Detailed Rules for Performance Appraisal of Property Company

Detailed Rules for Performance Appraisal of Property Company

In order to improve the level of property management and fully mobilize the enthusiasm of employees, it is very important for property companies to formulate performance appraisal systems. Below, I have compiled the performance appraisal rules of the property management company for everyone. Welcome to read the reference!

Detailed Rules for Performance Appraisal of Property Management Company 1 This performance appraisal method is formulated to strengthen the internal management of property management company, objectively evaluate the working ability and work effect of all employees to perform their duties, and fully mobilize the enthusiasm of employees to perform their duties.

I. Evaluation principles

1, comprehensively evaluate employees' job performance through assessment, so that employees can understand the relationship between their job performance and income and gain the motivation to improve their work;

2. Adhere to the principles of fairness, justice and focusing on performance;

3, based on job responsibilities, adhere to the combination of up and down, left and right.

4. Combination of qualitative and quantitative evaluation.

Second, organize and lead.

The employee assessment working group is composed of some management directors, department managers and deputy managers, representatives of the Central Workers' Congress and party member, and formulates monthly (or quarterly) assessment methods for employees to guide all departments to do a good job in employee assessment. Each department is responsible for organizing the monthly (or quarterly) and annual assessment of employees.

Third, the evaluation object

All employees except department heads and department managers.

Fourth, the assessment content

1, monthly (or quarterly) assessment (70 points).

Conduct monthly (quarterly) assessment according to the post work assessment methods formulated by each department, and convert the scores.

2, the annual assessment of the department (30 points).

The department objectively evaluates employees' work from the following ten aspects: task completion and standardization, work efficiency, work initiative and obedience, work organization, workload undertaken, improvement of business skills and cost awareness, professionalism and responsibility, compliance with labor discipline, spirit of unity and cooperation, morality and words and deeds.

3, teachers and students complaints and punishment (deduction).

10 points will be deducted for each valid complaint, and 5 points will be deducted for each punishment; Commended by departments at all levels, add 2 points each time. Deduction and bonus points will not be repeated in the same event.

Five, the annual assessment time

Every year in the middle of January.

Evaluation procedure of intransitive verbs

1, monthly (or quarterly) assessment. The department conducts the assessment according to the monthly (or quarterly) assessment method of employees.

2. Employees conduct annual self-assessment. Fill in the Staff Work Appraisal Form of Zhejiang University of Technology or the Annual Staff Appraisal Form of Property Management Center (Institute).

3, department review, comprehensive score. Fill in the relevant contents in the Work Appraisal Form for Workers and Waiters of Zhejiang University of Technology or the Annual Employee Appraisal Form for Property Management Center of Rong Da Logistics Group.

4. Each department summarizes relevant data and reports it to the employee appraisal working group; Each department shall fill in the Annual Employee Appraisal Form of Property Management Center of Rong Da Logistics Group according to the opinions of the employee appraisal team;

5, each employee's assessment results submitted to the property management center office.

6, the department manager to personal feedback assessment opinions.

Seven, the assessment level

(1) Assessment grades: excellent, qualified, unqualified, regardless of assessment grades, and the excellent ratio does not exceed 10%. (two) in any of the following circumstances, the assessment is unqualified:

1, poor sense of responsibility, not qualified as a worker;

2. The service attitude is poor, and the client has complained more than three times and it has been verified;

3. In this year, the performance of the positions employed is poor, and the corresponding tasks cannot be completed as planned;

4. Being punished by Party discipline and political discipline for less than one year or still under observation;

5. Accumulated personal leave of 30 days and accumulated sick leave of more than 60 days throughout the year;

6. absenteeism;

7, due to various reasons, causing great losses to the department.

8. The total assessment score is below 60 points.

Eight. Reward and punishment of assessment results

1. If the staff of non-schools and institutions fail to pass the examination, the labor contract shall be terminated. If the staff of schools and institutions fail to pass the examination, it shall be handled according to the relevant regulations of the school. 2, the assessment results and the selection of advanced, professional and technical positions, technical level of workers, salary promotion and post appointment.

