Hotel performance appraisal scheme (I)

In order to further improve the construction of performance appraisal system, objectively and accurately evaluate the performance of various departments, give full play to the incentive role of performance appraisal in development, and maximize the enthusiasm and initiative of employees, the following appraisal methods are formulated according to the characteristics of this hotel.

first, the assessment cycle

the performance assessment takes the month as the cycle, and it is assessed on a monthly basis and cashed in the next month.

II. General contents of assessment

Profit assessment and comprehensive indicators

III. Profit assessment

Turn over profit indicators

Complete turning over internal profit indicators, and raise the performance of operators to 1 times of the base salary; Cash the approved per capita performance pay for employees.

if the paid-in internal profit index is exceeded, the base salary of the operator will be increased by 11% for each excess of 1%, with a limit of 51% of the base salary. For employees, if the overpaid profit is less than 5%, the performance salary will be increased by 11% for each overpaid 1%; If the overpaid profit is above 5%, the overpaid part (that is, the overpaid part above 5%) will be increased by 21% of the overpaid amount.

if the internal profit target cannot be turned over, 5% of the operator's annual income will be deducted for every 1% owed, and accumulated until the base salary; Deduct 5% of the employee's performance pay for every 1% owed, with a limit of 51% of the performance pay.

Accounts receivable index

Based on the control limit of accounts receivable issued by the oilfield, the operator will increase (deduct) the base salary according to the proportion of accounts receivable savings (excess) at the end of the period, with the limit of 15% of the base salary; For employees, performance pay will be increased (deducted) according to the proportion of accounts receivable at the end of the period, with the limit of 1.5% of performance pay.

Economic Value Added (EVA) index

In that year, EVA was greater than zero, and the basic salary of operators and performance pay of employees were increased by 6%.

the annual EVA exceeds the previous year's level (△ EVA > 1), and the performance salary of operators is increased by 2%.

if EVA is greater than the average of petroleum engineering units in that year, the base salary of operators and performance salary of employees will be increased by 2%.

IV. Comprehensive assessment

Mainly includes indicators of spiritual civilization construction and "three basics" work indicators ("three basics" refers to: grassroots construction; Basic work; Basic training) human resource management indicators, financial budget compliance indicators, internal control system implementation indicators, safety management indicators. The specific weights are as follows:

(1) The assessment weight of the financial budget compliance index is 11%(11 points)

The financial budget compliance rate is not less than one percentage point, and the performance salary of the month is deducted by 11%.

(2) The assessment weight of basic work is 11%(11 points)

It is necessary to ensure that all the objectives and tasks are accurately and timely conveyed according to the requirements of the hotel leadership team, and the employees in their own departments are fully understood. If the objectives and tasks assigned by the leading group are not completed, or there are major mistakes in the implementation of the hotel regulations, which have brought negative effects to the implementation of the work, corresponding points will be deducted according to the seriousness of the case.

(III) Work efficiency assessment weight 11%(11 points)

Employees are required to be proactive and give appropriate rewards for completing tasks ahead of schedule. Those who are inefficient, inactive or can only complete their work at the urging of department leaders will be deducted according to the seriousness of the case.

(4) Weight of equipment maintenance assessment 11%(11 points)

If violations are found in the process of quality inspection of sanitation, service, facilities and equipment maintenance, corresponding points will be deducted according to the seriousness of the case.

(5) The assessment weight of basic training is 11%(11 points)

It is necessary to do the training work of all departments effectively and on time, and the training effect should achieve excellent results. Relevant responsible persons of departments who have not been trained or whose training effect is not good shall be deducted according to the seriousness of the case.

(6) The weight of departmental cooperation assessment is 11%(11 points)

It is necessary to actively cooperate with relevant departments and complete the corresponding work in time. For those who cannot cooperate with other departments and shirk their work, corresponding points will be deducted according to the seriousness of the case.

(7) The weight of employee stability assessment is 11%(11 points)

It is necessary to attach importance to the construction of the workforce, actively communicate with employees, and control the turnover rate of employees in the department reasonably. Departments with poor communication among employees, more complaints from employees, and leapfrog reporting will be deducted according to the seriousness of the case.

Pay more attention to the construction of staff, be able to communicate with employees, and the turnover rate of employees in the department is basically normal.

(8) The assessment weight of the code of conduct is 11%(11 points)

The employees in the department will be deducted according to the seriousness of the case.

(IX) Weight of internal control assessment 11%(11 points)

In the internal control inspection, the bonus will be cancelled for the deduction unit, and it will be linked to the employee's appointment. Handling of the work laid-off of the deduction staff of the superior internal control inspection.

