Performance appraisal refers to the enterprise in the established strategic objectives, the use of specific standards and indicators, the employee's work behavior and work performance assessment, and the use of the results of the assessment of the employee's future work behavior and work performance of the process and method of positive guidance. Below I am going to organize 2022 annual employee performance appraisal program for you, I hope you like it!

2022 annual employee performance appraisal program1

I. Appraised personnel

Financial accounting and warehouse staff. Including the financial controller, accountant, cashier, custodian, and statistician.

Second, the person responsible for the assessment:

The person responsible for the assessment of the person in charge of finance is the Board of Directors.

The appraisal of the financial department accountant, cashier, warehouse custodian, statistician is the person in charge of finance.

Third, the assessment method:

1, personal self-assessment: the individual's own scoring.

2, departmental evaluation: the department head scoring.

3, the Board of Directors evaluation: the Board of Directors scoring.

Fourth, the assessment time:

1, accounting, cashier, warehouse custodian, statistician should be 30 days before the monthly personal full-month performance appraisal form to the person in charge of finance, the person in charge of finance in the next month 5 days before the completion of the evaluation and submit to the general manager, the general manager audit, 10 days before the Ministry of Finance payroll preparation of the post staff.

2, the person in charge of finance should be 30 days before the end of each month to the general manager of the individual full-month performance appraisal form, the general manager in the next month before the 5th to complete the evaluation and submit to the Board of Directors, the Board of Directors review, 10 days before the Ministry of Finance payroll staff.

V. Assessment content:

Assessment content in the form of assessment form scoring, the specific content includes the following:

1, job duties (work performance) assessment (the focus of the assessment): refers to the basic ability to assess the specific duties required as well as experiential ability. The basic elements include understanding, creativity, guidance and supervision required to take on the role of empirical ability, as well as from the work of the performance of work efficiency, methodology and so on. Weight: 70%.

2, professional conduct assessment: refers to the process of reaching the work goal to show the sense of responsibility, work diligence, spirit of cooperation and personal cultivation and other components.

3, organizational discipline assessment: refers to the process of reaching the work objectives demonstrated in the discipline and other work requirements for assessment. The basic elements include discipline, appearance, environmental health, and answering the phone language norms. Note: 2-3 assessment accounted for 30% of the total assessment scores

Six, the assessment level:

1, A level (excellent level) 95-100 points of excellent work performance, innovative results.

2, B level (good level) 80-94 points

3, C level (qualified level) 65-79 points

4, D level (poor level) 60-64 points

5, E level (very poor level) 59 points or less

Seven, the assessment discipline:

1, the assessment must be just, fair, serious, responsible, can not be too high on the ministry to be evaluated; assessment of unfairness, once found will be given to the demotion or deduction.

2, the head of the department should be seriously organized, careful scoring. Where the assessment of negative coping, perfunctory, once found, will be deducted points.

3, the assessment must be completed on time within the specified time. Accounting, cashier, warehouse custodian, statistician before the 30th of the month did not pay the performance appraisal form on time before the deduction of 10% of the total points of the appraisal; the 5th of each month do not report the appraisal form of the head of the department on time, 15% of the total points of the appraisal deduction.

4, deductions must be based on, to be serious, objective and fair.

5, fraudulent, all according to the total score of 50% points.

Eight, the performance appraisal of the implementation of the "monthly assessment and deduction system"

Monthly assessment is divided into 100 points, the actual monthly score = 100 - the actual monthly deductions; monthly performance pay = the actual monthly score / 65 _ monthly performance pay.

By linking the financial and warehouse staff's performance pay to the assessment of demerit points, it maximizes the incentive for the company's financial and warehouse staff to do strictly in accordance with the company's various management requirements.

2022 annual employee performance appraisal program 2

In order to mobilize the enthusiasm and initiative of the nursing staff to work, improve the quality of nursing and nursing management level, and promote the reform of the hospital distribution system, in order to fully mobilize the work of the nurses' enthusiasm and creativity, and better promote the sustainable development of nursing. The nurse performance appraisal program is hereby formulated as follows:

I. Applicable objects:

This system applies to all in-service nursing staff of the hospital.

Second, the assessment method

Nurse performance appraisal totaled 100 points, including medical ethics, nurse assessment, three basic examination assessment, inpatient satisfaction, plus/minus points items.