Nine, the measures shall be implemented as of the date of promulgation, and the property management center office shall be responsible for the interpretation.

Attachment: 1 Annual Appraisal Form for Employees of Property Management Center ()

2. Annual Appraisal Form for Employees of Property Management Center ()

Attachment: Annual Appraisal Form for Employees of Property Management Center ()

Detailed Rules for Performance Appraisal of Property Companies Chapter II Principles of Reward and Punishment: Reward the excellent and punish the poor, reward the diligent and punish the lazy, encourage the enterprising and spur the backward.

I. Rewards:

Reward is the embodiment of achievement, enterprising motivation and incentive measures. The company pursues the principle of rewarding the superior and punishing the inferior, and encourages employees to be diligent and dedicated. Team Award: At the end of each year, the management, service, discipline, task completion, business level, cooperation and communication within the department and with other departments will be assessed, and the team that fully meets the standards will win the best team award.

Reward method: circulate a notice of praise and award bonuses.

1. Excellent Manager Award: According to the company's auditing standards for managers at all levels and referring to the performance appraisal results, outstanding managers will be awarded at the end of the year.

Reward method: circulate a notice of praise and award bonuses.

2. Outstanding employee award: according to the accumulation of work performance of employees in each position,

Reward method: circulate a notice of praise and award bonuses.

3. Reward for reporting: Any employee of the company has the right and obligation to report serious dereliction of duty, corruption, theft, graft, disclosure of company secrets, violation of laws and regulations, etc. General manager of the company, and reward the effective report after verification. Reward method: In order to protect the rights and interests of informants, this award is not publicly awarded, and the general manager or the authorized personnel of the general manager will award a certain amount of bonus to the winners.

4. Special contribution award: those who defend the company's property and personal safety and are loyal to their duties; The development of new projects has a detailed implementation plan, which has achieved remarkable benefits after implementation; The general manager will award a special contribution award to those who solve and eliminate major social problems and avoid and stop adverse social impacts for the company.

Reward method: circulate a notice of commendation and award a certain amount of' bonus'.

Second, the punishment:

Punishment is the education of employees who make mistakes. The company adheres to the principle of finding out what is wrong, and implements the method of parallel deduction and fine, that is, each deduction 1 point is fined at the same time, (1 points 10 yuan).

1. Deduct 1-4 points and the corresponding fines for the following violations:

Working in gfd is not complete, and dressing affects the company image.

Spitting, littering cigarette butts, scraps of paper or other sundries.

Someone who makes a loud noise or tells people what to do in front of the company or customers.

Someone who makes long-term personal calls.

Engaging in recreational activities during working hours without permission.

The packaging of warehouse goods, personal belongings, office desktop documents and office supplies is chaotic.

Wear slippers to work

Do not wear a seat belt or do not wear a seat belt when working at height.

After the air conditioner was installed, it was not cleaned well, but the hole in the wall was repaired.

2, in violation of one of the following acts deducted 5-9 points and the corresponding fine.

People who do private things and sleep during work hours.

Failing to assist in a job that is not my job but beneficial to the company.

Those who do not obey the reasonable instructions or work assignments of the competent leaders.

Those who are rude to customers and colleagues.

Those who stir up trouble, sow discord and undermine the unity of the team and colleagues.

Customer complaints caused by service attitude problems

3. One-time deduction of 10- 19 points for the following acts means corresponding fines.

Those who refuse to sign for approval will be given feedback at all levels after investigation.

Any form of gambling in the company (except recreational group activities organized by the company)

An alcoholic at work.

Accept or ask for kickbacks or gifts without permission.

Those who have a bad work attitude and insult others.

Leak company secrets through negligence.

Unauthorized use of company office equipment and vehicles in violation of regulations.

Those who know nothing and hide serious violations of discipline from others.

