Five Selected Practical Performance Appraisal Scheme Templates

In order to ensure that things or work are carried out in an orderly and effective manner, it is often necessary to make plans in advance, which is a kind of planning documents. How should we make a plan? The following are five selected templates of practical performance appraisal schemes that I have collected, hoping to help everyone.

Performance Appraisal Scheme Part I

Chapter I Salary Scheme

1. Salary system: The salary of employees is determined based on market data, salary level, employees' own situation and performance. Employee compensation includes: performance salary, post salary, commission, year-end bonus, social security (five insurances), welfare, training, travel, incentive plan and others.

2. Payment: bank card payment, and the new employee submits the bank account number to the Human Resources Department. If the account number or name submitted by me is incorrect, the possible results will be borne by the employee himself. If the employee's account number is changed, it should be notified to the Human Resources Department for updating as soon as possible. If he/she fails to do so in time, the consequences will be borne by him/her.

3. Performance salary and post salary: the company implements performance salary and post salary adjustment in June every year. Set employees' overall job performance according to performance and development evaluation. The company has the right to decide the rewards, promotions and other salary adjustments of employees, which is also decided according to the company's salary policy this year.

4. Post salary: the salary of assistant position and assistant consultant of headhunting consultant is11500 yuan, the salary of headhunting consultant is1500-3,000 yuan, and the salary of senior headhunting consultant is 3,000-6,500 yuan (the branch can fluctuate accordingly according to the regional situation).

5. Performance salary: 3/7 salary for headhunting consultant assistant and assistant consultant, and 3/7 salary for headhunting consultant.

6. Commission: As recognition of employees' performance, the company has a commission reward plan for employees in business departments and other specific positions. The company will make corresponding establishment and adjustment according to business needs. For details, please refer to the commission plan corresponding to the position.

7. Effective conditions of commission: commission is only valid for on-the-job employees. Only after the employee receives a reward during the employment period can it be counted as a consultant commission. If the bill is issued but the payment is not received during the employee's in-service period (including: the customer OFFER candidate has not been hired, the candidate has not received the payment, and the candidate has received the advance payment), the company will not calculate and distribute the payment after the employee leaves the company. That is, employees do not enjoy commission payment after leaving the company.

Chapter II Performance Appraisal Scheme

1, post salary of 3/7 as the assessment standard, standard 100 minutes monthly value, up to 140 points.

2. completed by the consultant at the end of the month? Excel performance appraisal form? Submitted to the Human Resources Department and the General Manager's Office, revised and reviewed by the Human Resources Department, and confirmed by the General Manager's Office, then submitted to the Human Resources Department for distribution.

3, consultant assistant, assistant consultant performance appraisal scheme:

Candidates for assistant consultants and assistant consultants submit resumes/lists, upload work summary, interview leaders in the office/internal recommendation leaders score.

Score (score) 45108101512.

Maximum value (minutes) 582010152017.

4, headhunting consultant performance appraisal scheme:

Candidates of headhunting consultants submit CV/List, upload it to the work summary office, and the leaders/recommended leaders will interview and score.

Score (score) 45108101512.

Maximum value (minutes) 582010152017.

5, administrative personnel financial performance appraisal scheme:

Administrative personnel and financial candidates submit resumes/lists, upload them to the work summary office, interview and score internal recruitment leaders.

Score (score) 35108101522

Maximum value (minutes) 4820 10 152027

Chapter III Performance Indicators and Commission Scheme

1. Performance indicators of headhunting consultants:

Post monthly salary1500-29993000-49995000-7998000-10000.

The monthly performance index is 8 times 10 times 13 times 15 times.

2. commission scheme for performance indicators of headhunting consultants (the deposit deduction signed by the business department is not counted as commission):

25%-50% 50%-75% 75%-100%150%150%-200%-300% above 300%.

7%9% 13% 18%23%33%43%

If the target is less than 25% (including 25%), no commission will be paid, and the post salary will be reduced by 20% in the second year.

The part between 25% and 50% (including 50%) of the target shall be paid according to 7% of the after-tax commission.

The portion between 50% and 75% (including 75%) of the target shall be paid at 9% of the after-tax commission.

The part between 75% and 100% (including 100%) of the target shall be paid according to the after-tax commission of 13%.

