Sales Department Performance Appraisal Plan

Sales Department Performance Appraisal Plan

In order to ensure that things or work are carried out at a high starting point, with high quality and at a high level, it is often necessary to prepare a specific, detailed and highly targeted plan in advance. A plan is a written plan arranged in terms of purpose, requirements, methods, methods, progress, etc. How should the plan be formulated? Below is the performance appraisal plan for the sales department that I collected and organized. Welcome to read and collect it.

Sales Department Performance Appraisal Plan 1

1. Work Policy

1. Combine performance appraisal with work performance appraisal to improve the work effectiveness of sales staff;

2. The manifestation of personal performance is fully consistent with the overall goals of the hotel;

3. Build a sales team according to the modern hotel sales management system;

4. It not only pays attention to the personal performance of the sales staff, but also emphasizes the collective performance of the sales department;

6. Sales staff have both risks and rewards, and these two are the source of work;

7 , Strengthen the cooperation and assistance of team members in the sales department, and no longer fight alone;

8. The assessment of sales personnel is a comprehensive assessment, which can promote the improvement of the overall quality of sales personnel;

9. The departmental goals of the sales department are directly proportional and jointly related to the hotel organization goals, and promote the goal to be consistent.

In summary, the sales department performance appraisal method is formulated as follows:

2. Appraisal principles:

The combination of personal appraisal and departmental appraisal pays attention to both Competition pays more attention to cooperation and the unity of individuals, departments and enterprises.

3. Assessment purpose:

Synchronously improve hotel efficiency, department performance, and personal performance.

4. Sales management regulations:

1. The salary structure of department heads and sales representatives is: basic salary, personal bonus, mobile phone reimbursement, transportation expense, departmental bonus distribution;

2. The basic salary of the sales supervisor is: RMB/month, mobile phone fee is RMB 150/month, and transportation fee is RMB/month. The basic salary of the sales representative during the probation period is: RMB 800-1,000/month, and the mobile phone fee is RMB 100. /month, transportation fee yuan/month.

3. The management responsibilities of the sales department manager are: organize and implement the hotel goals and department goals; formulate the work system of the department; coordinate the working relationship between sales representatives; the sales department manager divides the responsibilities of each sales representative Scope of work: Coordinate and cooperate with the working relationship between the sales department and other departments; train and motivate sales staff; train and assess hotel product knowledge, sales knowledge, sales skills, and customer communication skills; the sales department supervisor needs to conduct monthly reviews of each sales staff Conduct a comprehensive assessment; the head of the sales department needs to complete the planning of hotel sales activities and holiday sales plans, and provide analytical information for business decisions to the hotel manager; the head of the sales department allocates customer resources; guides the hotel sales staff to do a good job in customer management. ; Collect and organize customer file information and guide each salesperson to carry out sales work based on customer information;

4. Department establishment:

5. Performance approval regulations for sales staff in the sales department:

The assessment can be included in the performance commission;

5-1 The hotel’s contract customers spend money in the hotel (business customers, reservation centers, long-term private rooms, travel agencies)

5-2 Hotel VIP card customers

5-3 Hotel owners (but not including free rooms)

Assessment cannot be included in the performance commission;

5-5 Hotels and media offset advertising costs

5-6 Hotel suppliers offset payment consumption at the hotel

6. Sales department assessment indicators

1. According to the hotel's monthly operating indicators (this monthly operating indicator is based on the lower limit after approval by the hotel's resident manager. If adjustments are needed, it must be revised by the resident manager). The sales department's room sales task accounts for the hotel's guest rooms. The ratio of operating indicators is: 60 (the following plan uses this as an example). For example, the hotel's monthly plan indicator for that month is 700,000 yuan, and the sales department's task is 420,000 yuan;

2. Hotel rooms in xx year Income budget from June to December

3. According to the hotel’s practice and the current status of trial operation, the tasks of the tentative sales department account for 60% of the hotel guest room target tasks, and the front office department accounts for 60% of the target tasks. 40. The goals of the sales department from June to December are:

7. Commission distribution system for department teams and individuals of the hotel sales department:

1. Reward for department teams: reaching the hotel every month If the target performance number is exceeded, a bonus of 5 will be withdrawn; if the target performance number is not reached, no departmental bonus will be given. After the sales department withdraws department bonuses in accordance with the above regulations, the sales department supervisor will distribute them to each salesperson in a fair, just and open manner based on their work performance and performance completion. The distribution results will be reported to the resident director for record.

