Hotel performance evaluation scheme

Hotel Performance Appraisal Scheme (1)

In order to further improve the construction of performance appraisal system, objectively and accurately evaluate the performance of various departments, give full play to the incentive role of performance appraisal in development, and maximize the enthusiasm and initiative of employees, the following appraisal methods are formulated according to the characteristics of this hotel.

First, the evaluation cycle.

The performance appraisal shall be conducted on a monthly basis, and shall be cashed in the next month.

Second, the general content of the assessment

Profit assessment and comprehensive indicators.

Third, profit assessment.

Paid-in profit index

Accomplish the internal profit index and improve the performance of operators to 1 times the basic salary; Cash the approved performance pay per employee.

If the paid-in internal profit index is exceeded, the basic salary of the operator will increase by 65,438+00% every time it exceeds 65,438+0%, which is limited to 50% of the basic salary. For employees, if the overpayment of profits is less than 5%, the performance salary will increase by10% for each overpayment; If the overpaid profit is above 5%, the overpaid part (that is, the overpaid part above 5%) will be increased by 20% of the overpaid amount.

If the internal profit index cannot be turned over, 5% of the operator's annual income will be deducted for every 1% owed, and the accumulated amount will be deducted to the base salary; 5% of the employee's performance pay will be deducted for every 1% owed, and the limit is 50% of the performance pay.

Accounts receivable index

Based on the control limit of accounts receivable issued by the oilfield, the operator increases (deducts) the base salary according to the proportion of accounts receivable at the end of the period, and the limit is 65438+ 05% of the base salary; For employees, performance pay is increased (deducted) according to the proportion of accounts receivable at the end of the period, and the limit is 15% of performance pay.

Economic added value index

When the EVA was greater than zero, the basic salary of operators and the performance salary of employees increased by 6%.

The annual EVA exceeds the previous year's level (△ EVA > 0), and the performance salary of operators increases by 2%.

If EVA is greater than the average level of petroleum engineering units in that year, the basic salary of operators and the performance salary of employees will increase by 2%.

Fourth, comprehensive evaluation.

It mainly includes spiritual civilization construction indicators and "three basics" work indicators ("three basics" refers to: grassroots construction; Basic work; Basic training) human resource management indicators, financial budget compliance indicators, internal control system implementation indicators, safety management indicators. The specific weights are as follows:

(1) Assessment weight of financial budget compliance indicators 10%( 10 score)

The compliance rate of the financial budget is not less than one percentage point, and the performance salary of the current month 10% is deducted.

(2) Basic work assessment weight 10%( 10 score)

To ensure that the objectives and tasks are conveyed accurately and timely according to the requirements of the hotel leadership, the employees of this department 100% know. If the objectives and tasks assigned by the leading group are not completed, or there are major mistakes in the implementation of hotel rules and regulations, which have a negative impact on the implementation of the work, corresponding points will be deducted according to the seriousness of the case.

(3) Work efficiency assessment weight 10%( 10 score)

Require employees to be proactive, complete tasks ahead of schedule and give appropriate rewards. If the work is inefficient, inactive or can only be completed at the urging of department leaders, points will be deducted according to the seriousness of the case.

(4) Equipment maintenance assessment weight 10%( 10 score)

If violations are found in the quality inspection of health, services, facilities and equipment maintenance, the corresponding scores shall be deducted according to the seriousness of the case.

(5) Assessment weight of basic training 10%( 10 score)

It is necessary to effectively and timely do a good job in the training of various departments, and the training effect should achieve excellent results. For those responsible persons of departments who have not been trained or whose training effect is not good, points will be deducted according to the seriousness of the case.

(6) The weight of departmental cooperation assessment is 10%( 10 score).

We should actively cooperate with the work of relevant departments and complete the corresponding work in time. For those who can't cooperate with other departments and shirk their work, corresponding points will be deducted according to the seriousness of the case.

(7) Employee stability assessment weight 10%( 10 score)

We should attach importance to the construction of staff, actively communicate with employees, and reasonably control the turnover rate of departmental employees. Departments with poor communication among employees, more complaints from employees and leapfrog reporting will be penalized according to the seriousness of the case.

