In order to ensure the smooth development of things or work, we need to make plans in advance. Planning is a detailed process of solving a problem or a project or a topic. So do you know how to write a standard plan? The following is my collection of operational performance appraisal scheme, welcome to learn and reference, I hope it will help you.
Operating Performance Appraisal Scheme 1 1. Appraiser
1. The following people will not participate in the evaluation:
(1) Those whose probation period has not expired.
(2) Those who have worked continuously for less than half a year.
(3) Due to long-term absence (including work-related injuries), suspension of classes and other reasons, the number of attendance days during the assessment period is less than that of absence days.
(4) due to special circumstances, it is impossible to participate in the assessment or to conduct the assessment.
2. In order to achieve a good evaluation purpose, it is necessary to classify and evaluate the evaluation objects.
(1) by job
(2) According to the function
(3) by department
3. During the assessment period, if the assessed person is transferred from the original department due to personnel changes, or the assessment period is less than one month after being transferred to a new unit, the assessment shall be conducted by the original unit.
Second, the examiner
1. The performance appraisal is conducted according to the post level, and in principle it is divided into two levels, namely, the first level appraisal and the second level appraisal.
2. The person in charge of the first and second assessment, namely the appraiser, shall follow the following table.
In short, the appraiser is the direct superior of the appraiser in principle.
3. The second appraiser is the final appraiser.
4. During the appraisal period, if the appraiser is transferred from his current post due to personnel transfer, the appraisal work undertaken by the appraiser will continue until he is transferred, and the successor will continue the appraisal work as the appraiser.
Third, the evaluation principle
1 general principles
(1) Managers and subordinates understand the reasons for performance appraisal.
(2) Have clear work objectives and result evaluation based on facts, and conduct performance appraisal with a fair attitude.
(3) The performance appraisal and its results shall be kept confidential.
(4) Environmental factors affecting performance appraisal results should be considered.
(5) Different personnel should use appropriate evaluation scales.
2. Specific principles
(1) Under the same supervisor, each employee is assessed once a year.
(2) In the following three situations, a supervisor will evaluate his subordinates twice.
A. the employee is a new employee.
B the employee has been transferred from other departments for less than two evaluation periods.
C.the new director of this department has changed.
(3) The following situations are not evaluated
A. Having passed the examination for five years under the same supervisor; In these five years, the appraised person has been in the same position, and his salary level has reached the highest level in the same level.
B the employee has participated in the "training development plan", and according to the records, the employee has reached the last year of the "five years" mentioned in the preceding paragraph, at which time the employee does not need to participate in the assessment.
Fourth, the evaluation period.
Frequency of implementation: twice a year; Four times a year.
Verb (abbreviation for verb) rating
1. rating level
When scoring, each assessment element is divided into five grades: A, B, C, D, E or 5, 4, 3, 2, 1.
2. The performance appraisal results shall not be listed above:
(1) having been punished.
(2) Those who arrive late and leave early more than once.
(3) Absence for more than days (whatever the reason)
(4) absenteeism for more than one day.
3 performance appraisal results shall not be classified as second class:
(1) was given a demerit during the examination and has not been revoked.
(2) Those who arrive late and leave early more than once.
(3) Absence from work for more than days
(4) Absence (for whatever reason) exceeds days.
4. Newcomers' first assessment results shall not be higher than the second category.
5. Increase or decrease points
(1) One meritorious bonus, one meritorious bonus and one commendation deduction.
(2) demerit deduction once, demerit deduction once and warning deduction once.
Rating standard reference table
Matters needing attention about intransitive verbs
1. Don't let you and your subordinates wait until the evaluation conclusion comes out to understand your requirements for them.
2. The evaluation should summarize the performance of employees throughout the year, so the necessary written records should be kept throughout the year.
Evaluation should not be concentrated by the supervisor, but should give the subordinates an opportunity to talk about their own views, opinions and ideas.
4. See if your subordinates think you are fair. They don't need 100% to agree with you.
Don't forget to praise employees' achievements and appreciate their abilities in the evaluation interview.
6. Evaluate behavior, not actors. At all times, your assessment should be based on observed behavior.
7. Be good at listening. Evaluation is an opportunity for us to get valuable feedback.
8. Encourage employees to tell you some difficult habits that make their work unnecessary.
9. After each evaluation, continue to maintain continuous communication with employees.
10. Establish a relationship of mutual trust. Evaluation is not to catch up with the past, but to improve the future.
1 1. Please consider the remuneration and salary of the appraised person and compare it with the value of his work performance.
12. The mid-year assessment starts from 10/0 and ends on June 30th, and the year-end assessment starts from July 1 and ends on February 3rd 1. No matter whether the results before the evaluation period are good or bad, they shall not be taken into account.
13. It is necessary to truly understand the specific contents and standards of employees' duties and responsibilities.
14. Don't pay too much attention to the special achievements just completed before the examination.
15. Don't overestimate what you agree with.
16. Avoid overestimating the subordinates you have trained.
17. The performance quality of supervisors at all levels is based on the overall performance of their respective departments.
