Model essay on sales performance appraisal scheme (6 articles in common)
In order to ensure that things or work are carried out in a solid way, it is often necessary to prepare a scheme in advance, which is a concrete and thorough plan with strong operability from the aspects of purpose, requirements, methods and progress. So have you understood the plan? The following is a sample essay (6 articles in general) of sales performance appraisal scheme compiled by me for you. Welcome to read and collect it.
Sales Performance Appraisal Scheme 1
Chapter I General Provisions
Article 1, Purpose
1. Evaluate employees' work performance, work ability and work attitude objectively and fairly, so as to encourage employees to continuously improve their work performance and their own ability and enhance the overall operating efficiency and economic benefits of the enterprise.
2. Provide decision-making basis for employee's salary decision, training planning, job promotion, job rotation and other human resources management work.
article 2, applicable objects
this system is applicable to all customer service personnel of the company, but employees who have not been on duty for more than 2 months (including leave and other reasons) during the assessment period will not participate in the current assessment.
chapter ii contents of performance appraisal
article 3, work performance
work performance is mainly reflected by monthly sales and the completion of tasks assigned by superiors.
article 4, work ability
I will evaluate my work skills and level according to my actual work achievements and comprehensive qualities in all aspects, such as the mastery of professional knowledge, the ability to learn new knowledge, communication skills and language expression ability.
article 5, work attitude
mainly evaluates employees' usual work performance, including customer disputes, enthusiasm, initiative, sense of responsibility, timeliness of information feedback, etc.
chapter iii implementation of performance appraisal
article 6, appraisal cycle
monthly appraisal shall be conducted for employees, and the implementation time of appraisal shall be: the performance of last month shall be assessed on the 5th to 11th day of each month.
article 7, implementation of assessment
1. the appraiser evaluates the work performance, work ability and work attitude of the appraisee according to the established assessment indicators and evaluation standards, and determines the assessment level according to the assessment score.
2. Appraisers should be familiar with the performance appraisal system and process, skillfully use relevant appraisal tools, and () communicate with the appraisee in time to complete the appraisal objectively and fairly. Sales performance appraisal scheme 2
In order to strengthen the management of organs, fully mobilize the work enthusiasm of the overall cadres and workers, and form a work competition situation in which everyone strives for the upper reaches and everyone contributes more; This plan is formulated to overcome formalism and human factors in the assessment process and objectively and fairly evaluate the actual performance and work performance of each cadre and worker.
I. Appraisal object
On-the-job cadres and workers of the bureau (including those who have been on loan to the bureau for more than half a year).
second, the assessment content
the assessment content includes seven aspects: study, attendance, actual performance, work performance, stock room work, mass evaluation and leadership evaluation.
iii. assessment procedures
1. mobilization preparation: hold an annual assessment mobilization meeting, submit personal assessment materials and summarize the usual inspection results.
2. Personal summary and debriefing: Summarize the work of the whole year, fill in the annual assessment form, and conduct personal debriefing in groups.
3. Assessment by assessment team: The assessment team conducts assessment according to the materials provided by cadres and workers and the records provided by leaders and relevant functional departments, and determines the scores of each cadre and worker in study, attendance, actual performance, work performance and stock room work.
4. quantitative evaluation: according to the annual work evaluation form, the leaders and the masses conduct evaluation. The assessment team calculates the actual evaluation score of each cadre and worker according to the weight.
5. comprehensive evaluation: on the basis of personal debriefing, assessment by the assessment team and quantitative assessment, the assessment team will put forward assessment opinions according to the score.
6. Establish grades: The assessment leading group will study the grading opinions put forward by the assessment team and collectively determine the assessment grades.
7. Feedback.
8. reporting (individual concession and optimization are not recognized and reported).
IV. Detailed rules for assessment and scoring
1. Political business study (11 points)
① There are 4 points for political business study books, study notes, research reports and rationalization suggestions, and 1 point will be deducted if one item is missing.
② political and business study notes (including experiences) are more than 11111 words. If you score 6 points, deduct 1 and 5 points for every 111 words less.
2. Attendance (11 points)
① Attend group study and relevant meetings on time (including attending relevant meetings at state and county level, 4 points). 1 points will be deducted for being absent from the meeting for no reason, and 1 points will be deducted for being late and leaving early for 1 times.
② insist on leaving Man Qin, and you must ask for leave first. Deduct 3 points for absenteeism for 1 days, deduct 1 and 5 points for personal leave for 1 days, deduct 1 and 1 points for myself and my immediate family members who are hospitalized due to illness and leave for children to go to school for 1 days. Man Qin scored 6 points.
3. Actual performance (11 points)
① Unite with comrades and don't quarrel over trifles (5 points). Deduct 2 points for quarreling 1 times.
② Be honest and self-disciplined, and abide by party discipline and state laws (5 points). Subject to party discipline and political discipline, the score will be 1.
4. Work performance (21 points)
① Obey the arrangement (5 points). If you don't obey the work arrangement, 2 points will be deducted for 1 times.
