Management objective responsibility book

3 Management objective responsibility book

In the era of continuous progress, there are more and more places where we can get in touch with the responsibility book. A responsibility book is an instrument that stipulates responsibilities and clearly stipulates the tasks that should be undertaken. What problems should be paid attention to in drafting the responsibility book? The following is the management objective responsibility book I collected for you. Welcome to reading. I hope you will like it.

Management objective responsibility letter 1 In order to fully mobilize the enthusiasm of the managers of all business units of the Group and ensure the realization of the annual business objectives issued by the Group Headquarters to all business units, the Group Headquarters (hereinafter referred to as Party A) authorizes the first responsible person (hereinafter referred to as Party B) to be responsible for the management of the headquarters port. In accordance with the principle of equality of responsibilities and rights, the two parties signed a 20xx annual business target responsibility letter on the basis of consensus, which clarified the responsibilities, rights and obligations of both parties. Once this responsibility letter is signed, it is legally binding on both parties, and both parties shall abide by it.

First, the purpose.

On the basis of perfecting the company management mechanism with the manager responsibility system as the main content, fully mobilize the enthusiasm of the managers of all business units of the group and fully tap the potential of human resources; Establish an assessment system for the business objectives and responsibilities of each business unit by the group headquarters, and strengthen the effective monitoring of each business unit by the headquarters; Promote the management of all business units and even the whole Chenming Group to develop in a rational, scientific, accurate and standardized direction, and replace the planned assessment of 20xx with a scientific index assessment system; Promote the change of management means and methods of each division, and enhance the sense of responsibility and management ability of the management of each division.

Two. Annual evaluation period of 20xx years:

20xx February 1 to 20xx 65438+1October 3 1.

Three. Rights and obligations of Party A

1. Party A must provide necessary funds, equipment, logistics and other support and guarantee for Party B's business process activities;

2. Party A has the responsibility to reduce public expenses and reduce the burden of public expenses shared by all business units;

3. Party A must pay the salary of management personnel to Party B in advance on a monthly basis according to the salary standards and methods agreed by both parties (the specific standards and methods shall be implemented according to the plan approved by the Group Administration and Personnel Center);

4. Party A has the right to inspect and supervise Party B's business management activities and put forward suggestions for improvement;

5. When Party B's production and operation activities are out of control or make major mistakes, and Party B has no effective solution, Party A has the right to modify the relevant provisions of the responsibility letter or decide to terminate the execution of this responsibility letter.

6. If Party A fails to complete relevant performance indicators for two consecutive months, Party A has the right to give a warning to Party B;

7. If Party A fails to complete the relevant performance indicators for three consecutive months, Party A has the right to terminate this responsibility letter (the newly established company is appropriately relaxed for two to three months);

8. Party A has the right to regularly audit and evaluate Party B's operating performance;

Four. Rights and obligations of Party B

1. Party B shall strictly abide by all national laws and regulations and all management regulations formulated by the group company.

2. Party B shall complete the following main operation and management indicators within the planned year, as shown in the attached table:

Project index, standard weight, index quantity and net profit rate.

(1) Net profit rate = total profit before tax/actual total income;

(2) Net profit = total income-investment cost-management cost-investment cost-financial cost-public * * * shared expenses-taxes;

(3) Investment cost: direct materials, direct wages and direct expenses (water and electricity expenses, maintenance expenses and depreciation of fixed assets);

(4) Management expenses (standard to be determined): travel expenses, telephone charges, entertainment expenses and office expenses;

(5) Investment expenses (65,438+0%-65,438+0.2% of the rental amount): commission, rebate and business commission;

(6) Financial expenses (calculated according to actual amount): exchange gains and losses, interest and bank charges;

(7) Amortization of public expenses (according to actual expenditure): expenses of functional departments and various expenses paid to the state, etc. ;

(8) Taxes (according to actual amount)

(9) Original value of fixed assets to be apportioned: 20xx annual depreciation:

(10) Other expenses shall be borne according to the actual situation.

(1 1) The above amounts are subject to the receipt.

The content of this article is subject to financial confirmation.

3. Party B shall provide Party A with a specific, operable, measurable, achievable and time-limited detailed plan for the implementation of the target within half a month after the signature of both parties takes effect, which will serve as the basis for Party B's performance evaluation, supervision and control after being approved by Party A. ..

4. Party B must submit (submit) various documents and materials related to business activities on a regular or irregular basis as required by Party A, including: (1) annual and monthly analysis reports on the implementation of various work plans. (2) Various financial statements. (3) Follow-up report on the annual investment promotion policy and its implementation. (4) Other documents and materials required by Party A. (5) If the performance indicators are not completed in the current month, Party B must explain to the CEO the reasons for the failure and come up with practical improvement measures.

