202 1 Model Employee Performance Appraisal Scheme (I) I. Appraisal Purpose
1, objectively evaluate the performance and contribution of employees in this year, encourage employees who have achieved good performance and achievements, and allocate enterprise resources reasonably and effectively.
2, as the main basis for year-end evaluation.
3, the implementation of the annual work summary of cadres, as the main basis for the annual salary system.
Second, the scope of application
All employees of all departments and subordinate branches of the head office.
Three. guiding principle
1, the principle of comprehensive assessment, comprehensive assessment and step-by-step assessment.
2. The principles of justice, fairness and openness.
3. The principle of strict requirements, strict control and serious treatment.
4, the assessment results and salary, evaluation, reward, cadre appointment and other diversified factors related to the principle.
Four, the guiding ideology and assessment methods
1. Management cadres should combine unit performance with individual performance.
2, targeted use of performance evaluation method, core talent evaluation method.
Verb (abbreviation of verb) implementation department and responsibility
1. President's Office (General Manager's Office): the assessment decision-making body, which is responsible for approving this assessment plan and assessing leading cadres at or above the manager level of the Group.
2. Human Resources Department: responsible for organizing overall planning, coordination, supervision and implementation assessment.
3. Sector: evaluation of aid and implementing agencies.
Sixth, the evaluation object
1, the whole staff shall be assessed, and all employees from the general manager to ordinary employees shall participate in the annual assessment.
2. Employees who have completed the probation period of X years, X months and X days (including X days) and have been approved to become regular employees are the annual appraisal targets.
Seven. Evaluation cycle range
For the whole year of X years (65438+ 10 ~ 65438+2), if the company is less than one year old, it will be assessed from the date of employment.
Eight, assessment methods
Note: Grading of nine core competencies: after self-evaluation (group managers and above should indicate the factual basis), I will submit it to my immediate superior for grading, and then it will be reviewed by the superior leader. The rating of the superior leader shall prevail, but the rating error between the direct superior and the superior leader shall not exceed 0.3.
Ix. Application of evaluation results
1. The ranking range is divided into three categories according to the hierarchical ranking method of AAA: the top 10% employees are approved as AAA employees, the top 10%-20% employees are approved as AA employees, and the remaining 80% employees are approved as AA employees. Ranked according to the following grades (directors and above are not rated as AAA):
1) Shop floor staff (shop assistant)
2) Loss prevention personnel of branches
3) Loss prevention personnel and drivers at headquarters
4) cashier
5) tallyman
6) store manager
7) Head of the headquarters and managers below (ranking within the department)
8) Group manager (excluding agent group manager)
Note: AAA employees can be recommended as candidates for the annual individual award, and research and selection will be given priority under the same conditions; Pay reduction, transfer, dismissal, etc. Will be given for the specific situation below 60 points.
2. The relationship between assessment results and year-end awards
According to the ranking results, the calculation and distribution standards of group managers and the following personnel are determined by the following coefficients (the base number n is determined by the President's Office according to the current operation situation and staff level), and the calculation and distribution standards of directors and above personnel are determined by the President's Office separately.
Note: T is the assessment cycle, and 1 year is counted as one year after employment, and less than one year is counted as one day from the date of employment.
X. Organization of the evaluation work
1, training: x month x day 10: 00 ~ 12: 00, the human resources department will organize relevant training before the assessment.
2. Timetable for submitting the score sheet:
Store: Give it to the regional manager (supervisor) before X months.
Headquarters: X shall be handed over to the heads of all departments.
Overall schedule: submitted to the Human Resources Department __X months ago.
3. Please refer to the relevant notes issued by the Human Resources Department for the filling requirements of the scoring form.
XI。 Evaluation description
1, x years, x months, x days, and employees who have not yet become full members do not need to take part in the annual assessment.
2. All evaluation results must be reported to the human resources department of the company for review and filing.
202 1 Model Employee Performance Appraisal Scheme (II) I. Appraisal Purpose
1, as the basis for promotion, dismissal and post adjustment, focusing on the assessment of ability, ability play and work performance.
