Detailed rules for the implementation of employee performance appraisal scheme

In order to ensure the effective development of things or work, it is often necessary to make a plan in advance, which is a highly operable written plan. The following are five detailed rules for the implementation of employee performance appraisal that I collected for you. I hope I can help you.

Detailed Rules for the Implementation of Employee Performance Appraisal Scheme 1

I. Appraisal object:

Managers, supervisors and employees of the logistics department of commercial companies

Second, the assessment time:

Before 1 every month, the internal control team conducts performance appraisal on the managers and employees of the logistics department. The assessment results are submitted to the general manager for review, and then submitted to the relevant personnel of the Human Resources Department for salary calculation according to the corresponding values, and then submitted to the Finance Department for payment of the corresponding amount of salary.

Responsibilities of Logistics Department:

Responsible for all electrical and maintenance work in the administrative area and stores of commercial companies; Responsible for purchasing all office consumables; Responsible for the bidding and implementation of all logistics projects; Responsible for cleaning work; Responsible for fire control work; Responsible for the storage of administrative warehouse; Responsible for other work assigned by the company leaders.

Quantitative indicators of work:

Maintenance personnel conduct 10 inspections on non-information equipment in all stores of the company every month; Electricians check the electrical facilities of stores in the responsibility area twice a day (once in the morning and once in the evening); Firefighters check the company's fire control facilities 10 times a month; General maintenance tasks must be completed within one working day (8 hours), and emergency maintenance tasks should be completed within 2 hours.

Third, the assessment content:

1, hard indicator: monthly related cost control; Various maintenance tasks and intact rate;

2. Soft indicators:

Employees violate discipline;

Employee turnover rate;

Logistics department cost index assessment table;

Quantitative index evaluation table of logistics department.

Fourth, the assessment indicators:

(1) The score of the hard assessment index is 100:

(1). Cost control of relevant departments: monthly operating costs of each department. (Reasonable budget, allocation and cost control) 30 points.

(2), maintenance tasks and intact rate of 70 points.

(2), soft assessment indicators 100 points:

(1), employee turnover rate: the abnormal flow and turnover of employees when all departments (including this department) of the company are full.

(2) Employee's violation of discipline: departmental employees violate discipline.

(v) Evaluation methods:

After the monthly assessment, the average total score of the assessed personnel corresponds to the percentage of performance pay in the current month:

For example, an employee's salary is 1 1,000 yuan (post salary 800 yuan+performance salary 200 yuan), and the performance appraisal score of the current month is 80 points, then the salary of the current month is 800+200×80%=960 yuan.

Performance pay accounts for 20% of the total salary.

(a), the hard index assessment method is:

1. Department cost control: not exceeding various cost indicators.

2. All maintenance tasks should be completed within 24 hours, with an excellent and good rate of 98%.

3. Add 10 after all indicators meet the requirements and exceed the specified range.

(2), soft index assessment method:

1, and the turnover rate shall not exceed 2% per month.

2. The monthly violation rate shall not reach 5 times.

3, the indicators meet the requirements and beyond the prescribed scope plus 5 points.

Detailed Rules for the Implementation of Employee Performance Appraisal Scheme II

The of the first entry

The purpose of this regulation is to implement personnel assessment in a long-term, stable, unified and standardized manner.

The purpose of this regulation is to find out and determine the principles and policies of talent development by evaluating the working ability and efforts of employees in a certain period of time, improve the original education and training work, and then promote the fairness and democracy of personnel management, improve work enthusiasm and drive productivity.

Article 2 The purpose of personnel evaluation

The evaluation results of personnel assessment will be used in the following aspects.

Education and training, self-development, rational allocation of personnel.

Promotion and salary increase.

Reward.

Article 3 Scope of application

These provisions are applicable to employees as stipulated in Article 3 of the Employment Rules.

However, the following persons are excluded:

Part-time and special personnel.

Those who have been absent for less than 6 months continuously.

Leave for more than 6 months during the assessment period.

Article 4 Definitions of Terms

The definitions of special terms in these Provisions are as follows:

Personnel evaluation-To organize the observation, analysis, evaluation and procedures of achievements, abilities and efforts based on objective facts in order to achieve the purpose specified in Article 1.

Performance evaluation-Observe, analyze and evaluate the positions and job completion shared by employees.

Attitude evaluation-Observe, analyze and evaluate employees' working attitude at work.

