The company performance bonus system can be described in three parts. First of all, it can describe the purpose of establishing the system; Second, it can describe the scope of application of the system; Third, it can describe specific systems.
Model essay on performance bonus system 1
Chapter I General Provisions
Article 1 This system is formulated in order to motivate employees to give full play to their personal potential, improve their work performance, further improve the overall benefit of the group company, and provide scientific and reasonable management basis for employees' salary, post adjustment and ability development.
Article 2 This system is applicable to all on-the-job employees who have signed labor contracts with group companies.
Article 3 The Human Resources Department is responsible for the assessment and evaluation of on-the-job employees of the Group Company.
Chapter II Contents of Employee Performance Appraisal
Article 4 Principles of employee performance evaluation
Staff performance appraisal must adhere to the principles of openness, justice and fairness. That is, the content, time, standards and procedures of evaluation are open; According to the company's rules and regulations and personnel files, objectively and fairly evaluate the comprehensive performance of employees; The principle of fairness, that is, the gap between evaluation and scoring, is appropriate and realistic.
Article 5 Contents of employee performance appraisal
Employee performance appraisal is divided into two categories according to the purpose of appraisal:
Evaluation type, evaluation purpose, evaluation content and evaluation frequency
Annual assessment of post adjustment ability development achievements+work attitude+work ability 1 time/year.
Monthly assessment bonus assessment work performance+work attitude 1 time/month.
First, middle-level leading cadres
In the performance appraisal of middle-level leading cadres, the economic indicators are assessed according to the economic responsibility system of the group company.
The provisions of the nuclear measures shall be implemented as the basis for realizing monthly basic income and annual risk income; The annual performance appraisal shall be conducted according to this system as the basis for the comprehensive quality evaluation of middle-level cadres.
Second, the engineering technology and management personnel
According to the main responsibilities and qualifications in the Job Description of the Group Company, ten items such as work tasks, completion quality, task difficulty, innovation ability, problem-solving ability, professional knowledge level, comprehensive analysis ability, contribution spirit, cooperative service consciousness and organizational leadership ability are assessed.
Third, workers.
Mainly according to the requirements of Work Specification, such as work tasks and post-holding ability, the work tasks, work quality, safety production, equipment maintenance, labor discipline and labor attitude are assessed.
Article 6 Evaluation Methods
I. Examination
The purpose of the exam is to test the ability of employees in this position. The examination content is formulated in combination with the requirements of the Job Description and the Job Description on the main responsibilities, tasks, qualifications and competence. The assessment results are an important basis for evaluating whether employees meet the requirements of this position.
Second, the daily assessment
(A) management personnel assessment
1. The appraisee shall fill in the work plan and progress items in the Manager's Monthly Appraisal Form (Annex I) before 5th of each month and send them to the appraiser (direct supervisor). The examiner revised the plan according to the specific situation, clearly put forward "how to do it" and "requirements for the result", and the two sides reached an agreement to determine the work plan.
2. During the assessment period, the assessed has the responsibility to constantly guide, help, restrain and motivate the assessed, enhance their foresight of the work plan, change passive work into active work, and promote the improvement of the overall technical and management level of the enterprise.
3. Before the 3rd of next month, candidates will fill in the completion of the plan in the assessment form, and write out the areas that need to be improved next month and submit them to the examiner. The examiner makes a comprehensive evaluation according to the completion of the examinee's monthly plan and his behavior performance, and submits it to the first-level leader for review.
4. At the end of the year, the assessed will summarize the daily assessment into the Annual Summary of Daily Assessment of Employees (Annex III) and submit it to the first-level leader for comprehensive evaluation.
5, the annual assessment of middle-level leading cadres during their tenure, to write an annual debriefing report, submitted to the competent leadership for review. The assessment working group should also conduct democratic assessment of middle managers according to the requirements of the Annual Work Assessment Form for Middle Managers (Annex 4). According to the democratic assessment and daily assessment, the assessment team will report the assessment results to relevant leaders at the factory level. Then the leader in charge or the assessment working group will feed back the assessment results to me.