2, as the basis for determining performance pay.
3, as the basis of potential development and education and training.
4. As the basis for adjusting personnel policies and incentives, promote communication between superiors and subordinates.
Second, the evaluation principle
1. Assess the employees formally employed by the company. The assessment requirements and emphasis of employees at different levels are different.
2. The assessment is based on the company's various systems, employees' job descriptions and work objectives, and the assessment must be open, transparent, equal and equal.
3. The appraisal scheme should be operable, objective, reliable and fair, and should not be mixed with the personal likes and dislikes of the appraisers.
4, advocate to meet with the assessed in different ways, make them sincerely accept the evaluation results, and allow them to appeal or explain.
Third, the assessment content and methods
1, work task assessment (monthly).
2, comprehensive ability assessment (by the assessment team once every quarter).
3, attendance and rewards and punishments (by the administrative department in accordance with the company's internal management regulations to carry out the assessment).
Four. Evaluators and evaluation indicators
1, set up a company evaluation team to conduct a comprehensive evaluation and evaluation of employees.
2, self-identification, employees to evaluate themselves and write a personal summary.
3. Assessment indicators, employees' work plans, tasks, attendance and rewards and punishments in internal management regulations.
Verb (abbreviation of verb) feedback of evaluation results
Performance appraisal should meet with me, tell the examinee the advantages and disadvantages of the appraisal results, and encourage them to carry forward their advantages, correct their shortcomings and create new achievements.
Six, employee performance appraisal instructions
(1) Fill in the program
1. Before the 2nd day of each month, the employee shall prepare the work plan for that month, which shall be reviewed by the direct supervisor of the department and submitted to the Administration Department;
2. The Work Performance Appraisal Form shall be distributed by the Administration Department to the department on 28th of each month, filled in by myself, and submitted to the Administration Department before 2nd of the following month after being audited by the direct supervisor of the department;
3. Work plan writing is divided into five daily work categories, five stage work categories and other categories, and other categories are temporary tasks assigned by leaders;
4. The completion of the work plan is divided into three levels: completed, in progress and not carried out (phased work). At the end of the month, I will score myself according to the actual options and score myself in the personal evaluation column;
5. For projects that have not been implemented and are being implemented (phased work), please explain the reasons in the column of planned completion.
(2) Scoring instructions
1, the total score of the work performance appraisal form is 90 points, 8 points for daily work, 40 points for stage work, 50 points for 10, and 8 points for other categories. If the opinions and suggestions are adopted by the company, extra points will be given 10; Among them, personal rating, functional department rating and direct superior rating account for 30%, 30% and 40% of work performance appraisal scores respectively. (If the personal score exceeds 90 points, the personal score is invalid, and it will be calculated by subtracting 10 from the direct superior score; The score of functional departments is evaluated from two aspects: cost consciousness and professional norms. Assessed by Finance Department and Administration Department respectively. )
2. The comprehensive performance appraisal shall be conducted by the appraisal team once every quarter, and the employees shall fill in the employee appraisal form and employee mutual evaluation form once every quarter, and the specific time shall be notified separately by the Administration Department; The employee appraisal form is filled in jointly by the assessed employee and the appraisal team, and the employee mutual evaluation form is filled in anonymously by the employee and put into the company ballot box; Among them, self-evaluation, employee mutual evaluation and evaluation group evaluation account for 30%, 30% and 40% respectively.
3. The quarterly performance appraisal score is the average score of 3 months, accounting for 60% of the quarterly performance appraisal score; The comprehensive performance appraisal score accounts for 40% of the quarterly performance appraisal score, and the quarterly final performance appraisal score is the sum of the two.
