Annual performance evaluation of clerical work

Annual performance evaluation of clerical work

Annual Performance Appraisal of Paperwork 1 I. General Provisions

This system is specially formulated to standardize the company's inspection and assessment of employees.

Second, the purpose of the assessment

1. Build a talent team with high quality, high level, high cohesion and team spirit in Tongfang, and form a talent management mechanism with assessment as the core.

2. Evaluate the performance of employees in the past period of time in a timely and fair manner, affirm their achievements, find problems and prepare for the performance improvement of the next stage of work.

3. To provide personnel information and decision-making basis for the formulation of career development plan for middle-level management and technical staff of Tongfang Co., Ltd., the salary and treatment of employees (including the adjustment of employee shareholding weight) and related education and training.

4. Turn personnel assessment into a management process, form a two-way communication platform between employees and the company in the same place, and improve management efficiency.

Third, the evaluation principle

1, based on the company's operating performance indicators and related management indicators for employees, as well as the objective facts in employees' actual work;

2. Take the information, procedures and methods specified in the employee appraisal system as the operating criteria;

3, comprehensive, objective, fair, open and standardized assessment concept as the core.

Fourth, the applicable object

This system is mainly aimed at the functional personnel of the headquarters of Tongfang Company and the management professional and technical personnel above the vice president of the branch (the personnel below the vice president of the branch shall be assessed by the branch with reference to the form of the headquarters). Other personnel in the following circumstances are not within the scope of assessment:

1. Employees who have not become regular employees during the probation period.

2, continuous attendance for less than six months or leave before the exam suspended for more than six months.

3. Part-time and special personnel

Five, all kinds of assessment schedule

Evaluation Category Evaluation Time Audit Time Evaluation Final Time

June 1 mid-year assessment from June 5 to June 8 15.

The annual appraisal is 65438+ 10 month 15 to 20th, 65438+ 10 February 2 1 23rd, 65438+1October 25th.

Confirm that the assessment is carried out according to the company's recruitment and deployment system.

Promotion assessment shall be implemented according to the internal promotion system of the company.

Note: 1. Assessment time mainly refers to the time when supervisors and subordinates of various business departments and functional departments discuss performance, performance improvement plans and new performance targets together.

2. The personnel review time is mainly for the personnel decision-making committee to investigate and arbitrate the disputed assessment results and employee complaints.

3. The final assessment time is the time when the Human Resources Department summarizes the assessment results and puts forward new performance targets.

4. The annual assessment is the assessment of the annual performance of all (formal) employees, and the mid-year assessment is the assessment of those whose annual assessment scores are "to be improved" and "urgently needed to be improved".

Sixth, the assessment system.

Evaluation The direct supervisor will evaluate the subordinates, and the department head will re-evaluate. The human resources department has the functions of consultation, implementation supervision and complaint investigation. The personnel decision-making committee (composed of the company's president, executive vice president, relevant vice presidents, general manager of human resources department and heads of relevant departments) is the final arbitration institution for the employee appraisal policy of Tongfang Company. See the following table for specific permissions:

Summarize the preliminary evaluation of the appraisal object (after the employee's self-evaluation) for the department's audit.

Deputy general manager of the branch, general manager of related functions and vice president in charge of human resources department.

General Manager, Chief Engineer, Vice President of Human Resources Department of the Branch

General manager of the branch, human resources department, enterprise management department, finance department, competent vice president, relevant vice president and company president.

Functional vice president functional general manager competent vice president of human resources department

Summarize the preliminary evaluation of the appraisal object (after the employee's self-evaluation) for the department's audit.

Functional General Manager Employee Self-evaluation Executive Vice President of Human Resources Department

Assessment of the following personnel of the Deputy General Manager of the Branch

Deputy general manager in charge at the department manager level, general manager of personnel in the branch and general manager of related functions.

Department personnel are directly in charge of grading company personnel are indirectly in charge of examination and approval.

Technical personnel, technical supervisor rating, company personnel indirect supervisor approval.

Note: For the employees below the level of deputy general manager of the branch, the employees will conduct self-evaluation, and then the direct supervisor will conduct re-evaluation, and the employees' indirect supervisors (above two levels) will finally approve.

