5 2022 performance appraisal scheme template

What are the performance appraisal scheme templates in 2022? The evaluation principle follows the principle of "being objective and fair, seeking truth from facts, comprehensive evaluation and paying attention to actual performance", which objectively reflects the work performance of all departments of the company and the implementation scenarios of work objectives. Let's take a look at the five templates of the performance appraisal scheme in 2022. Welcome to consult!

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◆ Model performance appraisal management system ◆

◆ Employee performance appraisal scheme ◆

◆ Scheme of Performance Appraisal Management System ◆

◆ Five employee performance appraisal scheme templates ◆

◆ Model essay on enterprise employee performance appraisal scheme ◆

2022 Performance Appraisal Scheme Template 1

In order to implement the spirit of the 18th National Congress of the Communist Party of China and the Third Plenary Session of the 18th Central Committee, and adhere to the themes of "scientific development" and "ecological priority, accelerating the rise, enriching the people and rejuvenating the county", around the 20 10 of the county party committee and county government, we will strive to build a comprehensive goal of villages and towns with economic development, improvement of people's livelihood and promotion of social harmony as important materials and "five major reforms, five major developments and five major constructions" as initiatives.

First, evaluate the organization.

Township comprehensive target assessment work by the county target assessment work leading group organization, county township comprehensive target assessment office specific contractors.

Second, the evaluation category.

According to the requirements of the construction of national main functional areas, around the spatial planning and industrial layout, combined with the scenarios of industrial development, investment attraction, fiscal revenue, project construction and agricultural development in 20 1 13, the towns and villages in the county are divided into three assessment categories. Class I: Paradise Town, Wenquan Town, Laibang Town, Hetu Town, Qian Dian Town, Baimao Town, Acorus Town and Yunxiang Town of Ang Lee (participating in the departmental performance appraisal with the system of "integration of districts and townships", and only assessing one-vote veto and people's livelihood projects in the township comprehensive target appraisal, not participating in the township appraisal ranking); Category II: Wuhe Town, Huang Wei Town, Xiye Town, Township Head Town, Maojianshan Township, Guanzhong Township, Shiguan Township and He Yao Township; Three categories: Toutuo Town, Main Book Town, Qingtian Township, Jiabao Township, Heping Township, Gufang Township, Tiantou Township and Lingwei Township. The three types of towns and villages have their own emphasis on the arrangement of assessment index scores.

Third, the evaluation data and weight setting.

Total score 100, with specific items and weights as follows:

(a), economic development (35 points)

1, agricultural development (3 points for first-class villages and towns, 5 points for second-class villages and towns and 6 points for third-class villages and towns)

2. Industrial development (5 points for the first-class town, 4 points for the second-class town and 3.5 points for the third-class town and village)

3. Development of service industry (1 township 7 points, 2 or 3 towns 8 points)

(1) service industry development (2 points for first-class towns, 3 points for second-and third-class towns)

(2) Rural tourism (2 points)

(3) E-commerce (3 points)

4, investment (one township 5 points, two or three townships 4 points)

5, financial work (6 points for a class of villages and towns, 5 points for a class of villages and towns, 4.5 points for a class of villages and towns)

(1) fiscal revenue (5.5 points for the first-class township, 4.5 points for the second-class township and 4 points for the third-class township) (90% of the tasks were completed, and the growth rate and amount of per capita fiscal revenue each accounted for 5%).

(2) Rural debt (0.5 points)

6. Project construction (5 points for first-class township, 4 points for second-class township and 3 points for third-class township)

7, poverty alleviation and development (4 points for a township, 5 points for a township, 6 points for a township)

(2) Ecological protection (25.5 points)

1, forestry construction and forest fire prevention (3 points)

2, soil and water conservation and flood control and drought relief (3 points)

3, environmental protection (4 points)

4, energy saving work (0.5 points)

5, cultural resources protection and cultural construction (2 points)

6. Politeness establishment (including third-line and trilateral environmental improvement) (5 points)

7, improve rural construction (5 points)

8, illegal transformation and prevention (1 min)

9, farmland protection and geological disaster prevention (2 points)

(3) Social undertakings (10)

1, family planning (5 points)

2, people's livelihood project (5 points)

(4) Social governance (2 1.5)

1, safe construction (9.5 points)

(1) food safety (2 points)

(2) Safety in production (2 points)

(3) Comprehensive stability (3 points)

(4) Petition work (2 points)

(5) Governance according to law (0.5 points)

2. Execution (5 points)

(1) Acting for the people in the whole process (2 points)

(2) Administrative execution (strict attendance, implementation of leave application and leave cancellation system, preparation of the 13th Five-Year Plan, etc. ) (3 points)

3, comprehensive evaluation (7 points)

(1) Comparative study (half-year observation score) (2 points)

(2) four sets of county leaders' evaluation of township work (5 points)

(5) Party building (8 points)

(1) grass-roots organization construction (2 points)

(2) building a clean and honest government (2 points)

(3) Propaganda work (2 points)

(4) Armed work (1 min)

(5) United front work (1 min)

The monthly supervision and assessment of the "triple work" of the county party Committee and the county government will add points and deduct points.

