Employee performance evaluation plan

5 employee performance appraisal planning scheme

This scheme is concrete, thorough and operable from the aspects of purpose, requirements, ways, methods and progress. Below I bring you the employee performance appraisal planning scheme, I hope you like it!

Employee performance appraisal plan 1 1. appraisal purpose:

Standardize and improve employees' service awareness and level, improve employees' working ability and enthusiasm through assessment, and use economic leverage to continuously improve service quality, management level and economic benefits, so as to ensure the smooth completion of various work objectives set by the Head Office.

Second, the evaluation principle:

1, standardization and normalization of service behavior;

2. Step-by-step assessment and unified assessment;

3. Fairness, justice and openness.

Third, the evaluation object:

All staff of the property management office.

Fourth, the assessment rules:

1. Evaluator: Each project supervisor is the main evaluator; The quality assurance department and human resources department of the company are responsible for tracking, supervising and implementing the daily work of the evaluation project.

2. Assessment cycle: once a month.

3. Evaluation basis: the company's rules and regulations and the standard documents of each operation manual; Evaluate the completion of personal key work in the current month.

4. Evaluation content:

Labor discipline: whether there are late arrival, early leave, absenteeism, etc. , and abide by the company's rules and regulations;

Work situation: workload, work attitude, work performance, owner satisfaction;

Safety: whether there are accidents during work;

Execution: the completion of the company's planned tasks and the innovation and improvement in execution;

Etiquette image: whether manners are civilized, whether service terms are appropriate, and whether clothes are appropriate;

Finished product protection: whether the equipment is lost or defective, and the maintenance of public facilities;

Leadership decision-making: dealing with daily affairs and emergencies, commanding and dispatching the manpower, material resources and financial resources of the department, the overall combat effectiveness of the department, and the decision-making and adjustment of major activities of the department;

5. Inspection method: daily inspection by the supervisor, weekly spot check by the property supervisor, and spot check by the quality assurance department and other functional departments of the company.

Special note: If there is obstruction or fraud in the inspection process, the punishment will be doubled if the situation is confirmed to be true.

6. Evaluation procedure:

On the 25th of each month, the department heads shall summarize and report to the director for review and release;

The quality assurance department will record the inspection and photos, and other relevant functional departments will hand over the random inspection records to a special person for summary, and then report the scores to the Human Resources Department, which will finally summarize them.

Employee performance appraisal planning scheme 2

Staff assessment, individual months in the quarter are assessed as excellent, and each time they are rated as excellent, they will receive 2% performance pay, 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%.

First, the purpose of the assessment

1, as the basis for promotion, dismissal and post adjustment, focusing on the assessment 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 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 with the assessed in different ways, make them sincerely accept the evaluation results, and allow them to appeal or explain.

Third, the assessment content and methods

1, work task assessment (monthly).

2, comprehensive ability assessment (by the assessment team once every quarter).

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 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 projects that have not been implemented and are being implemented (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 daily work, 40 points for stage work, 50 points for 10, and 8 points for 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 the 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) the content of quarterly performance pay

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 10% of the annual salary 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 with reference to the assessment 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 have been assessed as qualified in this quarter.

Employee performance appraisal planning scheme 3

I. General principles

(1) Purpose

In order to standardize the management of front office work, improve the reception level of front office service and stimulate the enthusiasm of employees, this scheme is specially formulated.

(ii) Scope

This scheme is applicable to the assessment of employees in various positions at the front desk.

(3) principle

Combination of qualitative and quantitative, openness and fairness.

Second, the assessment content

This plan mainly investigates the service quality, operation standard, customer attitude and service consciousness of each post in the front office.

Third, the assessment indicators and scoring standards

Tool management: luggage carts, luggage storage sheets and other equipment and supplies are complete and in good condition, and placed in proper positions, and deducted every 1 time 1 minute during inspection.

Baggage picking and placing: the speed of picking and placing luggage is fast, the number of pieces counted is accurate, the handover procedures are clear, the temporary storage is neatly stacked, and the luggage is carefully transported, so that no liability accidents such as damage, loss and misplacement occur. Deduct 2 points for each 1 error.