5. Party B enjoys the command of the management personnel;

6. Party B has the right to suggest the appointment and removal of management personnel and decide the appointment and removal of supervisors and ordinary employees; To exercise the right of dismissal, you need to consult the legal opinions of the group to avoid unnecessary labor disputes.

7. Party B has the right to decide the design, assessment method and distribution scheme of the assessment index system for all middle-level and below employees, but the scheme can only be implemented after being approved by the CEO and the chairman;

8. Party B has the right to raise an objection to the expenses allocated by the group headquarters, but it must bear the corresponding share after obtaining a reasonable explanation;

9. Party B has the right to make suggestions on raw material procurement, activity planning scale, timing and pricing, investment promotion pricing, etc. However, every suggestion must have a written analysis report and be implemented after the approval of CEO and chairman.

10. Party B has the right of final appeal for reimbursement of documents below 500 yuan (including 500 yuan) within the approved expense management limit; The right to review reimbursement documents above 500 yuan; The opinion determined by the chairman shall prevail.

1 1. Party B shall accept the assessment of Party A's working ability and attitude, accounting for 10% of the whole assessment score, and set an example; Awareness of work safety; The seriousness of the work; Rationality and effectiveness of work plan and arrangement; Work initiative and dedication; Whether it is honest and clean, upright and upright; The degree of implementation of the company's strategies and decisions (detailed rules shall be stipulated separately);

12. The actual salary of Party B's management personnel is linked to the assessment results. The actual salary is

Salary = assessment score x post salary agreed by both parties. If the total assessment score is less than 50%, it will be calculated as 50%. In which: assessment score = actually completed profit index ÷ profit assessment index × 100 ×45%+ actually completed income index ÷ total income assessment index × 100×45%+ assessment score of Party B's management (percentage system) ×10%; Please be a financial accountant.

13. After completing the annual plan target, Party A will reward Party B with a car involving this business unit (about 65,438+ten thousand yuan). After three years, the automobile property rights shall be owned by the first responsible person of Party B;

Xx。 20% of the excess net profit shall be regarded as the reward of Party B's work unit. The specific bonus distribution plan shall be determined by Party B and submitted to the Group for approval.

Verb (abbreviation of verb) Other relevant contents of this responsibility book are interpreted and revised by the Group Human Resources Department and the Financial Accounting Center respectively.

This letter of responsibility comes into effect after being signed by the CEO of the Group and the first person in charge of each business department, and is legally binding on both parties.

This responsibility book is made in triplicate, one for the administrative personnel center, financial center and business unit of the Group.

Group CEO: the first person in charge of the division:

Date: 20xx Year Date: 20xx Year Date: 20xx Year Date

Management objective responsibility book 2 Company name: branch name:

Person in charge:

In order to ensure the greater development of the company and obtain the best economic benefits, it is very important to ensure the preservation and appreciation of the company's assets.

To this end, Hangzhou Tiandefang Catering Management Co., Ltd., as a legal person, signed a letter of responsibility for business objectives with the store manager. The specific contents are as follows:

I. Management objectives:

1. The basic principles of the company's operation and management objectives are: focusing on operation and management, aiming at improving the company's investment income, taking the implementation of rules and regulations as a model, taking civilized and high-quality service as the premise, focusing on safe operation, operation management, equipment maintenance, income increase and expenditure reduction, and taking process control as the means to realize the maximum profit of economic benefits.

2. Make clear the rights and obligations of the person in charge of the company, realize the linkage between business management performance and individual and team interests, and ensure the company to achieve business management objectives safely, efficiently and with high quality.

3. The economic indicators in this responsibility book will serve as the basis for Hangzhou Tiandefang Management Co., Ltd. to evaluate the performance of the company's managers, branches and members of their leading bodies.

Second, the responsibility period.

1. The liability period of both parties is one year;

2. Starting from _ _ _ _ _ _ _ _

Three. Scope and responsibilities of operation and management

1. According to the business scope of Hangzhou Tiandefang Catering Management Co., Ltd., in accordance with the relevant national laws and regulations and the company's rules and regulations, perform the company's duties, exercise management authority and ensure the realization of management objectives.

2. Complete the economic management indicators specified in the "Guarantee Indicators" issued by the company and realize the economic management indicators specified in the "Strive for Indicators".

3. Provide convenient, fast, clean, sanitary and warm quality service for the company. Shops.

4. Seriously implement the company's various systems, norms and standards, and constantly improve and improve them in daily operations.