Seven, assessment criteria

Personnel assessment cannot use uniform standards to evaluate people in different positions, especially high-tech enterprises like Tongfang. The core idea of Tongfang design evaluation standard is hierarchical and classified evaluation, objectively evaluating the past and focusing on the future. The company divides employees into three grades according to their business responsibilities, and the human resources department of the headquarters specially designs assessment standards and scales for middle-level and above cadres of the company; Secondly, according to the characteristics of Tongfang High-tech Company, employees are divided into management and technical businesses, and the assessment standards and scales are specially designed.

The company's assessment criteria are mainly from three aspects: business performance, work attitude and employment potential. Employees in different departments have different assessment criteria weights, as follows:

Proportion chart of assessment weights for all kinds of employees:

Evaluate the project work category, management category, functional management category and technical category.

Performance appraisal accounts for about 70%, 50% and 40%.

The potential assessment accounts for about 15%30%30%.

Attitude evaluation accounts for about 15% and 30%.

Total score of employee assessment = performance score+potential score+attitude score.

Eight. Examination form

1. According to the nature of the work, the evaluation form is divided into three categories: business management and functional management, and each category is subdivided into supervisors and non-supervisors. The Human Resources Department will work with relevant departments to study and design a unified form. The Human Resources Department has a general scoring reference table for assessment indicators. Each department can adjust the assessment factors and scores according to the actual situation of the department, but it is not allowed to adjust the assessment structure and factor assignment without consulting the Human Resources Department.

2. The year-end assessment results are kept in the employee's personal files by the human resources department, and no one can consult them except the personnel decision-making committee and the general manager of each department.

Nine. Assessment and evaluation

1, evaluation result rating:

All kinds of assessment results are divided into five grades according to the total score of employee assessment, as follows:

The grade is excellent, excellent and medium, which is in urgent need of improvement.

The total assessment score is above 95, 85-95, 70-84, 50-69 and below 50.

2. Assessment grade proportion control:

In order to reduce the subjective and psychological errors of evaluation (halo effect, comparison effect, averaging, etc.). ), the assessment results shall be subject to the proportional control of the department (branch) after the ex-rights treatment. All departments and branches shall follow the following ratios when reporting the assessment results to the Human Resources Department:

Excellent number: no more than 5% of the total number of employees in the department (branch).

Outstanding personnel: no more than 15% of the total number of employees in the department (branch).

Medium number: accounting for 65% of the total number of employees in this department (branch).

Number of people to be promoted: about 10% of the total number of employees in this department (branch).

There is an urgent need to increase the number of employees: about 5% of the total number of employees in this department (branch).

Note: those who are listed as excellent or in urgent need of improvement in the assessment must also bring specific factual basis.

X. Evaluation procedure

General operating procedures for evaluation:

1. Employee self-evaluation: According to the "Evaluation Authority Table", the employee selects an appropriate evaluation scale for self-evaluation.

2. Re-evaluation by direct supervisor: The direct supervisor re-evaluates the performance of employees.

3. Indirect supervisor audit: the indirect supervisor (higher than the second level of the employee) evaluates the assessment results and finally confirms them.

Supplementary suggestions:

When there is a big gap between the direct supervisor's score and the employee's self-evaluation score, even across the file level:

1. The direct supervisor should let employees reevaluate themselves according to objective principles.

2. If the employee's self-evaluation score has not changed much again, the direct supervisor can re-evaluate it and explain the situation to the employee's indirect supervisor.

3. When there is a grade difference between the employee's self-evaluation score and the score of the direct supervisor, the recommending supervisor should interview the employee and fill in the "Performance Interview Form".

When the employee's final evaluation score is classified as "urgent need for improvement" or "excellent"

1. It is suggested that the employee's supervisor interview the employee and fill in the performance interview form.

2. When necessary, specific facts can be attached as supplementary materials for the evaluation results.

XI。 Complaint evaluation

1. Appraisal appeal is a special procedure designed to make the appraisal system more perfect and the appraisal process truly open, fair and reasonable.

2. After discussing the assessment data and results with the direct supervisor, if there is any objection, the subordinate can first lodge a complaint with the department head, who will coordinate; If the department heads still have objections after coordination, they can appeal to the personnel decision-making committee, and the HR Commissioner will investigate and coordinate.