4. The following acts will be fined 20 points at one time and deleted from the list. Those who violate national laws and regulations will be handed over to judicial organs for handling: fighting in the workplace, causing serious casualties.

Failing to properly solve customer complaints in time, resulting in intensified contradictions or other serious consequences.

Deliberate destruction of company property

Being detained, reeducated through labor or sentenced in violation of national laws and regulations.

Deliberately divulging company secrets

Serious dereliction of duty has caused great economic losses to the company.

Theft, corruption or taking advantage of his position to engage in malpractices for personal gain.

Spreading statements that are unfavorable to the company, or engaging in acts that damage the company's image and interests.

5. After research, the punished employees can be given detention for observation and punishment according to their performance.

6. Under the following circumstances, the employee shall compensate the company for its losses.

If an employee damages the company's articles, he/she shall compensate the losses according to the seriousness of the case, and those who intentionally damage them shall be compensated twice, and those who unintentionally damage them shall be compensated appropriately according to the specific circumstances.

Employees who cause property losses to the company will be compensated according to a certain proportion.

Other losses caused to the company shall be compensated according to the circumstances.

7, the implementation of punishment

Employees can report violations directly to the general manager or the administrative department;

The department manager shall supervise and manage the above-mentioned faults, make a decision on handling violations, and punish them after verification by the administrative department; The general manager and the administrative department can directly punish the violator, and at the same time punish the direct supervisor and department manager of the punished employee according to poor management, which is the same as the punished employee. Supervisors and department managers who shield or forgive employees who have been punished should be given double punishment.

8. Payment of disciplinary fines:

The department manager should urge employees to pay disciplinary fines to the department according to the amount of punishment and the prescribed time limit;

The fine must be paid within 5 days after the ticket is issued, and the fine will be doubled if it is not paid within the time limit;

Those who refuse to pay the fine will be removed from the list;

9. Employee complaints

Employees who think that the company has punished improperly or negligently can prepare the corresponding complaint materials and lodge a complaint with the general manager within three working days from the date of receiving the penalty notice. During the period when the general manager accepts the complaint, the employee may suspend the performance of the punishment.

Employee reward and punishment system

I. Rewards

Employees who have the following outstanding performance will be rewarded according to different deeds. Awards are divided into praise, commendation, meritorious service, awarding individual or collective honorary titles, promotion and giving material rewards.

1. Contributing to the improvement of management and service quality;

2. Those who have achieved excellent results in service work (production);

3 strict expenditure, care for public property, and remarkable achievements in cost saving;

4. Good service attitude, winning glory for the company;

5. Find the signs of accidents and take accurate measures in time to avoid accidents;

6. In order to protect the property of the state and the company and the safety of people's lives, those who are courageous;

The year-end bonus is 5% of the total annual salary (only if there are penalties and customer complaints in the current month).

2. Financial attendance system

1 Being late or leaving early for work and regular meetings 1 5 minutes, the deduction will be made according to 5 yuan.

2 Be late for work and regular meetings or leave early for 5 minutes 10 minutes 10 yuan.

3. 20 yuan will be deducted for being late for work and regular meetings or leaving early for more than 10 minutes.

4 absenteeism without reason and regular meeting will deduct two days' basic salary.

If Man Qin is in one year, the company will give 50 yuan a reward.

Anyone who commits one of the following faults shall be dismissed or expelled and fined at the same time. Those who break the law will be investigated for legal responsibility.

(1) Corruption, theft, gambling and corruption;

(2) serious dereliction of duty, violation of operating rules, resulting in serious consequences;

(3) Malicious destruction of public property or members' articles;

(4) Moral corruption, engaging in relationships between men and women, etc.

(5) Those who frequently violate the company's regulations and refuse to mend their ways;

(6) Poor service attitude and quarreling with customers;

(7) Unreasonable, seriously affecting the company and social order;

(8) Violation of national laws is subject to criminal sanctions.

