Company performance appraisal program how to do

In order to ensure that the work or things can be carried out in an orderly manner, often need to be carried out in advance of the meticulous preparation of the program, the program generally includes the guiding ideology, the main objectives, the focus of the work, the implementation of the steps, policies and measures, specific requirements and other items. The following is my collection of company performance appraisal program for you six. I hope it can help you.

Company performance appraisal program 1

Through an effective performance appraisal mechanism to make the cafeteria staff income linked to work performance, in order to improve the quality of the staff, ability and enthusiasm for work, so as to effectively carry out cost control, specially formulated for this program.

First, the assessment cycle

natural month for the assessment cycle, the assessment time for the next month before the 5th.

Second, the main assessment indicators

The assessment of the cafeteria staff is detailed in the "cafeteria staff performance appraisal rules" (Annex).

Third, the use of assessment results

100 points as the standard, and according to the specific performance of the cafeteria staff will be included in the assessment results of the appropriate level, as a basis for the issuance of cafeteria staff performance pay.

1, performance appraisal scores in the 90 points - 100 points, according to the performance of 100% of the payroll;

2, performance appraisal scores in the 75 points - 89 points, according to the performance of 80% of the payroll;

3, performance appraisal scores in the 65 - 79 points, according to the performance of 60% of the payroll;

4, performance appraisal scores in the 65 points or less, no performance pay;

Fourth, performance pay is set

Position position salary performance payroll salary structure Remarks

Shift Supervisor 1300 yuan 200 yuan / month position salary + performance pay +

Cook 1200 yuan 200 yuan / month

Help cook 1000 yuan 200 yuan / month

This Program is implemented from October 1, 20--year.

Company performance appraisal program 2

I. Purpose

In order to fully mobilize the Department of Manufacturing employees to work actively, improve labor productivity, the establishment of a positive incentive mechanism based on the position, to the core of the work performance assessment, the employee's salary and job responsibilities, job performance is closely linked to achieve the Salary management and distribution of institutionalized, standardized shu.

Second, the scope of application

Applicable to the manufacturing department deputy manager of the following all engaged in the non-piecework system and piecework system of work.

Third, the employee salary composition and distribution methods

According to the company's "employee salary grading standards and assessment principles," the relevant provisions of the department's employee salary by the grade salary, seniority pay, point salary and various welfare subsidies (allowances) composed of three parts, of which the grade salary, including the "basic salary" and "appraisal salary". The grade salary includes "basic salary" and "appraisal salary" two parts.

1. Grade salary

By the manufacturing department to develop internal staff salary grading evaluation index system, combined with the job criticality, personal work ability and other considerations, with reference to the "Employee Salary Grading Standards and Evaluation Principles" 2.10 "Manufacturing positions, grades and salary ranges table" to determine.

1.1 Basic Salary

This part is limited to 50% of the total salary of the grade. As a part of the basic livelihood of the employees, it is only linked to the attendance status of individual employees in the current month.

1.2 Assessment Wage

With the different nature of the positions in each manufacturing department, the assessment wage is subdivided into two categories: non-piece-rate assessment wage and piece-rate assessment wage, which is not limited to 50% of the total salary of the grade. Each manufacturing department to develop their own assessment of the implementation of the rules within the department.

1.2.1 Non-piecework assessment wages

In principle, non-piecework jobs should be based on job standards to set up weekly strict key performance indicators to be assessed.

1.2.2 Piecework assessment of wages

(1) Piecework jobs should be based on the completion of the labor quota to implement the output piecework assessment.

(2) the company according to the manufacturing department of the month delivery of piecework products manufacturing wage cost of the manufacturing department piecework wage total control, and at the end of each month to summarize the total amount of the month's manufacturing department piecework wage. Alcohol information due to the piecework production of each process and the production of each manufacturing department to deliver the library inconsistent with the total piecework wages of the manufacturing department of the month and the total amount of piecework wages should be inconsistent with the situation, according to the actual situation in the next month transfer.

(3) Each manufacturing department according to the quota of each process, piece unit price and the operator's production on the day directly calculate the day of the individual piece rate of pay. Piecework system assessment of wages by the Ministry of Statistics summarized and verified by the Ministry of Personnel, the financial sector to handle wage issues.

2. point wage

The manufacturing department to accept the work of the temporary no piece rate and other temporary surprise work tasks, under the premise of reasonable arrangements for labor quotas to implement the point wage of 3 yuan / hour, this wage in the piece wage outside the approval of a separate report. (This wage is engaged in non-piecework manufacturing employees can not enjoy).

3. seniority pay

seniority pay is linked to the number of years the employee has been working in the enterprise,

4. various supplements (allowances)

4.1 Full Attendance Award

In order to strengthen the management of employee attendance, encourage employees to work full time, according to the relevant provisions of the company, the implementation of the full-attendance award appraisal system of the staff of the department, the amount of this allowance of 30 yuan / month, according to the provisions of the company's monthly decomposition of the last, the first and last, and then the first and last, the first and last, the first and last, the first and last, the first and last, the first and last, the first and last. The amount of the allowance is 30 yuan / month, according to the company's monthly decomposition for the next two half-monthly assessment.