4. Scoring standard: 85 is excellent, 84-80 is good, 79-75 is qualified, 74-65 is average, and below 64 is unqualified.
(3) the content of quarterly performance pay
Quarterly Performance Pay = Performance Appraisal Award+Performance Quarterly Award
(1) The performance appraisal award consists of three parts:
A. Assess the risk premium of 65438+ 00% of the employee's quarterly salary;
B, employee/kloc-4/4 of monthly salary-;
C, the company takes out a quarter 10% of the annual salary as an incentive.
The quarterly appraisal of employees will pay full quarterly performance appraisal bonus to outstanding employees; Only items A and B will be issued if they pass the examination; There is no quarterly performance appraisal bonus for those who fail the examination.
(2) The quarterly performance bonus is paid by the general manager in the form of red envelopes at the end of the quarter according to the overall performance of employees in the company and with reference to the assessment of employees.
(4) Increase or decrease categories:
1, attendance score: 2 points will be deducted for personal leave of the month 1 day, and so on. During the quarter, personal leave will be deducted 1% performance pay for 3 days and 3% performance pay for 5 days;
2. Training score: 65438+ 0 point for training once, 2 points for absence from class once, and so on. During the quarterly absence training, 1% will be deducted from the performance salary twice and 3% will be deducted from the performance salary four times;
3. If the monthly work plan and performance appraisal table are not prepared on schedule, 1 point will be deducted for each day overdue, and so on.
4. Employees who pass the quarterly assessment are excellent in individual months in the quarter, and each time they are rated as excellent, their performance pay will increase by 2%, and so on; If an individual month fails to pass the assessment in the quarter, 4% of the performance salary will be deducted for each unqualified month, and so on.
5, reward and punishment score:
(1) In this quarter, 2% performance pay will be increased, 4% performance pay will be increased for meritorious service, and 6% performance pay will be increased for meritorious service;
(2) In this quarter, the warning will be reduced by 2% once, the demerit will be reduced by 4% once and the demerit will be reduced by 6% once;
202 1 model employee performance appraisal scheme (3) In order to improve the service quality of toll posts, stimulate the work enthusiasm of toll collectors, ensure the accuracy of charging and the efficiency of window work, and establish a good image of hospital windows, a monthly performance appraisal scheme is formulated.
First, the content of performance appraisal
1. If the patient's privacy is revealed, 30 yuan, find the party who deducted the fee.
2. If the etiquette language of the service standard is not implemented, 20 yuan, the party concerned, will be deducted once.
3. When changing work clothes, combing hair and dressing up in the office area, the party 5 yuan was detained once.
4. Personal clothes, bags and other personal belongings of others are placed in obvious areas of the office, and 5 yuan will be deducted at a time.
5. In the process of charging, one-time deduction 10 yuan is found if you answer personal phone calls or talk about topics unrelated to work in front of patients.
6. The office area should be kept clean and tidy at ordinary times. If the hygiene fails to pass the spot check and is not rectified in time, each person on duty will be deducted 10 yuan.
7. If the patient's information data is misspelled within one month, and the bill is inconsistent for more than 5 times (including 5 times), 20 yuan will be temporarily detained.
8. Playing at the toll booth, talking loudly, and affecting the image of the hospital department found that 5 yuan was deducted at a time.
Two, in violation of one of the following circumstances, shall not enjoy the performance bonus of the month.
1. If the complaint is verified, it will not be rewarded.
2, sick every month, the cumulative number of personal leave more than 2 days will not be rewarded.
3. Those who violate the employee handbook system and relevant regulations and the accumulated amount reaches 40 yuan will not be rewarded.
Third, some services standardize etiquette.
1. Instrument: The toll collector's instrument is neat, generous and smiling. When receiving consultation and payment from people inside and outside the hospital, you should look at each other and answer patiently with a gentle tone and moderate volume.
2. The polite expressions used by toll collectors are as follows:
Yoko: please, hello, I'm sorry, thank you. Please take your time.
(1), say "hello" when receiving the patient list with both hands;
(2) Excuse me, is this Mr./Ms. (Aunt)?
3. Hello, a * * * is X yuan and X angle;
(4) Sir/Madam (Aunt), do you have change for X?