(2) Assessment of workers
1, the daily assessment is carried out in teams and groups, and the appraiser (team leader) fills in the Monthly Assessment and Scoring Form for Workers (Annex II), and after the evaluation and scoring, it is submitted to the leader at the first level for review, and the leader at the next lower level is responsible for the assessment of the team leader.
2. At the end of the year, the appraisee will summarize the daily assessment into the Annual Summary of Employee's Daily Assessment, and submit it to the first-level leader for comprehensive evaluation.
Article 7 Evaluation results
1. Each department shall submit the annual summary results of daily assessment to the Human Resources Department before June 65438+ 10/0 of the following year.
Two, the personnel (organization) department will file the annual assessment materials.
Three, all kinds of personnel examination and daily assessment results should be used as the main basis for salary distribution, promotion, appointment, on-the-job training and selection of advanced.
Article 8 Each department shall, according to these Measures, formulate daily assessment methods that are in line with the actual situation of each post in the department, and report them to the Human Resources Department for filing before implementation.
Article 9 Assessment is a way for enterprises to comprehensively evaluate employees' work, which is related to the vital interests of employees. Managers at all levels must adhere to the principle, so that the scores are well-founded and the results are open.
Article 10 If an employee disagrees with the assessment results, the Human Resources Department has the right to recheck and verify the assessment results. If fraud is found, the main responsible person will be dealt with seriously.
Article 11 Evaluation management
1, Performance Appraisal Committee:
The highest management organization (non-permanent organization) for employee assessment is headed by the deputy general manager in charge of personnel, with 1 person and 1 ~ 2 people in the logistics department.
2. Logistics department:
1) Under the leadership of the Performance Appraisal Committee, be responsible for formulating and publishing relevant appraisal policies and specific operation methods;
2) Assist and guide all departments to carry out evaluation;
3) Summary and analysis of evaluation results;
4) Establish assessment management database and employee assessment files.
Model essay on performance bonus system II
1. Evaluation department: Chinese food
Two. Examination time: May 20-February 20, 65438.
Three. Evaluation content:
Spa business indicators: above 520,000/month (including 520,000/month) (including drinks)
Operating costs should be controlled within 50%, and operating net profit should be above 15%.
4. Reward and punishment methods:
Employees who reach the business target of 520,000 yuan/month will be rewarded with 100 yuan, employees who reach 550,000 yuan/month will be rewarded with 200 yuan, and employees who reach 580,000 yuan/month will be rewarded with 300 yuan.
Some managers who exceed the responsibility management index (520,000/month) will be rewarded with 5% commission, and supervisors and foremen will be rewarded with 2% commission. Managers who fail to complete the responsibility management index will be punished by 2% of the actual difference, and supervisors and foremen will be punished by 1%.
Every time the operating profit index exceeds 1%, it will be awarded 100 yuan, and every time the operating profit index is owed 1%, it will be fined 100 yuan.
In addition, order the employee system.
Rewards and punishments will be paid in the current month, and the target responsibility system can be appropriately adjusted by the hotel and Chinese food manager according to the business environment and business changes.
Evaluation department: KTV
Examination time: May 20-February 65438,20.
Evaluation content:
KTV business indicators: more than 520,000/month (including 520,000/month).
Operating costs should be controlled within 48%, and operating net profit should reach more than 25%.
Reward and punishment methods:
KTV waiters are paid to collect and sell the bottle caps of the boxes they serve. Business indicators reached 520,000/month, and each employee was rewarded with 200 yuan, 300 yuan and 400 yuan.
Some managers who exceed the responsibility management index (520,000/month) will be rewarded with 5% commission, and supervisors and foremen will be rewarded with 3% commission. Managers who fail to complete the responsibility management index will be punished by 2% of the actual difference, and supervisors and foremen will be punished by 1%.
Every time the operating profit index exceeds 1%, it will be awarded 100 yuan, and every time the operating profit index is owed 1%, it will be fined 100 yuan.
All the original grades have been cancelled.
Rewards and punishments are paid in the current month, and hotel and KTV managers can adjust the target responsibility system according to the business environment and business changes.