2. Department personal assessment, bonus distribution system:

Probation period employee assessment:

The basic salary of a salesperson during the probation period is 800--1,000 yuan, and the hotel The sales department will not evaluate performance wages in the first two months of opening, but performance will be used as the criterion for evaluation during the probation period.

Assessment of regular employees:

The monthly assessment task for regular employees is RMB 70,000 to RMB 60,000/month (but it can be adjusted appropriately according to the hotel’s low and peak seasons) and the full amount will be paid if the target is completed. Regarding wages and allowances, if a salesperson fails to meet his or her personal quota in that month, the hotel will pay the salesperson's floating salary for that month in the same proportion as the salesperson's ability to complete the comprehensive quota.

Personal commission bonus:

Option 1: The reward calculation adopts a progressive system. The specific list is as follows:

For example: a marketer’s quota indicator for the month is: 7. 60,000 yuan. If the actual performance of the month is ￥90,000 and the excess income is ￥10,000 or 40,000 yuan, calculated according to the reward policy, the bonus the marketer deserves for the month is:

￥ 7600x5% + RMB 6400x10%

＝￥500＋￥640

＝￥1140 yuan

The above uses the rounding method and is calculated as an integer. Any unit remainder will not be be issued.

The above-mentioned excess bonus is capped at thirty percent (30), and the sum of the accumulated excess bonuses shall be the salesperson’s excess quota bonus for the month.

Option 2: The sales staff complete the assessment tasks every month. The excess amount is less than 50,000, and the excess amount is 6 commission, and the excess amount is 8 commission.

For example: a marketer’s quota for the month is 70,000 to 60,000 yuan. If the actual performance for the month is 90,000 yuan, the excess income is 10,000 yuan to 40,000 yuan. Calculated according to the reward policy, The bonus the marketer deserves for the month is:

14000x6=840 yuan

The above is calculated using rounding methods and integers, and any remaining unit will not be distributed.

Option 3: If the sales staff completes the assessment tasks, they will be given a commission of 10% based on the actual sales task amount.

For example: a marketer’s quota for the month is RMB 70,000 or RMB 60,000. If the actual performance for the month is RMB 90,000, calculated according to the reward policy, the bonus the marketer deserves for the month is:

90000x10=900 yuan

8. The hotel’s monthly performance appraisal of the sales department and the sales staff performance appraisal regulations:

Assessment of the sales department: The store director assigns the sales tasks for the next month to the sales department at the end of each month based on the actual market and hotel conditions. The sales department supervisor assigns the department tasks for the second time and executes them after approval by the resident director. Sales Department Performance Appraisal Plan 2

Performance appraisal is an important link in the performance management process. The performance appraisal of an enterprise involves many aspects, and the targets of the appraisal are also relatively wide. Basically, departments at all levels of the enterprise All are subject to performance reviews and evaluations. Here, our xx mainly explains to you how the company's sales department conducts performance appraisal.

1. Assessment purpose:

Enterprises conduct performance appraisals of sales departments mainly to improve the performance level of the sales department and at the same time improve the capabilities and quality of employees. At present, many companies use the KPI assessment method when assessing their sales departments. This assessment method can mobilize employees' work enthusiasm. In addition, through performance appraisal, the sales department's own performance level can be improved, thereby improving the company's overall performance.

2. Appraisal objects:

The performance appraisal of the sales department is mainly aimed at the personnel of the sales department. During the appraisal process, the enterprise must give full play to the role of communication in performance management. , conduct performance appraisal of employees comprehensively, which can reflect the fairness of the appraisal, and also help improve the enthusiasm of enterprise employees, thereby ultimately promoting the healthy growth of enterprise departments.