(5) Your change is xx yuan, please check it;
(6) Say "Please walk slowly" when handing the list with both hands!
(7), please take the application form to the * building * section for inspection;
(8) Please go to Part X to change/open a list.
The monthly performance appraisal bonus is tentatively set as 200 yuan. If there is anything wrong, it will be revised and improved in time after further discussion.
202 1 Model employee performance appraisal scheme (IV) In order to further strengthen hospital system construction, strengthen hospital management, clarify work responsibilities, improve service quality, and establish the hospital management tenet of "patient-centered, quality-centered". Strengthen internal quality, cultivate external image, further improve social and economic benefits, and better complete the tasks assigned by superiors and our hospital. Standardized, institutionalized and programmed management. Combined with the actual situation of our hospital, based on the performance appraisal formulated by the district health bureau, this plan is formulated by the hospital Committee.
I. Code of conduct
(1) code of ethics
1, keep in mind the purpose of serving the people heart and soul, establish a correct outlook on life and values, love the China * * * production party, love the motherland, love the people and love the medical and health undertakings.
2 advocate science, forge ahead, unite and cooperate, be brave in dedication, and consciously assume social obligations and responsibilities for serving people's health.
3, abide by the operating norms of diagnosis and treatment technology, reasonable inspection, rational drug use, scientific treatment.
4. Abide by professional ethics, treat patients equally and serve patients wholeheartedly.
5. Practice medicine in a civilized way, do not make profits by profession, do not ask patients for gifts, do not prescribe hitchhiking medicine, do not check hitchhiking, refuse to accept "red envelopes", and consciously resist all kinds of commercial bribes.
6. Pay attention to communication between doctors and patients, protect patients' right to know and privacy, and care, love, understand and respect patients.
7. Abide by the law, abide by the scope and category of practice, write medical documents objectively, truthfully and promptly, issue relevant medical certificates according to law, and carry out diagnosis and treatment activities according to law.
8. Study hard, delve into business, and constantly improve the professional and technical level and service level.
9. Perform duties and accept emergency medical instructions and obligations at any time.
10, fulfill social obligations, actively participate in social welfare activities, and publicize and popularize medical care knowledge.
(2) Code of Conduct
1. Wear work clothes and badge (indicate name, department, position or title, etc. ) in medical places or medical activities.
2, dignified appearance, clean clothes and hats. Male medical staff do not have beards and long hair, and do not wear vests, shorts, slippers, etc. Female medical staff do not wear heavy makeup, do not leave long nails, and do not wear light, exposed and transparent clothes.
3, advocate speaking Mandarin, the language is gentle, clear, friendly, popular, and use respectful names.
4. Use civilized language.
5. Don't engage in non-medical activities during work, don't talk loudly, don't gather people to chat, and don't smoke in medical places and public places. It is forbidden to engage in medical activities after drinking.
6. Be kind, natural, patient and elegant when examining patients.
7, the diagnosis and treatment behavior reflects humanistic care, pay attention to protect patients' privacy, standardize hand washing before and after inspection, and warm hands before inspection in winter.
8, strictly implement the core system of medical quality, medical safety and medical care.
9, objective, true, accurate, timely and complete writing of medical documents, medical documents and related materials shall not be altered, forged, hidden or destroyed.
10, experimental clinical treatment, need to be approved by the hospital and patients or their families, and sign the informed consent.
165438+
12. Strictly implement the Regulations on the Management of Medical Wastes and the Measures for the Management of Medical Wastes in Medical and Health Institutions. Medical waste should be classified and discarded. Discarded sharps such as needles and blades should be discarded in special sharps boxes, and dressings, cotton balls and cotton swabs should be discarded in closed containers lined with yellow plastic bags. Dressing, cotton ball, etc. Discard the used ones of patients susceptible to infectious diseases in double yellow plastic bags and give them a warning.