Competency assessment-observing, analyzing and evaluating employees' competence through work behavior.

Examiner-the executor of personnel evaluation.

Candidates-people who accept personnel assessment.

Appraisal execution organization-the organization responsible for personnel appraisal.

Evaluation plan and implementation

Article 5 Review and enforcement agencies

The human resources department is responsible for the planning and implementation of personnel evaluation.

Article 6 Training of Inspectors

In order to make the personnel assessment system conform to the reality, it is necessary to train the assessment personnel.

Conduct examiner training as required, make training plan and implement it.

Article 7 The examiner's principled position

In order to make the personnel assessment fair and reasonable, the examiner must abide by the following principles:

Evaluation must be based on specific facts observed in daily business work.

It is necessary to eliminate prejudices such as goodwill and sympathy for the assessed, eliminate all kinds of worries about inferiority, and make an evaluation on the basis of your own beliefs.

Don't evaluate the facts and behaviors outside the assessment period and work.

Examiners should guide and educate candidates according to their own evaluation conclusions.

Detailed rules for the implementation of employee performance appraisal scheme 3

In order to strengthen catering management, maintain a polite, warm, thoughtful and efficient service environment for guests, improve the quality of restaurant dishes, strive to reduce costs and ensure management norms, these rules are formulated in accordance with the Measures for Performance Appraisal of Hotel Catering Department.

1, customer satisfaction (10 score)

Standard: ① The satisfaction degree of customer satisfaction survey in the current month is over 95%; ② The number of customer complaints in the current month cannot exceed1; (3) Customer complaint resolution rate in the current month.

Assessment basis: ① Statistical results of customer satisfaction questionnaire; ② Customer complaint statistics.

Scoring: ① 5 points will be deducted if the customer satisfaction survey is not up to standard; (2), customer complaints a deduction of 5 points; (3) The monthly customer complaint resolution rate shall not be less than 100%, and 2 points will be deducted for each reduction of 1%.

2. Product quality (10 score)

Standards: ① Check and accept the quality of ingredients according to the customer's standards. The stored vegetables are fresh, free from rot and yellowing, and the meat and fresh ingredients have no peculiar smell or deterioration. The storage and inventory are reasonable, and the meals meet the food standards; (2) Ensure the quality of kitchen products and the quantitative standards of dishes; (3) Ensure the production speed according to the requirements of the front desk and guests; , carefully analyze the needs of the guests, and bring forth the new in the dishes; (4), guest complaints.

Assessment basis: ① Whether there are any complaints from guests about the quality of dishes; (2) Records of complaints about product speed from guests and front office; (3) On-site inspection.

Scoring: ① If a guest complains about the quality of food, and the food is found to be defective through on-site inspection, 5 points will be deducted if the food is returned once; (2) The guest and the front office complain that the serving speed will be deducted by 5 points at a time; (3), stored meals, food materials deterioration, inventory is too large, a deduction of 2 points; (4) Actively innovate dishes, and launch at least two new products every month. Innovative varieties win customers' praise. For the top three dishes with monthly turnover, add 5 points. If no new products are promoted, deduct 1 point at a time.

3, safety and health and equipment in good condition (30 points)

Standard: ①. Store and kitchen furnishings are reasonable, and there is no sanitary corner; (2) On-site cleaning and hygiene standards: sanitary wares are free from stains and damage, halls, storerooms, tables and chairs, curtains and tablecloths are free from dust and stains, the ground is free from garbage, walls and ceilings are free from cobwebs, and halls, bathrooms and kitchens are free from "four pests"; (3), the operation conforms to the specification, do a good job of safety prevention, after the business, must timely check and close the fire safety valves such as stoves, no fire, theft, food poisoning and work-related injuries. (4), catering facilities and equipment in good condition, the total number is consistent with the number of ledger, and can ensure the normal operation.

Evaluation basis: on-site evaluation

Scoring: ① Storefront and kitchen display are chaotic and unreasonable, and 2 points will be deducted if there is a dead corner in hygiene; () (2) Deduct 2 points for failing to meet the standards in three places, and deduct 10 points for failing to meet the standards in more than three places; (3), did not close the stove safety valve a deduction of 2 points; In case of fire, theft, food poisoning or employee injury, all points in this item will be deducted at one time, and administrative punishment will be given according to the seriousness of the case; (4) If the quantity is inconsistent, 5 points will be deducted for each lack of 1 equipment, in addition to normal losses, and economic compensation will be borne according to regulations; Fire fighting equipment and facilities are in good condition, with the same quantity, and can operate normally. If the equipment and facilities are damaged or unable to operate normally, they shall be notified to report for repair within 24 hours. Fail to repair or not timely repair, a deduction of 2 points. 5 points will be deducted for those who failed to report for repair during the re-inspection, with the maximum deduction of 10, except for those who reported for repair but did not repair it.