5. Effectively maintain and maintain the company and its management area, including the maintenance and management of electrical appliances, water supply, power supply, telephone, sanitation, building decoration and other equipment and facilities. Cooperate with local management team to manage water supply, fire fighting, power supply, telephone and network in public areas.

6. Ensure the normal operation of the company's fire facilities, actively cooperate with the fire department and the local property management group, organize all employees to participate in fire training and drills, and be responsible for the company's fire safety work.

7. Other management responsibilities stipulated by the company.

Fourth, the management index system

1. Turnover indicators: month _ _ _ _ _, project _ _ _ _ _, turnover _ _ _ _ _, gross profit _ _ _ _.

2. Cost control indicator: controllable cost items _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

3. Product indicators and prices

The gross profit of pasta varieties produced by the distribution center is not less than 26% (including raw materials, seasonings, labor wages, etc.), which is determined according to the cost accounting of pasta varieties and implemented according to the standard as the basis for future distribution prices (see the attached page for details);

4. Quality evaluation indicators

As a distribution center, pasta varieties should be standardized, standardized and streamlined as much as possible to meet the production needs of the company with good quality and quantity, and specific quality assessment standards should be implemented.

Verb (abbreviation of verb) evaluation method:

1. Monthly assessment: (See the annex for specific assessment)

2. The pastry shop is under the jurisdiction of the distribution center, and the salary of the team leader is RMB _ _ _ _, of which the assessment salary is 1500 yuan. 3. For branches that have not completed the annual "guarantee indicators", if more than 30% fail to meet the standards in the quarterly assessment (non-objective reasons), the assessment team will promptly issue a written notice of mandatory rectification measures; If it has not been rectified for two consecutive quarters and still fails to meet the target requirements, the assessment team will put forward opinions on demotion (level), post adjustment and dismissal of relevant personnel and report them to the relevant departments of the company for approval.

4. The department in charge of safety management with major accidents will cancel all rewards (treatments) and bear legal responsibilities according to relevant laws and regulations;

5. If the quality of the store breakfast (products delivered by the distribution center) is unstable or customers are lost due to negligence of its own management, 20-60% of the salary will be deducted, and the salary will be transferred from the original post and demoted.

6. No less than 2 new varieties are introduced into the pastry room in the distribution center every month. Can not meet the requirements, according to the performance appraisal deduction of 20% punishment.

7. The company regularly or irregularly inspects the products delivered by the pastry room in the distribution center, and will be punished by 30% if it does not meet the product standards.

8. If there are complaints about more than four varieties of pasta distribution products within one month, each store will be punished by 20%.

9. Actively assist the store to complete the monthly breakdown index, and the excess part will be extracted as the bonus of the distribution center according to 50% of the net profit. In addition, 70% of the 50% profit will be paid as monthly bonus, and 30% will be kept as year-end bonus until the end of the year (when the year-end bonus is paid, employees must be on the job and those who leave the company will not be paid).

10. In case of a major production safety accident, all wages of the current month shall be deducted and corresponding legal responsibilities shall be borne.

1 1. Annual evaluation:

12 Complete the indicators set in that year, and make up the monthly penalty in that year.

Six, the punishment of liability accidents

1. General liability accidents: accidents that lead to government fines, customer complaints and claims, equipment failures, etc. Due to dereliction of duty or operational errors, economic losses are less than 1 10,000 yuan (excluding). Deduct points according to the weight of management indicators.

2. Major accident: the person who is directly responsible for legal proceedings or arbitration due to dereliction of duty or dereliction of duty, fire, theft, scrapping of facilities and equipment, group injury, serious economic loss, serious violation of financial system, work flow and human factors. Like economic losses and circumstances, deduct 40-70% of the annual bonus of the responsible person and 60-100% of the annual bonus of the department, the leader in charge and the store manager; If there is no bonus, it will be deducted according to the salary of the month. If the circumstances are serious, the relevant personnel shall be demoted, demoted or dismissed.

3. Other accidents: due to poor management, the audience is disturbing the people, and the media reports negatively, which seriously affects the corporate image and has a bad social impact. Ruled by the assessment team and punished accordingly. 4. Liability accidents in violation of national laws shall be investigated and handled by the judicial department.

Seven. Rights and obligations of Party A and Party B:

1. The company shall supervise and inspect Party B's implementation of the company's policies, laws and regulations, and conduct target assessment on the operating agreement, so as to guide Party B to do a good job in business management and improve economic benefits.

2. Fully respect Party B's operational autonomy within the scope authorized by Party A. ..

3. Perform duties according to the signed agreement and relevant monitoring system.

4. During the operation period, Party B shall abide by the national laws and regulations and the company's rules and regulations and operate according to law.

