Performance appraisal is an important part of performance management, and many hotels are also evaluating employees' performance. We can better help employees realize their own value by making a good performance appraisal plan. The following is the "model of hotel employee performance appraisal scheme" compiled by me for everyone, for reference only, and you are welcome to read it. Model of performance appraisal scheme for hotel employees (1)

In order to improve the performance of each department, constantly improve the working ability of employees, and achieve the actual effect in work, through the performance management of employees in actual work, each employee is clearly familiar with his own responsibilities and work objectives, as well as the completion of his own work objectives by the completion department, and finally realize the hotel's operating requirements and make the hotel achieve the best operating state. According to the present situation of the hotel, the administration and personnel department has formulated a monthly performance appraisal scheme, and the specific operation methods are as follows:

1. Appraisal purpose

Through performance management, the performance of the department and the working ability of employees are improved, so that employees can perform their duties better, so as to achieve the best working state and the best operating state of the hotel.

II. Implementation time

It will be implemented from xx, xx, xx.

III. Appraiser

All staff of the hotel.

IV. Assessment methods

1. In order to implement performance management simply and effectively, the hotel conducts performance assessment at three levels, namely, basic staff level, basic management level (foreman, supervisor) and management level (department manager), and the assessment ratio is 31% of the total salary.

2. The employee's job evaluation and performance evaluation are score coefficients respectively.

3. The administrative personnel department will set a unified assessment score according to the performance results of different levels. In an assessment cycle, the results of each employee's performance assessment will be used as the results of work assessment, and the score coefficient consists of two parts, namely, a fixed score of 111 points and a floating score of 21 points. When employees perform very well in the current month, the highest score is 121 points.

4. Employees' rewards and punishments directly correspond to changes in scores;

5. Every month, employees will first evaluate their work performance this month, and then the leaders at the next higher level will make an evaluation. The evaluation results of basic employees and basic management will be signed by the department manager and reported to the Human Resources Department for review.

6. Due to the different tasks and characteristics of each department, in the evaluation of work skills, work ability and work effect, departments are allowed to add work content indicators with departmental characteristics, but they must be reported to the Administration and Personnel Department and approved by the general manager, and shall not be arbitrarily changed.

7. The appraisal of department managers consists of two parts, namely, the appraisal of responsibility objectives and the appraisal of management objectives (see the performance appraisal form of department managers for details)

V. Time and form of appraisal

The performance appraisal is conducted in writing by the management at all levels of the hotel before xx every month.

VI. Results

1. The assessment results are used as the basis for selecting outstanding employees of the month;

2. The evaluation criteria are:

121 is excellent, and employees will receive a performance reward of 1: 1.2 (no more than 11% of the total number of departments); 119-111 is excellent; Employees will receive a performance reward with a performance salary of 1: 1.1 (no more than 1.2% of the total number of departments);

if the score is 99-91 is good, the employee will get 111% performance pay;

89-81 is a pass; Employees will receive 81% performance pay (no more than 11% of the total number of people in the department); If the score is below 81, the employee will receive 71% performance pay (no more than 11% of the total number of departments). Those who fail the examination for three consecutive months will be demoted, demoted, dismissed or not given a salary increase for half a year; Those who have passed the examination for three consecutive months will be given promotion and promotion awards.

3. The assessment results serve as an effective basis for job adjustment (promotion and demotion) and salary adjustment;

4. The assessment results will enter the employee's personal files for filing.

5. The assessment results will be used as the basis for granting performance pay to employees. Model of Hotel Staff Performance Appraisal Scheme (II)

In order to strengthen xx catering management, comprehensively improve the management quality and service quality of xx catering company, reward the superior and punish the inferior, establish a scientific, systematic and efficient management system of the company, and improve the economic benefits of xx company, these measures are specially formulated.

1. Organization of appraisal scheme

1. The company set up an employee appraisal leading group.

group leader: xx.

deputy head: xx.

appraisal member: xx.

2. The assessment is divided into three levels.

(1) internal assessment of the department; (2) The company organizes a special person for assessment; (3) Company leaders conduct spot checks.

II. Principles of employee appraisal scheme

1. All-round principle: it refers to all-round appraisal of all aspects of employees' work. It mainly includes: the gfd of all employees, personal and public hygiene, work quality, the completion of work tasks and work objectives, the implementation of work discipline, the unity and cooperation of employees and obedience to commands, and spiritual civilization.

2. All-staff assessment: it refers to the personnel in all positions, leaders at all levels and departments of the company.

3. Whole process assessment: refers to the assessment of all aspects of the company's work. Including: accounting, warehouse storage, ushering in guests, pre-meal preparation, in-meal service, after-meal closing, checkout, bill payment, seeing off guests and so on.

4. continuous and systematic assessment: refers to the continuous assessment of personnel in various departments and positions on a daily, monthly, quarterly and annual basis.

5. scientific and systematic assessment: the assessment plan will set work standards, scientifically determine work tasks and objectives, quantify various work tasks, scientifically formulate various work standards, and conduct scientific and systematic assessment.

6. The principle of combining assessment with the work and effect of post personnel: all assessment indicators and assessment basis are set in full accordance with the work contents and achievements of post personnel.

