Reference for performance appraisal plans of well-known enterprises

1. Assessment of project employees

(1) Assessment content

Used according to different job categories (excluding project/manager (including) and above management personnel) Corresponding assessment forms are used to assess employees.

(2) Appraisal methods

1. Form a performance appraisal team, including fixed members (in principle, people at the project supervisor level [including] and above)

and non-fixed members (depending on the assessment object, personnel related to their work will be recruited to participate), and the project manager will serve as the team leader

.

2. Require project managers/assessment team members at all levels to strengthen the collection of key indicators and data for daily employee performance appraisals

for use in the appraisal process, such as attendance records, Completion of monthly work goals, rewards and punishments

etc.

3. Quarterly employee assessment results are divided into excellent (performance score 9.0-10), good (performance score 8.0-8.9)

Qualified (performance score 6.0-7.9), required There are four levels of improvement (performance score less than 6.0), and the "forced distribution method" is adopted to initially determine that the proportions of "excellent" and "need improvement" each account for 10% of the total number of people assessed in the project, < /p>

The personnel composition of the four assessment levels includes employees above the supervisor level (inclusive) and employees below the supervisor level; among them,

The "relative comparison method" is used to evaluate the "needs improvement" level. That is: if all employees in the unit have scores higher than 6.0

, they will be sorted in descending order with the lowest score.

2. Assessment of employees in functional departments

(1) Assessment content

Use corresponding assessments according to different job categories (except functional department managers/directors) Employees are assessed based on the form. Please refer to the relevant assessment form for details.

(2) Assessment methods

The manager/director of the functional department is solely responsible for the assessment of employees in the department.

3. Assessment of functional departments/project managers, project financial managers, and customer specialists

(1) Functional departments/project managers

See "Annual Salary Assessment" plan".

(2) Project Financial Manager

It is a dual assessment of the Planning and Finance Department and the project where it is located, in which the assessment weight of the Planning and Finance Department is 70%,

the project where it is located The assessment weight is 30%.

(3) Customer Specialist

See the "Customer Specialist System", implement monthly assessment of the completion of charging indicators, formulate specific assessment standards for each project and report to the Human Resources Department; the daily routine of the Customer Specialist Work will be assessed based on the "Assessment of Project Employees" in this plan.

IV. Incentives

1. Issuance of assessment bonuses/incentive allowances: The payment cycle of assessment bonuses is a combination of quarterly payment and year-end payment.

The bonus coefficient is set Set excellence as 1.5-2.0, good and qualified as 1, need improvement as 0-0.5, 1-3 quarters

An average allocation of 50% of the total monthly salary, that is, 16.7% per quarter, in the fourth quarter This is reflected in the payment of year-end bonus, which is 100% of the total monthly salary. (Employees during the probation period are not within the scope of assessment bonuses/incentive allowances)

2. Year-end evaluation: Those with excellent performance can participate in the company's year-end evaluation, but there are two performance evaluations in the first to fourth quarters.

Those whose grades are good or below cannot participate in the year-end evaluation (see the "Year-End Evaluation Plan" for details).

3. In addition, other appropriate forms of incentives can be given based on work needs, such as: job transfer and salary adjustment, external training incentives,

incentive travel, career planning for outstanding employees, etc.

5. Explanation of assessment indicators

(1) General indicators: (applicable to all employees)

1. Completion of assigned work (for specific weights, see Relevant assessment form): The assessment of this indicator is based on the weekly/

monthly work plan, monthly/quarterly inspection pass rate and verification pass rate, quarterly property fee plan collection rate, example

We will wait for the completion of planned and extra-planned daily work assigned in writing or verbally. The project can refine this indicator, formulate relevant assessment rules and record accounts that suit its own characteristics, or it can Use the "Monthly Work Completion Form" designed by the Human Resources Department (projects can choose to use this form according to their own specific circumstances, but it is not mandatory).

2. Professional (management) level (see the relevant assessment form for specific weights): judged based on the quality and quantity of completed work. The assessment points for reference are A. Professional judgment. Ability (the ability to correctly analyze internal and external situations, correctly judge and handle current tasks decisively from a professional perspective); B. Planning ability (identify the priorities of work, and be able to objectively The ability to make timely adjustments to plans as circumstances change); C. Business knowledge and professional technical abilities

; D. Innovation and expansion abilities (the ability to creatively solve practical work difficulties with new ideas and new methods)< /p>

etc.