Pay more attention to the construction of staff, be able to communicate with employees, and the turnover rate of employees in the department is basically normal.

(8) Assessment weight of code of conduct 10%( 10 score)

Deduct points for employees who violate company regulations according to the seriousness of the case.

(9) The weight of internal control evaluation is 10%( 10 score).

In the internal control inspection, the penalty deduction unit will be given a cancellation bonus, which will be linked to the employee's post. The superior internal control checks and deducts the personnel to be laid off.

(10) safety management assessment

Safety management assessment is a negative project. For departments and employees with safety problems, in addition to the corresponding disciplinary action, some evaluation qualifications will be cancelled, and economic losses and legal responsibilities will be investigated.

Five, the characteristics of each department assessment project

Government departments and auxiliary departments include: Party and Government Office, Human Resources Department, Finance and Assets Department, Business Management Department and Service Quality Supervision Department; Auxiliary departments include purchasing and supply department, security department, boiler room and laundry room. Such departments do not directly undertake internal profit indicators, but focus on comprehensive assessment items (accounting for 70% of the weight), and the profit assessment items are based on the comprehensive assessment scores at the higher level (accounting for 30% of the weight). Note: From 20 14, the engineering department was merged into the auxiliary department for management.

Production and operation departments include: Housekeeping Department, Catering Department I, Catering Department II, Catering Department III and External Relations Department. Based on the paid-in internal profit index assessment (accounting for 70% of the weight), supplemented by comprehensive assessment (accounting for 30% of the weight). Note: the travel agency is under the management of the production department from 20 14.

Complete the contract indicators in an all-round way and improve the performance of operators to 1.2 times the basic salary; Cash the approved performance pay per employee.

Based on the cost, the operator will increase the basic salary by 20% for every 0.5% increase, and the limit is 40% of the basic salary; 0.5% of each class will increase the performance pay by 20%, and the limit is 40% of the performance pay.

Achieve the internal profit target and increase the basic salary of operators and the performance salary of employees by 40%.

Other units, with funds as the base and surplus funds, will increase the base salary by 20% for each section of the operator 1%, with a limit of 40% of the base salary; 1% Increase the performance pay by 20% for each paragraph, and the limit is 40% of the performance pay.

For socialized service units, if the above quota is exceeded, the performance salary of employees will be increased by 65438+ 05% of overpayment (savings).

If the profit (fund) is in arrears (overspending), 5% of the operator's annual income will be deducted for each arrears (overspending) 1%, which will be deducted to the base salary; For employees, 5% performance pay is deducted according to each debt (excess) 1%, and the limit is 30% performance pay.

Sixth, the evaluation scoring method

The comprehensive evaluation score of the unit is equal to the sum of the evaluation scores of each functional department divided by the sum of the scores of the functional departments participating in the evaluation, namely:

Grade A: the assessment score is above 90 points (including 90 points);

Grade B: the assessment score reaches 80-90 points (including 80 points);

Grade C: The assessment score reaches 70-80 points (including 70 points).

Grade d: below 70 points.

When the year-end assessment results are Grade A, Grade B and Grade C, the employees (operators) of the unit will increase by 20%, 10% and 5% respectively. If the assessment result is Grade D, 5% performance salary (basic salary) will be deducted from the employees (operators) of this unit.

When the year-end appraisal results are Grade A, Grade B and Grade C, the performance pay will increase by 25%, 65%, 438+05% and 7% of the annual performance pay respectively; When the year-end appraisal result is Grade D, the performance salary of the employees of this unit will not be increased or deducted; When the year-end assessment result is Grade E, the performance salary will be deducted by 5% from the employee's annual performance salary.

Seven, management indicators

(1) Evaluation grade:

It is divided into three levels: supervisor, foreman and employee.

The contents of the supervisor's performance appraisal form include: job responsibilities, implementation of standardized workflow, customer complaints and comprehensive performance.

The contents of the team leader's performance appraisal form include: job responsibilities, implementation of standardized workflow, customer complaints and comprehensive performance.