(six) population and family planning, comprehensive management of social management, environmental protection and energy conservation and emission reduction, safety in production and major safety accidents, and the construction of a clean and honest party style are subject to "one-vote veto".

Fourth, the evaluation method.

According to the requirements of "improving the assessment form" of the county party committee, in order to solve the problems of multi-head assessment, repeated assessment and complicated assessment, simplify the assessment procedure and improve the assessment efficiency, the 20 14 comprehensive target assessment for villages and towns will no longer be issued separately, and the comprehensive assessment team will not be organized uniformly. In principle, the assessment member units will no longer organize the assessment of villages and towns at the end of the year. According to the scoring standards of these measures, combined with statistical data and peacetime law enforcement inspection, work supervision, proof materials submitted by villages and towns, etc. , the supply of assessment results (in addition to the deduction index, quantitative and qualitative indicators should reflect the advantages and disadvantages of the work, in principle, the gap between the highest score and the lowest score of each category should be controlled at 5-20%; Where the score is calculated in proportion, it is calculated separately for the three types of villages and towns).

The assessment results will be publicized after being signed and stamped by the principal responsible comrades of the unit and reported to the county leaders in charge for approval. The publicized assessment results will be reported to the county assessment office at the beginning of 10/5+65438. County assessment office combined with the "three-level" work supervision and comprehensive evaluation, compared with the assessment method to calculate the comprehensive score of each township, rated the top two comprehensive scores of three types of townships, reported to the county target assessment work leading group for review, and submitted to the county party and government joint meeting for research and determination.

The application of verb (verb's abbreviation) result

1. According to the comprehensive target assessment results, determine the first prize and second prize of each township, which will be commended by the county party committee and the government, giving 80,000 yuan and 60,000 yuan respectively. The main leaders of the party and government awarded 5000 yuan and 4500 yuan respectively.

2, the county party committee, the county government combined with the township comprehensive target assessment results, the township government staff to be an annual one-time award. The average award coefficient of township comprehensive target assessment is 1, the award-winning township award coefficient is 1. 1, the penultimate township award coefficient of each category is 0.95, and the penultimate township award coefficient of each category is 0.9 (including the principal responsible person coefficient of the party and government is 0.85).

If there is a reward for the comprehensive target assessment, the outstanding proportion of civil servants' annual assessment can be determined by 20%; The results of comprehensive target assessment are one of the important reference bases for the promotion and reuse of members of township leading bodies or organizational adjustment. According to the provisions of "Measures for Comprehensive Assessment and Evaluation of Party and Government Leading Groups and Leading Cadres (Trial)" and "Interim Measures for Adjustment of Leading Cadres in Yuexi County", the towns and villages that have been assessed as "the last" for two consecutive years shall take organizational measures for the main leaders of the party and government, and their team members shall not be promoted and reused within one year.

2022 Performance Appraisal Scheme Template 2

In order to improve the service quality of toll posts, stimulate the work enthusiasm of toll collectors, ensure the accuracy of charging and the efficiency of window work, and establish a good image of hospital windows, a monthly performance appraisal scheme is formulated.

First, the performance appraisal content:

1. If the patient's privacy is revealed, 30 yuan, find the party who deducted the fee.

2. If the etiquette language of the service standard is not implemented, 20 yuan, the party concerned, will be deducted once.

3. When changing work clothes, combing hair and dressing up in the office area, the party 5 yuan was detained once.

4. Personal clothes, bags and other personal belongings of others are placed in obvious areas of the office, and 5 yuan will be deducted at a time.

5. In the process of charging, one-time deduction 10 yuan is found if you answer personal phone calls or talk about topics unrelated to work in front of patients.

6. The office area should be kept clean and tidy at ordinary times. If the hygiene fails to pass the spot check and is not rectified in time, each person on duty will be deducted 10 yuan.

7. If the patient's information data is misspelled within one month, and the bill is inconsistent for more than 5 times (including 5 times), 20 yuan will be temporarily detained.

8. Playing at the toll booth, talking loudly, and affecting the image of the hospital department found that 5 yuan was deducted at a time.

Two, in violation of one of the following circumstances, shall not enjoy the performance bonus of the month.

1. If the complaint is verified, it will not be rewarded.

2, sick every month, the cumulative number of personal leave more than 2 days will not be rewarded.