3. When evaluating complaints, we must put forward specific factual basis.

Twelve, assessment and rewards and punishments

1. The company links the assessment results with the post allowance, and adjusts the post salary of employees according to the annual assessment results. The adjustment principle is as follows:

① Excellent employees: In principle, the post allowance will be increased by one level.

② Excellent employees: The post allowance will not be adjusted, and they can be promoted when the opportunity is right.

③ Middle-level employees: the post allowance will not be adjusted.

④ Employees to be promoted: The post allowance will not be adjusted, but it will be listed as the mid-year assessment object.

⑤ There is an urgent need to improve employees: the post allowance is reduced by one level and listed as the mid-year assessment object.

2. Handling of "to be improved" employees in annual assessment

(1) The post allowance will not be adjusted for the time being, and promotion will not be granted before the mid-year assessment.

(2) If the mid-year assessment is rated as "to be improved" again, the post allowance will be reduced by one level; If the grade is above "to be promoted", the post allowance will not be adjusted, and promotion can also be carried out according to normal procedures.

③ If the mid-year assessment is rated as "to be improved" and the second year assessment is rated as "to be improved urgently", the company will terminate the employment relationship with the employee.

3. Employees whose annual assessment is "in urgent need of improvement".

① The post allowance of this employee will be reduced by one level after the annual assessment.

② At the same time, if the labor contract between the company and the employee expires before the mid-year assessment, the company will not employ the employee after the expiration of the labor contract. During this period, the post allowance of employees will be reduced by one level accordingly.

(3) If the labor contract between the company and the employee has not expired during the mid-year assessment, and the employee is still rated as "to be improved" or "urgently needed to be improved" after the mid-year assessment, the company will terminate the labor relationship with the employee; Those who are rated as "medium" or above will continue to be employed by the company, but the post allowance will not be adjusted before the second annual assessment begins.

Thirteen. supplementary terms

1. The right to interpret this system belongs to the Human Resources Department.

2. The final decision, amendment and abolition of this system belong to the personnel decision-making committee.

3. The effective date of this system is 20xx 65438+1month 10.

Annual performance evaluation of clerical work. Purpose of evaluation

1, as the basis for promotion, dismissal and post adjustment, focusing on assessing potential, potential 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 evaluation principle

1. Assess the employees formally employed by the company. The assessment 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 the assessed in different ways, so that they can sincerely understand and allow them to complain or explain.

Iii. Evaluation data and methods

1, work task assessment (monthly).

2. Comprehensive potential assessment (assessed quarterly by the assessment team).

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. Evaluators and evaluation 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. Assessment indicators, employees' work plans, tasks, attendance and rewards and punishments in internal management regulations.

Verb (abbreviation of verb) feedback of evaluation 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.

Six, employee performance appraisal instructions

(1) Fill in the program

1. Before the 2nd day of each month, the employee shall prepare the work plan for that month, which shall be reviewed by the direct supervisor of the department and submitted to the Administration Department;

2. The Work Performance Appraisal Form shall be distributed by the Administration Department to the department on 28th of each month, filled in by myself, and submitted to the Administration Department before 2nd of the following month after being audited by the direct supervisor of the department;

3. Work plan writing is divided into five daily work categories, five stage work categories and other categories, and other categories are temporary tasks assigned by leaders;

4. The completion status of the work plan is divided into three levels: completed, in progress and not carried out (phased work). At the end of the month, I will score myself according to the actual options and score myself in the personal evaluation column;

5. For unimplemented and ongoing projects (phased work), please explain the reasons in the column of planned completion.

(2) Scoring instructions

1, the total score of the work performance appraisal form is 90 points, 8 points for each of the five daily tasks account for 40 points, 50 points for each of the five stage tasks 10, and 8 points for each of other categories. If the opinions and suggestions are adopted by the company, extra points will be given 10; Among them, personal rating, functional department rating and direct superior rating account for 30%, 30% and 40% of work performance appraisal scores respectively. (If the personal score exceeds 90 points, the personal score is invalid, and it will be calculated by subtracting 10 from the direct superior score; The score of functional departments is evaluated from two aspects: cost consciousness and professional norms. Assessed by Finance Department and Administration Department respectively. )

2. The comprehensive performance appraisal shall be conducted by the appraisal team once every quarter, and employees shall fill in the employee appraisal form and employee mutual evaluation form once every quarter, and the specific time shall be notified separately by the Administration Department; The employee appraisal form is filled in jointly by the assessed employee and the appraisal team, and the employee mutual evaluation form is filled in anonymously by the employee and put into the company ballot box; Among them, self-evaluation, employee mutual evaluation and evaluation group evaluation account for 30%, 30% and 40% respectively.