Excellent employee selection system

1. Select outstanding employees once a month, and employees who meet all the following conditions can participate:

(1) Civilized manners: friendly words, generous manners, full of energy, and neat clothes.

(2) Love and dedication: I love my job, work hard, have a strong sense of responsibility, warm and thoughtful service, work in place, complete the task well, work diligently, and have a cooperative spirit regardless of time reward. For the benefit of the collective, even at the expense of personal interests. Take good care of the company's property and have a strong sense of saving.

(3) Abide by rules and regulations: Abide by company rules and regulations (no leave, late arrival, early leave, absenteeism, etc.). ), and there is no record of dereliction of duty or mistakes.

(4) Unity and friendship: respect leaders and care for colleagues (don't say things that are not conducive to unity and friendship behind your face).

5) There is a good team organization, in which employees can learn from each other, support their work, and often carry out team activities that are entertaining and entertaining, and employees have a good mental outlook.

(Employee Complaints)

Employees can complain to the general manager orally or in writing whether they have disputes with colleagues and leaders, are dissatisfied with managers at all levels of the company, or are dissatisfied with work arrangements, but they must abide by the following terms:

1. No perjury;

2. Don't spread dissatisfaction publicly or privately.

3. Never refuse to start work until the matter is investigated and solved.

4. Don't be opinionated, argue irrationally and disobey arbitration.

Chapter III Detailed Rules for Performance Appraisal of Property Management Company: This regulation is formulated in order to fully mobilize the enthusiasm and creativity of employees, enhance their sense of ownership and maintain normal working order.

Awards:

A, complete the annual task and issued indicators, the year-end named advanced individuals by the group company for unified recognition.

Two, paid services within the scope of income, according to a certain proportion of the actual income to individuals.

1, the behavior of stealing water and electricity was found and punished, and the fine part was extracted by 10%.

2. Employees who bring economic benefits to the company due to inventions, technological innovations or rationalization suggestions at work participate in the "Double Top Ten" selection activities of the group company to offer suggestions and do good deeds. And choose rewards according to company documents.

Fines:

3. If you are late for work or leave early, you will be punished within 10 minutes 10 yuan, and 20 yuan will be punished if you exceed 10 minutes; Those who exceed 30 minutes shall be treated as absenteeism (more than 30 minutes and half a day, one day after 1 hour).

Four, absenteeism for half a day, deduct my salary for one day, and deduct my salary for two days a day; Absence from work for more than one day will automatically terminate the labor contract with the company.

Five, work time slacking, surfing the Internet, playing poker, playing chess or doing private things found a punishment 20 yuan.

Six, without justifiable reasons, do not obey the distribution and arrangement, according to absenteeism.

Seven, fighting, rioting, affecting the work and the impact, in addition to depending on the seriousness of the transfer of the relevant departments to deal with, the unit will be given certain penalties and economic penalties according to the circumstances, because of the violation of the criminal law was criminally detained according to law, according to the termination of the labor contract.

Eight, the use of work to abuse power for personal gain, accept the benefits of users (including drinking water, smoking, eating, etc.). ), once found, in addition to return or compensation, the party 200 yuan, found a punishment once, if the circumstances are serious, double the punishment.

Nine, in addition to the needs of work, it is forbidden to drink alcohol at noon, and it is not allowed to affect temporary work arrangements or residents' service requirements because of drinking alcohol in spare time. If it is found that 50 yuan is punished once, the losses caused to the residents (within the service scope of this property) shall be compensated by the parties concerned.

X. In case of fraud in the process of water and electricity inspection and charging, the party concerned shall be fined 100 yuan in addition to re-correction or confiscation.

1 1. The service requirements put forward by residents shall not be shirked or ignored. If a resident discovers or reports, 50 yuan will be punished once by reporting to the company; if a resident reports or reports to other management departments outside the company once, 200 yuan will be punished once. (Unless there is a justifiable reason)

Twelve, strict leave system, leave people don't write leave report in accordance with the provisions, as absenteeism.

