How to make salary performance plan

Effective salary management system is the key factor for the success or failure of contemporary enterprises. There are three basic principles in the design of salary performance system: external competitiveness, internal fairness and personal motivation. When designing employees' salary, we must respect the market rules to determine the salary standard. The model of salary performance scheme is as follows:

Salary performance scheme 1

First, the purpose of the assessment?

In order to clarify the responsibilities and main work of the purchasing supervisor, ensure the purchasing quality of all kinds of materials in the hotel and reduce the purchasing cost, this assessment scheme is specially formulated. The assessment results serve as the main basis for the salary adjustment, job promotion and accountability of the purchasing supervisor. ?

Second, the assessment principle?

The assessment of purchasing supervisor follows the principles of fairness, impartiality and objectivity. ?

Third, the assessment cycle?

1. quarterly assessment: assess the performance of the purchasing supervisor in the current quarter. The assessment time is XX-XX in the first month of the next quarter, and it will be postponed in case of holidays. ?

2. Annual assessment: assess the performance of the purchasing supervisor in the current year, and the assessment time is 65438+ 10 xx ~ XX in the next year, which will be postponed in case of holidays. Annual assessment score = total quarterly assessment score ÷4, that is, the average quarterly assessment score. ?

Four. Application of evaluation criteria and results?

Through the assessment, the work performance of the purchasing supervisor is clear, which provides reference for salary payment and job change. The specific performance appraisal criteria and results of the purchasing supervisor are as follows. ?

(1) Implementation rate of procurement system: xx. ?

The target value is xx%, and for every xx% reduction, xxx% performance pay will be deducted. ?

(2) Procurement management?

1. Completion rate of purchase plan on time: xx. The target value is xx%, and every xx% reduction will deduct xx% performance pay. ?

2. Qualified rate of purchased materials: xx. The target value is xx%. For each reduction of xx% or each batch of unqualified materials, the performance salary of xx% shall be deducted. ?

(3) Supplier management?

1, supplier performance rate: xx. The target value is xx%, and every xx% reduction will deduct xx% performance pay. ?

2. Supplier maintenance rate: xx. The target value is xx%, and for every xx% reduction or every qualified supplier stops supplying, xx% performance pay will be deducted.

Salary performance scheme 2

I. Principles of assessment and reward:?

1, based on sales indicators and gross profit indicators, and linked to various management indicators. ?

2. Assess by linking assessment indicators with monthly salary and year-end bonus. ?

3. The "salary" involved in the salary-related personnel system of the Company refers to the above-mentioned "fixed salary", that is, 60% of the original salary standard. ?

Second, the assessment and reward indicators:?

1, and the assessment indicators are divided into 10 items:?

(1) sales,?

(2) Gross profit?

③ Zero sales?

4 high inventory,

⑤ Negative inventory?

⑥ Loss?

⑦ Controllable expenses?

Today's labor ratio,?

Pet-name ruby other income,

Participate in the service. ?

2. The reward indicators are divided into four items:?

Third, the salary structure:?

1, total performance pay =Ax3, gross profit performance pay = gross profit performance base x gross profit completion rate, in which gross profit performance base accounts for 40% of the total performance base. ?

2. Management performance salary = management performance base-∑ (management performance base x deduction ratio of various management indicators) a), in which management performance base accounts for 60% of sales performance base b), and other performance management salaries are calculated with management performance base as reference value, calculated for 8 times respectively, and finally accumulated. This indicator is only deducted, and the lower limit is fully deducted. ?

Fourth, the completion criteria of various assessment indicators:?

1, sales volume: the proportion based on the completed budget sales volume. ?

B) The sales completion rate is converted into?

Gross profit = sales-cost-purchase-scrap-loss-discount. ?

2. Zero sales:?

The number of SKUs in retail sales for four consecutive weeks in the current month cannot exceed 12% of the total SKUs in our store. If it exceeds 65,438+0%, after deducting 20% of the management performance base, the upper limit is 65,438+000% of the management performance base. The number of SKUs of retail goods shall be subject to the relevant report data of the regional operation department in the current month. ?

3. Negative inventory:?

The number of SKUs with negative inventory should be controlled within 65438+ 0.5% of the total SKUs. If it exceeds 0.3% of the total SKU, deduct 20% of the management performance base, and the upper limit is 100% of the management performance base. The submission standard of negative inventory SKU number is subject to the standard of data analysis room. ?

4. High inventory:?

High-inventory goods refer to goods with food inventory days above 56 days (inclusive) and non-food inventory days above 105 days (inclusive), except for new products purchased within two weeks. The total inventory and its proportion in the total inventory should be controlled within 8%. If it exceeds 0.5%, 16% of the management performance base is deducted, and the upper limit is 100% of the management performance base. The inventory amount of high-inventory goods is based on the data of regional operation department. ?

5. loss:?

Store loss is 0.27% of annual sales, and it is assessed twice a year. Every time the loss exceeds 1%, 20% of the management performance base will be deducted, and the upper limit is 100% of the management performance base. ?

6. service:?

Evaluate the relevant standards of service quality with the company headquarters. See the specific regulations of the company headquarters for the punishment measures. ?

7. controllable cost:?