The contents of the performance appraisal form for grass-roots employees include: job responsibilities, implementation of standardized workflow, customer complaints and comprehensive performance. 1, the performance bonus above supervisor level is mainly reflected in the floating salary of monthly performance appraisal, which is executed in the form of penalty sheet and evaluation form; The first file (excellent file) score is 90 points; The second gear (good gear) scored 75 points; Grade three (pass) score 60 points.

2. The performance bonus below the supervisor level (excluding the supervisor level) is mainly reflected in the floating salary of the monthly performance appraisal, which is executed in the form of a ticket; The first file (excellent file) score is 90 points; The second gear (good gear) scored 75 points; Grade three (pass) score 60 points.

3.65438+The cumulative performance appraisal in February is an annual cycle, and the appraisal cycle from 1 to the last day of the month is a whole month. Each department shall summarize the penalty sheet by post before Monday and Tuesday of each month 1 and report it to the personnel department for statistics.

4. The performance appraisal score of the leader class or above (including the leader class) is 100%, and the deduction will be summarized at the end of the month; The specific payment amount of performance bonus is summarized according to the remaining score of monthly performance appraisal results, reaching the corresponding gear score and receiving the corresponding performance bonus; Cancel the monthly performance bonus that is not up to standard; If the monthly performance appraisal score is negative, the negative score shall be deducted from the fixed salary according to the standard of 5 yuan 1.

5. The performance appraisal of grass-roots employees is based on the first file of performance bonus, and it is in the form of reverse deduction; The remaining scores at the end of the month are performance bonuses; If the month-end performance score is negative, the negative score will be deducted according to the standard of 5 yuan 1.

Eight, the evaluation authority

1. Managers who have the right to cancel employee performance bonus: general manager and manager of administrative personnel department;

2. Managers with the highest reward and punishment authority 100 points/person: general manager and personnel manager;

3. Managers with the highest reward and punishment authority of each department 100 points/person: financial manager and personnel manager;

4.30 points/person authority manager: department manager.

Note: Managers at all levels exercise their functions and powers in strict accordance with these regulations; If you exceed your authority, you can apply to your immediate superior for execution; If the manager of each department of the company is vacant, the general manager shall designate the manager at the next lower level of the department to temporarily exercise this power; Managers at all levels of trainee positions can directly exercise this right. The exercise of reward and punishment between managers at the same level must be signed by the manager at the next higher level for confirmation; Except for the manager of the administrative personnel department. Managers shall not evade the exercise of power by accumulating rewards and punishments.

Nine, reward and punishment rules

(1) Personal reward section

1, employees of each department who meet one of the following conditions will be rewarded with 2-20 points in the current month:

Administrative inspection has been praised many times; Customers give oral, written and telephone praise; Invention, creation, reform, put forward reasonable suggestions, improve the technical level and work efficiency, and make outstanding achievements; Those who love the store as their home, work actively and serve enthusiastically, and win glory for our store; Properly help the guests to deal with difficulties and be highly praised by the guests; Save significant economic losses for the company under special circumstances; Pick up the valuables or cash lost by the guests and give them to or return them to the owner; Reporting our store's interests or other illegal acts, which are verified: reporting our store's management violations to the company, which are verified;

(2) the department reward part

1, the excellent rate of annual summary performance appraisal reached 8 times, and the annual performance appraisal was added with 5 points;

2. If the excellent rate of annual summary performance appraisal reaches 10 times, you can be promoted directly without evaluation.

(3) Punishment part

1, monthly attendance summary, once absenteeism is recorded, the performance appraisal bonus of the month will be cancelled; If you fail to take sick leave according to the system and leave for more than three days (excluding three days), you will receive the performance bonus of the month at 50%; If the sick leave is not in accordance with the system and the personal leave exceeds seven days (including seven days), the performance bonus for the month will be cancelled. (Except for national statutory holidays or holidays stipulated by the system)

2. Annual summary attendance rate: absenteeism record; If the annual accumulated sick leave and personal leave exceed 20 days, the annual promotion assessment qualification will be cancelled.

3, customer praise reward, must be confirmed by the front office manager or manager of authenticity, reported to the administrative personnel department for review before giving rewards; If there is false customer praise and reward, 80% of the employee's post salary in the current month will be paid, and all floating salary and annual promotion assessment qualification in the current month will be cancelled.