1, medical ethics

2, the head nurse assessment

The head nurse monthly assessment of the work of the nursing staff evaluation. The content of the assessment is ideological character, work responsibility, business ability, work efficiency, teamwork, communication and coordination, service attitude, safety awareness, attendance, errors and complaints.

3, the three basic examination assessment

Monthly organization of the three basic theoretical examination, semi-annual organization of an operational skills examination.

4, inpatient satisfaction survey (100 points, accounting for 40% of the total score of performance): Nursing Department of the inpatient satisfaction questionnaire issued every month.

5, plus points

(1) to get patients oral or written praise for the month plus 10 points

(2) published thesis to the month plus 10 points.

(3) three basic theory examination or technical operation of the examination of the month plus 5 points.

(4) to participate in the hospital business learning once plus 0.5 points.

6, deductions

(1) error or patient complaints, the month deducted 10 points.

(2) three basic theory or technical operation examination failed to deduct 5 points in the month.

The total score of the nurse's personal performance = 30% of the assessment score of the head nurse + 30% of the assessment score of the nursing department + 40% of the patient satisfaction score of the department + personal plus/minus points.

Third, the assessment and evaluation requirements

The head nurse to do focus on actual performance, objective and fair, seeking truth from facts, to each nursing staff for a fair evaluation.

Fourth, the assessment and evaluation content:

(a) medical ethics

(1) to save lives and help the injured, wholeheartedly for the people's service

(2) respect for the rights of patients to keep medical secrets for the patients

(3) compliance with the law, honest practice of medicine

(2) the head of the nurse's assessment of nurses, including:

(1) the work accomplished (10 points)

② business capacity (10 points)

③ efficiency (10 points)

④ quality of work (10 points)

⑤ labor discipline (10 points)

⑥ attitude (10 points)

⑦ attendance (10 points)

⑧ solidarity and cooperation (10 points)

⑨ error accidents (10 points)

⑩ service attitude (10 points)

The above is divided into 100 points, of which 100 points ~ 91 points for excellent, 90 ~ 80 points for good, 79 ~ 60 points for qualified, 59 points or less for unqualified.

Note: Excellent accounted for 30% of the total number of nurses in the department, good accounted for 50% of the total number of nurses in the department, general accounted for 20% of the total number of nurses in the department.

(C) three basic examination assessment

(D) inpatient satisfaction

(E) plus/minus points

Six, the assessment results

All the results of the assessment is linked to the annual comprehensive assessment, and as the end of the year evaluation, title promotion, job promotion, as one of the important basis. Annual specialist theory and operation assessment results feedback to the head nurse, the head nurse is responsible for recording in the head nurse manual and nurse institutionalized training manual, and linked to the end of the year technical title assessment, the results of those who do not pass can not be assessed as superior and competent (assessment using a four-class system: superior, competent, basically competent, incompetent), unexplained failure to participate in the assessment of the assessment of the assessment for incompetent.

2022 annual employee performance appraisal program3

I. Purpose of the assessment

In order to build the company's modern human resource management system, improve and perfect the performance management work, and promote the company's sustained, rapid and stable development, the development of the management system

(a) for the company's employees to adjust the salary

(a) to provide a basis for the adjustment of the salary of the company's staff Provide a basis for the company's employee salary adjustment

(b) Provide information for the company's employee promotion

(b) Provide direction for the company's employee training

(c) Promote communication and exchange between the company and its employees

Second, the principle of appraisal

(a) the principle of openness

Should minimize the appraisal of the appraisal of the appraisal work of the appraisal of the appraisal of the appraisal of the appraisal of the appraisal of the appraisal of the appraisal of the appraisal of the appraisal of the appraisal of the appraisal of the performance standards and levels of performance of the company's employees. Mystery, performance standards and levels are formulated through consultation, appraisal results are made public, and appraisal work is institutionalized.

(ii) the principle of objectivity

Speak with the facts, avoid subjectivity and arbitrariness, according to the absolute standard of the individual assessment, to guide the staff to continuously improve their work, to avoid comparison between people, breaking the spirit of solidarity.

(C) the principle of combining with the target management

The target assessment is the basis of the performance appraisal, the employee's performance appraisal to make full use of the results of the target assessment.