3. The quarterly performance appraisal score is the average score of 3 months, accounting for 60% of the quarterly performance appraisal score; The comprehensive performance appraisal score accounts for 40% of the quarterly performance appraisal score, and the quarterly final performance appraisal score is the sum of the two.

4. Scoring standard: 85 is excellent, 84-80 is good, 79-75 is qualified, 74-65 is average, and below 64 is unqualified.

(3) Quarterly performance pay data

Quarterly Performance Pay = Performance Appraisal Award+Performance Quarterly Award

(1) The performance appraisal award consists of three parts:

A. Assess the risk premium of 65438+ 00% of the employee's quarterly salary;

B, a quarter of the employee's salary in the first 13 month;

C, the company takes out a quarter of the post salary 65438+ 00% of the post as an incentive.

The quarterly appraisal of employees will pay full quarterly performance appraisal bonus to outstanding employees; Only items A and B will be issued if they pass the examination; There is no quarterly performance appraisal bonus for those who fail the examination.

(2) The quarterly performance bonus is paid by the general manager in the form of red envelopes at the end of the quarter according to the overall performance of employees in the company and referring to the assessment status of employees.

(4) Increase or decrease categories:

1, attendance score: 2 points will be deducted for personal leave of the month 1 day, and so on. During the quarter, personal leave will be deducted 1% performance pay for 3 days and 3% performance pay for 5 days;

2. Training score: 65438+ 0 point for training once, 2 points for absence from class once, and so on. During the quarterly absence training, 1% will be deducted from the performance salary twice and 3% will be deducted from the performance salary four times;

3. If the monthly work plan and performance appraisal table are not prepared on schedule, 1 point will be deducted for each day overdue, and so on.

4. Employees who pass the quarterly assessment are excellent in individual months in the quarter, and each time they are rated as excellent, their performance pay will increase by 2%, and so on; If an individual month fails to pass the assessment in the quarter, 4% of the performance salary will be deducted for each unqualified month, and so on.

5, reward and punishment score:

(1) In this quarter, 2% performance pay will be increased, 4% performance pay will be increased for meritorious service, and 6% performance pay will be increased for meritorious service;

(2) During the quarter, warning will reduce performance pay by 2%, demerit by 4% and demerit by 6%.

The first item of the third item in the annual performance appraisal of employees.

The purpose of this regulation is to implement personnel assessment in a long-term, stable, unified and standardized manner.

The purpose of this regulation is to find out and determine the principles and policies of talent development by evaluating the working ability and efforts of employees in a certain period of time, improve the original education and training work, and then promote the fairness and democracy of personnel management, improve work enthusiasm and drive productivity.

Article 2 The purpose of personnel evaluation

The evaluation results of personnel assessment will be used in the following aspects.

Education and training, self-development, rational allocation of personnel.

Promotion and salary increase.

Reward.

Article 3 Scope of application

These provisions are applicable to employees as stipulated in Article 3 of the Employment Rules. However, the following persons are excluded:

Part-time and special personnel.

Those who have been absent for less than 6 months continuously.

Leave for more than 6 months during the assessment period.

Article 4 Definitions of Terms

The definitions of special terms in these Provisions are as follows:

In order to achieve the purpose stipulated in article 1, personnel evaluation is based on objective facts, observing, analyzing, evaluating and organizing its procedures.

Performance appraisal is to observe, analyze and evaluate the common work situation and work completion of employees.

Attitude evaluation Observe, analyze and evaluate employees' working attitude at work.

Ability assessment observes, analyzes and evaluates employees' ability through work behavior.

The appraiser is the executor of the personnel appraisal work.

Candidates accept personnel appraisal.

The evaluation executing agency is responsible for personnel evaluation related affairs.

Evaluation plan and implementation

Article 5 Review and enforcement agencies

The human resources department is responsible for the planning and implementation of personnel evaluation.

Article 6 Training of Inspectors

In order to make the personnel assessment system conform to the reality, it is necessary to train the assessment personnel.

Conduct examiner training as required, make training plan and implement it.