4. Serious dereliction of duty occurred in this year, which caused economic losses and reputation impact to the enterprise 1 ,000 yuan or more (including 1 ,000 yuan); Cancel the annual promotion assessment qualification.

5. If the performance appraisal fails for two consecutive months, the employee will receive 80% of the post salary in the third month.

6. The unqualified rate of annual summary performance appraisal reached 6 times, and it was downgraded.

7. During the year, if a customer complains about the service quality or product quality to the Social Administration Department, which has caused reputation impact on the enterprise or caused economic losses exceeding 65,438+0,000 yuan (including 65,438+0,000 yuan), the manager's annual promotion assessment qualification will be cancelled.

X. Employee evaluation

1. The salary structure of employees with monthly salary system is divided into four parts: fixed part, performance appraisal, resignation appraisal and profit appraisal.

(1) The fixed part accounts for 60% (basic salary+post salary+enterprise subsidy 179 yuan).

(2) Performance appraisal accounts for 65,438+00% (according to the quarterly performance appraisal results of the superior supervisor)

(3) turnover assessment accounts for 5% (monthly assessment is based on the turnover completed by chain stores)

(4) Profit assessment accounts for 25% (monthly assessment is based on the profits completed by chain stores).

2. Monthly salary system

(1) The performance salary is implemented according to the post performance appraisal results (new employees are calculated at 100% this quarter).

(2) Salary evaluation after leaving the job

65,438+000% of the monthly budget turnover assessment salary.

The unfinished working capital of the budget shall be deducted according to the unfinished proportion.

For example, a store is expected to have a monthly turnover of 240,000, and if it exceeds 240,000, it will get 100%.

If 22 1000 yuan is completed, 22 1000/240000=92%.

You get 92% of your salary for the exit evaluation.

(3) Profit assessment salary (including loss reduction)

Income assessment salary 100% is the target of completing the budget profit of last month.

The unfinished budget shall be deducted according to the unfinished proportion.

50,000 yuan is 100%.

If 45,000 yuan is completed, 45,000 yuan/50,000 yuan =90%.

You get 90% of the profit assessment part.

3, the distribution of excess profits (including loss reduction)

A, accounting once every quarter, 50% of the excess profits will be returned to the store, and the distribution ratio will be calculated according to the following working hours:

B. If the budget and profit of the current year are completed, and the total annual wages of employees are saved (as a percentage of the budget), 70% of the savings will be distributed according to the above method.

C in April, July, June 10 and June 10 of the following year, the excess profit (including loss reduction) of the previous quarter will be assessed and distributed, and the rewards will be subject to the personnel registered on that day and will not be included in the distribution scope for any reason.

XI。 Relevant regulations and instructions

1. Each department shall submit various evaluation forms to the Human Resources Department before the 2nd of the following month.

2. Each department must disclose the assessment results to the assessed person every month and give feedback to the employees, highlight the existing problems and deficiencies, help analyze the reasons and formulate improvement measures.

3. Assessment appeal: If employees have any objection to the assessment results of the current month, they can appeal to the department; If both parties fail to reach an agreement on the explanation, employees can appeal to the Human Resources Department.

4 these measures shall be implemented as of the date of issuance, and the original performance appraisal measures shall be abolished at the same time.

5. The power of interpretation belongs to the Human Resources Department and shall be implemented as of the date of promulgation.

Hotel Performance Appraisal Scheme (2)

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, through performance appraisal and corresponding management, we can improve the core competitiveness of the hotel, adjust the hotel's business strategy, and link the short-term goals with the long-term goals of the hotel. 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 the hotel itself and its employees will be used as the basis for receiving monthly bonuses, selecting outstanding departments and issuing them at the end of the year.

Third, the evaluation principle

In order to give full play to the information feedback function of performance appraisal on the operation and management status of hotels at all stages and guide the work of various departments, performance appraisal should follow the following principles:

First, the principle of clarity and openness. Transparent and open evaluation contents, evaluation standards, scoring rules, evaluation procedures and evaluation results will form a correct orientation for all departments of the hotel and form a healthy competition mechanism within the hotel.