Luggage storage: initiative and enthusiasm, clear number of pieces, accurate distribution and perfect procedures, and 2 points will be deducted for every/kloc-0 mistake.

Service attitude: warm, polite and thoughtful, and do not ask for tips from guests. Deduct 2 points for each guest complaint 1 time.

Service: Check-in reception formalities should not exceed 3 minutes, and the records should be accurate. 1 point will be deducted for every complaint or mistake made by the guest.

Housing allocation: be familiar with the information of room status and allocate rooms accurately. If there is an error of 1 time, 1 minute will be deducted.

Handling: Ask the guest for instructions in time for room change and room rate reduction, reply in time, record accurately and handle properly, and deduct 2 points for each mistake or guest complaint.

Service attitude: polite, warm and thoughtful, and 2 points will be deducted for each complaint.

Service: the call is connected quickly and accurately, without wrong connection, missed connection and wrong transfer. 0.5 points will be deducted for every 1 mistake or complaint made by the guest.

Answer the phone: the language is standardized and the prompt is timely. If there is no answer or the line is busy for a long time during the spot check, 0.5 points will be deducted for 1 time.

Accepting messages: accurately record the guest's name, room number and message content and convey them in time. 2 points will be deducted for 1 missed calls.

Wake-up service: accurately grasp the name, room number and wake-up time of the wake-up guest, and input it into the computer correctly. After the computer wakes up for 5 minutes, it will be confirmed manually, and 2 points will be deducted for each 1 missed call or guest complaint.

Service: service consciousness, enthusiasm, smiling service and accurate and appropriate language use, 2 points will be deducted for each 1 guest complaint.

Fax, printing, copying and other services: accurate and fast operation, to meet the requirements of guests. The error rate is 0, and 2 points will be deducted for each 1 error.

Reservation service: accurate, timely and in line with the requirements of the guests. For every 1 mistake and 1 guest complaint, 2 points will be deducted.

Work record: complete and accurate, without human error, and 1 minute will be deducted for every error.

Procedures: the checkout procedure is fast and accurate, and the luggage is taken and placed accurately. Every time an error occurs, 1 point will be deducted.

Say goodbye to the guests: take the initiative to say goodbye, welcome the guests to come again, and wish them a pleasant journey. Every time a guest complains, 2 points will be deducted.

Record: input the departure information into the computer quickly, adjust the reservation, room allocation and query information, inform the room center to clean up the room quickly, and provide quality service for continuing to welcome new guests, and deduct 2 points for every mistake 1 time.

Fourth, the implementation of evaluation.

1. The front desk manager shall formulate performance appraisal indicators and scoring standards for each position, and formulate a performance appraisal form.

2. Evaluate and grade employees according to their daily work records, work reports, guest evaluations and complaints.

3. Employees fill in the Employee Self-evaluation Form during the appraisal period as a reference for performance appraisal.

4. The assessment cycle of the front desk is divided into three types: monthly, quarterly and annual.

Application of verb (verb abbreviation) evaluation results

S, excellent, 90~ 100, with a salary increase of 3 grades or a promotion of 1 grade.

A, OK, 80~89 points, and the salary is increased by two grades.

B, ok, 70~79 points, salary increase 1 grade.

C, generally, 60~69 points, with the same salary.

D, poor, below 60 points, 5% salary reduction.

Employee performance appraisal planning scheme 4

I. General principles

(1) In order to realize the continuous improvement of hotel performance and the all-round development of employees, establish an effective performance appraisal mechanism, strengthen the cooperation ability among departments, and improve the hotel management mechanism, this scheme is specially formulated.

(2) This performance appraisal scheme is applicable to the performance appraisal of employees in all departments of this hotel.

Second, the purpose of the assessment

At present, performance appraisal has become a highly valued link in enterprise human resource management. The so-called performance appraisal is the evaluation of "performance" and "efficiency", and "performance" is the performance of employees. In hotel management, the important role of performance appraisal can be analyzed from three aspects: hotel strategic development, human resource management and operation management:

First of all, through performance appraisal and corresponding management, we can improve the core competitiveness of the hotel, realize the adjustment of the hotel management strategy, and ensure that the short-term goals of the hotel are linked with the long-term goals;

Secondly, it is a powerful tool to support human resource management, providing a way to understand employees as the basis for salary or bonus adjustment, reward and punishment, promotion or demotion;

Third, it is a necessary communication channel for business management. Performance appraisal brings all employees into management activities, which becomes a doorway for managers to better understand the hotel operation and organization, and is also one of the ways for employees to participate in hotel management.