The part between 100% and 150% (including 150%) shall be paid as the after-tax commission 18%.

/kloc-the part between 0/50% and 200% (including 200%) shall be paid according to the after-tax commission of 23%.

200%-300% (including 300%) of the subject matter shall be paid according to 33% after-tax commission.

If more than 300% of the target is achieved, 43% of the after-tax commission will be paid.

3.BD commission scheme, the headhunting consultant successfully signed the contract in the enterprise and passed the probation period completely, and the company will have a commission standard of 2% of the total cost. On-the-job employees will be granted life tenure by the commercial company they signed, provided that the employees must be regular employees of our company. During this period, every successful transaction, no matter who succeeds, will pay the commission according to the standard. After the employee leaves the company, the commission that has not yet arrived in the company account will not be calculated and paid.

4. List /CV scheme: the system list &; CV is the object of commission payment. Encourage new and old colleagues to input a large number of resumes to safeguard the interests of old employees. After the employee leaves the company, the commission that has not yet arrived in the company account will not be calculated and paid.

5. Complete processing entrustment scheme:

C the completion ratio of performance indicators is 25%-50%, 50%-75%, 75%- 100%, 150%, 150%-200%-300%.

The second part of performance evaluation plan

I. Appraised personnel

Financial accounting and warehouse staff. Including chief financial officer, accountant, cashier, keeper and statistician.

Second, the assessment person in charge:

The evaluator of the CFO is the board of directors.

The appraisers of accounting, cashier, warehouse keeper and statistician in the finance department are the financial leaders.

Third, the assessment method:

1, personal self-evaluation: score by yourself.

2. Department evaluation: scoring by department heads.

3. Board evaluation: Board rating.

Fourth, the assessment time:

1. The accountant, cashier, warehouse keeper and statistician shall submit the monthly personal performance appraisal form to the financial controller before 30th of each month, and the financial controller shall complete the appraisal and submit it to the general manager before 5th of the following month. After being reviewed by the general manager, it should be submitted to the payroll staff of the finance department before 10.

2. The person in charge of finance shall submit the monthly personal performance appraisal form to the general manager before 30th of each month, and the general manager shall complete the evaluation and submit it to the board of directors before 5th of the following month. After being reviewed by the board of directors, it shall be submitted to the personnel of the Finance Department who prepare the payroll before 10.

Verb (abbreviation for verb) evaluation content:

The assessment content is scored in the form of an assessment form, and the specific contents include the following items:

1, job responsibilities (job performance) assessment (assessment focus): refers to the assessment of basic abilities and experience abilities required for specific jobs. The basic elements include the experience ability of understanding, creation, guidance and supervision, as well as the work efficiency and methods shown in the work. Weight: 70%.

2. Professional ethics assessment: refers to the composition of work responsibility, work inertia, cooperation spirit and personal accomplishment in the process of achieving work objectives.

3. Organizational discipline assessment: refers to the assessment of discipline and other work requirements in the process of achieving work objectives. The basic elements include law-abiding, gfd, environmental sanitation, language specification for answering telephone calls, etc. Description: 2? The three assessments account for 30% of the total assessment score.

Six, the assessment level:

1, Grade A (excellent) 95? 100, excellent work performance and innovative achievements.

2. Grade B (good grades) 80? 94 points

3. class c (qualified) 65? 79 points

4. Grade D (poor) 60? 64 points

5. Grade E (extremely poor) is below 59 points.

Seven, assessment discipline:

1, the assessment must be just, fair, conscientious and responsible, and subordinates should not be overestimated; If the assessment is unfair, once found, it will be downgraded or deducted.

2. Department heads should carefully organize and score carefully. Anyone who is passive and perfunctory in the assessment, once verified, will be deducted.

3, the assessment work must be completed on time within the prescribed time. If the accountant, cashier, warehouse keeper and statistician fail to submit the performance appraisal form on time before the 30th of the current month,10% of the total appraisal score will be deducted; The head of the department who fails to submit the assessment form on time on the 5th of each month will be deducted from the total assessment score of 15%.

4. Points must be based, serious, objective and fair.

5, fraud, will be scored by 50% of the total score.

Eight, performance appraisal

Realize? Monthly assessment deduction system? , that is, the full score of the monthly assessment is 100, and the actual score per month is = 100- the actual deduction per month; Monthly performance pay = actual monthly score /65? Monthly performance pay.

