Model of Hotel Staff Performance Appraisal Scheme

Performance appraisal is an important part of performance management, and many hotels are also evaluating employees' performance. Doing a good job in performance appraisal scheme can better help employees realize their own value. The following is the "Model of Hotel Staff Performance Appraisal Scheme" compiled by me for your reference only. Welcome to read it.

Hotel employee performance appraisal scheme model (1) In order to improve the performance of each department, constantly improve the working ability of employees and achieve practical results in work, through the performance management of employees in actual work, each employee is clearly familiar with his responsibilities and work objectives, as well as the completion of his own work objectives by the department. Finally, the management requirements of the hotel will be realized, so that the hotel can achieve the best management state. The Administration & Personnel Department has formulated a monthly performance appraisal scheme based on the hotel's current situation. The specific operation methods are as follows:

First, the purpose of the assessment

Through performance management, the performance of the department and the working ability of employees can be improved, so that employees can perform their duties better and achieve the best working state, and the hotel can also achieve the best operating state.

Second, the implementation time.

It will be implemented on xx, xx, xx.

Third, the evaluation object

Hotel staff.

Fourth, the evaluation method.

1. In order to implement performance management simply and effectively, the hotel conducts performance appraisal at three levels, namely, basic staff, basic management (foreman, supervisor) and management (department manager), and the appraisal ratio is 30% of the total salary.

2. The evaluation of employees' work and performance is the score coefficient respectively.

3. The administrative personnel department shall set a unified assessment score according to the performance results of different levels. In an assessment cycle, each employee's performance evaluation result will be his own score as the result of job assessment. The fractional coefficient consists of a fixed score 100 and a floating score of 20. When employees performed very well in that month, the highest score was 120.

4. The rewards and punishments of employees directly correspond to the changes of scores;

5. Every month, employees will first evaluate their work performance this month, and then the superior leader will make an evaluation. The assessment results of basic employees and basic management will be signed by the department manager and submitted to the Human Resources Department for review.

6. Due to the different tasks and characteristics of each department, in the assessment of work skills, work ability and work effect, each department is allowed to increase the work content index with departmental characteristics, but it must be reported to the administrative personnel department and approved by the general manager, and it shall not be changed at will.

7. The department manager's assessment consists of two parts: responsibility target assessment and management target assessment (see the department manager's performance appraisal form for details).

Verb (abbreviation for verb) Time and form of evaluation

Performance evaluation shall be conducted in writing by the management at all levels of the hotel before xx of each month.

Application of intransitive verb result

1, and the assessment results will be used as the basis for selecting outstanding monthly employees;

2. The evaluation criteria are:

120 is excellent, and employees will receive performance reward 1: 1.2 (not exceeding10% of the total number of departments); 119-100 Excellent; Employees will receive a performance bonus of 1: 1. 1 (not exceeding12% of the total number of departments);

If 99 points -90 points are good, employees will get 100% performance pay;

Pass 89 -80 points; Employees will receive 80% performance pay (no more than 65438+ 00% of the total number of departments); If the score is lower than 80, the employee will get 70% performance pay (no more than 65438+ 00% of the total number of departments). Those who fail to pass the examination for three consecutive months will be demoted, demoted, dismissed or not given a salary increase for half a year; Those who pass the examination for three consecutive months will be given promotion and promotion awards.

3 assessment results as an effective basis for post adjustment (up and down) and salary adjustment;

4. The assessment results will be filed in the employee's personal files.

5. The assessment results will be used as the basis for the performance-based salary payment of employees.

Model of Hotel Staff Performance Appraisal Scheme (II) These Measures are formulated in order to strengthen xx catering management, comprehensively improve the management quality and service quality of xx catering company, reward the superior and punish the inferior, establish a scientific, systematic and efficient company management system, and improve the economic benefits of xx company.

I. Organization of the evaluation scheme

1, the company set up a leading group for employee appraisal.

Team leader: xx.

Deputy leader: xx.

Evaluation member: xx.

2. The assessment is divided into three levels.

(1) internal assessment of the department; (2) The company organizes special personnel to conduct assessment; (3) Company leaders conduct spot checks.

Second, the principle of employee appraisal scheme

1. All-round principle: refers to all-round assessment of all aspects of employees' work. It mainly includes: the gfd of all employees, personal and public health, work quality, the completion of work tasks and objectives, the implementation of work discipline, the unity, cooperation and obedience of employees, and spiritual civilization.

2. All-staff assessment: refers to the personnel in all positions, leaders at all levels and departments of the company.

3. Whole process assessment: refers to the assessment of all aspects of the company's work. Including: accounting, warehousing, welcoming guests, pre-meal preparation, in-meal service, after-meal checkout, checkout, bill payment, seeing off guests and so on.

4. Continuous and systematic assessment: refers to the daily, monthly, quarterly and annual continuous assessment of personnel in various departments and positions.

5. Scientific and systematic assessment: The assessment plan will formulate work standards, scientifically determine work tasks and objectives, quantify various work tasks, scientifically formulate various work standards, and conduct scientific and systematic assessment.

