On the performance appraisal scheme of hotel employees

Performance appraisal is to measure the efficiency of employees' work, and it can also reflect the scale structure of a company! The following is the "Performance Appraisal Scheme for Hotel Employees" compiled by me for your reference only. Welcome to read it. About hotel staff performance appraisal scheme 1

In order to strengthen xxx catering management, comprehensively improve the management quality and service quality of xxx catering company, reward the superior and punish the inferior, establish a scientific, systematic and efficient management system of the company, and improve the economic benefits of xx company, these measures are formulated.

1. Organization of the appraisal scheme

1. The company sets up an employee appraisal leading group

Team leader: xxx

Appraisal members: xxx

2. The appraisal is divided into three levels

(1) Internal appraisal of the department; (2) The company organizes a special person for assessment; (3) Company leaders conduct spot checks.

II. Principles of employee appraisal scheme

1. All-round principle: refers to all-round appraisal of all aspects of employees' work. It mainly includes: the gfd of all employees, personal and public hygiene, work quality, the completion of work tasks and work objectives, the implementation of work discipline, the unity and cooperation of employees and obedience to commands, and spiritual civilization.

2. All-staff assessment: it refers to the personnel in all positions, leaders at all levels and departments of the company.

3. Whole process assessment: refers to the assessment of all aspects of the company's work. Including: accounting, warehouse storage, ushering in guests, pre-meal preparation, in-meal service, after-meal closing, checkout, bill payment, seeing off guests and so on.

4. continuous and systematic assessment: refers to the continuous assessment of personnel in various departments and positions on a daily, monthly, quarterly and annual basis.

5. scientific and systematic assessment: the assessment plan will set work standards, scientifically determine work tasks and objectives, quantify various work tasks, scientifically formulate various work standards, and conduct scientific and systematic assessment.

6. The principle of combining assessment with the work and effect of post personnel: all assessment indicators and assessment basis are set in full accordance with the work contents and achievements of post personnel.

7. The principle of combining assessment with post personnel's salary: that is to say, the assessment results are combined with each person's work quality and contribution. The payment of employees' remuneration is based on everyone's assessment results.

8. principle of fairness and justice: the company formulates uniform working standards, and different people in the same position are suitable for the same standard, and establishes a fair and just assessment system.

9. Principle of combining assessment with promotion: In the future, the company's personal salary and job promotion will be based on the assessment results.

1. principle of full participation: employees will be invited to participate in the assessment to ensure the transparency, openness and fairness of the assessment.

III. Assessment Basis

The assessment basis of the company's assessment plan is the employee handbook, the job descriptions (or job descriptions) of each position, the work tasks and objectives of each department and position issued by the company.

IV. Assessment time

Daily assessment, monthly, quarterly and annual statistical summary, and monthly, quarterly and annual rewards and punishments will be honored.

V. Implementation of assessment

1. Assessment of employees

(1) The supervisor shall check and assess the work standards and processes of waiters according to the job description of waiters every day, and fill in the performance assessment statistics table of waiters in time after checking and assessing twice a day, and make comments the next day.

(2) The assessment of waiters includes: work objectives and tasks, grooming, appearance, manners, work discipline, work quality (implementation of service procedures and service specifications), personal and service area hygiene, service quality (evaluation of service guests' opinions), unity, cooperation and obedience, and spiritual civilization.

(3) The customer service comment card is implemented by the company's full-time appraisers.

(4) The company organizes comprehensive quality inspection and assessment for all departments twice a week.

(5) The company leaders check the personnel of all departments at any time.

2. Appraisal of company leaders

The full-time appraisers and company leaders are the heads of all departments, who bear their appraisal results and corresponding responsibilities.

(1) The daily assessment of the company's supervisors and chefs is that the company's supervisors and general managers count 2% of the total rewards and punishments for their subordinate staff, and reward and punish them.

(2) The reward and punishment of full-time auditors in the company is to calculate the work score based on 1% of the total score of all employees inspected and rewarded by the general manager of the company, and to reward and punish them.

3. Assessment form

The company makes monthly assessment statistics of xx staff, which are assessed, scored and counted by department heads and full-time assessment personnel of the company every day, and summarized monthly, quarterly and annually.

4. Calculation of employee score

The employee score is the sum of the daily evaluation score of each person by the head of the department, the score of the full-time appraiser of the company and the score of the random inspection by the manager of the company.

5. Assessment of various departments of xx Company

xx Company conducts assessment of various departments on a regular basis every month. The assessment method is to average the score results of employees' assessment, and the department with the highest average score is the advanced unit of XX. Awarded the red flag to the advanced unit of this department, and gave corresponding material rewards to the employees of this department.

6, assessment criteria

(1)xx company employee handbook;

(2) job descriptions or job responsibilities of XX Company;

(3) hygiene rules and grading standards of XX Company;

(4) rewards and punishments regulations of XX Company.

VI. Application of assessment results

1. The assessment of the company is based on the working standards of each post, and is conducted in the form of adding and subtracting scores, with a score of 1 1 yuan, which is counted in the salary of the month at the end of the month and cashed with the salary of the month.

in addition, other forms of rewards and punishments will be cashed with the salary in the current month in the form of a reward and punishment form.

2. Make statistics on everyone's score results every month, quarter and year, set the number of advanced employees in this department according to 1% of the employees in this department every month, quarter and year, and determine the candidates for advanced employees in turn according to the scores of employees in each month, quarter and year.

bonus for advanced employees: monthly 3 yuan/person, quarterly 5 yuan/person and annual 1 yuan/person.

3. Get a salary increase of one level for advanced employees for four consecutive months: 5 yuan.

4. The last one in the monthly assessment will be given a warning, and the last one will be dismissed for two consecutive months.