(X) Safety management assessment

Safety management assessment is a negative item, and departments and employees with safety problems will be disqualified from appraising, and compensation and legal responsibilities will be investigated for economic losses.

V. Special assessment items of each department

The government departments and auxiliary departments include: the Party and Government General Office, the Human Resources Department, the Finance and Assets Department, the Management Department and the Service Quality Supervision Department; Auxiliary departments include purchasing and supply department, security department, boiler room and laundry room. Such departments do not directly undertake the internal profit indicators, but focus on the comprehensive assessment items (accounting for 71% of the weight), and the profit assessment items are based on the comprehensive assessment scores of the superior (accounting for 31% of the weight). Note: Since 2114, the Engineering Department has been included in the auxiliary department for management.

production and operation departments include: housekeeping department, catering department I, catering department II, catering department III and external department. It is mainly based on the assessment of paid-in internal profit indicators (accounting for 71% of the weight), supplemented by comprehensive assessment (accounting for 31% of the weight). Note: Travel agencies have been under the management of production departments since 2114.

Complete the contract indicators in an all-round way, and raise the performance of operators to 1.2 times of the base salary; Cash the approved per capita performance pay for employees.

based on the cost, the base salary of the operator will be increased by 21% for 1.5% of each section, with a limit of 41% of the base salary; Increase the performance pay by 21% for 1.5% of each class, with the limit of 41% of the performance pay.

Accomplishing the internal profit target will increase the operator's base salary and employee's performance salary by 41%.

other units, based on funds, will increase the base salary by 21% for each section of 1% for the operators, with a limit of 41% for the base salary; The performance pay of employees will be increased by 21% for each section of 1%, with the limit of 41% of the performance pay.

for socialized service units, if the above quota targets are exceeded, the performance pay of employees will be increased by 15% of the overpayment (savings).

if the profits (funds) are in arrears (overspending), 5% of the operator's annual income will be deducted for each 1% of the arrears (overspending), and the accumulated deduction will be made until the base salary; Deduct 5% of the employee's performance pay for every 1% owed (exceeding), with a limit of 31% of the performance pay.

VI. Scoring method for evaluation

The comprehensive evaluation score of the unit is equal to the sum of the evaluation scores of all functional departments divided by the sum of the functional departments participating in the evaluation, that is,

A-level: the evaluation score reaches 91 points or above (including 91 points);

grade b: the evaluation score reaches 81-91 (including 81 points);

grade c: the assessment score reaches 71-81 (including 71).

grade d: below 71 points.

when the year-end appraisal results are Grade A, Grade B and Grade C, the employees (operators) of the unit will be increased by 21%, 11% and 5% respectively. The evaluation result is Grade D, and 5% performance salary (base salary) will be deducted for the employees (operators) of the unit.

when the year-end evaluation results are Grade A, Grade B and Grade C, the performance pay will be increased for the employees of the unit by 25%, 15% and 7% of the annual performance pay respectively; When the year-end evaluation result is Grade D, performance pay will not be increased or deducted for the employees of the unit; When the year-end evaluation result is Grade E, the performance pay will be deducted from 5% of the annual performance pay of the employees.

VII. Management indicators

(1) Assessment level:

It is divided into three levels: supervisor level, foreman level and employee level

The contents of the supervisor level performance assessment form include: job responsibilities, implementation of standardized workflow, customer complaints and comprehensive performance.

The contents of the performance appraisal form for the class leader include: job responsibilities, implementation of standardized workflow, customer complaints and comprehensive performance.

The performance appraisal form for grass-roots employees includes job responsibilities, implementation of standardized workflow, customer complaints and comprehensive performance. 1. The performance bonus above the supervisor level is mainly reflected in the floating salary of monthly performance appraisal, which is executed in the form of penalty sheet and evaluation form; The first file (excellent file) score is 91 points; The second gear (good gear) score is 75 points; The third grade (passing grade) score is 61 points.

2. The performance bonus below the supervisor level (excluding the supervisor level) is mainly reflected in the floating salary of monthly performance appraisal, which is executed in the form of a penalty sheet; The first file (excellent file) score is 91 points; The second gear (good gear) score is 75 points; The third grade (passing grade) score is 61 points.

3. The cumulative performance appraisal in February is an annual cycle, and the period from the 1th day of each month to the last day of the month is a whole month. Each department will summarize the penalty sheets by post and report them to the personnel department for statistics every Monday and before the 1th day of February.

4. The performance appraisal score of the leader class or above (including the leader class) is 111%, and the penalty will be deducted and summarized at the end of the month; The specific payment amount of performance bonus is summarized according to the remaining scores of monthly performance appraisal results, reaching the corresponding gear score and receiving the corresponding performance bonus; Cancel the monthly performance bonus that fails to meet the standard; If the monthly performance appraisal score is negative, the negative score will be deducted from the fixed salary according to the standard of 1 in 5 yuan.