Second, the principle of objective evaluation. In the process of performance evaluation, the evaluator should make an objective evaluation of the evaluated person, truthfully fill in the relevant evaluation materials, and should not bring personal subjective factors and emotional color, so as to "speak with facts" and make an evaluation based on objective facts. Secondly, appraisers should compare with established evaluation standards, not between people.

Third, the principle of timely feedback of evaluation results. After the evaluation results come out, the evaluation results and comments must be fed back to the appraiser himself in time, otherwise it will not play an educational role in the evaluation of employees. While feeding back the evaluation results, we should also explain the comments to the appraisers, affirm the achievements and progress of employees, explain the shortcomings and provide the direction for future efforts.

Four. Evaluation content and standards

(1) Assessment time: 1. Monthly assessment: the current month is the deadline, and the specific assessment will be carried out from 25th to 30th of each month.

2. Annual assessment: February 20th 65438+February 25th every year.

(2) According to the accounting of the hotel management by the Finance Department, the performance bonus for the management department is set, and the logistics department draws the bonus according to a certain proportion.

(3) Employees and managers who have not become full members do not participate in the monthly performance appraisal.

(four) assessment content and standards:

1. Work attitude (4 points for each item, with a total score of 20 points)

A seldom arrives late, leaves early and is absent, and has a serious work attitude.

Never run away or get tired of work.

C language is agile and efficient.

Obey the instructions of superiors

Timely and accurately report to the superior.

2. Basic ability (3 points for each item, total score 15)

A is proficient in the work content and has the ability to handle affairs.

Grasp personal priorities.

C. Be good at planning the steps of work and make positive preparations.

D strictly abide by the principles of reporting, liaison and consultation.

E in the established

3 business level (4 points for each standard, with a total score of 20 points)

There are no mistakes in the work, and it is very fast.

Excellent ability to handle things, right?

C is diligent in sorting out, rectifying and checking his own work.

Do your job well.

E can complete new work independently and correctly.

4. Sense of responsibility (3 points for each item that meets the standard, total score 15)

Strong sense of responsibility, truly complete the delivery work.

B Even if it is a difficult job, as a member of the organization, I dare to face it.

Try to handle things carefully and avoid mistakes.

Predict the preventability of faults and put forward preventive countermeasures.

Do things calmly, don't get emotional.

5. Team spirit (3 points for each item, total score 15)

Cooperate with colleagues and work in harmony.

Attach importance to coordination with colleagues in other departments.

Willing to help colleagues at work

Actively participate in the activities organized by the company.

E has a sense of collective honor

6. Self-awareness (3 points for each item, total score 15)

A Review your own strength and learn new industry knowledge and vocational skills.

B. Look at yourself and the company's future from a broad perspective.

C does he listen to others' suggestions and opinions with an open mind and correct his own shortcomings?

D show enthusiasm and upward mental state, and don't pour out work dissatisfaction.

Even if it is extra work, sometimes I will think and make suggestions.

(V) Evaluation grade: The evaluation results are divided into four grades of ABCD.

Grade A monthly exam is above 85 points.

Grade B monthly assessment is above 75 points.

Grade C monthly assessment is above 65 points.

D monthly assessment is below 65 points.

Note: Annual assessment is divided into monthly assessment average score plus sum!

(6) Pay special attention to:

1. In order to encourage employees to serve the hotel for a long time, employees who have served in the hotel for more than one year will be given extra points in the annual assessment, with 10 for employees who have served for one year and 7 for employees who have served for two years. (This bonus will be added separately on the basis of the total score of employee assessment, not limited to the total score 100).

2. Employees' missed punching can be offset by asking for leave (it can't be offset by being late and leaving early), and taking leave is no longer enjoyed.

3. Employees who participated in various activities and won honors on behalf of the hotel in that year will be rewarded with 4 points. (This bonus will be added separately on the basis of the total score of employee assessment, not limited to the total score 100).

Verb (abbreviation for verb) evaluation procedure

(1) The Human Resources Department issues annual and monthly employee assessment notices according to the work plan.

(2) Each department shall set up an evaluation team (composed of the first person in charge of the department, the executive general manager and the general manager) to conduct various evaluations on the employees of this department.