Third, the scope of the assessment

This program applies to all employees of the company, including: the functional departments, subordinate sub (sub)

The company's general management and general staff.

Article II Appraisal Method

The appraisal of the general management staff consists of two parts, one part for the department, subordinate sub (sub) company scoring, is the evaluation of the overall performance, reflecting the employee's contribution to the performance of the department, subordinate sub (sub) company; the other part of the post scoring, reflecting the evaluation of the performance of the employee's individual position. For the general staff, the main job rating.

I. Departmental and subordinate sub (sub) company scoring

In accordance with the way specified in the human capital performance appraisal program of Yuefeng Group's sub (sub) companies, the personnel management department of the departmental key performance as well as the performance of the sub (sub) company to assess the scoring.

Second, job scoring

(a) job target assessment

I. Determination of job targets

According to the objectives of the departments and subordinate sub (sub) companies determined by the Group Company, the individual's direct supervisor carries out the target decomposition, and develops the individual's job target through consultation with the individual. The position objectives for general management and staff are determined by December 20 of the previous year.

Second, the formulation of work plans

According to the position objectives determined by the individual to formulate annual and monthly work plans. Annual work plan in the previous year before December 31, the monthly work plan in the previous month before the 25th. A specific work plan should include the work of the countermeasures and measures, the work of the expected progress, the importance of the work of the statement and the work needs to cooperate with the matter.

Third, the target implementation check

Individuals directly in charge of the monthly inspection of the implementation of individual job objectives, the results of the inspection into the work plan checklist, the department responsible for the assessment for the record, as the end of the year as the basis for the comprehensive assessment.

Fourth, the difficulty of dealing with

goal implementation progress behind or implementation difficulties, according to the severity of the problem and the size of the impact, to deal with.

1. The problem is only an individual problem, by the target executives and direct supervisors to study the improvement program to solve, and will be dealt with in the opinion of the treatment and processing of the situation into the work plan checklist.

2. Indeed, due to external factors or internal factors that can not be resolved temporarily the company made the target implementation progress lagging behind or the implementation of the difficulties that occur, it is allowed to adjust the annual target value. But should be approved by the direct supervisor, and only allowed to adjust once a year. The adjustment time is the end of the second quarter of each year. (B) job performance evaluation

According to the completion of the individual work plan, the assessment team and the individual's direct supervisor in accordance with the assessment form on the individual's job performance rating.

III. Scoring Methods

(I) General Management Staff Scoring Methods

1. The appraisal team will rate the appraisee according to the completion of the work plan, which accounts for 30% of the total score of the individual appraisal.

2. by the individual directly in charge of the organization's appraisal interviews with the appraisee, according to the appraisee's report summary of the rating, accounting for 30% of the total score of the personal assessment.

3. Mutual evaluation by the appraisee, accounting for 10% of the total score of personal assessment.

4. Human resource management department on the department's key performance, subordinate subsidiary (sub)company performance rating accounted for 30% of the total score of personal assessment.

(ii) General staff scoring

1. The appraisal team will rate the appraisee according to the completion of the work plan, accounting for 30% of the total score of the individual appraisal.

2. by the individual's direct supervisor to organize the appraisal of the appraisee interview, based on the appraisee's summary of the report to be scored, accounting for 50% of the total score of the personal assessment.

3. Mutual evaluation by the appraisee, accounting for 20% of the total score of personal assessment.

Article 3 Appraisal Arrangement

I. Appraisal Team

In the company's functional departments, organized by the head of the department; in the subordinate subsidiary (branch) companies, organized by the head of the company.

Second, the assessment time

The inspection of the work plan once a month, before the 5th of each month on the implementation of the work plan for the previous month. Comprehensive assessment of employees twice a year, once in the middle of the year and once at the end of the year.

Third, the assessment notes

In each level of personnel assessment scoring process should adhere to the principle of appropriate gap, each unit in the assessment should be basically in accordance with the A level of 8% (95 - 100 points), B level of 12% (90-94 points), C level of 60% (80 - 89 points), D level of 60% (80 - 89 points), D level of 60% (80 - 89 points), C level of 60% (80 - 89 points), C level of 60% (80 - 89 points), C level of 60% (80 - 89 points), C level of 60% (80 - 89 points). 89 points), 15% (75-75) for D grade, and 5% for E grade, allowing for appropriate adjustments. If the department's performance is more outstanding, then the proportion of A, B level can be increased appropriately; on the contrary, if the department's performance is poor, then the proportion of D, E level can be increased appropriately.