3. Appraisal principles:

The performance appraisal principles of the sales department are oriented towards improving sales performance. Fair and reasonable performance appraisals can encourage outstanding sales staff to work harder , and at the same time, employees who do not perform outstandingly will also be motivated to work harder, which can help the sales department achieve the ultimate sales goal. In addition, during the assessment process of the sales department, quantitative and stereotyped assessment principles must be followed to make the assessment more fair.

4. Assessment dimensions:

Adopting KPI performance assessment methods for the sales department will help achieve the department’s performance goals and at the same time maximize the role of performance management. KPI is an indicator that directly measures employees' work performance. It can evaluate employees objectively and fairly, thereby affirming the value of employees. At the same time, it can ensure the operation of the company's internal employee pressure transmission mechanism at the individual level and help departments build a good communication platform, which can promote the simultaneous growth and development of employees and teams.

5. Assessment purpose:

After the performance appraisal is completed, the company should reward employees with outstanding performance accordingly. Generally speaking, performance rewards for sales department employees are mainly bonuses. If they perform better, they may be promoted.

In addition, in order to improve the future performance of the sales department, some companies will also reward employees with professional sales training. These reward methods are very practical.

The above is a simple plan we have made for the performance appraisal of the corporate sales department. Of course, this is only the preliminary work, and the specific implementation and execution need to be reflected in the performance appraisal. Performance appraisal is indispensable and very important in enterprise performance management. When conducting performance appraisals on various departments, enterprises must proceed from the actual situation and formulate appropriate performance appraisal plans. Sales Department Performance Appraisal Plan 3

1. Responsibilities

1. Responsibilities of the project manager:

The project manager implements the full responsibility system for project sales and is fully responsible for completing the company's assignments Project sales tasks, accurate signing of sales contracts, timely collection of house payments, smooth delivery of houses, etc. The specific responsibilities are as follows:

(1) Organize and supervise the sales staff to complete the sales quota on time;

(2) Supervise the sales staff to sign the contract within the specified time limit, and review the contract to ensure The accuracy rate is 100;

(3) Supervise the sales staff to collect the house payment. Ensure on-time payment collection rate of 100%;

(4) Participate in market research before real estate sales, propose sales plans, marketing planning suggestions;

(5) Organize sales staff to participate in promotional activities ;

(6) Check the recording, preservation and use of basic data such as sales staff ledgers, collect, read and sign, and submit sales staff weekly reports; collect sales data and prepare monthly sales analysis reports;

(7) Coordinate and handle conflicts between sales staff and with customers;

(8) Provide professional training for sales staff and improve employee quality;

(9) Organize and supervise sales staff to closely cooperate with relevant personnel to complete witnessing, mortgage, payment collection, house delivery, certificate application, etc.;

(10) Take the lead in implementing and supervising employees to implement the company's rules and regulations and code of conduct , maintain and promote the company's image.

(11) Complete other tasks assigned by the general manager on time.

2. Responsibilities of sales representatives:

Sales representatives implement a full-process responsibility system for the accurate signing of sales contracts for the houses they sell, timely recovery of house payments, and smooth delivery of houses, etc. responsible.

The main responsibilities are:

(1) Complete the sales target on time;

(2) Sign the contract on time;

(3 ) Collect the house payment on time, collect the mortgage information on time, and complete the acceptance of the pre-delivered house on time;

(4) Actively cooperate with relevant personnel to do witnessing, mortgage, payment collection, house delivery, certificate application, etc.;

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(5) Actively participate in market research and promotional activities;

(6) Warmly receive visiting customers and maintain good contact with customers to achieve zero complaints;

(7) Carefully keep records of incoming calls and visits; keep a good record of work accounts and fill in weekly reports on time;

(8) Strive to improve business quality and sales skills, and be familiar with real estate planning, surrounding environment, transportation, and room area , decoration standards, etc.; learn real estate, tax, finance and other policies; answer all questions and never tire of asking them;

(9) Strictly implement the company's rules and regulations and employee behavioral norms, and maintain good appearance , image;

(10) Carry forward team spirit and maintain the company's image.