3. Those who violate the employee handbook system and relevant regulations and the accumulated amount reaches 40 yuan will not be rewarded.

Third, some service standards and etiquette:

1. Instrument: The toll collector's instrument is neat, generous and smiling. When receiving consultation and payment from people inside and outside the hospital, you should look at each other and answer patiently with a gentle tone and moderate volume.

2. The polite expressions used by toll collectors are as follows:

Yoko: please, hello, I'm sorry, thank you. Please take your time.

(1), say "hello" when receiving the patient list with both hands;

(2) Excuse me, is this Mr./Ms. (Aunt)?

(3), hello, a * * * is _ _ yuan _ _ Angle;

Do you have any change, sir/madam (aunt)?

(5) Your change is RMB _ _, please check it;

(6) Say "Please walk slowly" when handing the list with both hands!

(7), please take the application form to the * building * section for inspection;

(8) Please go to the _ _ section to change/open the list.

The monthly performance appraisal bonus is tentatively set as 200 yuan. If there is anything wrong, it will be revised and improved in time after further discussion.

2022 Performance Appraisal Scheme Template 3

I. appraisal purpose 1. Objectively assess the performance and contribution of employees in this year, encourage employees who have achieved good performance and achievements, and allocate enterprise resources reasonably and effectively.

2, as the main basis for year-end evaluation.

3, the implementation of the annual work summary of cadres, as the main basis for the annual salary system.

Second, the scope of application

All employees of all departments and subordinate branches of the head office.

Three. guiding principle

1, the principle of comprehensive assessment, comprehensive assessment and step-by-step assessment.

2. The principles of justice, fairness and openness.

3. The principle of strict requirements, strict control and serious treatment.

4, the assessment results and salary, evaluation, reward, cadre appointment and other diversified factors related to the principle.

Four, the guiding ideology and assessment methods

1. Management cadres should combine unit performance with individual performance.

2, targeted use of performance evaluation method, core talent evaluation method.

Verb (abbreviation of verb) implementation department and responsibility

1. President's Office (General Manager's Office): the assessment decision-making body, which is responsible for approving this assessment plan and assessing leading cadres at or above the manager level of the Group.

2. Human Resources Department: responsible for organizing overall planning, coordination, supervision and implementation assessment.

3. Sector: evaluation of aid and implementing agencies.

Sixth, the evaluation object

1, the whole staff shall be assessed, and all employees from the general manager to ordinary employees shall participate in the annual assessment.

2. Employees who have completed the probation period of X years, X months and X days (including X days) and have been approved to become regular employees are the annual appraisal targets.

Seven. Evaluation cycle range

For the whole year of X years (65438+ 10 ~ 65438+2), if the company is less than one year old, it will be assessed from the date of employment.

Eight, assessment methods

Note: Grading of nine core competencies: after self-evaluation (group managers and above should indicate the factual basis), I will submit it to my immediate superior for grading, and then it will be reviewed by the superior leader. The rating of the superior leader shall prevail, but the rating error between the direct superior and the superior leader shall not exceed 0.3.

Ix. Application of evaluation results

1. The ranking range is divided into three categories according to the hierarchical ranking method of AAA: the top 10% employees are approved as AAA employees, the top 10%-20% employees are approved as AA employees, and the remaining 80% employees are approved as AA employees. Ranked according to the following grades (directors and above are not rated as AAA):

1) Shop floor staff (shop assistant)

2) Loss prevention personnel of branches

3) Loss prevention personnel and drivers at headquarters

4) cashier

5) tallyman

6) store manager

7) Head of the headquarters and managers below (ranking within the department)

8) Group manager (excluding agent group manager)

Note: AAA employees can be recommended as candidates for the annual individual award, and research and selection will be given priority under the same conditions; Pay reduction, transfer, dismissal, etc. Will be given for the specific situation below 60 points.

2. The relationship between assessment results and year-end awards

According to the ranking results, the calculation and distribution standards of group managers and the following personnel are determined by the following coefficients (the base number n is determined by the President's Office according to the current operation situation and staff level), and the calculation and distribution standards of directors and above personnel are determined by the President's Office separately.

Note: T is the assessment cycle, and 1 year is counted as one year after employment, and less than one year is counted as one day from the date of employment.

X. Organization of the evaluation work

1, training: x month x day 10: 00 ~ 12: 00, the human resources department will organize relevant training before the assessment.

2. Timetable for submitting the score sheet:

Store: Give it to the regional manager (supervisor) before X months.

Headquarters: X shall be handed over to the heads of all departments.

Overall schedule: submitted to the Human Resources Department __X months ago.

3. Please refer to the relevant notes issued by the Human Resources Department for the filling requirements of the scoring form.

XI。 Evaluation description

1, x years, x months, x days, and employees who have not yet become full members do not need to take part in the annual assessment.