It is hoped that through the implementation of the performance appraisal system, the comprehensive performance appraisal results of hotel employees can be used as the basis for monthly performance salary payment, annual award final payment and excellent department selection.

Third, the implementation time.

From _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

Iv. Evaluation object

Hotel staff

Verb (abbreviation of verb) evaluation method

1, assessment cycle

Each department conducts an assessment on employees once a month, and summarizes the assessment results of each department and submits them to the Human Resources Department on the 23rd to 25th of that month.

2, assessment methods and performance pay standards

Employees are assessed on related projects with reference to the assessment score table every month, and 20% of salary is extracted as the floating salary for performance appraisal according to the salary standard. The actual performance salary of the assessment result is the employee's monthly assessment score multiplied by the floating salary as the coefficient.

3, assessment relationship

The self-evaluation of the department manager shall be reviewed by the Human Resources Department, submitted to the General Manager for review and signed for confirmation.

Department heads, foremen and ordinary employees are directly assessed by department managers.

Evaluation of intransitive verbs

1, and the assessment results are used as the basis for selecting outstanding employees of the year;

2. The evaluation criteria are:

If the score of 90 is excellent, the employee will get a performance bonus 1: 1.2 (no more than10% of the total number of people in the department);

If the score is 89 -80, the employee will get 100% performance pay;

Pass 79 -70 points; Employees will receive 80% performance pay (no more than 65438+ 00% of the total number of departments);

If the score is lower than 80, the employee will get 50% performance pay (no more than 65438+ 00% of the total number of departments).

Those who fail to pass the examination for three consecutive months will be demoted, demoted, dismissed or not given a salary increase for half a year;

Those who pass the examination for three consecutive months will be given promotion and promotion awards.

3 assessment results as an effective basis for post adjustment (up and down) and salary adjustment;

4. The assessment results will be filed in the employee's personal files;

5. The assessment results will be used as the basis for the performance-based salary payment of employees.

Employee performance appraisal planning scheme 5

Chapter 1: store features

1. If signs such as signboards and light boxes in the store are damaged (falling off, slipping off or skewed) and are not repaired in time or reported to the superior in time, score 1 button 10 for each sign found.

2. There are sundries or rubbish in doors and windows, counters, walls, floors and shops; There are dead flies or excrement in the container; If there is obvious dust or pollution on counters and commodities, 5 points will be deducted for each item, and 10-20 points will be deducted for each item.

3. The clerk does not wear work clothes or is untidy, and his personal image and behavior are not standardized, and 20 points will be deducted each time.

4. In the workplace, laughing, holding a mobile phone, smoking snacks, chatting and reclining, 30 points will be deducted each time.

5. If you do personal affairs during office hours, you will be deducted 10 every time.

6. If the team atmosphere is poor and the turnover rate is high, 20-50 points will be deducted as appropriate.

Chapter II: Service Attitude

1, if you don't take the initiative to greet customers or superiors or colleagues, you will be deducted 10.

2. Those who are not full of emotions at work, are not enthusiastic about customers and do not use civilized language will be deducted 10 every time.

3. Those who are not active in work, or do not cooperate, or compete for customer resources, pay too much attention to personal interests, and their motives and behaviors are too obvious, 30 points will be deducted each time.

4. Arguing with customers, or causing customers' resentment and complaints due to subjective reasons, 200 points will be deducted each time; If the impact is great, or other losses are caused, other responsibilities shall be investigated.

5. If the varieties required by customers are not registered, answered, contacted or handled properly, 20 points will be deducted for each occurrence. Causing adverse effects, shall be investigated separately.

Chapter III: Management System

1. If the management system, documents, archives, materials and records are incomplete, 20 points will be deducted for each missing item.

