Performance appraisal refers to the process and method by which an enterprise evaluates employees' work behaviors and achievements by using specific standards and indicators under the established strategic objectives, and uses the evaluation results to positively guide employees' future work behaviors and achievements. The following is the performance appraisal scheme for catering, please refer to it. Catering performance appraisal scheme

1, purpose

1.1 The purpose of performance appraisal is to continuously develop employees' professional ability, improve employees' initiative, effectiveness and work quality in work execution, thus improving the overall performance of the company and achieving the management objectives of the enterprise.

the results of 1.2 assessment mainly provide the basis for personnel management such as employee employment, salary adjustment, job change, job transfer, training, reward and elimination.

2. Types and scope of application? Category, implementation time, scope of application, monthly assessment, within three working days after the end of the month, all managers and employees of the restaurant (except those who have been on vacation for more than five days in a row in the month),

Remarks: 1. For employees who have been on vacation for a long time in the month, see: 4.6.2.

3. Monthly assessment responsibilities

3.1 The regional manager/regional supervisor is responsible for assessing the restaurant manager/supervisor according to the assessment criteria.

3.2 the restaurant manager/supervisor is responsible for assessing the assistant manager, minister/deputy supervisor and foreman of the restaurant according to the assessment criteria, and the assistant manager, minister/deputy supervisor and foreman assess the employees of the restaurant according to the assessment criteria.

3.3 in all the evaluation, the human resources department is responsible for the revision, training and supervision of the implementation of this system; Responsible for the supervision, balanced adjustment and analysis of the assessment results; Responsible for the approval of performance pay according to the assessment results; Responsible for filing the assessment data.

3.4 the appraisal form is made in duplicate, one for the employee's branch and one for the human resources department.

3.5 the manager of the operation department and the regional manager/regional supervisor are responsible for reviewing the final assessment results of the deputy managers, ministers/deputy supervisors, foreman and employees.

3.6 the vice president and the manager of the operation department are responsible for reviewing the final assessment results of the restaurant manager/supervisor.

4. Management Regulations

4.1 Implementation Principles

4.1.1 Objectivity: The assessment contents and results should objectively reflect the actual situation of employees, and the appraisers should avoid errors caused by prejudices such as closeness and subjectivity.

4.1.2 Fairness: use the same assessment criteria for employees in the same position.

4.1.3 publicity: the assessment results will be publicized in each branch for three days.

4.1.4 The final elimination system will be adopted to reward, (train) promote and eliminate employees.

as shown in the figure:

1 ~ 34 ~ 9 ~ 914 ~ 61 ~ 2

Note: aaa employees are 1 ~ 3 per month

AA employees are 4 ~ 9;

a has 81 to 91 employees;

b employees are 4 ~ 6;

the number of employees in c is 1 ~ 2.

The restaurant manager/supervisor is not included in the restaurant calculation total, and the proportion of the deputy manager, minister/deputy supervisor, foreman and employees is calculated according to the total number of people in the store

4.2 Assessment contents and scores

4.2.1 Monthly assessment mainly assesses the post responsibilities of employees, as well as their work attitude (such as reliability, initiative, assistance spirit, etc.) and work ability (including planning) The assessment contents of managers and grass-roots employees have their own emphasis.

4.2.2 The assessment contents and standards of job responsibilities can be combined with different job requirements, with the deputy manager, minister/deputy supervisor, foreman and staff group focusing on work quality and work process (i.e. behavior-oriented), and the restaurant manager/supervisor focusing on work results (i.e. effect-oriented).

4.2.3 score:

deputy manager, minister/deputy supervisor, foreman and employee group:

assessment content, job responsibilities, work attitude, work ability, cost awareness, total score, additional items, and monthly assessment

11, 41, 31, 21, 111 and 11.

restaurant manager/supervisor:

assessment contents, job responsibilities, work objectives, work attitude, work ability, cost awareness, total score, additional items, monthly assessment

11, 41, 21, 21, 11, 111, 11

Remarks: assessment contents and "additional items"

4.2.4 Assessment content and scoring standard of "additional items":

Commendation plus points: individuals who are publicly praised in writing by the Operation Department can get 5 points/time; Individuals who are publicly praised in writing by the company can get 11 points/time.