Eight. Party A has the right to terminate this contract under the following circumstances:

1. Major food safety or fire safety accidents.

2. The monthly gross profit is less than 5 percentage points (including 5 percentage points).

3. The monthly assessment has not been completed for 2 consecutive months or accumulated for 3 months.

Due to its own management reasons, the breakfast turnover of this store has dropped by 60%.

Nine. supplementary terms

1. In case of force majeure affecting the performance of the responsibility book, the general manager of Party A shall make a ruling.

2. When Party B proposes to resign or dissolve this responsibility letter, it shall write a written application one month in advance, and it will take effect after completing the examination and approval according to the established procedures.

3. This responsibility book is made in triplicate, one for each party and one for file.

Party A Party B

(Seal) (Seal)

Representative (signature): Representative (signature):

date month year

Management objective responsibility book 3 I. Entrusting matters:

1, XX Hotel Co., Ltd. For the long-term development of the hotel, our two shareholders * * * entrust us as assistants to the general manager of the operation to manage the hotel (main building, annex building and dining room) and exercise the management rights granted by Qin. Exercise the duties of deputy general manager of operations within the scope of authorization, preside over the overall work of the hotel on behalf of Qin (except for the financial department of the company, which shall be stipulated separately), manage the hotel operation, and complete all budget indicators and management indicators issued by the company.

2. Entrustment period: 20xx 1 October to 20xx 1 February 3 1 February.

3. Financial system and management: ① All employees should be assessed according to the principles of hotel industry and accounting law; (2) All the expenses of the hotel can only be paid after the financial department and the purchasing staff negotiate the price, and they are all purchased by the purchasing staff; (3) More than 3,000 expenses exceeding the operating expenses shall be paid by the Finance Department, and no one may borrow or misuse them in his own name. Once found, the company will be punished according to the system; (4) The company's operating expenses can only be spent after being reviewed and signed by Assistant Li. Other expenses exceed xx yuan, and one-time expenses exceed 5,000 yuan, which can only be spent after the Finance Department calls Party A for instructions; otherwise, it shall be borne by the Finance Department; ⑤ All cashier personnel and related asset management and financial personnel in the hotel are listed in the Finance Department for management [accounting, cashier, audit, buyer, warehouse keeper, cashier (front hall, dining room) and quality inspector], and all personnel must obey the management of the Finance Department manager; The daily behavior and treatment of the personnel in this department shall be managed by Party B, and the financial right shall be dominated by Party A, and no one shall exceed his authority.

Second, the responsibility index (according to the percentage system for assessment):

(1) Main economic indicators and sub-indicators (50 points) Main indicators: 45 points, 1, operating income (15 points). The annual turnover of guest rooms is 3.5 million yuan, and that of catering is 2.5 million yuan. 2. The operating cost (15) (all hotel expenses) shall be controlled at 38 10000 yuan (of which, 55% of the annual room rate is equivalent to 654380+093000 yuan; The annual cost of catering is 75%, equivalent to RMB 654.38 +0.88 million). 3. The annual net profit (NOP) is 2,654.38+0.9 million yuan (including: the annual net profit of rooms is 6,543.8+0.57 million yuan, and the annual net profit of catering is 620,000 yuan). (The extra part at the end of the year will be awarded by Assistant Li to the assistant and distributed to other employees) Sub-indicators: (5 points) The annual cost is 38 1 1,000 yuan, of which the room rate is 55% and the catering rate is 75%.

(2), management indicators (50 points) 1, monthly assessment indicators (according to fixed indicators and non-fixed indicators) (1) fixed indicators (50 points). The implementation rate of the monthly plan for key work in 20xx is 100%. (2) The compliance rate of comprehensive sanitary quality is 96% (rooms, restaurants and public areas). ③ The qualified rate of food safety and quality control is 100%. (4) The training rate of employees in that month is not less than 80%. ⑤ The monthly turnover rate of employees shall not exceed 5%. (2) Non-fixed indicators (the score is temporarily adjusted according to the company's phased key work arrangements). (3) The monthly management index assessment is based on the fixed index assessment score, and the non-fixed index assessment score is added and subtracted to get the final monthly assessment index score. 2. Quarterly assessment indicators: ① The proportion of overdue accounts receivable shall not be higher than 5% of the total accounts receivable. (According to the payment time assessment of the agreement signed between the sales department and the personal guarantee) ② The employee satisfaction rate reaches 80%. (The number of employees surveyed is 70%) ③ Customer satisfaction reaches 90%. (Spot-check 60 customers) The qualified rate of gfd employees reached 98%.