18. All appraisers should pay attention to the appraisal results, which will directly affect the treatment and status of subordinates, so they should strive to be fair and objective in the appraisal.
19. If there is any need to record the appraisal, behavior, suitability and treatment of the appraisee, please record it in the appraisal opinion without reservation, and pay attention to the wording and content.
20. The employee assessment score is 100, and the score is divided into five grades. When grading, please don't grade all the appraisal items of the same person at the same time. However, all subordinates must score on the same project, and the next project will be scored after all subordinates score. At the same time, the normal distribution ratio of performance appraisal should be considered for the allocation of each project. When the proportion difference is too large, please adjust it as appropriate.
2 1. Auditors at all levels can modify the performance of subordinate appraisers according to regulations, but they are not required to modify the performance of subordinate appraisers.
22. The evaluation results (except those directly informed to the parties) shall be kept strictly confidential by the competent personnel at all levels and shall not be disclosed.
Seven, a comprehensive understanding of the work being evaluated.
A comprehensive understanding of the work of the assessed is the basis of correct evaluation. It includes candidates:
1. What should I do?
(1) What tasks and responsibilities should be completed?
(2) Accurately grasp the main aspects of the assessed work.
(3) determine the main aspects of the work as the focus of the assessment.
2. What should I do
(1) What rules and regulations should I abide by?
(2) What working procedures and operating procedures should be followed?
3. What work results should be achieved?
(1) working quality
A. Correctness of working process
B. Validity of work results
C. Time-limited nature of work results
D. The correctness of the choice of working methods
(2) the number of jobs
A. Work efficiency
B. Total workload
4. What knowledge, experience and skills should I have?
(1) What knowledge does this job require an executive?
A. Management knowledge
B. Professional knowledge
(2) What experience and skills do executives need?
A. Organization and coordination: work distribution, implementation supervision and coordination of internal and external relations.
B. Interpersonal communication: effective communication, conflict management and friendly cooperation.
C. training guidance: training development, work guidance, and helping subordinates solve problems.
D. Problem solving: timely discovery, correct judgment and proper methods.
E. motivating subordinates: fair and effective authorization and team awareness building.
F. Planning and decision-making: correct decision-making, careful planning and effective implementation.
G. innovation and development: good at thinking, unique methods and reasonable improvement.
5. What kind of attitude and behavior should be adopted at work?
(1) Work attitude
A. Professionalization
B. Initiative
C. Heavy workload
D. Loyalty to duty
E. Dare to be responsible
(2) Work behavior
A. set an example.
B. Seeking truth from facts, being solid and steady
Business Performance Appraisal Scheme 2 I. Appraisal Purpose
Strengthen on-site management, improve managers' enthusiasm, clarify work direction, improve work efficiency and improve departmental cohesion.
Second, evaluate the effect.
(A) to quantify the pros and cons of the assessment, to provide an effective basis for related work.
(2) The assessment makes each floor clearly know the shortcomings in the current work, and make improvements in a planned and purposeful manner to improve work efficiency.
(3) Avoid cramming and correct working attitude.
Third, the evaluation form
The operation manager or authorized person leads the affairs director and floor director of the operation department to conduct irregular comprehensive and detailed inspections.
The assessment consists of joint inspection assessment (weight 25 points), department assessment (weight 65 points), market research report and training assessment (weight 10 points).
Iv. Evaluation object
The assessment is based on floors, and the jurisdiction is defined as individuals.
Verb (abbreviation for verb) evaluation clause
(1) Joint inspection and assessment shall be conducted irregularly once a week and four times a month.
(2) Every time, the manager of the operation department leads the affairs supervisor and the relevant floor supervisor to conduct joint inspection.
(3) Each joint inspection shall be conducted according to the floor area, so as to ensure that the area under the responsibility of each manager can be inspected by the same number of personnel, and ensure that the joint inspection is fair and reasonable.
(4) Each joint inspection shall be conducted fairly by the joint inspector and signed by the operation manager and the corresponding floor supervisor after the inspection.
(five) joint inspection to avoid Saturday and Sunday, during the period from Monday to Friday.
(6) After the joint inspection, the affairs supervisor will make a statistical record of the results of the joint inspection every week and send the results to all floors.
(7) On the 2nd of each month, the final result of the joint inspection last month will be published on the bulletin board of the department's work performance, and a copy will be sent to the personnel administration department for performance appraisal.
(8) The final joint inspection and evaluation results of floors shall be based on the average value of monthly inspection scores, and the formula is: (sum of four scores/four times = joint inspection and evaluation.
Performance), in order to make the assessment more fair and reasonable, improve work enthusiasm.
(9) In the joint inspection, when the shops are busy receiving customers, the joint inspection personnel can flexibly change the inspected shops (choose in this area) so as not to affect the normal sales work of the merchants.
Note: Our department will constantly revise and improve it in the process of implementation.