2. Specific work procedures

1. Customer reception

Warmly receive visiting customers according to the company's business specifications. Those who are interested after viewing the house should pay the interest fee in time. , and make up the deposit within three days and sign the subscription agreement.

2. Sign the subscription agreement

Sign the subscription agreement, ask the customer to sign the mortgage and payment instructions, and ensure that the full deposit is paid on the day the subscription agreement is signed.

3. Formally sign the "Commercial Housing Sales Contract"

Sign the "Commercial Housing Sales Contract" within ten days after the subscription agreement is signed. When signing the contract, you should fill it out strictly in accordance with the template, and no terms such as price, amount, room number, date, name of the contract subject, etc. should be scrawled, scratched, or changed. In principle, no supplementary agreement will be added. If the customer has special requirements, the project manager and general manager must be consulted. Individuals will not make any commitments beyond the prescribed scope.

4. Collect the down payment

On the day when the "Commercial Housing Sales Contract" is signed, the down payment must be collected.

5. Collect loan and mortgage information

On the day when the "Commercial Housing Sales Contract" is signed, collect all the information required for the mortgage and submit it to the mortgage officer for mortgage processing.

6. Dunning

Dunning is divided into two categories: one is mortgage, and the other is installment payment and one-time payment.

Mortgage: After the sales representative collects all the information required for the mortgage, the mortgage handler is mainly responsible for the collection work, but the sales representative has the responsibility to assist in collection;

Installment payment and one-time payment Payment: Mainly by the sales representative according to the contract.

7. Ledger, information filling and sorting

Keep relevant ledger records in a timely manner at each stage of sales, organize relevant information in a timely manner, and do a good job of archiving.

8. Delivery of a house

When pre-delivering a house, the sales representative must first prepare the contract in advance, especially the self-examination of the supplementary agreement, and carefully check the contents and actual conditions against the contract and supplementary agreement. The consistency of the situation, if any discrepancy is discovered, must be reported to the project manager or general manager, and proactively contact the relevant departments of the developer to solve the problem in time before the customer discovers it. Secondly, we must do a good job in receiving and explaining customers during the handover period, and closely cooperate with the relevant departments of the developer to promptly resolve all issues raised by customers during the handover process.

3. Customer reception rules

1. The order of customer reception is arranged by the project manager according to the schedule. In principle, the sales representative on duty will receive the customer. If the sales representative on duty is receiving a customer, the project manager will receive the customer and hand it over in a timely manner afterwards. When a customer arrives, the sales representative must immediately come forward to greet and receive him warmly. Customers must not be left waiting without anyone coming forward. They must also ask whether the customer has been here and which sales representative they have contacted before to avoid duplication between sales representatives. Receive customers.

2. When a customer who has been received by a sales representative comes again, the original sales representative will continue to receive the customer. Without the consent of the original sales representative, no business card is allowed to be handed over to other customers; if the original sales representative is not available, , the sales representative on duty must contact the original sales representative, and can only help with reception after obtaining approval. After the transaction is completed, the commission will go to the original sales representative.

3. When a customer who has received a visit brings a new customer, the original sales representative will receive them if they have made an appointment. If the sales representative is not present at the case, they can continue to receive them. If they are not at the case, they can be counted as new customers. , received by the sales representative on duty.

4. When other sales representatives receive customers, they are generally not allowed to come forward to introduce or express opinions unless invited.

5. When receiving customers, they should be treated differently according to their gender, and they should be neither humble nor overbearing, just right.

6. When introducing the situation, you can flexibly control the depth of the introduction and introduce it in a focused manner according to the customer's personal preferences.

7. After fully understanding the customer's needs, focus on recommending 2-3 houses. The recommended houses should not be too many, and the grades should be slightly wider.

