How to formulate the performance appraisal standard for technicians

Technical personnel performance appraisal steps:

A, technical personnel performance appraisal

1, formulate performance appraisal system

2. Select performance evaluation tools.

3. Improve work performance standards.

4. Advocate plan management.

5. Pay attention to supervision and inspection

Second, the quality evaluation of technical personnel

1, loyal to the enterprise

2. Ability to analyze and solve problems

3. Market awareness

4. Negotiation ability

5. Organizational ability

Three, technical personnel performance appraisal should be linked with rewards and punishments, promotion and appointment.

Details are as follows:

A, technical personnel performance appraisal

1, formulate performance appraisal system

The establishment of assessment system is the basis of performance assessment for technical personnel. The first step of technician performance appraisal is to establish and improve various appraisal systems, which should be based on the working process. To establish an effective assessment system, it is necessary to analyze the work content of each technical post, clarify the quality requirements of each technical post for technicians, and determine what performance factors are needed to complete the work. Then through the establishment of standardized, orderly, efficient and scientific rules and regulations, the actual work behavior of technicians can be best combined with the job specifications required by enterprises.

2. Select performance evaluation tools.

Technical personnel performance evaluation Some enterprises use the number of technical documents completed each month, some enterprises use the number of scientific research projects completed each year, and some enterprises even use the economic benefits created by technical personnel for enterprises in unit time as performance evaluation tools. Different enterprises should choose which tool to use to evaluate the performance of technicians according to their own characteristics, but there is a principle that the simpler the evaluation tool, the better.

3. Improve work performance standards.

In order to better mobilize the enthusiasm of technical personnel and improve the performance appraisal system of technical personnel, the qualitative investigation and quantitative assessment of technical personnel's ability and performance are combined to establish objective and clear performance standards. Quantitative assessment, speaking with data, try to avoid the shortcomings of too large qualitative components and vague evaluation.

4. Advocate plan management.

Planning management is the premise to ensure that the performance of technicians meets the enterprise goals. If the enterprise goal is A and the technical personnel direction is B, and A and B are not unified, even if the technical personnel have outstanding performance, they cannot be transformed into the productivity of the enterprise. Therefore, planning management takes the work objectives, work quantity and work progress under certain quality requirements as indicators, and transforms the work of technicians into something that can be measured with more accurate figures. Plan management is not a single plan, but a plan system and a plan network. It means that the work of each technician is consistent with the work of the whole enterprise, from long-term, medium-term to short-term, coordinating with various departments of the enterprise to every specific person. In this way, technicians have a goal in their work. As long as they follow the plan given to them by the enterprise, the task will be connected with the plan of the enterprise. In addition, the following three principles should be grasped in the planning and management of technical personnel's performance appraisal, namely, the principle of moderate strictness, the principle of complete completeness and the principle of full quantification.

5. Pay attention to supervision and inspection

Technical work is a systematic work, often because of one person's procrastination, the work of the whole system can't be completed on schedule, so the technical management department can't just give the technical personnel a work plan, but also pay attention to the supervision and inspection of the plan. And there must be some advance in the supervision and inspection of the plan. The advantage of this is that even if some technicians can't finish the task on time during the inspection, measures can be taken in advance to ensure that the overall task is completed on time.

Second, the quality evaluation of technical personnel

1, loyal to the enterprise

The positions of technicians, especially those in enterprises, have certain confidentiality requirements. If the loyalty of technicians is not enough, it is likely to reveal the technology of the enterprise and cause immeasurable losses to the enterprise.

2. Ability to analyze and solve problems

Different technicians can use different technical solutions to solve the same problem, but some technicians use simple methods to solve the problem reliably; Some technicians are not, which is closely related to their knowledge breadth, practical experience, ability to analyze and solve problems.

3. Market awareness

The development of enterprises depends on products, and the renewal of products depends on technology. By visiting users, technicians with strong market awareness can capture the market demand, grasp the information of the times and develop marketable products for enterprises, so the market awareness of technicians is intangible assets for enterprises.

4. Negotiation ability

No matter how high the technology is, if you don't have the ability to persuade users to buy products from enterprises or sign contracts beneficial to enterprises, you are not the best technician in modern society, so it is also very important to evaluate the negotiation ability of technicians.

5. Organizational ability

Enterprises require educated workers for employees and managers who know technology for cadres, and the technical team of enterprises is one of the main reserve forces of enterprise cadres, so it is also essential to assess the organizational ability of technical personnel from the aspects of planning, command, control and coordination.

Three, technical personnel performance appraisal should be linked with rewards and punishments, promotion and appointment.

The performance appraisal of technical personnel, like other personnel, should not just stay on paper, but should be linked to his immediate interests such as salary, rewards and punishments, promotion of professional titles, etc. Taking the assessment results as the economic lever, the monthly performance assessment is linked to the post salary of the current month, the annual performance assessment is linked to the year-end reward and salary adjustment, and the assessment results are included in the assessment files of technicians as an important basis for their promotion to professional titles, which makes it easier for technicians to find ways to improve their own quality and achieve the purpose of mobilizing their enthusiasm.