The score of this indicator for project employees will be assessed by the assessment team based on the employee's actual performance

, and the form of assessment will be determined by the project; the score for this indicator for employees in functional departments will be the responsibility of the department

>

The person in charge shall evaluate the performance of employees based on their actual work examples.

3. Responsibility and attitude (see the relevant assessment form for specific weights): The score of this indicator is assessed by the assessment team based on the employee's performance in actual work examples. The form is determined by the project; the score of this indicator for functional department employees will be assessed by the department head based on the performance of the employees' actual work examples.

The assessment points for reference include A. Attendance rate (based on monthly attendance records. If there are absences, tardiness, personal leave, sick leave, etc., refer to the "Attendance Management Regulations", and the number of videos and the degree will be adjusted accordingly. Score deduction

); B. Execution ability; C. Sense of responsibility; D. Enterprising spirit; E. Team spirit; F. Service awareness, etc.

(2) Management indicators: (Applicable to personnel at supervisor level [including] and above)

1. Completion of operation and management indicators of the project/functional department (see the relevant assessment form for specific weights) ): The assessment

is based on the completion of each project/functional department according to the annual operation and management responsibility letter, the company's annual work plan, financial

budget, etc. The project should evaluate this indicator Refine and formulate relevant assessment rules that suit your own characteristics

.

2. Team building (see the relevant assessment form for specific weights): The assessment team will judge. The assessment points for reference are A.

Employees’ teamwork in their units; B. With Cooperate with the work of other departments; C. Actively participate in team organization activities and team management work, etc.

3. Employee training and growth (see the relevant assessment form for specific weights): The assessment team will judge. Assessment points for reference:

Employee voluntary turnover rate, training of reserve talents, etc.

4. Completion of service indicators of the project/functional department (see the relevant assessment form for specific weights): Each project/functional department shall evaluate the performance of the project/functional department according to the annual operation and management responsibility letter and relevant functional department reports. The file is refined.

5. Major customer complaints and liability accidents occurred in the project/functional department (see the relevant assessment table for specific weights): Assessment and scoring will be based on monthly statistical records, otherwise 10 will be awarded If there are points, the relevant personnel will be deducted from the corresponding points according to the situation, and the final score will be determined by the assessment team.

6. The project's participation in various awards (for specific weights, please refer to the relevant assessment form): Judgment by the assessment team. If there is no award within the quarter

, 6 points will be awarded. If there is, it will be determined by the nature of the award. Additional points will be given corresponding to the amount of personal merit.

The assessment team will determine the employee’s final score for this indicator, and the total score shall not exceed 10 points.

(3) Customer service/financial professional indicators: (applicable to relevant personnel in such positions)

1. Property fee recovery rate (see the relevant assessment form for specific weights): The employee's score is determined based on the completion of the project property fee plan recovery rate

in each quarter; employees at supervisor level (inclusive) can also be based on the overall performance of the team they lead.

.

2. Customer complaints (see the relevant assessment form for specific weights): The customer service department is required to count the statistics once a month. Otherwise, 10 points will be awarded.

Every complaint will be handled according to the "Customer Complaint Handling" Regulations", corresponding points will be deducted depending on the situation, until 0 points are obtained, and the final score of the personnel involved will be determined by the assessment team.

3. Received notifications of praise/criticism/fault slips (see the relevant assessment form for specific weights): It is initially determined that there is no relevant situation.

6 points will be awarded for each praise/criticism/ For each fault, the corresponding points will be added or subtracted according to the circumstances, and the assessment team will determine the employee's final score for this indicator.

(4) Engineering professional indicators: (applicable to relevant personnel in such positions)

1. Customer complaints (see relevant assessment forms for specific weights): The engineering department is required to It is calculated once a month. If there is no problem, 10 points will be awarded. Every time a complaint occurs, according to the "Customer Complaint Handling Regulations", the corresponding score will be deducted according to the situation, until 0 points are obtained. , the final score of the personnel involved will be determined by the assessment team.