4, department coordination (5 points)

Criteria: ① Actively participate in employee training and meetings organized by the company; (2) The employee's scheduling and vacation arrangement meet the company's business needs; (3) The kitchen and the front office work in harmony, and there is no complaint between departments and employees.

Assessment basis: ① Staff training records; (2), employee scheduling records; ③ Coordination between dining room and front office.

Score: ① 2 points will be deducted for not attending employee training and meetings organized by the company; (2) 2 points will be deducted if employees' vacations affect the restaurant business; (3) If there is disharmony between the restaurant and the front office, 2 points will be deducted for minor complaints, and 10 will be deducted for serious complaints from internal employees.

5, organizational discipline (5 points)

Standard: ① Attendance on time, not being late, not leaving early, not being absent from work ② Leave and vacation shall not exceed company regulations; (3) can strictly abide by the company's rules and regulations and national policies and regulations.

Assessment basis: ① Attendance of personnel shall prevail; 2. Vacation and vacation records;

Scoring: ① Deduct 1 point for being late and leaving early; (2). Every time you leave early, 3 points will be deducted, and all the absenteeism will be deducted; (3) Ask for leave, and 2 points will be deducted for one day's leave exceeding the company's regulations.

6, service specification (20 points)

Standard: ① Work clothes and badge must be worn when working, and gfd conforms to the employee manual of the company; 2 smile when serving; (3) take the initiative to say hello when meeting guests, and use polite language when communicating with guests. The language conforms to the service specification.

Evaluation basis: on-site inspection

Scoring: gfd does not wear overalls or badges, and 5 points will be deducted at a time; (2) don't laugh, a deduction of 2 points; (3) don't take the initiative to say hello or found that the language of communication with guests does not meet the service standards, a deduction of 2 points.

7, cost control (20 points)

Standard: the gross profit margin should be controlled above 50%.

Evaluation basis: financial statements

Scoring: ① If it is less than 50%, 2 points will be deducted for every low 1 percentage point, and every high 1 percentage point will be added with 1 point, with a maximum of 5 points; (2) less than 45%, this item does not score.

Detailed rules for the implementation of employee performance appraisal scheme 4

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 can be 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.

The quarterly evaluation schedule is 25th of each month in March, June and September, and the evaluation report will be published 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.

Fourth, the content of performance appraisal

1,-assessment content of middle-level cadres above the full-time level

(3) Morale (4) Achieving the goal

(5) Sense of responsibility (6) Self-motivation

2, employee performance appraisal content

(1) Morality: policy level, professionalism 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) implementation of 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.

4. According to the principle of combining stages with continuity, the scores of employees' monthly assessment should be included in the scores of quarterly assessment results according to a certain proportion; The quarterly assessment score should also be included in the annual assessment score according to a certain proportion. The specific calculation formula of the assessment result score of each assessment cycle is as follows:

Score of assessment results in the first quarter =( 1 month assessment score+February assessment score) ×20%+ assessment score in this quarter× 60%.

Score of assessment results in the second quarter = (assessment score in April+assessment score in May) ×20%+ assessment score in this quarter ×60%.

Score of assessment results in the third quarter = (July assessment score+August assessment score) ×20%+ this quarter assessment score ×60%.

Annual assessment score = (first quarter assessment score+second quarter assessment score+third quarter assessment score) ×5%+ (1October assessment score+1month assessment score )× 5%+annual assessment score× 75%.

5. After filling in the personal self-evaluation form and evaluation scale, summarize and submit them to the Human Resources Department together with the summary calculation of the evaluation results of each cycle.

Attach a personal self-assessment form and two evaluation forms.

Seven, performance appraisal feedback

Each appraisal executor should listen to the appraisee's opinions on performance appraisal according to the specific circumstances of the appraisal results, and report the opinions to the Human Resources Department of the Group.

Eight, the application of performance appraisal results

The Human Resources Department shall summarize and analyze the assessment results, and coordinate the department leaders of various companies to adjust the floating salary, bonus distribution and job promotion of the assessed according to the assessment results.