② perform the job responsibilities and complete all tasks assigned by the leaders (5 points). 1 points will be deducted for each unfinished task.
③ No major mistakes in the whole year (5 points). 5 points will be deducted if there are 1 major mistakes in work.
④ Do a good job in convenience service (5 points). 1 points will be deducted if you receive dissatisfied opinions from the masses for 1 times.
5. Stock room work (21 points)
The annual assessment of the office stock room is divided into three categories according to the actual score of the office stock room from high to low, with 21 points for the cadres in the first class, 19 points for the cadres in the second class and 18 points for the cadres in the third class.
6. Mass evaluation (11 points)
The evaluation items are set according to four grades: excellent, competent, basically competent and incompetent, and the number of excellent grades during evaluation shall not exceed 31% of the total number of evaluated objects. The evaluation score of the examinee = [number of "excellent" ×1+ number of "competent" ×1, number of "basically competent" ×1, number of "incompetent" ×1]×111÷ number of participants.
7. Leadership evaluation (21 points)
The evaluation items are set in four grades: excellent, competent, basically competent and incompetent, and the number of excellent grades during the evaluation shall not exceed 31% of the total number of the evaluated objects. The evaluation score of the examinee = [number of "excellent" ×1+ number of "competent" ×1, number of "basically competent" ×1, number of "incompetent" ×1]×111÷ number of participants.
v. assessment methods
the assessment should combine the usual inspection with the year-end assessment, the leadership assessment with the mass assessment, and the qualitative assessment with the quantitative assessment.
the political and professional learning of cadres and workers is checked and assessed by the assessment team; Attendance and participation in meetings shall be subject to the usual records of the office; The actual performance is assessed by the deputy director of the authority in charge and the head of the discipline inspection team; The work performance is evaluated by the assessment team after soliciting the opinions of the competent leader and the head of the stock room; The work of the stock room is assessed on the basis of the annual assessment plan of the stock room of the government.
VI. Reward and Punishment
1. The assessment results enter personal files and serve as an important basis for the selection, appointment and promotion of cadres.
2. In the annual appraisal, the appraisal object is determined according to the score of the assessed. Those who have won the annual assessment shall be rewarded by the higher authorities and given material rewards according to regulations.
3. Those who have a comprehensive assessment score of 61 points or less and are ranked at the bottom will be considered as basically competent (basically qualified) in the annual assessment.
VII. Strengthening leadership and setting up a working group
In order to do a good job in and implement the annual assessment of cadres and workers in the bureau, a leading group for assessment was set up, with Xu Chaohong as the leader and Shi Hailin, Zhang Shaoping, Xiang Haiyan and Zhou Longfa as members, and comrades Shi Hailin, Li Daiwen, Yang Mingzhong, Wu Wusheng, Yang Hongsheng, Tian Ruxian and Yang Xiaohong in charge of the specific assessment. Sales performance appraisal scheme 3
In order to further implement the spirit and work requirements of the State Council, province and city on deepening the reform of rural compulsory education funds guarantee mechanism, and under the guidance of the "performance" management idea of the Municipal Education Bureau, this scheme is specially formulated to effectively strengthen the construction of teachers in our school, standardize the management of education and teaching quality, improve the incentive and competition mechanism, make the school management more scientific and standardized, and promote the improvement of school education and teaching quality.
1. Implementation target:
On-the-job staff of our school.
2. Assessment scheme:
1. Education and teaching process award:
(1) For the attendance assessment of on-the-job teaching staff, the Measures for the Attendance Award of xx Middle School Teaching Staff shall be implemented, and the calculation shall be based on the per capita monthly 61 yuan.
(2) Assess the "Four Excellent" of on-the-job employees, and implement the "Four Excellent Appraisal Scheme for xx Middle School", calculated at 31-51 yuan per capita per month. The proportion of excellent, good and qualified is 2: 6: 2.
2. Education and teaching quality award:
(1) Conduct a comprehensive assessment of the education and teaching work of the school staff and implement rewards. The implementation of the "Detailed Rules for Teaching Routine Assessment in Longping Middle School" is calculated at RMB 111-151 per capita. Divided into three grades: 3: 5: 2.
(2) The reward for reaching the standard in the unified research examination in the city and the reward for the special contribution of the single class in the research examination won the top ten in the city shall be calculated according to the monthly 21 yuan per capita.
(3) The process management award and the work excellence award of other departments shall be implemented for the class teacher's work, and it shall be calculated as 31 yuan per capita per month. Sales performance appraisal scheme 4
1. General principles of performance appraisal
It is to achieve the company's overall goals and departmental performance appraisal indicators. In order to improve employees' enthusiasm and work efficiency, and to facilitate assessment, this performance assessment scheme is formulated.