6. The principle of combining assessment with the work and effect of post employees: All assessment indicators and assessment basis are set in full accordance with the work content and work results of post employees.

7. The principle of combining assessment with the salary of post personnel: that is, the assessment results are combined with everyone's work quality and contribution. The salary of employees is based on everyone's assessment results.

8. Principle of fairness and justice: The company formulates unified work standards, and different people in the same position are suitable for the same standard, and a fair and just assessment system is established.

9. Principle of combining assessment with promotion: In the future, the company's personal salary and job promotion will be based on the assessment results.

10, principle of full participation: employees will be invited to participate in the assessment to ensure transparency, openness and fairness.

Third, the evaluation basis

The assessment basis of the company's assessment plan is the Employee Manual, the job descriptions (or job descriptions) of each position and the work tasks and objectives of each department and position issued by the company.

Fourth, the assessment time

Daily assessment, monthly, quarterly and annual statistical summary, monthly, quarterly and annual rewards and punishments.

The implementation of verb (verb abbreviation) evaluation

1, employee appraisal.

(1) The supervisor conducts inspection and assessment every day according to the working standards and processes of the waiter's post specified in the job description of the waiter. After inspection and assessment twice a day, he fills in the performance appraisal statistics of the waiter in time and makes comments the next day.

(2) Attendant assessment includes: work objectives and tasks, gfd, work discipline, work quality (implementation of service flow and service specification), personal and service area hygiene, service quality (evaluation of service guests' opinions), unity, cooperation and obedience, and spiritual civilization.

(3) The customer service comment card shall be implemented by the company's full-time appraiser.

(4) The company organizes comprehensive quality inspection and assessment of all departments twice a week.

(5) The company leaders will check the personnel of all departments at any time.

2. Assessment of company leaders.

Full-time appraisers and company leaders are the heads of all departments, and bear the assessment results and corresponding responsibilities.

(1) The daily assessment of the company's supervisors and chefs is that the company's supervisors and general managers count their subordinates as 20% of the total rewards and punishments, and the rewards and punishments are clear.

(2) The rewards and punishments of the full-time auditors of the company are based on 10% of the total scores of all employees assessed and rewarded by the general manager of the company, and their work achievements are calculated and rewarded.

3. Evaluation form.

The company formulates the monthly assessment statistics of xx employees, which are assessed, scored and counted by department heads and full-time assessment personnel of the company every day, and summarized monthly, quarterly and annually.

4. Calculation of employee scores.

The employee score is the sum of the daily evaluation score of the department head, the score of the company's full-time appraiser and the spot check score of the company manager.

5. Evaluation of various departments of xx Company.

Xx Company conducts regular monthly assessment on all departments, and the assessment method is to average the scores of employees. The department with the highest average score is xx advanced unit. Awarded the red flag to the advanced units of the department, and gave the corresponding material rewards to the employees of the department.

6. Evaluation criteria.

(1)xx company employee handbook.

(2) the job description or job responsibilities of 2)xx Company.

(3) Hygienic rules and grading standards of 3)xx Company.

(4) The reward and punishment regulations of XX Company.

VI. Application of evaluation results

1, the company's assessment is based on the working standards of each position, in the form of addition and subtraction, 1 minute 1 yuan, which is included in the salary of the current month at the end of the month and cashed with the salary of the current month.

In addition: other forms of rewards and punishments, in the form of reward and punishment list, are cashed with the salary of the month.

2, monthly, quarterly, annual statistics everyone's score results, monthly, quarterly, annual according to the employees of this department 10%, the number of advanced employees of this department, according to the monthly, quarterly, annual employee scores, in turn, to determine the advanced employees.

Advanced employee bonus: monthly, quarterly and annual RMB.

3. For four consecutive months, the salary of advanced employees increased by one level: xx yuan.

4. The last one in the monthly assessment will be given a warning, and the last one will be dismissed for two consecutive months.

5.xx employees in various departments are divided into five grades, namely: one-star employees, two-star employees, three-star employees, four-star employees and five-star employees. One-star employees get advanced employees once a year, two-star employees get advanced employees twice, and so on. The salary difference of employees at each level is xx yuan.

6. Employees who have received special praise from customers for three consecutive months and three times a month can directly enter the next level of employees; If the customer complains twice in January, he will be demoted to the next level employee.

7. Employees with other outstanding performance and contributions can get other extra rewards through research and discussion; Employees who have other bad behaviors will be punished accordingly.

8.xx Company conducts annual assessment and promotion for employees. The method is: 30% theoretical examination +40% practical operation +30% daily performance, of which 30% daily performance is the total score of monthly performance appraisal.

9. Those who have been rated as excellent employees for three consecutive quarters can be promoted to the next level.

10. Those who have been rated as excellent employees for one year in a row will be directly promoted to five-star employees.

1 1. All levels of the company participate in the selection of outstanding employees, including supervisors and chefs.

12, praised by the guest in writing, with 5 points for each reward and 5 points for each complaint; 5 points for food praise and 5 points for complaints.

Seven, since the date of promulgation of these measures, the company's other management measures that conflict with these measures will be automatically abolished.

Eight. The right to interpret these measures belongs to xx Company.