7. The principle of combining assessment with post personnel's salary: that is to say, the assessment results are combined with each person's work quality and contribution. The payment of employees' remuneration is based on everyone's assessment results.

8. principle of fairness and justice: the company formulates uniform working standards, and different people in the same position are suitable for the same standard, and establishes a fair and just assessment system.

9. Principle of combining assessment with promotion: In the future, the company's personal salary and job promotion will be based on the assessment results.

11. principle of full participation: employees will be invited to participate in the assessment to ensure the transparency, openness and fairness of the assessment.

III. Assessment Basis

The assessment basis of the company's assessment plan is the employee handbook, the job descriptions (or job descriptions) of each position, the work tasks and objectives of each department and position issued by the company.

IV. Assessment time

Daily assessment, monthly, quarterly and annual statistical summary, and monthly, quarterly and annual rewards and punishments will be honored.

V. Implementation of assessment

1. Assessment of employees.

(1) The supervisor shall check and assess the work standard and process of the waiter's post according to the job description of the waiter every day, and fill in the performance appraisal statistics of the waiter in time after checking and assessing twice a day, and make comments on it the next day.

(2) The assessment of waiters includes: work objectives and tasks, grooming, appearance, manners, work discipline, work quality (implementation of service procedures and service specifications), personal and service area hygiene, service quality (evaluation of service guests' opinions), unity, cooperation and obedience, and spiritual civilization.

(3) The customer service comment card is implemented by the company's full-time appraisers.

(4) The company organizes comprehensive quality inspection and assessment for all departments twice a week.

(5) The company leaders check the personnel of all departments at any time.

2. Assessment of company leaders.

the full-time appraisers of the company and the company leaders are the supervisors of all departments, and the supervisors bear their appraisal results and corresponding responsibilities.

(1) The daily assessment of the company's supervisors and chefs means that the company's supervisors and general managers will count 21% of the total rewards and punishments for their subordinate staff, and will reward and punish them.

(2) The reward and punishment of full-time auditors in the company is to calculate the work score based on 11% of the total score of all employees inspected and rewarded by the general manager of the company, and to reward and punish them.

3. assessment form.

the company formulates the monthly assessment statistics of xx staff, which are assessed, scored and counted by department heads and full-time assessment personnel of the company every day, and summarized monthly, quarterly and annually.

4. Calculation of employee score.

the employee score is the sum of the daily evaluation score of each person by the head of the department, the score of the full-time appraiser of the company and the score of the spot check of the manager of the company.

5. Evaluation of various departments of xx Company.

xx company conducts regular monthly assessment on all departments, and the assessment method is to average the scores of employees, and the department with the highest average score is the advanced unit of xx. Awarded the red flag to the advanced unit of this department, and gave corresponding material rewards to the employees of this department.

6. assessment criteria.

(1) employee handbook of xx company.

(2) job descriptions or job responsibilities of XX Company.

(3) hygiene rules and grading standards of XX Company.

(4) rewards and punishments regulations of XX Company.

VI. Application of assessment results

1. The assessment of the company is conducted in the form of adding and subtracting scores based on the working standards of each post, with a score of 1 1 yuan, which is counted in the salary of the month at the end of the month and cashed with the salary of the month.

in addition, other forms of rewards and punishments will be cashed with the salary in the current month in the form of a reward and punishment form.

2. Make statistics on everyone's score results every month, quarter and year, set the number of advanced employees in this department according to 11% of the employees in this department every month, quarter and year, and determine the candidates for advanced employees in turn according to the scores of employees in each month, quarter and year.

bonus for advanced employees: RMB xx per person per month, RMB xx per person per quarter and RMB xx per person per year.

3. advanced employees who have been awarded a salary increase of one level for four consecutive months: xx yuan.

4. The last one in the monthly assessment will be given a warning, and the last one will be dismissed for two consecutive months.

5. Employees of various departments in xx are divided into five levels, namely: one-star employees, two-star employees, three-star employees, four-star employees and five-star employees. One-star employees get advanced employees once in a year, two-star employees get advanced employees twice, and so on. The salary difference of employees at each level is xx yuan.

6. Employees who have received special praise from customers three times a month for three consecutive months can directly enter the next higher level; If the customer complains twice in January, he will be reduced to the next level employee.

7. Employees who have made other significant good performances and contributions can receive other additional rewards through research and discussion; Employees who have other bad behaviors will be punished accordingly.

8. xx Company evaluates and promotes its employees once a year. The method is: 31% theoretical examination +41% practical operation +31% daily performance, of which 31% daily performance is the total score of monthly performance appraisal.

9. Those who have been rated as excellent employees for three consecutive quarters and can be promoted to level 1

11, and those who have been rated as excellent employees for one year in a row will be directly promoted to five-star employees.

11. All levels of the company participate in the selection of outstanding employees, including supervisors and chefs.

12, written praise by the guests, a reward of 5 points, a complaint of 5 points; The food is praised for a prize of 5 points, and the complaint is deducted for 5 points.

VII. Since the promulgation of these Measures, other management measures of the Company that conflict with these Measures will be automatically abolished.

VIII. The right to interpret these Measures belongs to xx Company.