Deduction points: -4 points/time for those who receive verbal warning; Those who are warned in writing will get -8 points/time.

4.3 Assessment Authority

4.3.1 Each manager is responsible for the assessment of his direct subordinates, as shown in Schedule 1.

4.3.2 when the second appraiser disagrees with the appraisal result of the first appraiser, he should communicate with the first appraiser and reach an understanding, but the second appraiser has the final decision.

4.3.3 if the first appraiser can't accept the final decision of the second appraiser, he can go over the top or report it to the human resources department.

4.4 Calculation of assessment results

4.4.1 The score method is adopted for each individual content assessment, and the sum of each individual score is the employee's assessment result.

4.4.2 The assessment results are divided into five grades: aaa, aa, A, B and C:

aaa: excellent work performance. Make a fruitful contribution to the company and the restaurant, and maintain a continuous high standard of work quality. The employee is the best job performer in the restaurant.

aa: Work performance often exceeds the requirements expected by its work objectives. Employees can effectively respond to the objectives and make adjustments according to the situation, making contributions to the company and the restaurant, and are excellent job performers in the restaurant.

a: the work performance meets the requirements and expectations, and the task can be successfully completed. Is a stable member of the restaurant.

b: those whose work performance can't meet the requirements and expectations of the work are listed as members needing improvement.

c: the job performance is unsatisfactory, and the employees can't meet the job requirements to a great extent.

see the evaluation table for the corresponding scores of each grade.

4.5 Application of assessment results

4.5.1 Monthly assessment results of employees during probation period are used as the basis for whether they can become full members after the probation period expires.

4.5.2 The monthly assessment results of all employees are linked to the floating bonus payment ratio in the salary of the current month; See attached table 2 for details.

4.5.3 the examination results are linked to the evaluation of other rewards of the company.

4.5.4 assessment results are one of the basis for selecting "excellent employees of the year"; During the year, those who have been assessed as B more than once a month (including once) shall not be rated as outstanding employees of the year.

4.5.5 When the monthly assessment result is "B", the Work Performance Warning will be issued for the first time for 31 days, and it will be re-evaluated. The result is A, and the warning is over; When the "B" appears for the second time in a year, the "Work Performance Warning" will be issued again for 31 days, and it will be re-evaluated. The result is A, and the warning is over; When the third "B" appears in the year, a Notice of Resignation will be issued, and you will be dismissed immediately without any compensation.

4.5.6 when the monthly assessment result is "c", a notice of resignation will be issued, and the employee will be dismissed immediately without any compensation.

4.6 Payment standard of floating bonus

4.6.1 The performance salary of the employee who is in normal attendance in the current month shall be paid according to the standard specified in 4.5.

4.6.2 employees who take a long vacation in the current month will be paid a floating bonus according to the following provisions:

l If the accumulated annual leave, compensatory leave or other paid leave reaches or exceeds 5 days in a month, the evaluation level of the current month shall not exceed A.

l those who take work-related injury leave shall be subject to the relevant management system.

4.7 Analysis of assessment results

4.7.1 After the performance assessment is completed, the Human Resources Department shall file and sort out the assessment results within 15 working days, and prepare the Assessment Statistics and Analysis Report, which includes:

l The proportion of each result to the total number of people; Whether the assessment results of each branch are balanced.

l employee ratio of statistics (aaa, aa, A, B, C).

l whether there are obvious evaluation errors and what measures are taken to prevent them.

4.7.2 the assessment results will be used as the basis for formulating and implementing various human resource management policies, such as recruitment, selection and training.

4.8 Feedback and complaints about assessment results

4.8.1 If employees have any complaints about the assessment results, they can directly appeal to the department head; If you are dissatisfied with the explanation of the department head, you can appeal to the Human Resources Department.