Performance evaluation index

Administrative Measures for Performance Appraisal (1): 1. purpose

1. Strengthen the internal management of property management enterprises, improve the management service level of the company, and ensure the realization of the company's business objectives;

2. Mobilize employees' enterprising spirit, strengthen employees' sense of responsibility and goal orientation, and urge employees to continuously improve and improve their work quality and efficiency.

Second, the scope of application

1, each department of the company;

2. All on-the-job employees of the company except members of the leadership team and probation employees.

Third, the evaluation cycle.

It is divided into monthly assessment and annual assessment. The specific period of monthly assessment is from 26th of last month to 25th of this month, and the annual assessment takes the average of the assessment results of the current year 12 months.

Fourth, the evaluation principle

1, principle of quantitative assessment of indicators. The assessment shall be based on the principle of quantitative indicators, and the indicators that are difficult to quantify must be specific. Detailed rules for the implementation of performance appraisal measures. The principles of fairness, justice and openness.

3. The principle of feasibility. Work tasks and work standards can be achieved.

4. The principle of performance improvement and promotion. By communicating with employees' performance, employees can be helped to understand their own shortcomings and advantages comprehensively and objectively, and their performance can be improved and promoted.

5. The principle of supervision and control. Supervise and control the performance appraisal process and the secondary distribution of performance pay.

Application of verb (verb abbreviation) evaluation results

1, the department performance appraisal results are linked to the total performance salary of the department, which is the main reference for selecting outstanding units at the end of the year;

2, employee performance appraisal results and monthly performance bonus payment, salary increase and decrease, rank rise and fall, the basis for the selection of advanced.

Organization and responsibility of intransitive verb evaluation

1, the company set up a performance appraisal leading group. It consists of the general manager, deputy general manager and assistant general manager, with the general manager as the team leader. Responsibilities: First, be responsible for the guidance, inspection and supervision of the assessment work; The second is to decide disputes and appeals.

2. The performance appraisal leading group consists of a performance appraisal team. It is composed of personnel from the human resources department and relevant functional departments, with the manager of the human resources department as the team leader. Responsibilities are mainly responsible for organizing the monthly audit of key work completion scenarios planned by functional departments, project departments and professional companies, as well as the spot check and grading of daily work and temporary work; Responsible for the publicity and approval of monthly assessment results.

VII. Appraisal object

It is divided into two parts: departmental assessment and personal assessment.

Eight, the department assessment

(1) Evaluation basis

1, the company's annual and monthly planning work;

2. Sign management by objectives with the company;

3. Property management service standards determined by the company;

4, quality management system documents and related work systems, standards and important meeting resolutions;

5. Department responsibilities.

(2) Evaluation data

1, assessment data of the project department. The comprehensive charge (including water and electricity) index of the project department shall be assessed according to the distribution method of commission and salary deduction of the project department, and the management performance of the project department shall be assessed according to the following information.

(1) monthly plan key work (40 points)

The company evaluation team will evaluate the key work completion scenarios of the monthly plan of the project department approved by the company.

(2) service indicators (30 points)

By the company's evaluation team in accordance with the company's property management service standards for the project department to spot check, score.

(3) Management indicators (20 points)

The company evaluation team evaluates the company's financial indicators, customer indicators, basic management indicators and learning improvement indicators.

(4) Timeliness and quality of monthly plan (10)

According to the requirements of the company's plan management method, the timeliness of monthly plan preparation is assessed, and the human resources department of the company is responsible for the supply every month.

See Monthly Performance Appraisal Form of Project Department (attachment 1) for the above appraisal data of project department.

2. Evaluation data of professional companies by functional departments

(1) monthly plan key work (40 points)

The company evaluation team will evaluate the key work completion scenarios of the monthly plan of professional companies in functional departments.

(2) Daily work (40 points)

The company evaluation team lists the daily work of professional companies in functional departments as various quantitative indicators, and conducts spot checks and scores on them every month.

(3) Temporary work (10)

Important work temporarily assigned to the department by company leaders or company emergencies in the current month. If there is no temporary work in the department in the current month, the score will be included in the daily work scope.

(4) Timeliness and quality of monthly plan (10)

According to the requirements of the company's plan management method, the timeliness of monthly plan preparation is assessed, and the human resources department of the company is responsible for the supply every month.

See the Monthly Performance Appraisal Form of Professional Companies of Functional Departments for the above appraisal data of professional companies of functional departments (Annex 2).

(3) Assessment results and calculation of total performance pay

1, the appraisal result and calculation coefficient of the total performance pay of the department.

Performance performance interval corresponds to performance wage coefficient.

Score > 97 1. 1

93? Scores? 97 1

90? score

87? score

84? score

8 1? score

78? score

75? score

72? score

69? score

score

Level name 0. 6 0。 5 The corresponding performance score interval corresponds to the excellent performance wage coefficient.

okay

up to par

Need to be improved

Unqualified score > 95 85? Scores? 95 75? score

Measures for the administration of performance appraisal (II):

Article 1 Purpose of evaluation

In order to fully understand and evaluate employees' work performance, effectively follow up and standardize the implementation progress of the company and individual work, find outstanding talents, strengthen communication and encouragement, improve the overall work efficiency of the company, and thus bring powerful reference to the formulation and adjustment of the company's business strategy and 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, 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 Evaluation 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. The company may hold special assessments from time to time due to major work items or personality events.

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 assessment adopts methods such as grade assessment, target assessment, comparison, important events or synthesis, and is conducted according to daily work records, files, attendance, written reports of departments and employees, and major personality events.

Article 7 Evaluation data

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 three aspects: the performance of employees' personal functions, the potential of notification and the performance of professional ethics. See the Company's Post Performance Appraisal Scale for specific assessment items and weights.

2. The assessment of the company's grass-roots employees is based on personal actual work performance, including the performance of employees' personal post functions, reporting potential and professional ethics. See the Company's Post Performance Appraisal Scale for specific assessment items and weights.

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 materials. 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;

For those who perform well or poorly during the probation period, it is 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) Total assessment score? 90 points, excellent, actual performance salary of the month100%;

(2) 90 "total assessment score? 80 points, good, 80% of the actual performance salary of the month;

(3) 80 points "assessment total score? 60 points, qualified, 60% of the actual performance salary of the month;

(4) 60 points "assessment of the total score? 50 points, poor, unqualified, 40% of the actual performance salary of the month;

(5) "The total assessment score is 50 points, 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.