By linking the performance pay of the financial and warehouse employees with the assessment deduction, the financial and warehouse employees of the company are urged to strictly follow the management requirements of the company to the maximum extent.

The third part of the performance evaluation plan

I. General rules:

To reflect the consistent pursuit of XX Supermarket Company? Dedicated, trustworthy, cooperative and pragmatic spirit? Code of conduct, encourage employees to work actively and independently, and create high efficiency in the development of XX Company, and this system is specially formulated.

Second, the purpose of the assessment

1. Provide information basis for salary adjustment, assessment, post adjustment, contract renewal, termination, dissolution and dismissal of the company;

2. Improve the quality of employees, optimize the personnel structure, and maintain the vitality and competitiveness of the company's human resources.

Three. Assessment principles: fairness, impartiality and results-oriented.

Iv. Classification and scope of application of assessment:

1, according to the nature and tasks of the departments, the assessment departments are divided into first-line departments and second-line departments:

Front-line departments: operation department, purchasing department and stores.

Second-line departments: functional departments of the company except the operation department and the purchasing department.

2. This performance appraisal scheme is mainly aimed at all employees at headquarters and store supervisors and above.

Verb (abbreviation for verb) Description of evaluation cycle:

1, and the assessment cycle is divided into annual cycle and monthly cycle.

2. The monthly periodic assessment takes sales and gross profit as indicators, and the proportion of weights is different according to the first-line and second-line departments.

3, the annual assessment to sales, gross profit and profit as indicators, comprehensive annual task completion, the implementation of year-end accounting, the corresponding proportion of bonus assessment.

Six, the assessment index weight ratio:

1. Secondary departments: Development Department, Information Department, Finance Department, Administration Department and Human Resources Department (see attached table 1).

2. Second-line department: distribution center (see attached table 2)

3. Front-line department: Operation Department (see Schedule 3)

4. Front-line department: Purchasing Department (see Schedule 4).

VII. Evaluation procedures:

1. After the company's overall operating indicators are determined in the new year, the general manager of the company signs a target responsibility letter with the directors of all departments, the directors sign a target responsibility letter with the directors, and the operation director signs a target responsibility letter with each store.

2. According to the company's annual operation indicators, the operation director decomposes the task indicators into stores as the basis for the assessment of each store.

3. The functional departments of the company, including the distribution center, will conduct assessment on the basis of the completion of the company's indicators in the current month. The specific assessment schemes of the Operation Department and the Distribution Center are as follows.

4. As a part of the salary, the assessment salary is reflected in the monthly salary.

5. The Finance Department will send the relevant assessment data of the current month to the Human Resources Department before 1 every month.

6. The Human Resources Department will calculate the assessment score and the corresponding salary according to the completion and weight ratio of each index.

7. Employees who are on vacation for more than 7 days (including 7 days) in the current month and enter the probation period will not participate in the assessment.

8. The original assessment data shall be filed and managed by the personnel department, and the filing period shall be 1 year;

VIII. Incentives

1, the company adopts the reward method of 13 salary, and the bonus base is the monthly salary of each person at the end of the year:

① If the weighted average completion rate of annual sales, gross profit and profit is below 100% and above 95%, each person will be rewarded with one month's salary.

(2) If the weighted average completion rate of annual sales, gross profit and profit is higher than 85% and lower than 95%, each person will be rewarded with one month's salary according to the actual completion percentage.

(3) If it is less than 85%, it will not be rewarded.

2. If the weighted average completion ratio of the company's annual sales, gross profit and profit is above 100%, the accelerated reward will be implemented, that is, in addition to rewarding each person with one month's salary, the reward will be doubled according to the percentage of the excess.

Nine. Implementation Measures for Performance Appraisal of Operation Department of the Company

1, implementation method of monthly assessment

1) Evaluation scope:

Operation department: director, director, store manager and operation supervisor.

Stores: store managers and department heads.

Evaluation method

The chief operating officer, the director of the operation department and the director of the operation department shall assess the completion of the company's comprehensive indicators.

The supervision of the operation department will be assessed by the average completion index of the managed stores.

The store manager, store assistant and supervisor will evaluate the completion of store indicators.