The controllable expenses of stores accounted for 4.9% of the total sales, or 5.62 million for the whole year. If it exceeds 65,438+0%, 65,438+00% of the management performance base will be deducted year-on-year, and the maximum penalty will be 65,438+000% of the total management performance base. ?

8. Other income:?

Other income refers to the thief's fine income, bar code sales income, promoters' management income, and other non-standard net income (excluding increased rebate income, manufacturer sponsorship income, field rental income, etc.). ). This income is budgeted at 400,000 yuan per year, and every month is:?

Every time the above indicators are lower than 10%, 5% of the management performance base will be deducted, and the upper limit is 100% of the management performance base. ?

9. Labor ratio:?

Assess by the proportion of total wages of regular workers and hourly workers to net sales. The proportion should be controlled within 1.35%. Every time it exceeds 0.05%, 30% of the management performance base is deducted, and the upper limit is 100% of the management performance base. ?

Verb (abbreviation of verb) reward indicator completion standard:?

1, Maori Award:?

The completion of the comprehensive gross profit calculated by stages, which exceeds the gross profit budget 12%, will be reported to the company for approval as a reward, and will be cashed after the regional general manager formulates the specific distribution plan. Among them, the manager or deputy manager in charge of the work was honored in June and 65438+February; Assistant to the store manager, department manager or assistant to the manager in charge of the work shall be assessed and honored quarterly; All other employees are evaluated and cashed monthly. ?

2. Best Service Award:?

Statistics are made on the service assessment results of each store every quarter, and the top three stores reward 800, 600, 300 yuan, 60 and 50 employees and 30 yuan respectively. ?

3. Best Employee Satisfaction Award:?

According to the results of the employee satisfaction survey of the Ministry of Personnel, the top three stores with the best satisfaction were awarded to the managers of the corresponding stores, namely1000,800, 600 yuan, 60,50 employees and 30 yuan.

Salary performance scheme 3

First, the purpose of performance appraisal?

1. Performance appraisal provides a basis for the rise and fall of personnel. Through comprehensive and strict assessment, those whose quality and ability have exceeded the requirements of the post should be promoted to the post; If the quality and ability are not up to the requirements of the current post, the post will be reduced; For those who are not good at it, we should adjust. ?

2. Performance appraisal provides a basis for the issuance of floating wages and bonuses. Accurately measure the "quality" and "quantity" of employees' work through assessment, so as to determine the payment standard of floating wages and bonuses. ?

3. Performance appraisal is a means to motivate employees. Reward the excellent and punish the poor through assessment, which will spur and promote the employees. ?

Second, the basic principles of performance appraisal?

1, objective, fair, scientific and simple principles; ?

2. Based on the principle of combining stages with continuity, the data accumulation of employees' assessment indicators in each assessment cycle is comprehensively analyzed, and a comprehensive and accurate conclusion can be drawn. ?

Third, the performance appraisal cycle?

1, the performance appraisal cycle of middle-level cadres is semi-annual appraisal and annual appraisal; ?

2. The employee performance appraisal cycle is monthly appraisal, quarterly appraisal and annual appraisal. ?

3. The monthly assessment time is scheduled to start on 25th of each month 1, 2, 4, 5, 7, 8, 10,1,and the assessment will be reported on 5th of next month; ?

The quarterly assessment is scheduled to start on 25th of each month in March, June and September, and be reported on 5th of next month. ?

The half-year assessment is scheduled to start on June 25th, and the assessment will be reported before July 10. ?

The annual assessment time is from February 25th, 65438 to the following year1October 25th. ?

Fourth, the content of performance appraisal?

1, what is the assessment content of middle-level cadres above level 3?

(1) leader?

(2) Subordinate training?

(3) morale?

(4) Has the goal been achieved?

(5) sense of responsibility?

(6) self-inspiration?

2. What is the content of employee performance appraisal?

(1) Germany: Policy level, professional quality and professional ethics?

(2) Ability: professional level, professional ability and organizational ability?

(3) Diligence: sense of responsibility, work attitude and attendance?

(4) Achievements: quality and quantity of work, efficiency, innovative achievements, etc. ?

Verb (abbreviation of verb) performance appraisal?

1. The Group establishes a performance appraisal committee to organize and deploy the performance appraisal work, and the composition of the committee will be notified separately; ?

2. The assessment of middle-level cadres is conducted by their superiors and the Human Resources Department; ?

3. Employees' assessment shall be conducted by their immediate superiors, competent leaders and human resources department. ?

Sixth, the performance appraisal method?

1. The performance appraisal of middle-level cadres and employees adopts a combination of self-evaluation and scale evaluation in each appraisal cycle. ?

2. My self-assessment is to ask the appraisee to make a true statement about his work in an assessment period, and the content should meet the requirements of the current work objectives and responsibilities of this position, and explain the main achievements, problems existing in the work and ideas for improvement during this assessment period. ?

3. Scale evaluation method is to decompose the assessment content into several evaluation factors, then give each evaluation factor a certain score, so that each evaluation factor has an evaluation scale, and then the evaluator uses the scale to evaluate the performance of the evaluation object in each evaluation factor, multiply it by the corresponding weight, and finally summarize and calculate the total score.