8. Any sales representative shall not compete for customers in front of customers. For any differences of opinion or complaints arising from receiving customers, the project manager will hold a meeting after detailed investigation, announce the investigation results, and decide on a handling plan.

9. No matter how busy you are when a customer leaves, you must get up, see the customer off at the door, and watch the customer leave. When you return, the tables and chairs must be returned to their proper places, and tea cups, sundries, etc. must be cleared away.

10. Prepare the "Customer Visit Registration Form" every day and submit it to the project manager for filing. The information must be detailed (name, phone number must be filled in clearly), and this information will be used as a guide for receiving customers in the event of a conflict between sales representatives. The voucher is generally confirmed to the sales representative who receives the record first; in addition, if the customer forgets his or her name because the sales representative fails to follow up in time after registration, the customer's ownership will be determined based on the sales representative's respective workload after verification by the project manager.

11. Complete the "Sales Representative Work Weekly Report" every Sunday before work and submit it to the project manager for statistics. It is required to clearly describe the customer transactions and customer feedback. The project manager can report the work of the sales representative every month based on the work attitude of the sales representative. Scoring in performance reviews.

12. Pay close attention to customer collection work. If there are special circumstances, they must be reported to the project manager in time. When receiving customers, do not make exaggerated or false propaganda, do not make improper promises to customers, do not exceed your authority and reduce prices, and strictly obey the leadership of the project manager.

13. If customers have special requirements, try to learn how to solve them on their own; if there are difficulties, they must be reported to the project manager for collaborative resolution; sales representatives do not have the right to privately change names for customers who have signed a contract, and must give clear answers when it comes to discounts There are no additional discounts for customers, and customers must not be hinted or inspired to find other connections for discounts. If a sales representative is found to have the above behavior, it will be dealt with seriously.

14. Customers must be accompanied by a sales representative when viewing the model house and construction site, and must carry a safety helmet when entering the construction site.

4. Assessment

The assessment is divided into three parts: the first part is performance assessment; the second part is assessment of rules and regulations and work implementation according to business specifications; the third part is sales commission assessment .

1. Performance Appraisal

(1) Sales targets are assigned to the project manager by the company on a monthly basis. The project manager breaks down the targets and assigns them to each sales representative based on their performance. The sales representative takes the stated target as the guaranteed number, and adds 10 as the personal target number.

(2) The work and business assessment arrangements for newly recruited sales representatives of the company during the internship (trial) period are as follows: For those who have not been engaged in real estate sales, the project manager will designate a dedicated person to be responsible for business guidance. During the three-month internship period, one month will be spent in the after-sales service department to familiarize yourself with witnessing, mortgage, house delivery, certificate application and other services; one month will be spent assisting the business director in contacting the business, and the business generated will be counted as business guidance. During this period, the business director must guide the entire process of at least one Sales procedures: handle business by yourself for one month, the business director is responsible for guidance, and the business generated belongs to the intern. There are no business assessment indicators during the internship. After the internship is officially accepted, an average business indicator of 50 will be issued within two months, 80 from the third month, and 100 from the fourth month. For those who have been engaged in real estate sales, the project manager will be responsible for business contact. During the probation period, no business indicators will be issued in the first month. From the second month, an average business indicator of 60 will be issued. After the three-month trial period is completed, the average business indicator will be issued after formal employment. Indicator 100.

(3) The time for sales representatives to complete their sales targets is calculated on a monthly basis.

(4) The sales representative's sales quota completion quota is calculated on a quarterly basis. If the quarter's average monthly completion quota reaches the monthly sales quota, it is deemed to have completed the quota.

(5) Checking out will correspondingly reduce the amount of sales completed by the sales representative.

(6) When sales representatives complete sales quotas, they will be paid a basic salary and sales commission on a monthly basis (the commission will be withdrawn based on the amount of sales received). Those with outstanding performance will be given spiritual and material rewards by the company.

(7) Sales representatives who fail to complete the sales quota will be subject to the following penalties:

Anyone who fails to complete the sales quota for the month will have 200 yuan deducted from their salary for the month and will conduct self-examination to find out the gap. , keep working hard.