2. Timely maintenance rate (see the relevant assessment form for specific weights): Scored according to the weekly/monthly record sheet, the employee’s final score

is: [Number of timely repairs/Total number of repairs Number of times]*10; employees above the supervisor level can also

The overall performance of the team they lead shall prevail.

3. Repair rate (see the relevant assessment form for specific weights): Score based on the weekly/monthly record form, with a full score of 10 points.

The points will be deducted until the score is obtained. 0 points; employees at supervisor level (inclusive) and above can also take the overall performance of the team they lead as standard.

4. Equipment integrity rate (see the relevant assessment form for specific weights): Score based on monthly equipment maintenance work

; employees above supervisor level (inclusive) can also The overall performance of the team you lead shall prevail.

5. Received notifications of praise/criticism/fault slips (see the relevant assessment form for specific weights): It is initially determined that there are no relevant situations

6 points will be recorded, and each praise/criticism/ For each fault, the relevant personnel will be given corresponding points

plus or minus according to the circumstances. The assessment team will determine the employee's final score for this indicator.

(5) Professional indicators for order maintenance, cleaning and greening: (applicable to relevant personnel in such positions)

1. Customer complaints (see the relevant assessment form for specific weights): Requirements The order maintenance department will make statistics once a month. Otherwise, 10 points will be awarded. Every time a complaint occurs, according to the "Customer Complaint Handling Regulations", the corresponding points will be deducted according to the situation. Until 0 points are obtained, the assessment team will determine the final score of the person involved.

2. Received notifications of praise/criticism/fault slips (see the relevant assessment form for specific weights): It is initially determined that there are no relevant situations

6 points will be recorded, and each praise/criticism/ For each fault, the relevant personnel will be given corresponding points

plus or minus according to the circumstances. The assessment team will determine the employee's final score for this indicator.

1. Assessment content

1. Assessment content of the project

According to the company's strategic goals and annual business responsibility letter, the company's annual plan, etc., the company will start from Projects will be assessed from two aspects: operation and management.

(1) Operations

Evaluation will be based on property fee recovery rate and budget completion rate.

(2) Management

Based on the monthly/quarterly comprehensive service quality inspection pass rate, monthly/quarterly comprehensive service quality inspection verification pass rate, and project monthly work plan of each functional department Completion rate, employee training and growth, customer complaints, satisfaction, personnel management, safety management, decoration management and other indicators are assessed.

2. Assessment content of functional departments

The assessment is based on the company's annual plan/annual responsibility letter of each functional department, functional professional work and department management. The specific indicators are detailed. See the "Quarterly Assessment Form for Functional Departments".

2. Appraisal methods

1. Establish a performance appraisal team

The members of the company’s performance appraisal team are divided into fixed members (company executives, functional departments responsible people) and non-fixed members (depending on the assessment objects, relevant personnel will be recruited to participate). The daily work department is the company's human resources department.

2. Methods and methods for project assessment

(1) The company’s performance appraisal team will conduct a review of the above two summaries of each project in the previous quarter before the 20th of the first month of each quarter

The indicators are assessed and sorted, and the "Project Quarterly Assessment Form" is filled in, and the assessment results of each project are divided into excellent (performance score 8.5-10 points) and qualified (performance score 7.0-8.4 points) ) and needs improvement (performance score below 7.0).

(2) At the end of the year, fill in the "Project

Annual Assessment Form" based on the assessment results of the four quarters of the year and the annual management indicator assessment results.

3. Methods and methods for assessing functional departments

(1) The company’s assessment team will assess each functional department in the previous quarter before the 20th of the first month of each quarter.

Sort and fill in the "Quarterly Assessment Form for Functional Departments". And according to the assessment results of each department, they are divided into excellent

(performance score 8.5-10 points), qualified (performance score 7.0-8.4 points), and need improvement (performance

score below 7.0 points) ) third gear.

(2) At the end of the year, fill in the "Functional

Annual Assessment Form" based on the assessment results of the four quarters of the year and the annual management indicator assessment results.

3. Incentives

1. Determine the total amount of assessment bonus/incentive allowance: the payment cycle of assessment bonus is a combination of quarterly payment and year-end payment.

