1, evaluation scope

All employees in this department are required to be assessed, and these measures are applicable to employees on probation.

2. Evaluation principle

1, fairness and justice.

2. Conduct an evaluation interview so that the assessed can clearly understand the evaluation results.

3. The marketing manager is responsible for the assessment and guidance of marketing personnel, so that they can work effectively according to the established target plan.

4. Purpose of evaluation

1, improve work and improve work performance.

2. Get the basis for promotion or post adjustment.

3. Obtain the basis for determining wages and bonuses.

4. Get the foundation for potential development and participating in relevant training.

5. Obtain the basis for demotion and salary reduction of employees until they are eliminated by the company.

5. Evaluation time

1, the assessment is divided into probation (confirmation) assessment, monthly assessment, quarterly assessment, annual assessment and special assessment.

2. Before the 5th day of each month, the employees of the marketing department will be assessed for the last month's work, and the assessment results will be reported to the Personnel Administration Department.

3. The company may hold special assessments from time to time due to special matters.

6, assessment content

The assessment content can be divided into performance index assessment and behavior index assessment.

1. Work performance indicator assessment: accounting for 60% of the total assessment score. Score according to the sales task completion of the business department in the current month. Calculation method: Actual completed performance in the current month/planned sales task in the current month × 60% = performance appraisal score in the current month.

Business personnel must do a good job summary and work plan every month, which complement each other and are linked to the calculation method of work performance appraisal indicators.

2. Behavior index assessment: 40% of the total assessment score. Mainly evaluate employees' workflow and daily comprehensive performance. The main assessment indicators are attendance, office discipline, team consciousness and professional quality, and the score of each indicator is 10.

The content of behavior assessment ranges from 0 to 10 (the highest score for excellent performance is 10, and the lowest score for non-compliance is 5), and the appraiser scores according to the actual work completion and performance of subordinates.

(abbreviated evaluation form:)

7. Evaluation Form

1, various assessment forms are:

1), self-evaluation summary;

2), department assessment must be interviewed with the assessed, to ensure the notarization of the assessment results.

3), directly by the superior evaluation.

2, various assessment methods are:

1), query records. Organize and count the daily business work registration form and attendance of department employees;

2), written report. Summary and plan report provided by all employees in the marketing department.

3) All assessment methods are finally reflected in the assessment form.

(abbreviated evaluation form:)

8. Evaluation procedure

1. According to the assessment method, all employees of the marketing department participate in the performance assessment and submit a written summary and assessment.

2. The marketing manager evaluates and scores the performance indicators of the directly affiliated personnel through interviews with business personnel.

3. The marketing manager scores according to the behavioral indicators of employees in the business department.

4. The performance appraisal results of all personnel in the business department need to be signed and confirmed by the personnel director, otherwise the appraisal will be invalid.

9, assessment results and assessment of wages

1, the assessment results should be made public to me and kept in the employee files.

2. Validity of evaluation results:

1), determine the basis of employee position, or raise or reduce salary.

2) Marketing personnel's monthly performance salary and special rewards are linked to the assessment results, and the salary is not paid for participating in the assessment.

3) To decide the rewards and punishments, dismissal, renewal and promotion of employees.

3. Evaluation of salary calculation

The assessment results are divided into three categories: excellent A (80- 100), qualified B (60-79) and poor C (below 60), which are linked to the employee's basic salary in that month.

The calculation method is: actual assessment score ×? % × basic salary = performance salary.

4. The annual assessment of employees is based on the monthly assessment, and the comprehensive evaluation is directly given by the superior. The comprehensive evaluation results will be linked to the employee's year-end bonus.

5. If the annual assessment results are poor, the post and salary will be adjusted or dismissed.

6, monthly and annual assessment, where one of the following circumstances, the assessment is not excellent:

1), the total number of leave days exceeds the number of leave days stipulated by personnel;

2) Those who have absenteeism records;

3) Received warnings and above this year.

10, probation assessment

1. The minimum probation period for new employees in the marketing department is 1 month, and the maximum probation period is 3 months. Special circumstances need to be approved by the general manager.

2. All probation personnel will participate in performance appraisal management, and after the probation period expires, they will decide whether to formally hire according to the assessment results.

3. Those with excellent probation period can be recommended to become full members in advance.

4. This assessment shall be conducted by the manager of the department directly under the probationer in conjunction with the administrative personnel department.

1 1, evaluate the complaint.

Anyone who disagrees with the assessment results only needs to submit a written report to the personnel administration department within one week after the assessment results are published, and the personnel administration department will give a reasonable reply after reviewing with the department manager.