2. If the spirit of instructions from superiors is not learned and conveyed in time, or is not put in place, or a supervision and inspection mechanism is not formed, 20 points will be deducted for each discovery. If other heavy losses are caused, other responsibilities shall be investigated.

3. Failing to comply with the enterprise management system, or enterprise code of conduct, or failing to perform job responsibilities, or disobeying team management, or arbitrarily confronting superiors, or insulting colleagues, or quarreling with others, 100 points will be deducted each time; Causing heavy losses and impacts, other responsibilities shall be investigated.

4. If you don't open the store on time, shorten the business hours at will, arrive late and leave early at will, or fail to complete various tasks on time, 20 points will be deducted each time; Those who delay working hours or cause heavy losses and impacts shall be investigated for other responsibilities.

5, do not abide by the leave system, casual absenteeism, 200 points a day.

6. Failure to carefully analyze and study the market and pay attention to the store's operating conditions leads to a continuous decline in the store's operating performance for no reason, and 50- 100 points will be deducted every month. If no suitable reason can be found, other responsibilities will be investigated.

7. If there are obvious hidden dangers of public security and fire fighting in the store and they are not stopped and rectified in time, 10 will be deducted each time; In case of major accidents, legal responsibility and economic responsibility shall be investigated respectively.

8. If the damaged water and electricity facilities in the store are not repaired in time, or the water and electricity are wasted at will, 50 points will be deducted each time; Causing significant economic losses, should be investigated for economic responsibility.

Chapter IV: GSP

1, if the procurement, sale and storage of drugs are not strictly in accordance with the GSP regulations, every time there are obvious violations, 1000 points will be deducted; In addition, the drug supervision department should investigate the responsibility for major problems in the inspection.

2, drugs and other commodities due to improper storage lead to mildew deterioration, expired or other reasons lead to the goods can not be sold, each variety of deduction 10 points, economic losses according to the membership price compensation.

3, drug display does not meet the requirements of GSP, other goods display does not meet the routine, 50 points for each category; Deduct 2 points for each product.

4. If the goods are not received, the goods are received less, the goods are missed, and there is no reason to return the goods, resulting in the shortage of goods in the store, which eventually leads to the loss of customers and the decline of business performance, 20 points will be deducted for each variety.

5. For varieties that have not been discovered recently, or are not displayed and sold in a centralized manner as required, 20 points will be deducted for each variety.

6. There are errors or cross-fights in loading Chinese medicines, live or dead insects in medicine drawers, mildew of medicines, errors in inspection or delivery, and 2 points will be deducted for each variety; Major mistakes, accidents and economic losses should be compensated and investigated.

Chapter V: Errors, Accidents and Complaints

1, revealing important secrets such as business model, sales status, purchase channels, commodity purchase price, variety structure, human resources, labor distribution, employee privacy, documents and materials without authorization, and deducting 100-500 points as appropriate; If heavy losses are caused or the circumstances are particularly bad and the impact is particularly serious, other responsibilities will be investigated.

2, do not comply with the workflow, resulting in errors and accidents, 50 points each time; If other losses and influences are caused, other responsibilities shall be investigated.

3. If the goods are lost, stolen or artificially damaged, 50 points will be deducted for each item, and double the membership price will be paid.

4. If the financial statements are not submitted in time, 50 points will be deducted each time; If the deposit is not collected in time or there is a big mistake, 20 points will be deducted each time; Causing economic losses, shall be investigated for compensation and other responsibilities.

5. The inventory is inaccurate, or the loss error rate exceeds 0. 3%, each time 100 points; 70% of the economic losses caused by the loss error exceeding part shall be compensated.

Chapter VI: Learning and Training

1, the mentality is not positive, the learning enthusiasm is not full, and the company is absent from class for more than 2 people (excluding 2 people), and each person will be deducted 10.

2, to participate in important training is not recorded, or business test scores below 60 points, 20 points each time.

3. If the store training plan is not implemented, or the lesson preparation is not serious, or the lecture content is not systematic and accurate, the score will be obviously deducted 10-50 for each inspection.

4, no learning records or incomplete records, 5 points each time; Choose 10, and 1 will deduct 2 points for each wrong question.