Article 7 The examiner's principled position

In order to make the personnel assessment fair and reasonable, the examiner must abide by the following principles:

Evaluation must be based on specific facts observed in daily business work.

It is necessary to eliminate prejudices such as goodwill and sympathy for the assessed, eliminate all kinds of worries about inferiority, and make an evaluation on the basis of your own beliefs.

Don't evaluate the facts and behaviors outside the assessment period and work.

Examiners should guide and educate candidates according to their own evaluation conclusions.

Evaluation classification

Article 8 Personnel evaluation and classification

Personnel evaluation classifies the assessed personnel as follows.

Annual performance appraisal of clerical work 4. If the work requirements are not met, corresponding points will be deducted (100).

1. Attend

1) Input attendance documents in time to ensure their accuracy; (3 points/time)

2) Post the abnormal attendance of timekeepers last week every Monday. If the attendance of multiple employees at different stages is abnormal, another copy should be sent to the production foreman; Office staff notify by email; (3 points/time)

3) Post last week's working time every Wednesday (except the financial summary working time stage); (3 points/time)

2. Employee entry file entry and resignation management

1) The new employee file is accurately entered into the system on the same day, and the brand is properly handled; (2 points/time)

2) Keep the resignation form of the resigned employees when they have not gone through the formalities, and copy it for future reference; (2 points/time)

3) Handling employee resignation procedures: check that the IC card, factory label and employee manual of the employee are free from contamination, and sign the list of items to confirm the corresponding items. And guide employees to handle other formalities. (3 points/time)

3. Recruitment

1) All intermediaries keep in touch and timely convey the company's demand for recruitment positions; (3 points/time)

2) According to the manpower demand, do a good job of internal staff recommendation and mobilization as planned; (3 points/time)

2) Actively participate in recruitment, ensure that the personal target quantity is reached, and jointly ensure that the production manpower demand is met. (1 points/person)

4. Weekly and monthly statistics

1) Before 10 o'clock every Monday morning, make a "Statistical Table of xx Weeks" and send it to each department supervisor/manager and production clerk; (2 points/time)

2) Check the status of employees who have left, left by themselves and joined every day, and accurately send a copy to relevant personnel before Monday morning 10; (2 points/time)

3) Update the list of people who buy accident insurance every Monday (new employees must buy accident insurance that month), send it to the insurance company, and send a copy to the finance department.

Department head. (2 points/time)

4) At the beginning of each month (before 3rd), send an email to the manager of the production department and a copy to the head of the department. (2 points/time)

5) Make statistics on human resources analysis table, office overtime statistics table, employee annual leave statistics table, consumables statistics table and purchase list before 5th of each month, and send a copy to the department head; (2 points/sheet)

6) Check with the system (number of employees and working hours) according to the working hours check table and monthly salary working hours table provided by the Finance Department to ensure that the handwritten manuscript is consistent with the system data. (10 point/sheet)

5. Others

1) The procurement and statistics of office supplies, recruitment materials and first-aid drugs of the personnel department are put into storage, and the distributed items are registered and signed by recipients; (2 points/sheet)

2) Keep the seal of human resources well, and all departments need to check its use and require registration and signature when using it; (5 points/piece)

3) The writing and modification of departmental copy (recruitment brochure, employee induction training materials, personnel notice or other temporary arrangements); (5 points/piece)

4) Go to work on time to avoid being late. (2 points/time)

5) Enthusiasm and initiative to participate in the work of the department; (2 points/time)

6) Actively complete the work temporarily arranged by the superior; (5 points/piece)

6. Note: If acting as an agent for other posts, the assessment shall be made according to the post requirements.

Second, the bonus items

1. Positive attitude and constructive suggestions; Play an exemplary role; ( 1- 10)

2. Outstanding work and actively expand recruitment channels; Exceeding individual recruitment targets. (Expand channels/single 5 points; Recruitment 2 points/person)

Third, the main points:

If the attendance system fails to operate normally due to human negligence, resulting in data problems in the company's system, the performance of the month is zero.

IV. The above performance points can be implemented simultaneously with the Employee Handbook.

Examination rules for induction training/file management clerks:

A, work requirements, not up to standard corresponding points (100 points).