KTV Manager General Manager
Objective: to mobilize the business philosophy of employees' active participation, increase revenue and reduce expenditure, and maximize profit targets.
1. Evaluation Department: Housekeeping Department (including lobby and floor)
Two. Evaluation period: May 20-February 65438.
Third, the assessment indicators:
Room management index: 820,000 yuan/month (including drinks)
Operating net profit reached 30%
Fourth, reward and punishment methods:
1. The reward for room turnover reaching the target of responsible operation is: 200 yuan, manager of housekeeping department, and 100 yuan for supervisor and foreman.
2. If the room turnover exceeds the responsibility management target, it will be rewarded at 5% of the actual amount. Managers, supervisors and foremen are allocated according to the ratio of 3: 2: 1.
3. If the room turnover fails to reach the responsibility index, 2% of the actual difference will be deducted from the salary of the current month. The penalty ratio of manager, supervisor and foreman is 3: 2: 1.
4. The manager, supervisor and foreman will be rewarded with RMB 100 for every net profit index exceeding 1%.
50 yuan and 30 yuan will be punished according to the operating net profit index of each 1% for managers, supervisors and foremen.
The hotel and housekeeping department can make appropriate adjustments according to the change of business environment.
6. The rewards and punishments of ordinary employees are linked to the quality and quantity of clean rooms: guaranteed price 12 rooms/day, which exceeds the 3 yuan/room calculation (quality pass). The quality is only one room, and the bonus will be deducted twice.
7. When the guest room turnover reaches the target of responsible management, the front office staff will be rewarded with RMB 100 per person, and the promotion rewards for luxury suites are RMB 15 yuan/time, 68 yuan/day, 10 yuan/time, RMB 588/day and 5 yuan/time respectively.
Model essay on performance bonus system 3
A, performance appraisal regulations:
1) The performance bonus above the supervisor level (including the supervisor level, excluding the store manager) is mainly reflected in the floating salary of the monthly performance appraisal, which is executed in the form of a penalty sheet and an evaluation form; The first file (excellent file) score is 90 points; The second gear (good gear) scored 75 points; Grade three (pass) score 60 points.
2) The performance bonus below the supervisor level (excluding the supervisor level) is mainly reflected in the floating salary of the monthly performance appraisal, which is executed in the form of a penalty sheet; The first file (excellent file) score is 90 points; The second gear (good gear) scored 75 points; Grade three (pass) score 60 points.
3) Cumulative performance appraisal 65438+February is an annual cycle, and the appraisal cycle is a whole month from 1 to the last day of the month. Each branch shall summarize the penalty sheet one by one before every Monday and Tuesday 1 and report it to the administrative personnel department for statistics.
4) At the beginning of the second month, the Administration and Personnel Department shall summarize the assessment results of various departments and branches and report them to the Finance Department.
5) The performance appraisal score of the leader class or above (including the leader class) 100%, and the deduction will be summarized at the end of the month; The specific payment amount of performance bonus is summarized according to the remaining score of monthly performance appraisal results, reaching the corresponding gear score and receiving the corresponding performance bonus; Cancel the monthly performance bonus that is not up to standard; If the monthly performance appraisal score is negative, the negative score shall be deducted from the fixed salary according to the standard of 5 yuan 1.
6) The performance appraisal of grass-roots employees is based on the first file of performance bonus, and it is in the form of reverse deduction; The remaining scores at the end of the month are performance bonuses; If the performance score at the end of the month is negative, the negative score shall be deducted according to the standard of 0 yuan 65438+ 1.
7) The contents of the store manager's performance appraisal form include: job responsibilities, qualified rate of team building and management, and completion rate of business indicators.
8) The contents of the supervisor's performance appraisal form include: job responsibilities, implementation of standardized workflow, customer complaints and comprehensive performance.
9) The contents of the team leader's performance appraisal form include: job responsibilities, implementation of standardized workflow, customer complaints and comprehensive performance.
10) The performance appraisal form for grass-roots employees includes job responsibilities, implementation of standardized workflow, customer complaints and comprehensive performance.