2. All evaluation results must be reported to the human resources department of the company for review and filing.

Twelve. attached table

Nine core competencies (***4 layers)

2022 Performance Appraisal Scheme Template 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, 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 been employed for more than one year will be given extra points in the annual assessment, with employees who have served for one year 10 and employees who have served for two years 7 points. (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, 20__, 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!

2022 Performance Appraisal Scheme Template 5

I. Purpose

This method is formulated in order to assess the performance of employees, serve as the basis for rewards and punishments, transfer, promotion and resignation, serve as a reference for understanding and evaluating employees' work spirit and training development potential, and supervise and improve employees' work.

Second, the procedure.

1, employee performance appraisal is set to once a year as the year-end performance appraisal.

2. 15 Before the Lunar New Year holiday, the Personnel Section of the Management Department will distribute the examination form to all departments. The heads of all departments shall complete the preliminary verification before io Day before the Spring Festival, submit the list to the General Manager's office for summary, and then report it to the General Manager for review and instruction.

3. The performance appraisal of each unit supervisor shall be reviewed by the general manager.

4, 6 days before the Spring Festival, the general manager of all audit, forwarded by the management department to each unit.

5. The annual performance appraisal is supervised by the general manager's office, implemented by the management department and coordinated by all departments.

Third, grading

The annual performance appraisal is divided into four grades:

More than 90 points: special grade;

80 to 89 points: Grade A;

76 to 79 points: Grade B;

60 to 69 points: Grade C. ..

At the same time, it should be noted that the performance appraisal scores are all integers.

Fourth, restrictions

1. If employees and supervisors have any of the following circumstances during the year, their performance appraisal shall not be classified as a special grade.

(1) has received any kind of punishment in the performance appraisal year and has not been revoked;

(2) Arriving late and leaving early for a total of 13 times (inclusive) or more;

(3) Absence from work for the whole year 1 day (excluding) or more.

2. In any of the following circumstances during the year, the performance appraisal shall not be rated as Grade A. ..

(1) The above punishment has not been revoked;

(2) Being late and leaving early for more than 20 times throughout the year (inclusive);

(3) Absence for more than 2 days (excluding) throughout the year.

3. Quantity limitation.

(1) principal.

The number of people in each unit is less than 5, and the maximum number of people for special performance appraisal is 1.

The number of units in more than 5 people (excluding), the maximum number of special performance appraisal is 2 people. If the initial approval is a special performance appraisal, the supervisor of the unit shall submit another "special performance appraisal report" to the general manager.

(2) The average total score of each unit's performance appraisal shall not exceed 80 points (for example, if there are 8 people in a certain unit, the total score shall not exceed 8×80 = 640 points). However, if the supervisor of the unit thinks that the performance of the unit is excellent, it can be submitted to the general manager for review, and the reviewer will be treated as an exception, but the total score shall not exceed 85 points (inclusive).

Note: The special performance appraisal score is not included in the total performance appraisal score of the unit.

Five, increase or decrease the score

The annual performance appraisal of employees who are rewarded and punished during the year shall be increased or decreased in accordance with the following provisions:

1, score 1 time, add 5 points, if the score exceeds 1 time, subtract 5 points.

2. Record 1 small feat, add 3 points, and record less than once, add 3 points.

3. The score of commendation 1 time is 1 minute, and the score of admonition 1 time is 1 minute.

4. One day of absenteeism: 2 points will be deducted.

5. If you are late for 13 times or more (inclusive), 0.5 point will be deducted each time.

The increase or decrease of this item has nothing to do with the limit of the average total score of performance appraisal (80 or 85).

Sixth, rewards and punishments.

1, performance appraisal level, giving priority to promotion of posts and positions.

2, performance appraisal bonuses, fines and year-end bonuses together.

Seven. complain

Anyone who is dissatisfied with the performance appraisal score of the unit supervisor can sign and submit it to the general manager's office, and then reflect it to the general manager. The general manager's office decided to investigate or maintain the original proposal. The date of appeal should be within 2 days after the management department notifies the individual of the performance appraisal, and it will not be accepted after the deadline.

Eight. ask

The person in charge of performance appraisal shall evaluate from an objective standpoint and shall not negotiate privately. Any violation of enterprise regulations found by the general manager's office will be recorded by the supervisor and submitted to the general manager for verification.

Nine. supplementary terms

1. After the performance appraisal of each employee is reviewed by the general manager, if there is any criticism, the staff in the general manager's office will return to the supervisor of the appraisal, carefully evaluate the performance appraisal score again, and then give instructions.

2. The fixed amount of year-end bonus is decided by the general manager according to the annual operating conditions.

3. These Measures shall be implemented as of the date of promulgation after being reported to the General Manager for review.

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