Fourth, the assessment interview

Individuals directly in charge of the assessment of the main items, the assessment of the assessment results of the exchange of views, mutual communication, to reach an agreement. After the interview, the supervisor will write the evaluation results on the interview record.

V. Feedback on assessment results

After the assessment is approved, the employee should be notified of the assessment results and comments. Within a certain period of time, those who are not convinced are allowed to file a complaint in accordance with the prescribed procedures, and the appraisal team will review the results, and the results after the review decision will be the final approved results.

Six, the results of the assessment of the application

According to the results of the assessment, the company's human resources department to determine the education and training personnel, as well as the development of the basis of the employee's salary.

2022 Employee Performance Appraisal Program 4

To further strengthen the hospital's system construction, strengthen the hospital's management, clarify the work responsibilities, improve the quality of service, and establish a "patient-centered, quality-centered" purpose of hospital management. Strengthen the quality of internal, external image, and further improve the social and economic benefits, to better complete the higher level of the work of the hospital as well as the tasks. Make the management standardized, institutionalized, procedural. Combined with the actual situation of our hospital, the hospital committee decided to develop this program on the basis of the District Health Bureau to develop performance appraisal.

I. Code of Conduct

(a) Code of Ethics

1, bearing in mind the purpose of wholeheartedly serving the people, set up a correct outlook on life, values, love of the Chinese ****anufacturing Party, love of the motherland, love of the people, love of the cause of health care.

2, advocating science, pioneering, cooperation, dedication, and consciously undertake to serve the people's health social obligations and responsibilities.

3, to comply with the technical standards of diagnosis and treatment, reasonable examination, rational use of medication, scientific treatment.

4, abide by professional ethics, - the same, wholeheartedly for the patient service.

5, civilized medical practice, not to professional profit, not to the patient to ask for gifts, do not prescribe free-rider medicine, free-rider inspection, refused to accept the "red packet", consciously resist a variety of commercial bribery.

6, focusing on doctor-patient communication, to protect the patient's right to information and privacy, care, love, understanding and respect for patients.

7, abide by the law, abide by the scope and type of practice, objective, truthful, timely writing of medical documents, according to the law issued by the relevant medical certificates, in accordance with the law to carry out diagnostic and therapeutic activities.

8, study diligently, study business, and constantly improve the professional and technical level and service level.

9, to fulfill their duties, at any time to accept the response to emergencies medical treatment instructions and obligations.

10, fulfill social obligations, actively participate in social welfare activities, publicize and popularize health care knowledge.

(B) Code of Conduct

1, in the medical premises or diagnostic and treatment activities should be dressed in work attire, wearing a badge (marked name, department, position or title, etc.).

2, the instrument is dignified, neatly dressed. Male medical personnel do not leave beard, long hair, not wearing undershirts, shorts, slippers, etc.; female medical personnel do not wear heavy makeup, do not leave long nails, dress taboo thin, dew, through.

3, advocating the use of Putonghua, language, gentle, clear, friendly, colloquial, the use of honorifics.

4, the use of civilized language.

5, no non-medical activities during the work period, no loud noise, crowd chatting, no smoking in the medical premises and public **** place. It is prohibited to engage in medical activities after drinking.

6, consulting patients with a kind attitude, natural demeanor, kind and patient, elegant demeanor.

7, diagnostic and treatment behavior reflects humanistic care, attention to the protection of patient privacy, before and after the examination of standardized hand washing, winter to warm hands after the examination.

8, the strict implementation of medical quality, medical safety and medical care core system.

9, objective, true, accurate, timely and complete writing of medical documents, shall not be altered, forged, hidden, destroyed medical documents and related information.

10, experimental clinical medical, need to be approved by the hospital and consent of the patient or family, and sign the informed consent.

11, in the event of medical disputes in medical activities, medical staff must immediately report to the department responsible for the report, and at the same time in accordance with the law and procedures, and patiently explain to the patient to prevent the intensification of conflicts.