Preview:
Evaluation scope and items of intransitive verbs
Schedule 1: Basic management part of joint inspection at all levels (weight: 25 points)
Matters needing attention: If there are problems in the above-mentioned public * * * areas and public * * * facilities, the relevant personnel of the property department are required to be present in time to deal with them, and the work contact letter is kept for future reference; If the property management department can't handle it in time, it needs to explain the reasons in the form of work contact letter, implement the completion time of the treatment and sign for confirmation;
Schedule 2: Evaluation of business ability, execution, personal behavior and complaint resolution (* * * weight: 65 points)
Appendix III: Market Research Report and Training Evaluation (* * * Weight: 10)
Seven, assessment rules
(1) If the monthly score of joint inspection is lower than 18 (inclusive), the performance appraisal result of this month will be invalid and will not be included in the annual appraisal result. (2) If the monthly score of departmental assessment is less than 5 1 (inclusive) or the floor fee collection rate (including rent, property fee and water and electricity fee) is less than 75% (inclusive), the assessment result of this month will be invalid and will not be included in the annual assessment result of this year; If it reaches 96%- 100%, the weight score of the assessment item will be increased by 50%, and the score will be linked to the year-end bonus.
(3) If the monthly score of market research report and training evaluation is less than 6 points (inclusive), the performance evaluation result of this month is invalid and not included in the whole year.
Annual assessment results.
(4) The salary structure of the floor managers in the operation department is: basic salary+performance salary (supervisor performance 600 yuan | assistant 500 yuan) * (monthly total score/100).
+year-end award = annual salary;
The salary structure of the director of the operation department is: basic salary+bonus at the end of the year (basic salary of one and a half months) = annual salary;
The salary structure of the front desk and studio is: basic salary+year-end bonus (one-month basic salary) = annual salary;
(5) The whole year is calculated in natural months, and the annual assessment results are based on the average of annual assessment scores, and the formula is: (sum of natural month scores/natural month = annual assessment results);
(6) If the annual performance appraisal results are invalid for two consecutive months or three cumulative months, they will be transferred from their posts or dismissed;
(7) The collection rate of accumulated expenses for the whole year reaches 96%- 100% by natural month. If there are ten months or more or the annual assessment score is 90 points or more, the year-end bonus will be three months' basic salary, and the salary will be increased or promoted in the coming year;
(8) If the annual natural monthly cumulative fee collection rate reaches 96%- 100% and the annual assessment score is 85% or above, the year-end bonus will be two months' basic salary, and the salary will be increased in the coming year;
(9) If the annual natural monthly cumulative fee collection rate reaches 96%- 100%, or the annual assessment score is above 80 (inclusive), the year-end bonus will be one month's basic salary;
(ten) the whole year is calculated in natural months, the annual assessment score is below 80 points, there is no bonus at the end of the year, and the assessment is three months in the following year;
(1 1) The company actively encourages the employees of the operation department to put forward good suggestions and form implementable plans (such as the organization of business activities, the layout of street landscape, the optimization of on-site work, and the opinions on external publicity and promotion, etc.). ), and the company gives a notice of praise or reward ranging from 200- 1000 yuan;
Note: Our department will constantly revise and improve it in the process of implementation.
Business Performance Appraisal Scheme 3 I. Purpose
In order to implement the company's target management responsibility system, ensure the completion of the company's sales targets, improve the company's economic benefits, and achieve business objectives, this target responsibility book is formulated.
Second, the responsibility period.
The plan is valid for one year, from xx to xx.
Third, authority.
1. has the right to participate in formulating the company's business development plan and make suggestions.
2. Have the right to organize the formulation and revision of the rules and regulations of the operation center, the operation activity strategy and the activity sales target.
3. Have the right to establish, train and manage the company's operation team.
4. Have the right to control and supervise the development of operation activities, and lead and guide all operation teams to complete the sales tasks of the activities.
Fourthly, the evaluation index system
The evaluation indicators of the director of operations are divided into performance indicators and management performance indicators. The specific assessment index system and index description are shown in the following table.
Performance check index
V. Work objectives and assessment scores
1. The personnel administration department of the company formulates corresponding work objectives and scoring standards according to the established assessment index system, the company's business development plan, business and sales plans and objectives, and the external market environment.
Step 2 evaluate the project
(1) sales plan completion rate
I. The sales target for xx year is:
Performance scheme
B, performance commission ratio
(2) Management indicators:
3. Control documents
Six, the assessment results will be used as the basis for the quarterly and annual performance bonus distribution and job transfer of the Director of Operations.
(1) Annual Performance Award = Enterprise Annual Sales Target Achievement Award+Business Activity Sales Target Achievement Award.
A. Reward the annual sales target of the enterprise.
B, business activities to achieve the sales target reward
(2) Wage adjustment:
A. If the sales target of the enterprise reaches xx million this year and the sales target of business activities reaches xx million, the salary will be increased by XX %； in the coming year; If the sales target of the enterprise reaches xx billion this year and the sales target of business activities reaches xx million, the salary will be increased by XX %； in the coming year;
Seven. supplementary terms
1. If the business environment or other circumstances change significantly, the company can modify the performance plan.
2. The general manager of the company and the personnel administration department monitor the implementation of the performance plan.
3. This plan shall come into effect as of the date of signing, in duplicate, with each party holding one copy.
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