5. Employees of various departments in XX are divided into five levels, namely: one-star employees, two-star employees, three-star employees, four-star employees and five-star employees. One-star employees get advanced employees once in a year, two-star employees get advanced employees twice, and so on. The wage difference of employees at each level is 5 yuan.

6. Employees who have received special praise from customers three times a month for three consecutive months can directly enter the next higher level; If the customer complains twice in January, he will be reduced to the next level employee.

7. Employees who have made other significant good performances and contributions can receive other additional rewards through research and discussion; Employees who have other bad behaviors will be punished accordingly.

8. xx Company evaluates and promotes its employees once a year. The method is: 3% theoretical examination +4% practical operation +3% daily performance, of which 3% daily performance is the total score of monthly performance appraisal.

9. Being rated as an excellent employee for three consecutive quarters, you can be promoted to the next level.

1. Those who have been rated as excellent employees for one year in a row will be directly promoted to five-star employees.

11. All levels of the company participate in the selection of outstanding employees, including supervisors and chefs.

12, written praise by the guests, a reward of 5 points, a complaint of 5 points; The food is praised for a prize of 5 points, and the complaint is deducted for 5 points.

VII. Since the promulgation of these Measures, other management measures of the Company that conflict with these Measures will be automatically abolished.

VIII. The right to interpret these Measures belongs to XX Company. Scheme 2

about hotel employees' performance appraisal is to encourage the advanced, spur the backward, give full play to employees' enthusiasm and initiative, fairly and justly evaluate employees' performance this month, affirm their achievements, reward the excellent and punish the poor, thus continuously improving employees' service awareness and business skills, and improving hotel work efficiency and service quality.

1. assessment methods

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 office from 23rd to 25th of that month.

2. Assessment method and performance pay standard

Employees are assessed on related items with reference to the assessment score table every month, and the corresponding amount is extracted from the salary according to the salary standard as the floating salary for performance assessment, and the employee's monthly assessment score is used as the coefficient, leaving the assessment salary as the actual performance pay for the assessment result.

3. Appraisal relationship

1) The department manager or above shall be appraised by the general manager.

2) The foreman of each department shall be assessed by the first person in charge of each department.

3) Ordinary employees are assessed by direct leaders.

4. Assessment scope

All hotel staff.

second, the assessment score table

(attached)

third, the assessment

1. If the total score is above 91, you can get 12% of the performance salary;

2. If the total score is above 8-9 (inclusive), you can get 1% of the performance salary;

3. If the total score is between 7 and 8, you can get 9% of the performance salary;

4. If the total score is between 6 and 7, you can get 8% of the performance salary;

5. If the total score is below 6, you can get 6% of the performance salary;

6. If the total score is less than 6 points for three consecutive months, the post will be adjusted. About hotel staff performance appraisal scheme III

This scheme is specially formulated in order to achieve the hotel's rising 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 performance appraisal scheme is suitable for the performance appraisal of employees in all departments of this hotel.

I. Purpose of assessment

At present, performance assessment has become a highly valued link in enterprise human resource management. The so-called performance assessment is the assessment of "performance" and "effectiveness", 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, the hotel's core competitiveness can be improved, the hotel's business strategy can be adjusted, and the hotel's short-term goals can be linked with its 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; Thirdly, it is a necessary communication channel for operation and management. Performance appraisal brings all employees into management activities, which becomes a doorway for managers to better understand the hotel operation and organizational status, and is also one of the ways for employees to participate in the hotel management. It is hoped that through the implementation of the performance appraisal system, the comprehensive performance appraisal results of the hotel itself and employees can be used as the basis for the monthly bonus collection, excellent department selection and year-end payment.

ii. assessment principles

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 to guide the work of various departments, performance appraisal should follow the following principles:

1. the principles of clarity and openness. The evaluation contents, evaluation standards, scoring rules, evaluation procedures and evaluation results are transparent and open, which will form correct guidance for all departments of the hotel and form a healthy competition mechanism within the hotel.

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

3. 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, it should also explain the comments to the appraiser, affirm the achievements and progress of employees, explain the shortcomings and provide the direction for future efforts.

4. Assessment contents and standards:

(1) Assessment time: 1. Monthly assessment: the term is month, and the specific assessment time is

25th to 3th of each month.

2. Annual evaluation: December 2th-December 25th every year

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

(3) Employees and managers who have not become regular employees will not participate in the monthly performance appraisal.

(4) Classification of assessment grades: the assessment results are divided into four grades of ABCD

Grade A: the monthly assessment score is above 85;

grade b: the monthly assessment is above 75 points;

grade c: the monthly assessment is above 65 points;

grade d: the monthly assessment is below 65 points.

note: the annual appraisal is always divided into the average score of monthly appraisal plus sum!

(5) Special attention:

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

2. Employees' missed punching can be offset by taking a leave of absence (lateness and leaving early cannot be offset), and taking a leave of absence will not be enjoyed separately.

3. Employees who have won honors on behalf of the hotel in various activities in the year will be awarded 4 points. (This bonus point will be added separately on the basis of the total score of employee appraisal, not limited to the total score of 1.)

III. Appraisal procedures

(I) The Human Resources Department issues the Notice of Annual Monthly Appraisal of All Employees 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 the department.

(3) The department uses the evaluation criteria to score quantitatively according to the evaluation method.

(4) The appraisal object summarizes itself, 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 1, and then divide the ABcD into four grades, and the assessment form should be accompanied by a summary comment.

(6) The assessment results are reported to human resources and stored in employee files.

(7) after the assessment, it is necessary to solicit the opinions of the assessed object.

(8) each department submits the employee performance appraisal results to the human resources management department.

(9) members of the evaluation team of each department should be strict in organizing the evaluation.