Thirteen, strict attendance and make records, make a daily exam diary, report to the company manager the next month 1, review and sign for the record and prepare the payroll for this month. If the attendance record is found to be inconsistent with the actual attendance, 30 yuan, the person in charge, will be deducted/time.

Fourteen, the work should have a sense of responsibility, and all kinds of accidents and losses caused by dereliction of duty within the jurisdiction should be compensated according to the actual loss expenses.

15. Various punishments for employees shall be studied by the manager's office meeting and implemented after the approval of the group company.

Chapter IV Detailed Rules for Performance Appraisal of Property Management Company This performance appraisal method is specially formulated in order to arouse the work enthusiasm of the project leaders of the company, stimulate their work enthusiasm, improve their work performance, enhance the competitiveness of the company and ensure the smooth realization of the predetermined objectives of the company's project management.

First, the evaluation object

All management managers and deputy managers of the company who undertake the project tasks.

Second, the assessment content and methods

(1) Assessment time: once a year.

(2) Assessment wage standard: the total amount of wages payable in each year is used as the performance assessment wage, and the proportion and specific amount of performance pay are determined according to the performance assessment results of that year.

(3) Assessment content: the work completion of the management office manager in that year and the comprehensive evaluation performance of the managed projects.

(4) Assessment method: Two-level assessment is implemented.

1. Opinions of the general manager and the competent general manager;

2, the company's functional departments regular project inspection review opinions;

Third, the assessment results and rewards and punishments

(a), the assessment results

The assessment results are determined by the scores, and finally converted into four grades: A, B, C and D, which are comprehensively evaluated by the company leaders. The corresponding scores and basic standards for each grade are as follows:

Grade A: overfulfilled the tasks of the year, with outstanding comprehensive performance and excellent work performance;

Grade B: Complete the tasks of the year in an all-round way, with good comprehensive performance and good work performance;

Grade C: basically completed the tasks of the year, with qualified comprehensive performance, average work performance and occasional work mistakes;

Grade D: failed to complete the tasks of the year, with average comprehensive performance, poor work performance or major work mistakes.

2. Reward and punishment measures

When the annual assessment results are directly linked to the annual performance salary of the management office manager:

(1) The assessment result is Grade A: performance pay is paid by%.

(2) The assessment result is Grade B: the performance salary is paid by%.

(3) The assessment result is Grade C: the performance salary is paid by%.

(4) The assessment result is Grade D: performance pay will not be paid.

In the process of assessment, if the annual assessment level is D, stay in the original post to check; Those who have accumulated twice are demoted or transferred to probation employees; If it reaches three times in total, it shall be dismissed or dismissed. If the annual C-level assessment results have reached or exceeded three times, the company will arrange another rank position according to its actual work situation.

In addition, the results of the annual performance appraisal of the management office manager will serve as a direct reference for the year-end appraisal and evaluation.

(2) Assessment of Management Office Manager

1, evaluation criteria

The evaluation criteria are mainly composed of the following aspects:

Work completion (60%), site management (30%), internal management (10%),

2. Evaluation method

The assessment takes the form of external investigation, functional department inspection and leadership assessment, which is subject to the final assessment of the company's leaders.

3, assessment results and rewards and punishments

At the end of the year, the company will select outstanding managers according to the overall performance of each management office manager throughout the year, and give appropriate rewards according to the company's current benefits. If the year-end assessment is not good, the company will give salary reduction, demotion or dismissal according to the actual situation.

Fourth, the examination and implementation procedures

(1) Plan formulation and return:

1. annual work plan: the manager of the management office formulates the annual work summary plan of the management office every year, and submits it to the company leaders for review and then implements it as planned.

2. The tasks required by the company;

3. Necessary communication should be carried out at all stages of planning.

(II) Normal implementation of the standard operation of the company's daily business:

1, the management manager supervises the management department to operate according to the company's business processes and standards;

2. Perform the function of downward management;

(3) Understand the satisfaction of business units;

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