What do you want to know about employee performance appraisal? Let's take a look at the details of employee performance appraisal.

Section 1 General Provisions

First, the purpose of the assessment

Through the management and evaluation of personal performance, improve personal work ability and performance, thus improve the performance of the department, and finally achieve the hotel's business objectives.

Second, the evaluation object

The evaluation system is applicable to all regular employees.

Third, the evaluation principle

1, open principle

The evaluation process is open and institutionalized.

2, the principle of objectivity

Speak with factual standards, and never bring personal subjective factors or guesses.

3, the principle of communication

In the process of performance appraisal, the appraiser needs to fully communicate with the appraisee and listen to the appraisee's comments and opinions on his work, so as to make the appraisal results fair and reasonable and promote performance improvement.

4, the principle of timeliness

Performance appraisal is a comprehensive evaluation of the work performance during the appraisal period. The performance before this appraisal period should not be imposed on this appraisal result, nor can the recent performance or one or two outstanding performances replace the performance of the whole appraisal period.

Fourth, the purpose of the assessment

The company's performance records of employees at all levels serve as the basis for promotion, demotion, dismissal, salary verification and bonus distribution.

Verb (abbreviation for verb) evaluation cycle

The evaluation is a monthly evaluation.

Sixth, assess the relationship.

1. Appraisal object refers to the appraised object, including managers and ordinary employees of various departments of the company.

2. The performance appraiser is the direct management superior being appraised, and the performance appraiser needs to master the relevant forms of performance appraisal.

Process, assessment system, to achieve timely communication and feedback with the assessed, and to complete the assessment work fairly.

3. The employee who reviews the assessment results is the department head and the manager is the department manager.

4. The general manager is the final approver of the assessment results.

Section II Evaluation Contents

First, the assessment is mainly from three aspects: work attitude, work performance and core work ability. The perfect score is 100.

Second, the assessment of work attitude is to assess the degree of understanding of the work and the degree of efforts made for it.

Three, performance appraisal is to assess the work efficiency and work results of the assessed in an assessment cycle.

Four, the core work ability is the work effect reflected by the comprehensive assessment in an assessment cycle.

The position of core competitiveness.

Verb (abbreviation of verb) performance evaluation form

Section 3 Evaluation Methods

First, the assessment is mainly divided into self-assessment, direct superior assessment and leapfrog superior audit. The weights of the three assessments are as follows

As shown in the table.

Evaluation method weight table

Evaluation method

self-assessment

Superior evaluation

Cross-level superior audit

weight

10%

45%

45%

Secondly, determine the final score of the evaluation.

Final assessment score = self-assessment score × 10%+ superior assessment score ×45%+ cross-level superior audit score ×45%.

Section IV Evaluation Process

First, the employee appraisal process

1. Before 29th of each month, the front office manager will distribute the employee performance evaluation form.

2. Employees should conduct self-assessment and score according to their performance this month, and submit it to their immediate superiors before 30th14th (from last month).

3. The direct supervisor will assess and score the superior according to the work performance of the subordinate employees in the last month, and the next month will be 1 day.

Complete the grading before 14 and submit it to the employee's cross-level supervisor for review.

4. The cross-level supervisor shall review and grade the employee performance appraisal form, which shall be completed before 3rd 14 and 3rd 17.

Return the examination form to the immediate superior before 6: 00.

5. The direct supervisor should complete the performance interview with the subordinate employees before 5th 16, and submit the employee performance before 5th 17.

Submit the effect evaluation form to the front office manager, who will summarize the employee evaluation results and submit them to the general manager before 9: 00 on the 6th.

Second, the management personnel assessment process

1. On the 29th of each month, the manager issues the Manager Performance Appraisal Form.

2. Managers should score according to their own performance this month, and submit it to the front office manager before 30th18th.

3. The front office manager shall complete the grading before June 1 day 14 of the second month and submit it to the general manager.

4. The general manager shall review and grade the Manager's Performance Appraisal Form and finish it before 2nd18th.

5. The general manager should finish the performance interview with the lower management before 9: 00 on 6th.

Section 5 Implementation of Performance Appraisal

I. Training of reporting officers

Through training, appraisers can master the skills related to performance appraisal, be familiar with all aspects of appraisal, and accurately grasp the appraisal object.

Accurate, share assessment experience, master assessment methods, and overcome common problems in the assessment process.

Second, the assessment grade division

The assessment results are divided into Grade A, Grade B and Grade C ... The specific criteria are as follows.

Grade A is above 80 points, and monthly exam is above 80 points.

Grade B is above 60 points, and the monthly exam is above 60 points.

Grade C is above 60, and the monthly exam is below 60.

Three, employees and managers who have not become full members do not participate in the monthly performance appraisal.

Four, one of the following circumstances, the assessment shall not be a level.

1, any one of the three indicators: waiter, cashier, usher and bartender, business skills, teamwork and service awareness.

This project does not meet the "good" standard.

2. Food delivery students and security guards are not "good" in any of the three indicators of work quality, business skills and discipline.

3. The ministers and supervisors of the whole hospital failed to meet any of the three indicators of business skills, teamwork and departmental service awareness.

"good".

4. Minister of Food and Minister of Safety, in terms of business skills, working quality of departments, teamwork and sense of responsibility.

It means bad.

Five, one of the following circumstances, assessed as C level.

1, absenteeism exceeds 1 day.

2. Those who are late for more than three times.

Section VI Application of Performance Appraisal Results

I. Wages

1, employee

(1) Employees whose monthly performance appraisal is Grade A are rated as "excellent employees of this month" and rewarded with a day off.

(2) Employees who have been rated as Grade A twice a quarter and once a month are rated as "quarterly outstanding employees".

Cash prize 100 yuan, praised and announced on the hotel bulletin board.

(3) Employees who have won "quarterly outstanding employees" twice or more in a year are rated as "outstanding employees of the year".

Take part in the tour organized by the company for free, and the salary will be increased by one grade (monthly salary plus 50 yuan).

(4) For employees whose performance appraisal is Grade C for two consecutive months, the salary will be reduced by one level (the monthly salary will be reduced by 50 yuan).

2. Middle managers

(1) If the middle-level managers whose performance appraisal is Grade A are rated as "excellent managers of this month", they will be rewarded with a day off.

(2) If the monthly performance appraisal is Grade A for more than two times in a quarter, it will be rated as "Excellent Quarterly Manager".

Cash prize 100 yuan, praised and announced on the hotel bulletin board.

(3) Those who have won the "quarterly outstanding manager" more than twice in a year are rated as "outstanding managers of the year".

Participate in a free travel activity organized by the company, and the salary will be increased by one grade (monthly salary plus 100 yuan).

(4) Managers who have been assessed as Grade C in the performance appraisal for the second consecutive month are given a salary reduction of one level (monthly salary reduction 100 yuan).

5] The hotel will dismiss the managers who have been assessed as C-level for three consecutive months.

II. Post adjustment

1. Employees rated as "excellent employees of the year" are listed as reserve cadres, and promotion training is formulated.

2. The hotel will dismiss the employees whose monthly performance appraisal is Grade C for three consecutive times.

3. Managers who have been rated as C-level for three consecutive months will be dismissed by the hotel.

Third, the performance appraisal interview

Within one week after each assessment, the direct supervisor should have a performance interview with the assessed, congratulate them on their achievements in the last assessment cycle, and analyze their own problems in order to improve their work ability and performance.

Fourth, the evaluation results appeal.

If the appraisee thinks that the appraisal result is unfair and the communication with the appraiser is invalid, and there is evidence to prove it, the appraisal result appeal procedure can be started (report the situation to the general manager every month).

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