1, floating salary adjustment. If the total score of the assessed is higher than the average score of the employees, the floating salary will rise in excess proportion; If the total score of the assessed is lower than the average score of employees, the floating salary will be lowered according to the gap ratio; Equal to the average score without adjustment.

2, bonus payment by the competent leadership according to the assessment results to determine the payment standard, but must ensure that the total amount of bonuses paid in full, shall not be deducted from the bonus.

3. The promotion and adjustment of middle-level cadres' positions shall be decided by the general manager's office meeting according to the assessment results; The post adjustment of employees is decided by the competent leaders of each company and reported to the Human Resources Department for the record. The promotion of employees to middle-level cadres shall be decided by the general manager's office meeting.

The above scheme will be implemented as of the date of promulgation, and it is hoped that the relevant departments will make efforts to do all the work and carry out performance appraisal in a down-to-earth manner.

Detailed rules for the implementation of employee performance appraisal scheme 5

In order to continue to deepen the reform of the school's internal management system, strengthen the construction of our school's administrative leading cadres, comprehensively, objectively, fairly and accurately evaluate the political and professional qualities and performance of duties of school cadres, give full play to the role of encouragement, inspection and supervision of administrative leading cadres, enhance their sense of responsibility and improve the efficiency of administrative work, this plan is formulated.

I. Scope of assessment

School deputy, dean, deputy director, brigade counselor, general staff

Second, the assessment indicators and content

The assessment is based on the staff assessment plan and teachers' professional ethics, and is carried out from four aspects: morality, ability, diligence and performance, with the emphasis on the assessment of work performance. The full mark of the assessment is 100, the quantitative index assessment accounts for 80%, and the final democratic assessment accounts for 20%.

(a), leadership quality and professional ethics (30 points)

Love education, actively participate in various collective activities, abide by the law, unite and help each other, and complement each other. Be a model, be diligent and dedicated, and have no adverse effects.

1, unity and cooperation (5 points)

Unite the members of the school leadership team, pay attention to the way of doing things and talking, take the initiative to help other members, and get the support and affirmation of other members.

2, decent style (5 points)

Leadership style and work style should be decent, act according to principles, act impartially, do not practice favoritism and malpractice, abide by the law, care for subordinates, communicate with others when things happen, be open and aboveboard, and act fairly and justly.

3. Leadership (5 points)

With leadership, keen insight, certain appeal, bold courage, certain management ability and discipline guidance ability.

4, professional ethics (5 points)

Abide by the professional ethics of primary and secondary school teachers, safeguard the dignity of teachers, strictly follow the professional ethics norms, and do not take the lead in making up lessons with compensation. If there is a violation of discipline, it will be rejected by one vote and rated as "incompetent".

5. Attendance rate (10):

Abide by rules and regulations and labor discipline, go out of Man Qin and work full-time. You are not allowed to leave your post without permission, and the sick leave procedures are implemented according to the current relevant regulations of our school.

(2), post work (50 points)

Seriously and responsibly, complete the work assigned by the leaders, be proficient in business, take the overall situation into account, dare to be responsible, adhere to principles, strictly manage, be rigorous and meticulous, work efficiently and complete the work well.

1, plan and summary (5 points)

Finish and hand in various plans and summaries on time. The plan is focused, measurable, targeted and effective. Summarize the achievements and existing problems.

2, class assignments (4 points)

Complete the task of the subject course of the generation, no class.

3, party building work (6 points)

In order to complete the tasks assigned by the Party branch, party member cadres should actively participate in the Party organization life meeting and the central group study meeting, and give play to the exemplary leading role of leading cadres in party member.

4, guidance, service teaching (8 points)

Complete the tasks of listening and evaluating classes as required, guide education and teaching, guide teachers to prepare lessons, attend classes, correct homework, test and give feedback. Carry out activities such as teacher training, education and scientific research, and curriculum reform. Instruct squadron counselors to carry out class activities. The general staff should do a good job in all services of classes, brigade departments, guidance offices and schools.

5, file management and supervision and evaluation (8 points)

The leaders in charge of archives work should strive to complete the target assessment in accordance with the specific requirements of the B-level index of the Supervision and Evaluation Plan for the Running Level of Urban Primary Schools of Huimin District Education Bureau and the Detailed Work Rules and Detailed Division Table of Sugar Factory Road Primary Schools. Rank the scores according to the target completion rate (target completion rate = actual score/deserved score).