Salary = basic salary+post salary x department performance assessment coefficient+year-end reward (profit and loss reward and special contribution award)
The department assessment coefficient is based on the company's total output, based on the basic completion data of department employees or the quota of industry output, and determined in combination with the actual situation of the settlement department.
post salary: determined according to the post salary formulation method and the actual situation of the company.
post salary is divided into: drawing calculation post salary and settlement post salary.
II. Major work completion plan
1. The calculation amount of drawings T= (tentative) 41,111 m3/person. Month (based on the whole project as the assessment object-drawing calculation report)
2. Settlement amount (including receipt and drawing settlement) J= (tentative) 11111 square meters/person. Month (based on the signed or sealed statement)
① In principle, who is in charge of the project, who is responsible for all matters, such as small ticket verification, drawing calculation and drawing settlement, until the supply of the project is stopped and the settlement is completed;
② in principle, whoever is responsible for the settlement of the project is responsible for the comparative analysis of profit and loss, and the analysis table is used to find out the reasons for the loss. Drawings combined with small ticket projects are not in the charge of the same person, and the drawing settlement staff will compare and analyze the process profit and loss, find out the reasons, or designate other personnel. (The number of projects responsible for project profit and loss accounts for 51% of the weight as one of the basis for post salary assessment, and special contribution awards are given to individuals who have made outstanding contributions (turning losses into profits))
③ There are currently 16 on-the-job personnel, 1 settlement ministers, 2 assistants, 3 statisticians and 11 settlement staff; The company's output target is 1.8 million cubic meters, and the per capita output of clearing staff is 1.8 million cubic meters /12 months /11 people = 1,51,111 cubic meters/month. People
For example, the calculation amount of a person's drawings in Wang is T = 41,111 square meters, and the settlement amount is J = 11,111 square meters. See the performance appraisal analysis table for the monthly salary.
III. Detailed rules for the implementation of performance appraisal
1. Wage fluctuation is relatively large
(1) The monthly performance difference is large: it is because the quantity to be settled each month changes with the seasons, less in winter and more in summer and autumn, and the payment methods are different. The more the company pays back in the current month and the more the output in the previous month, the greater the settlement performance this month;
(2) The performance difference of each cashier is large, which may lead to a large wage gap due to different assigned tasks. According to the next month's output provided by the dispatching, the distribution mode and proportion of settlement tasks can be adjusted to avoid excessive range difference.
2. Assessment of drawing calculation
(1) Assessment of drawing calculation (accuracy), the performance appraisal may not reflect the real situation due to calculation errors, or there may be cheating. For deliberate calculation errors and conclusive evidence, punishment will be given, and the monthly post salary calculated by the drawings for six months will be reduced by RMB 111 (which will be used as one of the bases for post salary assessment); For unintentional calculation errors, the difference shall be deducted from the drawing settlement amount of the current month or deducted from the performance salary of the current month. If there is a significant deviation between the calculated amount of drawings and the settlement amount of drawings, but there is no loss, it will be deducted as an unintentional calculation error; If losses are caused, the post salary of 111 months will be reduced by 6 months according to deliberate calculation error (which will be used as one of the bases for post salary assessment).
(2) The change from drawing settlement to small ticket settlement should be based on the formal contract, replenishment agreement or salesman's notice. The settlement clerk will submit the drawing quantity to the settlement minister according to the drawing settlement requirements from the day when he knows or should know it to the next day before leaving work. Those who fail to submit the drawings within the time limit will be considered as having no or abandoning the drawings.
(3) the object of drawing assessment (unit), the drawing calculation takes the total concrete quantity of a single project or unit project (or the total concrete quantity within the scope stipulated in the contract) as the assessment object, and it is necessary to calculate all the concrete quantity of a project before it can be used as the assessment basis, otherwise it will not be assessed. For projects with relatively large division scope, the single division scope shall be taken as the assessment object.
(4) The calculation range of drawings shall be calculated as agreed in the contract. If there is no contract or there is no agreement or the agreement is not clear, it shall be determined by the minister and the salesman before calculation. (in principle, only the main structure will be calculated, and the secondary structure will be considered separately)
(5) The calculation time of drawings should be calculated before the construction. In principle, the calculation progress of drawings should be ahead of the construction progress, so as to pre-control in advance, especially for concealed works such as rafts. If the drawings are sent to the settlement department later than the construction progress, the person in charge of drawing delivery shall be responsible for the consequences caused by the failure to compare the concealed works in time before the progress, but the settlement clerk shall calculate the previous concrete quantity in time and make a profit and loss analysis table. If the loser is required to indicate the reasons for the loss. The minister who can't finish the drawing calculation on time has the right to hand it over to others for calculation.
3. Assessment of settlement amount
(1) Settlement includes drawing settlement amount and small ticket settlement amount, and the settlement amount is based on the settlement sheet or statement signed or sealed by Party A.. Make a copy of the statement to the minister. The assessment time is the month when the minister signs the statement.
(2) according to the settlement time of the receipt, the settlement should be made in time in accordance with the contract and business requirements so as not to affect the payment time. If the settlement cannot be made on time due to the settlement clerk, it will not be returned in time.