Anyone who fails to complete the sales quota for three consecutive months, and one month is blank, should automatically resign or be dismissed.

2. Assessment of rules, regulations and work implementation.

Implement monthly assessment with a hundred-point system. Please see the attached table for assessment scores. The assessment methods refer to the general assessment principles.

3. Sales commission assessment.

(1) The sales representative’s sales commission is three thousandths of the total house payment, of which two thousandths is accrued and distributed according to the amount of the house payment, and ten thousandths is paid at the end of five years, and the other ten thousandths The fifth will be released after the actual delivery of the house.

(2) If the sales representative leaves the company before the actual delivery of the house (including voluntary resignation and dismissal from the company), his or her customer follow-up work will be responsible for other employees designated by the company, and the remaining 50,000% of the bonus will be calculated Not entitled to receive it; if the sales representative is transferred to other departments of the company, the customer's follow-up work should still be followed up, and the bonus amount of 0.05% can be claimed.

(3) When Yadong Company employees and company-related households purchase a house, after it is signed and confirmed by the general manager, the sales representative who is responsible for signing the contract and following up the work will have a sales commission of two thousandths of the total house payment, based on The amount of room payment received will be accrued and released.

(4) If the customer purchases a house through an intermediary, after the customer’s house purchase contract has been witnessed and the full payment has been made, the sales representative fills out the form, the project manager confirms it and submits it to the general manager for written approval. A one-time intermediary commission is given to the intermediary, the amount is one thousandth of the total house price, of which five ten thousandths is borne by the project manager, and the other five ten thousandths is borne by the sales representative. Sales Department Performance Appraisal Plan 4

In order to mobilize the enthusiasm and creativity of employees in this department, guide employees to work hard to do their jobs, and continuously improve work efficiency and work quality, in accordance with the relevant regulations of the company and combined with the actual situation of the department In this case, these measures are specially formulated.

1. Basic principles of performance-based salary distribution

1. The principle of linking it to performance, position, skills and contribution, and reasonably widening the gap;

2. The principles of openness, fairness and impartiality;

3. The principle of regular assessment and monthly allocation.

2. Performance Appraisal Content

1. Monthly Appraisal

The monthly appraisal of the staff of this department shall uniformly use the "Employee Monthly Performance Appraisal Rules" to evaluate the performance of work responsibilities in that month. Assess the situation.

2. Annual assessment

The annual assessment of the department’s personnel is determined by the average of the monthly assessment scores of the current year, the annual work ability, and the attitude assessment.

Comprehensive score of employee annual performance appraisal = average employee monthly performance appraisal score × 70% + ability index assessment score × 15% + attitude index assessment score × 15%;

Department Those with comprehensive scores in the top 5% of the annual performance appraisal are considered outstanding.

3. Monthly performance salary payment

Employees’ monthly performance salary payment is determined based on the monthly performance appraisal.

Employees’ monthly performance salary = monthly performance salary base × individual performance coefficient × monthly evaluation coefficient

The department’s performance salary base is determined by the department leader based on the completion of the department’s work indicators.

IV. Assessment Procedure

1. Organizational Assessment

1. Before the 28th of each month, each employee shall submit his or her work diary for the month to the department leader.

2. For employee assessment, the minister’s assessment score accounts for 60%, and the deputy minister’s and minister’s assistant’s assessment score each accounts for 20%.

2. Performance feedback interviews

Before the 5th of the following month, department leaders will conduct feedback interviews based on employee performance appraisals to help them improve and improve their work.

V. Other regulations

1. Those who ask for leave will be deducted 2 points/day, continuous or accumulated leave (excluding statutory rest days) for 10 days (including 10 days), and will not enjoy the performance of the month Salary;

2. If you are absent from work for half a day, 50% of your performance salary for the month will be deducted. For those who are absent from work for one day or more, your performance salary for the month will be deducted.

3. If the reporter fails to submit the workday of the month, the individual’s performance salary for the month will be withheld. ;