Second, the attendance and off-duty system. The hospital implements a combination of regular attendance and irregular spot checks. 8: 30 am, 12, 2: 30 pm, 4: 30 pm. Those who are not named are late, and 5 points will be deducted for each discovery. Rest for 6 days every month, with the consent of the department director. The members of the hospital committee handed the rest of the note to the hospital office. On-the-job personnel who have been absent from work for 20 minutes by spot check shall be treated as off-the-job. If they have been absent from work for 3 times, the performance pay of the party concerned shall be deducted.
Third, it is forbidden to engage in recreational activities during duty, such as playing cards and mahjong. If found, the party concerned will be deducted 10. Don't do personal things during office hours. If found, deduct 10 points from the client. Staff and workers in our hospital have quarrels due to work or other reasons, and those who are persuaded will not be investigated. If they don't listen to persuasion, they will gradually upgrade the participants inside and outside the hospital. No matter who is right or wrong, both sides will stop work. Anyone who fights in the hospital will be deducted from the performance salary of the party in that month. Do not obey the management, reported to the town government, district health bureau, at your own risk.
Fourth, the cashier's office is the legal department of the clinical department to collect money. It is found that other departments collect money privately and deduct the performance pay of the parties at one time. Those who are suspended from inspection shall be reported to the Town Commission for Discipline Inspection and the Commission for Discipline Inspection of the Health Bureau for handling, and those who are seriously removed from the list. The cashier should collect money in strict accordance with the provisions of the Provincial Price Bureau. Invoice should be issued after receiving the goods, and the items must be filled in completely to prevent them from being opened. Whoever violates the regulations will bear all the consequences. Each department reconciles accounts every day, and it is cleared every day.
Verb (abbreviation for verb) health system
1, medical staff should establish the fashion of stressing civilization and hygiene, and do diligent cleaning and sorting to keep indoor and outdoor clean.
2, actively maintain public property and office hygiene, do not throw scraps of paper, peel, spitting, indoor and corridor do not arbitrarily place debris.
3, the hospital implements the health district management system, the health district is divided into all subjects by the hospital office, and the responsibility is to the people, and the health district should be kept clean.
4. Every Monday or Saturday, the hospital office will organize members of the health inspection team to check one by one. If it is found that the cleaning is incomplete for three times in the current month, 50% of the performance salary of the department head and 10% of the performance salary of the department personnel will be deducted.
Six, pharmacies, Chinese and Western pharmacies are important economic fields of hospitals. Non-undergraduate personnel are not allowed to go in and out casually. Drugs should be classified and kept clean. Advanced drugs of the same kind are sold first, and those that have recently failed are registered in time, and reported to the person in charge of the pharmacy and to the dean's office. Computerized management of drug storeroom, spot check of drugs, and deduction of performance pay of all personnel in this department in the current month if drug shortage is found.
Seven, strict financial management, the implementation of the dean responsibility system. All expenses can be reimbursed only with the signature of the dean, and no one can withdraw cash casually without the signature of the dean. Otherwise, deduct the performance salary of the financial personnel in the current month.
Eight, marriage leave 15 days (including six days off work), funeral leave for half a month, maternity leave for six months, the other according to the relevant documents. If the sick leave and accidental injury are compensated by the other party, there is no salary during the off-duty. After investigation and verification, it is indeed sick leave and wages are paid as usual. There is no bonus and no roll call fee. Sick pay is the amount allocated to everyone by the district finance every month. Anyone who practices fraud or makes false medical records, once found and verified, will stop paying wages and hand them over to the District Health Bureau for handling. There is no salary during the personal leave, and the total monthly salary is deducted for 26 days.
Nine, before the 28th of each month, the head of each department shall submit the next month's shift schedule in duplicate to the hospital office for examination and approval, otherwise the head of the department will be deducted 10.
Ten, the department of medical accidents, departments bear 30%, the rest of the staff bear 30%, the hospital bear 40%, such as all the consequences caused by personal reasons do not work seriously, the hospital is irresponsible.
Eleven, agreed by the hospital to send interns, 450 yuan every month.