12, the strict implementation of the "Regulations on the Management of Medical Waste", "Medical Waste Management Measures for Healthcare Institutions. Medical waste shall be categorized and disposed of, discarded needles, razor blades and other sharps disposed of in a special sharps box, dressings, cotton balls, cotton swabs, etc. disposed of in an airtight container lined with a yellow plastic bag; susceptible to infectious diseases after the use of patients with dressings, cotton balls, etc. disposed of in a double-layer yellow plastic bag and to the warning signs.

Second, attendance, off-duty system.

The hospital implemented a combination of regular attendance and irregular spot checks. Early 8:30 am, 12 o'clock off, 2:30 pm to work, 4:30 pm off. The roll call is not for late, each found to deduct the party 5 points. 6 days off work per month, with the consent of the Section Head. Members of the hospital committee will submit off-duty slips to the hospital office. In the class staff spot check twenty minutes is not on duty, according to the off-duty treatment, such as cumulative absenteeism 3 times deduct the person concerned in the month performance pay.

Third, the duty period is prohibited to engage in recreational activities, such as: playing cards, playing mahjong, such as found a deduction of 10 points.

Work time is not allowed to do private work, such as the discovery of the deduction of 10 points. The hospital employees due to work or other reasons for quarrels, listen to persuade the person is not pursued, if you do not listen to dissuasion, gradual escalation of people inside and outside the hospital participants, do not ask who is who is right and wrong, the two sides are off duty, all in the hospital fights and fights, disturbances, deduction of the parties involved in the performance of the month's payroll. The disobedience of the management of the town government, the District Health Bureau to deal with the consequences.

Fourth, the collection room for the clinical department collection of legitimate section, found that other sections of the collection for private collection, found a deduction of the parties involved in the month performance pay.

Suspension of inspection reported to the town discipline inspection committee, the Health Bureau discipline inspection committee to deal with, serious to be removed. The collection room should be strictly in accordance with the provisions of the Provincial Price Bureau of the collection, collection of invoices, the project must be filled in full fill in the clear, eliminate open, who violated the provisions of the consequences arising from all their own. Each section of the daily accounts, a day a clear.

V. Health system

1, medical staff should establish a civilized, hygienic style, to be diligent in cleaning and organizing, to keep indoor and outdoor clean.

2, active maintenance of public **** property and office hygiene, so as not to throw confetti, peels, spitting, indoor and corridors are not randomly placed debris.

3, the hospital health implementation of zoning management system, the health district by the hospital office unified division to each section, and responsibility to the person, the health area should be kept clean.

4, every Monday or Saturday, the hospital office will organize health inspection team members to check section by section, if found three times in the month cleaning is not thorough, deduct the section responsible for the month performance of 50% of the payroll, deduct the section of the personnel of the month performance of 10% of the payroll.

Sixth, the drugstore, Chinese and Western pharmacy is the economic importance of the hospital.

Non-section personnel shall not be randomly accessed. Drugs should be categorized and placed, keep clean, similar drugs advanced first sale, the recent failure of timely registration, reported to the person in charge of the drugstore, while reporting to the dean's office. Pharmacy microcomputerized management, from time to time to check the drugs, found that the shortage of drugs, deduct the section of all the personnel of the month performance salary.

Seven, strict financial management, the implementation of the dean of the financial pen. All expenses reimbursement are signed by the dean can be reimbursed, without the dean's signature anyone shall not casually withdraw cash. Otherwise, deduct the financial section of the performance of the month's salary.

VIII, 15 days of marriage leave (including six days off work), half a month of bereavement leave, maternity leave for six months, and other relevant documents. Sick leave, accidental injury by the other side of the compensation, no wages during the off-duty period. After investigation and verification, is indeed sick leave, wages are paid, no bonuses, no roll-call fee, sick pay for the district finance monthly amount allocated to each person. Where fraud, open false medical records, once found and verified, in addition to the suspension of wages, and to the District Health Bureau to deal with. No wages during the leave of absence, the total monthly salary in addition to 26 days, off a few days to deduct a few days.

IX, before the 28th of each month, the person in charge of each section of the next month scheduling table in duplicate to the hospital office for finalization, or deduct the section in charge of 10 points.