1. Entry formalities and handling

1) The new employee's induction procedures, file filling and certificate review shall be conducted in accordance with the Operator's Induction Operation Guide; (2 points/sheet)

2) If the relevant information is not submitted, urge the employees to pay it in time, and prepare all insurance information before 24th of each month; (2 points/sheet)

3) Check the comprehensiveness of factory material application, accommodation application written by employees, guarantee letter submitted by floating population, application for purchasing social security and overtime application; (Missing 10 point/sheet, 2 points/sheet with incomplete content)

4) Employees who apply to buy factory supplies need to issue receipts to employees. The detailed list of factory material expenses shall be counted at the end of the month and submitted after being audited by the supervisor.

Sign in the finance department. (2 points/person)

2. Induction training

1) Comprehensive training is in place according to the training materials, and the language is easy to understand and patient; After the training, issue the induction training papers to understand the employees' acceptance of the training content. After confirming the training effect, fill in the training record form and sign it by employees;

(5 points/time will be deducted if the key content training is not in place; 2 points will be deducted if the test paper is missing or the employee fails to sign it)

2) Staff dormitory and workshop arrangement after training: fill in the registration form of new staff dormitory, and the administrative department will arrange beds; Confirm the working hours of new employees with the head of the corresponding department. The operator needs to print the list to the production foreman. (2 points/time)

3) In the training process, employees need to be flexible when they mention something that is not covered in the training materials. And feedback the questions in time. (2 points/time)

3. Arrangement, signing and keeping of archives contracts

1) Every batch of employees who have finished training must check and sort out their employment files, and submit the information of employees who joined last week to the supervisor for review every Monday. Filing order: job application form, photos → examination paper (examination paper) → copy of ID card → copy of graduation certificate → copy of marriage and childbirth certificate/guarantee (residence permit) of floating population → physical examination form → various applications.

A the driver shall submit a copy of the driver's license and a letter of guarantee; B. The electrician shall submit a copy of the electrician certificate. (Incorrect or incomplete information 1 minute/place)

2) All personnel must sign the labor contract within one month, and the employees of the dispatching company need to sign another employment agreement of Jack Company, and seal it for the record. (2 points/sheet)

3) Storage standard of documents and contracts: put them in the file bag with employee's name and job number, and file them in the order of job number. The data of indirect production personnel and direct production personnel should be stored separately and marked; (2 points/sheet)

4) Clean up employee files at the end of each month and store them separately. (2 points/sheet)

5) Update the employee roster in time to ensure that the employee information is complete and accurate. According to the roster, immediately sort out the employee's household registration, education, age, on-the-job resignation analysis table. (2 points/sheet)

6) Update the detailed resumes (including work experience, graduate school and major) of office and on-site management personnel in time, and send an email to the supervisor after personnel changes. (3 points/sheet)

4. Recruitment

1) Collect the recruitment registration form for going out to set up stalls and count the number of applicants from all over the country. Send it to the supervisor every Monday; (2 points/time)

2) After the training of new employees, count the sources of their recruitment information (referring to the way employees get the recruitment information for the first time) and send it to the supervisor on Monday; (2 points/time)

3) Actively participate in recruitment, ensure that the personal target quantity is reached, and jointly ensure that the production manpower demand is met. (1 points/person)

5. Internal suggestion statistics and others

1) Make a good record of internal employee recommendation, count the details of employee recommendation fee last month at the beginning of each month, and submit it to the finance department after being audited by the supervisor; (1 points/person)

2) Contact the community neighborhood committee in time, organize employees to apply for residence permits, and follow up and issue them; (2 points/time)

3) Go to work on time to avoid being late. (2 points/time)

4) Enthusiasm and initiative to participate in the work of the department; (2 points/time)

5) Actively complete the work temporarily arranged by the superior. (5 points/piece)

6. Note: If acting as an agent for other posts, the assessment shall be made according to the post requirements.

Second, the bonus items

1. Positive attitude and constructive suggestions; Play an exemplary role; ( 1- 10)

2. Outstanding work, actively expanding recruitment channels and exceeding individual recruitment targets. (Expand channels/single 5 points; Recruitment 2 points/person)

Three. Emphasis: check the list of personnel whose labor contracts expire in time, and send the personnel details to the competent department one and a half months before the expiration of the contract. If the contract cannot be renewed in time due to the lack of statistics, the performance of the month will be zero.

IV. The above performance points can be implemented simultaneously with the Employee Handbook.

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