Second, the reward and punishment procedures and authority:
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2. Reward and punishment process of administrative inspection: the inspection department gives the manager a general list of rewards and punishments, and the manager signs the general list of rewards and punishments for confirmation, and the manager makes weekly summary and classification according to the general list and reports it to the administrative personnel department for review and filing.
3, rewards and punishment authority:
1) Managers of companies and branches that have the right to cancel employee performance bonuses: general manager and manager of administrative personnel department.
2) The highest reward and punishment authority of the company and its branches 100 points/person's managers: general manager and manager of administrative personnel department;
3) Managers with the highest reward and punishment authority of each department of the company 100/person: financial manager, purchasing minister and marketing manager;
4) Branch managers who have the right to cancel employee performance bonuses: store managers of each branch.
5) 100 points/person's branch maximum reward and punishment authority manager: store manager of each branch.
6) Managers with a branch reward and punishment authority of 30 points/person: chefs in each branch (trainee chefs) and front office managers (trainee front office managers).
7) Managers with reward and punishment authority of 20 points per person in each branch: leaders of each branch (trainee leaders).
note:
1) Managers at all levels shall exercise their functions and powers in strict accordance with these regulations; If you exceed your authority, you can apply to your immediate superior for execution;
2) If the manager of each department of the company is vacant, the general manager shall designate the manager at the next level of the department to temporarily exercise this power; Managers at all levels of trainee positions can directly exercise this right.
3) The exercise of reward and punishment authority between managers at the same level must be signed and confirmed by the manager directly under the superior; Except for the manager of the administrative personnel department.
4) Managers shall not evade the exercise of power in the form of cumulative rewards and punishments.
Three, the detailed rules of the reward system:
(1) In the implementation of the rules and regulations of the Head Office, in any of the following circumstances, 2 1-50 points will be awarded in the current month:
1) has achieved fruitful results, and the economic benefits of branch management are particularly outstanding;
2) The economic benefits of the branch have remained stable for a long time and have a certain growth rate;
3) Overcome serious or special difficulties, and make the branch maintain good economic benefits.
4) The management level of the branch is high, which has promotional value and good economic benefits;
5) The proposed marketing plan has universal and obvious practical effects on all branches in the company system and has been adopted;
(six) put forward reasonable suggestions on the management, operation and development of the company and be adopted;
7) Actively committed to the development of new products, whose creation and invention have a significant impact on the development of the company;
8) The branch under its leadership was awarded the honorary title by the local government or functional departments;
9) Other specific circumstances;
(2) Employees of each branch company who meet one of the following conditions will be awarded 2-20 points in the current month:
1) Administrative inspection has been praised many times;
2) customers give oral, written and telephone praise;
3) Under the guidance of the store manager, the qualified rate of monthly performance appraisal of all employees in the branch reaches over 98%;
4) Studied hard in business, made innovations and reforms in improving business technology and work efficiency, and put forward reasonable suggestions that were adopted and made outstanding achievements;
5) Love home, work hard, serve warmly, and win honor for our store;
6) Those who help the guests to properly handle difficulties and are highly praised by the guests;
7) Those who have made special contributions to the operation of our store by trying to expand their business;
8) those who have made remarkable achievements in controlling expenses and saving;
9) Those who have made outstanding achievements in fighting against bad guys, bad things and unhealthy practices, giving themselves up for others, and protecting the personal safety of guests and colleagues and the wealth of our store;
10) who saves significant economic losses for the company under special circumstances;
1 1) Pick up the valuables or cash lost by the guests and give them to or return them to the owner;
12) report our store's interests or other illegal acts, which are verified by verification: report our store's management violations to the company, which are verified by verification;
(3) Other awards:
1) The monthly performance assessor summarizes that the employee turnover rate is controlled within 5%, and the saving part is rewarded with 3 points for the manager and 2 points for the front office manager and chef.
2) The annual summary of the excellent rate of performance appraisal is 8 times, and the annual performance appraisal is added with 5 points;
3) If the excellent rate of annual summary performance appraisal reaches 10 times, direct promotion is not allowed.
The above is what Bian Xiao shared today, and I hope it will help everyone.