyze the experience summary of the work completed last month, the self-analysis summary of the unfinished work, and what is the next improvement direction and improvement work plan. The department manager can add specific questions.

(2), according to the annual work outline and target plan, this month's work ideas and action plans, compared with the work outline, whether the work is ahead of time or behind, what are the work objectives, action plans, checkpoints, support points, when and what departments need to support what work.

(3) The general manager guides and summarizes the departmental plans, determines the monthly key work, puts forward the improvement direction and opinions, and grades the work effect of the heads of each center.

(4) The person in charge of the center shall send the assessment results of the department managers and employees to the planning assessment office within 65,438+0 working days after the performance interview, and complete the performance communication with the central department managers, department managers and employees within 65,438+00 days every month to inform them of their scores and expectations for their shortcomings.

Other explanations of intransitive verbs

(1) Employees during the probation period will not participate in the assessment, that is, they will not be paid the assessment salary for the current month.

(2) In the case of internal post transfer, if the employee has worked in the transferred department for 16 days (including 16 days), the performance salary will be paid based on the performance of the transferred department.

(3) The cashable monthly performance of the special personnel recruited by the company (if there is no clear probation period) who have been employed for 30 days.

(4) The monthly performance that can be cashed after 30 days of attendance for employees transferred from other units without probation.

(5) Employees who leave the company in the current month will not fulfill their performance in the current month.

(6) The planning and assessment office timely adjusts the assessment plan and assessment items according to the company's development goals and requirements.

(7) This assessment method has been implemented since March of * *.

Planning and evaluation office