6, a week on duty (6 points)

Do your job well according to the work arrangement and requirements stipulated by the school.

7, the work assigned by the leadership (5 points)

School leaders can't find an excuse to shirk temporary work, depending on performance scores.

8, individual award (4 points)

9, collective reward (4 points)

(four), democratic evaluation (20 points)

1, individual conversation (6 points)

The interviewee is determined by the assessment leading group, and generally should be the person in the office or with working relationship. During the conversation, the evaluation team will designate one person to attend and make a good conversation record.

2, the final debriefing (6 points)

At the end of the semester, a debriefing will be given at the faculty meeting of the whole school. The debriefing should be practical and realistic, without expanding achievements, concealing shortcomings or mistakes, with clear facts and conciseness. The debriefing sequence shall be conducted by drawing lots, and the time shall not exceed 10 minutes.

3, democratic evaluation (8 points)

After the debriefing, the school will conduct democratic evaluation, and the evaluation results will be ranked in line to give quantitative scores according to the satisfaction rate.

Third, the evaluation principle

1, the assessment should adhere to the principles of objectivity, fairness, democracy and openness, and pay attention to performance.

2, the implementation of the combination of leadership scoring and democratic evaluation, usually combined with the final, qualitative and quantitative methods.

Fourth, the division of assessment grades.

The annual assessment is divided into four grades: excellent, competent, basically competent and incompetent. Senior teachers and first-level teachers line up from high score to low score respectively.

Excellent (accounting for 15%): correctly implement the resolutions and decisions of the school, abide by laws, regulations and rules, be familiar with their own business, be able to work creatively, be diligent and dedicated, have a strong sense of responsibility and have outstanding achievements.

Competent (70%): able to correctly implement the school's resolutions and decisions, abide by various laws, regulations and rules, be familiar with or relatively familiar with their own business, be proactive, have strong ability or improve quickly, and be able to complete their own work well.

Basically competent and incompetent (accounting for 15%): basically competent: average political performance, attendance and professional quality, barely adapting to work requirements, insufficient work enthusiasm and initiative, not fully completing the annual work tasks, or low quality. Incompetence: poor political performance, professional ethics, attendance and professional quality, unfamiliar with one's own job, not good at learning, difficult to adapt to the requirements of the job, weak sense of responsibility, poor organizational discipline, passing the buck at work, resulting in serious consequences or serious violation of relevant school regulations.

VII. Application of evaluation results

1. assessment score: the assessment leading group counts the scores of the assessed personnel according to the assessment contents and standards, arranges the senior teachers and the first-level teachers in turn from high to low, and reports them to the school party branch for deliberation.

2. For teachers who have obtained basic competence or above in the assessment, the school will issue performance bonus wages of different grades, which will be calculated based on the average value according to the total performance salary of senior teachers and first-level teachers in the school.

Performance reward:

Excellent: radix+4% of radix.

Capacity: cardinal number

Basic ability: basic-basic 4%

Incompetence: no performance bonus.

The teacher who always ranks at the bottom of the evaluation should be reprimanded by the school principal's secretary.

Seven, the school set up administrative leaders and cadres assessment leading group:

Team leader: principal

Deputy Head: Secretary

Team members; Leader of teaching and research, democratically elected representative of the masses

The director and the principal are responsible for the specific work of evaluation.

Eight, this procedure shall be implemented as of the date of promulgation.

Attachment: Detailed Rules for Performance Appraisal of Administrative Leaders and Contact Cadres in Tangtang Road Primary School

Performance Appraisal Form for Administrative Leaders and Contact Cadres of Tangtang Road Primary School

Huimin district tangchang rd primary school

March of a year

Relevant clauses of detailed rules for the implementation of employee performance appraisal scheme:

★ employee performance appraisal scheme template daquan

★ Model essay on enterprise employee performance appraisal scheme

★ How to formulate the performance appraisal system for enterprise employees?

★ Detailed rules for the implementation of departmental performance appraisal

★ 4 Implementation plan of performance management assessment.

★ Methods of employee performance appraisal

★ Standard Measures for Performance Appraisal of Supermarket Employees

★ Detailed rules for the implementation of performance appraisal highlights plus points

★ Detailed rules for departmental performance appraisal

★ Implementation scheme of performance pay