(3) The department adopts the evaluation standard and quantifies the score according to the evaluation method.

(IV) Summary by the appraisee, and other relevant supervisors at all levels prepare appraisal opinions for lower-level employees.

(5) Summarize the assessment scores. The total score is between 1 and 100. Accordingly, ABCD is divided into four grades, and the assessment form must be accompanied by summary comments.

(6) The assessment results shall be reported to the Human Resources Department and stored in employee files.

(seven) after the evaluation, it is necessary to solicit the opinions of the evaluation object.

(VIII) Each department submits the results of employee performance appraisal to the Human Resources Management Department.

(9) The evaluation team members of each department shall organize the evaluation in strict accordance with the company's performance evaluation ability and standards.

Summary and analysis of performance appraisal of intransitive verbs

(a) the objective fairness and credibility of the analysis and evaluation results.

(2) Further check the accuracy of the evaluation results and publish the evaluation results to employees in time. ...

(3) Summarize the problems existing in the evaluation process, so as to improve the evaluation scheme before the next evaluation.

Seven. conclusion

The above performance appraisal scheme has been implemented since June, 2010. 1. I hope that all departments will carefully arrange the members of the evaluation team to organize the evaluation within the specified time, and hope that all employees will actively cooperate and participate in the evaluation work.

A company, a team, the development of the company needs to rely on the efforts of the team to forge ahead. I hope that employees of all departments will unite and cooperate, and at the same time promote the development of the company, they can also get all-round development. Finally, I wish our team unity and forge ahead and a bright future for our company!

Hotel Performance Evaluation Plan (3)

In order to improve the performance of each department, constantly improve the working ability of employees and achieve practical results in work, through the performance management of employees in actual work, every employee is clearly familiar with his responsibilities and work objectives, as well as the completion of his own work objectives by the department. Finally, the management requirements of the hotel will be realized, so that the hotel can achieve the best management state. The Administration & Personnel Department has formulated a monthly performance appraisal scheme based on the hotel's current situation. The specific operation methods are as follows:

First, the purpose of the assessment

Through performance management, the performance of the department and the working ability of employees can be improved, so that employees can perform their duties better and achieve the best working state, and the hotel can also achieve the best operating state.

Second, the implementation time.

It will be implemented as of.

Three. Appraisal object: all hotel staff.

Fourth, the evaluation method.

1. In order to implement performance management simply and effectively, the hotel conducts performance appraisal at three levels, namely, basic staff, basic management (foreman, supervisor) and management (department manager), and the appraisal ratio is 30% of the total salary.

2. The evaluation of employees' work and performance is the score coefficient respectively.

3. The administrative personnel department shall set a unified assessment score according to the performance results of different levels. In an assessment cycle, each employee's performance evaluation result will be his own score as the result of job assessment. The fractional coefficient consists of a fixed score 100 and a floating score of 20. When employees performed very well in that month, the highest score was 120.

4. The rewards and punishments of employees directly correspond to the changes of scores;

5. Every month, employees will first evaluate their work performance this month, and then the superior leader will make an evaluation. The assessment results of basic employees and basic management will be signed by the department manager and submitted to the Human Resources Department for review.

6. Due to the different tasks and characteristics of each department, in the assessment of work skills, work ability and work effect, each department is allowed to increase the work content index with departmental characteristics, but it must be reported to the administrative personnel department and approved by the general manager, and it shall not be changed at will.

7. The department manager's assessment consists of two parts: responsibility target assessment and management target assessment (see the department manager's performance appraisal form for details).

Verb (abbreviation for verb) Time and form of evaluation

Performance evaluation shall be conducted in writing by the management at all levels of the hotel before the th of each month.

Application of intransitive verb result

1, and the assessment results will be used as the basis for selecting outstanding monthly employees;

2. The evaluation criteria are:

120 is excellent, and employees will receive performance reward 1: 1.2 (not exceeding10% of the total number of departments); 119-100 Excellent; Employees will receive a performance bonus of 1: 1. 1 (not exceeding12% of the total number of departments);

If 99 points -90 points are good, employees will get 100% performance pay;

Pass 89 -80 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 70% 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.

Seven. additional