I. Appraised personnel:

Finance minister, OTC manager, branch manager, branch service minister, planning minister, after-sales minister, sales minister, office director and administrator.

Second, the evaluation procedure:

1. The appraisers of finance minister, OTC manager, branch manager, branch service minister, planning minister, after-sales minister and sales minister are the general manager and deputy general manager.

2. The first evaluator of the office director is the sales minister, the second evaluator is the branch manager, and the general manager committee is the evaluator.

Third, the assessment method:

1. All personnel adopt the methods of self-report and comprehensive evaluation by superiors, once a month, once a quarter and once a year.

2. Debriefing report: submit a written debriefing report to the superior leader at the specified time every month.

3. Superior evaluation: grade evaluation method is adopted, that is, the method of direct leader's initial evaluation score and superior supervisor's re-evaluation score.

Fourth, the assessment time:

1. Monthly assessment: before 30th of each month, submit the personal written debriefing report of this month and the work plan of next month to the immediate superior, and the immediate superior and the superior supervisor shall complete the assessment of their superiors before 3rd of next month, submit it to the office for summary, and report it to the finance department after being reviewed by the general manager.

2. Quarterly assessment: All on-the-job employees should submit their personal work reports for this quarter and work plans for the next quarter to their immediate superiors before the fourth day from the bottom of each quarter. The direct superior and the competent superior leader shall complete the superior evaluation before the third day of the next quarter, submit it to the office for summary, and report it to the finance department after being audited by the general manager.

3. Annual assessment: All on-the-job employees should submit their annual work report and personal work plan for the next year to their immediate superiors before February 25th every year. The direct supervisor and the superior leader shall complete the superior evaluation and summarize it in the office before February 30, 65438, and report it to the finance department after being audited by the general manager.

4. Employees during probation do not participate in mid-year and year-end assessment.

Note: the office will sort out the assessment data and put it in the employee's personal file. The year-end bonus will be paid according to the mid-year and annual assessment results.

Verb (abbreviation for verb) evaluation content:

1, post responsibility assessment:

Refers to the performance evaluation of each employee to complete his work and tasks assigned by his superiors. The basic elements consist of work objectives, work quality, work delivery date and work follow-up.

2. Capacity assessment:

Refers to the evaluation of the basic ability and experience ability required for a specific position. The basic elements include the experience ability of understanding, creation, guidance and supervision, as well as the work efficiency and methods shown in the work.

3. Moral evaluation:

Refers to the composition of work responsibility, work inertia, cooperation spirit and personal cultivation in the process of achieving work objectives.

4. Knowledge evaluation:

Refers to the evaluation of relevant knowledge shown in the process of achieving work objectives. The basic elements include management knowledge, professional knowledge and other general knowledge needed for employment.

5, organizational discipline assessment:

Refers to the evaluation of discipline and other work requirements in the process of achieving work objectives. The basic elements include law-abiding, gfd, environmental sanitation, language specification for answering telephone calls, etc.

Six, the assessment level:

1, Grade A (excellent) 95- 100, with excellent work performance and remarkable innovation achievements.

2. Grade B (good grade) is 85-94, and the work results meet the requirements of the objectives and tasks, with outstanding achievements.

3. Grade C (qualified) 75-84, and all the work results meet the requirements of the target tasks.

4. Grade D (poor grade) 60-74 points. The work performance does not fully meet the requirements of the target task, but it can be achieved through hard work.

5, e (poor) 64 points below the work performance did not meet the requirements of the target task standard, but did not improve after supervision.

Seven, the application of assessment results (salary refers to the basic salary)

1, the monthly performance appraisal results will serve as an important basis for employees' year-end appraisal, post and salary increase and decrease, and bonus distribution. Managers of branches no longer have the right to directly pay bonuses to their subordinate salespeople. When there are vacancies at all levels in the company's establishment or the company expands its staff, those with excellent assessment results will be replaced first.

2. If the monthly performance appraisal result is Grade A, the salary will be increased by 5% on the basis of the original salary every month.

3. If the monthly performance appraisal result is Grade B, the original salary will be increased by 2% every month.

4. If the monthly performance appraisal result is Grade C, you will enjoy full salary.

5. If the monthly performance appraisal result is Grade D, 50% of the salary will be deducted in the current month and kept for one month. Those who fail to pass the examination in the next month shall be dismissed.

6. If the assessment result of the current month is Grade E, all the bonuses of the current month will be deducted and kept for one month. If the assessment is still unqualified in the next month, it will be dismissed.

7. If the performance appraisal score is A for five consecutive months, or 8 A's are accumulated throughout the year, the salary for the next year will be increased by 5%.

8. If the annual performance appraisal score reaches 65,438+00a, the salary in the next year will increase by 65,438+00%.

9. Quarterly evaluation:

The quarterly assessment results are mainly used for employee job promotion. In principle, the company conducts a promotion assessment every quarter.

10, annual assessment:

1. If the annual assessment is Grade A, you will enjoy Grade A year-end bonus.

2. If the annual assessment result is Grade B, you will enjoy Grade B year-end award.

3. If the annual assessment result is Grade C, the original post salary will remain unchanged and enjoy Grade C year-end bonus.

4. If the annual assessment results are Grade D, they will be kept on probation for two months and will not enjoy the year-end bonus.

5. Those whose annual assessment results are E-level will be suspended and will not enjoy the year-end bonus.

Eight, assessment discipline:

1, the superior assessment must be fair, fair and conscientious, and the subordinates trained by themselves should not be overestimated; If the superior leader is irresponsible or takes advantage of his position to conduct unfair assessment, once found, he will be demoted or deducted.

2, the head of each department should be carefully organized and carefully graded. Anyone who is passive and perfunctory in the assessment, once verified, will be deducted or exempted from the bonus of the month.

3, the assessment work must be completed on time within the prescribed time. If the employee fails to submit the summary on time before 30th of each month, the planner will deduct10% of the total assessment score; For departments that fail to submit the assessment form on time on the 3rd of each month, 15% of the total assessment score of their department leaders will be deducted.

4. Points must be based, serious, objective and fair.

5, fraud, will be scored by 50% of the total score.

The above is for reference only!