X. Section of the medical malpractice, the section bear 30%, the rest of the workers bear 30%, the hospital bear 40%, such as personal reasons for work is not serious about all the consequences of their own, the hospital is not responsible.

XI, the hospital agreed to send advanced training personnel, 450 yuan per month.

2022 annual employee performance appraisal program 5

I. Purpose of the assessment

1, an objective assessment of the employee's work performance during the year, contribution, to achieve good performance and achievements of the staff incentives, reasonable and effective allocation of corporate resources.

2, as the main basis for year-end evaluation.

3, the implementation of cadres annual summary of work, as the main basis for the annual salary system.

Second, the scope of application

Head Office departments, under the branches of all employees.

Third, the guiding principles

1, comprehensive assessment, comprehensive assessment, level by level assessment principle.

2, the principle of justice, fairness and openness.

3, strict requirements, rigorous control, the principle of seriousness.

4, the assessment results and salary, merit, rewards, appointment of cadres and other diversified factors associated with the principle.

Fourth, the guiding ideology and assessment methods

1, management cadres to unit performance, personal performance.

2, targeted use of performance results assessment method, the core competencies assessment method.

Fifth, the implementation of the department and responsibilities

1, the President's Office (General Manager's Office): assessment of the decision-making body, responsible for approving the assessment program, the group manager and above the leading cadres to carry out the assessment.

2, the Ministry of Human Resources: assessment, coordination, supervision and implementation of the agency.

3, the departments: assessment assistance and implementation of the agency.

Sixth, the assessment object

1, the implementation of the full assessment, up to the general manager, down to the ordinary employees are required to participate in the annual assessment.

2, as of ___ years ___ months ___ (including) the trial period has been completed by the approval of the employees have been regularized for the annual assessment of the target.

VII, the assessment cycle range

__ year (January ~ December), less than one year of age, according to the date of entry into the implementation of the assessment.

VIII, the assessment method

Note: nine core competencies scoring: my self-assessment (group manager and above need to write the factual basis), to the direct superior scoring, and then by the upper superior leadership review, the scoring of the upper superior leadership shall prevail, but requires the direct superior and the upper superior leadership scoring error shall not exceed ± 0.3 points.

Nine, the application of assessment results

1, using the AAA segment ranking method, in accordance with the appraisal score ranked in the order of ranking, the ranking range is divided into three categories: ranked in the first 10% of the staff approved for the AAA category employees, the first 10% -20% of the staff approved for the AA category employees, the other 80% of the staff approved for the A category employees. According to the following levels are ranked separately (director and above levels are not ranked AAA):

1) store grass-roots employees (sales clerk store assistant)

2) store loss prevention staff

3) headquarters loss prevention staff, drivers

4) cashiers

5) stock clerks

6) store manager

7) headquarters supervisors and The following managers (ranked within the department)

8) group manager (excluding the acting group manager)

Note: For AAA-level employees can be recommended as a candidate for the annual merit award, under the same conditions, priority research into the selection; for the rating of less than 60 points ` depending on the specific scenarios to give a reduction in salary, transfer, dismissal and other disciplinary action.

2, the assessment results and the relationship between the year-end bonus

According to the ranking results, the group manager and the following levels in accordance with the following coefficients to determine the year-end bonus payment standards (base N by the President's Office in accordance with the year's operational scenarios and employee hierarchy to determine), the director and above the level of the payment standards by the President's Office to determine the separate study.

Note: T for the assessment cycle, entry full 1 year according to one year, dissatisfaction from the date of entry, counted in days.

X. Appraisal work arrangements

1, training: ___ month ___ 10:00 ~ 12:00, the Ministry of Human Resources will be organized before the assessment of the relevant training.

2, the score sheet submission schedule:

Stores: ___ months ___ submitted to the regional manager (supervisor).

Headquarters: ___ months ___ before the submission to the head of each department.

Overall schedule: all submitted to the Human Resources Department ____ by ___ month ___.

3. For details of the requirements for filling in the score sheet, please refer to the relevant notes issued by the Ministry of Human Resources.

XI, assessment instructions

1, __ years __ months __ has not been regularized employees do not need to participate in the annual assessment.

2, all assessment results must be reported to the company's Human Resources Department for review and filing.

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