The bonus coefficient Set excellence as 1, pass as 0.9, need for improvement as 0.8, and the average score from 1 to 3 quarters

allocate 50% of the total monthly salary, that is, 16.7% per quarter, and the fourth quarter is reflected in the payment of year-end bonuses , i.e. 100% of the total monthly wages

.

2. Year-end evaluation: The units with the top five annual project rankings will participate in the year-end evaluation; the functional departments with the top two annual rankings will participate in the year-end evaluation. (For details, see the “Year-End Evaluation Plan”).

IV. Explanation of assessment indicators

(1) Project assessment indicators

1. Property fee collection rate: Scoring is based on the actual quarterly property fee collection of the project , the score is: (actual

collection rate/target collection rate)*10.

2. Budget completion rate: Scored based on the actual completion of the project budget, the score is: (actual completion budget

/planned budget)*10.

3. Comprehensive service quality inspection: The assessment is based on the monthly/quarterly inspection results of each functional department, including two

sub-indicators. The sub-indicator inspection pass rate is determined by each functional department. The person in charge conducts the assessment of this indicator

Scores. The specific score is linked to the inspection pass rate. The score calculation formula is: (Number of qualified inspections/

Total inspections Number)*10.

The final score of this sub-indicator is the weighted average of the above scores given by the five functional departments

; the sub-indicator verification pass rate is assessed based on the verification results of each functional department, and is determined by each function

The person in charge of the department evaluates and scores this indicator. The specific score is linked to the verification pass rate.

The score is: (number of qualified verifications/total number of unqualified inspections)*10. The final score for this sub-indicator is the weighted average of the above scores given by the five functional departments.

4. Customer complaints: This indicator includes three sub-indicators, all of which are assessed based on monthly statistical data. The sub-index refers to the pass rate of complaint handling. There are no customer complaints in the quarter. The indicator is worth 10 points, and if there are any, corresponding points will be given based on the qualified handling conditions. The calculation formula is: (sum of the monthly complaint handling passing rates/3) * 10; points are assigned.

Standard complaint handling and closing rate. If no customer complaints occur in a quarter, this indicator will be scored with 10 points. If there are any, corresponding points will be given based on the handling and closing situation. Calculation formula: (sum of monthly complaint handling and closing rates/3) *10; ③Major/typical complaint reporting rate. If no customer complaints occur in a quarter, this indicator will be scored with 10 points. If there are any, corresponding points will be given based on the reporting situation. Calculation Formula: (sum of monthly major/typical complaint reporting rates/3)*10.

5. Employee training and growth: Comprehensive evaluation by the company’s assessment team, scoring grade: A level (10 points)—

—Have an excellent talent echelon, attaching great importance to key positions Employee training and key employee career planning

enable them to develop well and grow rapidly, and the employee voluntary turnover rate is less than or equal to 2%; Level B

(8-9 points) )——Have a good talent echelon, focus on the training of employees in key positions and key employees

Career planning enables them to develop well and grow quickly, and the employee voluntary turnover rate is less than or equal to 10%.

Less than 2.5%; Grade C (6-7 points) - does not pay attention to the training of employees in key positions and the career planning of key employees

Talents cannot be well developed, and reserve talents can basically meet the needs The needs of the development of the unit, and the employee voluntary turnover rate is less than or equal to 3%; Level D (less than 6 points) - there is a lack of reserve talents, and employees generally complain that they are not available. It is difficult to retain outstanding talents without paying attention to and cultivating them, and the voluntary employee turnover rate is greater than 3%. (Note:

The "employees" in this indicator "employee voluntary turnover rate" refer to those whose performance in the previous quarter was good [inclusive] or above and

employees who became regular employees in this quarter)

6. Monthly work plan completion pass rate: The main assessment basis is the completion of monthly work reports compiled by the company office.

The score is: (sum of monthly completion rates/3) *10.

7. Customer satisfaction: assessed through annual customer satisfaction survey results. Based on the internal investigation results

the final score is: actual score*0.5; based on the third-party investigation results

the final score is: actual score* 1. In principle, the assessment is based on the results of third-party investigations.

8. Employee satisfaction: assessed through the company's annual employee satisfaction results.

9. Ocean Club: Scores are made based on the development rate of old owner members who have moved in during the project year. The score is: (actual development rate/target development rate)*10.