3. Annual management assessment indicators: ① Annual accounts receivable balance: not higher than annual income of 65,438+0.5%. ② Staff quality assessment: corporate culture (system and policy), service knowledge and business knowledge (skills). ③ Customer satisfaction: 90%. (Refer to the number of people surveyed quarterly) ④ Service quality: "The first rule of the golden rule: any employee should be kind and courteous when meeting anyone at any time and any place" reaches 85%. ⑤ Asset maintenance: large-scale assets and decoration assets are complete, effective and tidy.

4, the annual safety management assessment rewards and punishments. (1) If the annual food safety quality control index and internal safety management index reach the standard, each department will be rewarded with xx yuan (including each index 1000 yuan). (2) Any major food safety and quality accident or major internal safety management quality accident during the year will be regarded as substandard this year. ③ In case of major food safety and quality accidents and major internal safety management accidents, in addition to being held accountable, the accident losses shall be compensated according to the size of the responsibilities, and the monthly performance bonus of 20%- 100% of the assistant general manager of the operation, department managers and relevant responsible persons shall be deducted. At the end of the year, according to the frequency of events, the year-end performance bonus of the assistant to the general manager of the operation and the department manager is deducted for an average of one month each time.

5. Description of assessment.

1. Monthly and quarterly assessment In addition to paying performance appraisal salary according to the performance appraisal principle, the company will also reward according to the monthly and quarterly assessment rankings of various departments.

2. Monthly assessment. In addition to the monthly sales champion, the score of economic indicators management indicators ranks first in the assessment, among which: the economic indicators complete the monthly budget task, and the team rewards xx yuan in cash; If the economic indicators fail to complete the monthly budget task, the team will receive a cash reward of 1000 yuan.

3. Quarterly evaluation. Ranked according to the total average score of quarterly management index assessment of economic indicators in each month of the quarter (the cumulative average score of monthly management index assessment accounts for 40%, and the score of quarterly management index assessment accounts for 60%), the first winner will win the quarterly excellent team championship, in which: the economic indicators complete the quarterly budget task, and the team will receive cash reward 1 10,000 yuan;

If the economic indicators fail to complete the quarterly budget task, the team will be rewarded with 5000 yuan in cash.

4. Annual evaluation. The ranking method of assessment is the same as that of quarterly assessment. For the department that won the 1 quarter excellent team that year, each department will reward the assistant to the general manager of operations and the department manager with a domestic tour. The department that won the excellent team for two quarters in that year will be rewarded with a trip to Hong Kong and Macao by the assistant general manager of the operation and the department manager; For the department that won the excellent team for three consecutive quarters in that year, the New Matai Tour Award was awarded to the assistant general manager of the operation and the department manager. The department that won the excellent team for four quarters in that year rewarded the assistant general manager of operation and the department manager with a trip to Europe. Incentive travel will be enjoyed from the following year 1 year, and will not be enjoyed after the deadline.

5. The specific assessment contents of various management indicators will be notified separately by the company, and the personnel of the quality inspection department will be assessed with us.

6. The assessment scores of various management indicators can be adjusted according to the company's phased work priorities.

Third, the annual performance appraisal method due to job changes.

1. During the execution of the responsibility letter, when the company gives Party B the punishment of transfer, demotion, dismissal, resignation, study, etc., the annual performance appraisal bonus shall be paid according to the monthly average of the total performance finally completed in that year × the term of office. 2. If Party B is transferred, demoted, dismissed, retired or studied by the company during his tenure, he will no longer enjoy the performance appraisal bonus of that month in the following month.

Four. Labor remuneration and bonus

1. Party B's annual income is based on the annual salary system, and the salary consists of basic salary, store age salary and other subsidies. Among them, performance-linked assessment is based on basic salary, which is divided into operating performance (50%) and management performance (50%). (excluding annual performance bonus) (1) The monthly salary of Li Limei, the assistant general manager of the operation, is: basic salary 1400 yuan, store age salary of 200 yuan, transportation and telephone subsidies of 400 yuan, and other subsidies of 800 yuan, totaling 2,800 yuan. (2) The salaries of department managers and existing hotel employees are unchanged according to the current base, and only increase or decrease.

2. Principles for determining the performance appraisal of monthly salary. 1) 50% of Party B's monthly salary is linked to economic indicators (performance salary) and paid according to the following standards: (1) If the score of economic indicators in the current month is lower than 38 points, it will not be paid; (2) If the economic index of the current month is ≥38 points and ≤50 points, it shall be allocated according to the actual completion ratio.

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