5. The performance appraisal of grass-roots employees is based on the basic score of performance bonus, which is in the form of reverse deduction; The remaining scores at the end of the month are performance bonuses; If there is a negative score in the performance score at the end of the month, the negative score will be deducted according to the standard of 1 in 5 yuan.

VIII. Examination authority

1. Managers who have the right to cancel employee performance bonuses: general manager and manager of administrative personnel department;

2. Managers with the highest reward and punishment authority of 111 points/person: general manager and personnel manager;

3. Managers with the highest reward and punishment authority of each department of 111 points/person: financial manager and personnel manager;

4. Managers with authority of 31 points/person: managers of all departments

Note: Managers at all levels exercise their authority in strict accordance with this regulation; If you exceed your authority, you can apply to your immediate superior for execution; If the manager of each department of the company is vacant, the general manager shall designate the next-level manager of the department to temporarily execute this authority; Management personnel at all levels of trainee positions can directly exercise this right. The exercise of reward and punishment authority between managers at the same level must be signed and confirmed by the managers at the next higher level; Except the manager of administrative personnel department. Managers shall not evade the exercise of authority in the form of cumulative rewards and punishments.

IX. Detailed rules for rewards and punishments

(1) Personal rewards

1. Employees of all departments who meet one of the following conditions will be rewarded with 2-21 points in the month:

Those who have been praised for administrative inspection many times; Customers give oral, written and telephone praise; Inventing, creating, reforming and putting forward reasonable suggestions to improve the technical level and work efficiency, with outstanding results; Those who love the store as home, work actively and serve warmly, and win honor for our store; Properly help the guests to deal with difficulties and be highly praised by the guests; Recovering significant economic losses for the company under special circumstances; Picking up valuables or cash lost by guests and handing them over or returning them to the owner; Informing against the interests of our store or other illegal acts, which are verified by investigation: reporting to the company that the management of our store violates the rules and regulations, which is verified by investigation;

(2) departmental rewards

1. The annual summary performance appraisal has an excellent rate of 8 times, and the annual performance appraisal adds 5 points;

2. The excellent rate of annual summary performance appraisal reaches 11 times, and you can be promoted directly without appraisal.

(3) Penalty part

1. Monthly attendance summary, and one absenteeism record will cancel the performance appraisal bonus of the current month; Failing to take sick leave in accordance with the system and taking personal leave for more than three days (excluding three days), the performance bonus of the month will be collected according to 51%; Failing to take sick leave in accordance with the system and taking personal leave for more than seven days (including seven days), the performance bonus of the current month will be cancelled. (except for national statutory holidays or holidays stipulated by the system)

2. Annual summary attendance rate: absenteeism record; If the annual accumulated sick leave and personal leave exceed 21 days, the annual qualification for promotion assessment will be cancelled.

3. The customer's praise and reward must be confirmed by the front office manager or the store manager, and can only be rewarded after being reported to the administrative personnel department for review; In case of false customer praise and reward, the employee will be paid 81% of the post salary in the current month, and all floating salary in the current month and annual promotion assessment qualification will be cancelled.

4. Serious dereliction of duty occurred in this year's work, which caused economic losses of more than 1,111 yuan (including 1,111 yuan) and reputation impact to the enterprise; Cancel the annual promotion assessment qualification.

5. If the performance appraisal fails for two consecutive months, the employee will receive 81% of the post salary for the third month.

6. The unqualified rate of the annual summary performance appraisal reached 6 times, and it was downgraded.

7. In the year, if customers complain about the service quality or product quality to the social administrative department, which will affect the reputation of the enterprise or cause economic losses of more than 1,111 yuan (including 1,111 yuan), the manager's annual promotion assessment qualification will be cancelled.

X. Employee assessment

1. The salary structure of monthly salary employees is divided into four parts: fixed part, performance assessment, turnover assessment and profit assessment.

(1) the fixed part accounts for 61% (basic salary+post salary+enterprise subsidy of RMB 1.79)

(2) the performance appraisal accounts for 11% (according to the performance appraisal of the superior supervisor every quarter)

(3) the turnover appraisal accounts for 5% (according to the completed turnover of chain stores every month)

(4) the profit appraisal accounts for 25%. 2. monthly salary system

(1) performance salary is implemented according to the performance appraisal results of the post (new employees are calculated at 111% this quarter)

(2) turnover appraisal salary

111% of the budgeted turnover appraisal salary for the current month is not completed

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