10. Personnel management: Scoring is based on the annual training hours of project employees, labor disputes, and reserve talent reserves.

11. Safety management: There are no fire incidents or public security liability cases throughout the year. Each incident will be awarded 0 points.

12. Decoration management: 0 points will be awarded for each new private building and disorderly construction (0 points will be awarded for the dismantling of private buildings and disorderly construction in the previous year if the space and scenery are not completed together).

(2) Functional department assessment indicators

1. Completion of the company’s annual plan/monthly work plan: This indicator includes two sub-indicators, and the sub-indicators are public

< p>The quarterly completion of the company's annual plan will be assessed based on the quarterly work required by each department in the annual plan

The person in charge of each functional department will fill in the quarterly work completion status and conduct the assessment at the assessment team meeting.

Explanation: Finally, the assessment team will give scores on the timeliness and quality of the completion of the planned work. The Ministry of Human Resources will

conduct spot checks on the completion status of each department's work; sub-indicators The completion of the monthly work plan,

the main assessment basis is the completion of the monthly work report statistics from the company office, the score is: (sum of the monthly completion rate/3) *10.

2. Professional support is timely and efficient: The project will evaluate each functional department based on its support in professional work

, including "timely" and "effective" In terms of aspects, the critical incident method can be used for assessment.

The score is: (timely and effective number of professional support work provided by functional departments in the quarter/total number of professional support work provided in the quarter)* 10.

3. Major customer complaints (internal and external), liability accidents, etc. that occur in the department: Scores will be made based on quarterly department statistics on

major customer complaints and liability accidents, if not, then Score 10 points, and if necessary, the relevant personnel will be deducted from the corresponding points depending on the situation.

4. Department employees’ sense of responsibility and service: Each project manager will assess the functional departments

based on the feedback of the project employees. Rating grade: A grade (10 points) - Department employees all show a strong sense of work responsibility

and demonstrate excellent service awareness and attitude in working with the project; B grade (8 -9 points)

——Department employees have a strong sense of work responsibility and demonstrate good

service awareness and attitude in working with projects; Level C (6 -7 points) - Department employees have average work responsibility and average service attitude, and occasionally have bad attitudes; Level D (6 points or less) - Department employees have average work responsibility

< p>Low sense of responsibility, poor service attitude, and impatient attitude in working contacts with project employees.

5. Employee training and growth: Comprehensive evaluation by the company’s assessment team, scoring grade: A level (10 points)—

—Have an excellent talent echelon, attaching great importance to key positions Employee training and key employee career planning

enable them to develop well and grow rapidly, and the employee voluntary turnover rate is less than or equal to 2%; Level B

(8-9 points) )——Have a good talent echelon, focus on the training of employees in key positions and key employees

Career planning enables them to develop well and grow quickly, and the employee voluntary turnover rate is less than or equal to 10%.

Less than 2.5%; Grade C (6-7 points) - does not pay attention to the training of employees in key positions and the career planning of key employees

Talents cannot be well developed, and reserve talents can basically meet the needs The needs of the development of the unit, and the employee voluntary turnover rate is less than or equal to 3%; Level D (less than 6 points) - there is a lack of reserve talents, and employees generally complain that they are not available. It is difficult to retain outstanding talents without paying attention to and cultivating them, and the voluntary employee turnover rate is greater than 3%. (Note:

The "employees" in this indicator "employee voluntary turnover rate" refer to those whose performance in the previous quarter was good [inclusive] or above and

employees who became regular employees in this quarter)

6. Team building: Comprehensive evaluation by the company’s assessment team, scoring grade: A level (10 points) - department member

Tool has a strong team spirit and collective sense of honor, and is very positive Actively cooperate with the work of other colleagues and other departments/projects, making a great contribution to the company's good team atmosphere; Level B (8-9 points)—— Department employees have a strong sense of teamwork and collective honor, and can proactively cooperate with other colleagues and other departments/projects; Level C (6-7 points) - Department employees have a

Have a certain team spirit and collective sense of honor, and can basically cooperate well with other colleagues and other departments/

Project work; D level (6 points or less)—— The relationship between department employees is not harmonious, teamwork spirit

is poor, and they are not active and proactive in cooperating with other colleagues and other departments/projects.