4.2 Transportation allowance

For each manufacturing department engaged in piecework employees and non-piecework employees engaged in following the work of 30 yuan per month of subsidies for transportation, absenteeism in addition to the assessment of the full attendance award in accordance with the chapter, according to the 1 yuan / day deduction of this allowance.

4.3 Nutritional subsidies

This subsidy combined with job specificity only applies to some of the piecework jobs, the specific subsidy standards for the lamp line glue dispenser, encapsulation operator, display line glue dispenser, pressure pcb operator: 30 yuan / month; lamp line encapsulation foreman, quality control, display line of the other encapsulation personnel: 15 yuan / month. In addition to the assessment of absenteeism in accordance with the chapter of the full-attendance award, the actual number of days of absence must be deducted from this subsidy.

Note: This subsidy is included in the total manufacturing wage cost of each manufacturing department for the month's delivery of piecework products, the company does not issue another.

4.4 Night Shift Subsidy

The subsidy is issued by the Manufacturing Department and is applicable to the employees who work at night under piecework system, and the subsidy standard is: RMB 3 yuan/shift after 1:00 am and RMB 5 yuan/shift after 4:00 am.

4.5 Overtime Subsidy

This subsidy is issued by the Manufacturing Department and applies to manual process employees who need to work overtime in piecework system, and the subsidy standard is: RMB 2/hour.

4.6 Sick leave subsidy

According to the relevant provisions of the state and the company for normal sick leave procedures and can provide valid diagnostic certificates of the staff to give sick leave wages,

4.7 Public leave subsidy

All the state provisions of the various public holidays, such as bereavement leave, marriage leave, family leave, maternity leave, etc., in the fulfillment of the procedures set out by the company, according to the relevant regulations, you can enjoy 24 Yuan/day of official leave allowance.

Fourth, the probationary period staff salary treatment provisions

In the probationary training period employees, in its through the probationary period, the probationary salary level in principle based on their individual ability to work and to be employed with reference to the company's "employee salary grading standards and assessment principles" of 2.10 "the Ministry of Manufacturing positions, grades and salary ranges table" in the final level to determine; during this period, except for the academic qualifications and titles can be enjoyed in accordance with the provisions of the company.

Company performance appraisal program 3

According to the "- city compulsory education school trainer performance appraisal guidelines (for trial implementation)" spirit, combined with the actual school, we have developed the following performance appraisal decomposition methods:

1, teacher ethics assessment: 5% of the total performance salary of all trainers in the school for teacher ethics assessment, the assessment method see the school trainer performance appraisal. Assessment methods see the school trainer moral assessment rules.

2, teaching performance evaluation: 15% of the total performance salary of all trainers in the school for performance evaluation, evaluation methods see the school trainer teaching performance evaluation rules.

3, teaching behavior assessment (preparation, teaching, change, guidance, support): 10% of the total performance salary of all trainers in the school for behavioral assessment, assessment methods see the school trainer teaching behavior assessment rules.

4, attendance assessment: 15% of the total performance salary of all trainers in the school for attendance assessment, assessment methods see the school trainer attendance assessment rules.

5, control flow assessment: 10% of the total performance salary of all trainers in the school for the control flow assessment, assessment methods see the school trainer control flow assessment rules.

6, class time assessment: 10% of the total performance pay of all trainers in the school for class time assessment, the total number of hours divided by the total number of people teaching for the person level hours, higher than the person level hours of the part of the class time for the excess hours.

7, the results of the assessment: 10% of the total performance pay for all trainers in the school for the results of the assessment, assessment methods see the school trainer results award rules.

8, school leadership, classroom teacher assessment: 15% of the total performance salary of all trainers in the school for the leadership, classroom teacher work assessment, assessment methods, see classroom teacher assessment rules, the leadership rely on the average of squatting grade classroom teacher.

9, motorized: 10% of the total performance pay of all trainers in the school for the above eight assessment costs of motorized costs, if one of the above costs are insufficient to be in the motorized costs of expenses, if there is a balance of the above assessment, the balance of the average decomposition of each trainer.

Company performance appraisal program 4

First, the assessment, reward principle:

1, sales targets for reference, gross profit amount of indicators as the basis, at the same time, with the principle of the management indicators linked.

2, to assess the indicators with the monthly salary and year-end awards linked to the way the assessment.

3, the company's personnel system related to compensation of "wages", refers to the above "fixed salary" part, that is, 60% of the original salary standard.

Second, the assessment, reward indicators:

1, the assessment indicators are divided into 10:

① sales.

② Gross profit.

③ Zero sales.

④ High inventory.

⑤ Negative inventory.

⑥ Wastage.

⑦ Controllable expenses.

⑧ Labor percentage.

⑨ Other income,

⑩ Services.

2, the incentive index is divided into four:

Third, the wage structure:

1, total performance pay = A-3, gross profit performance pay = gross profit amount of performance base - gross profit amount of the completion rate of which the gross profit performance base accounted for 40% of the total performance base.

2, management performance pay = management performance base - ∑ (management performance base - the rate of deduction of various management indicators)

a), where the management performance base accounted for 60% of the sales performance base.

b), the other performance management salary in the calculation, all management performance base as a reference value, were counted 8 times, and the final cumulative. The indicator is only deducted, and the lower limit is fully deducted.

Fourth, the completion of the assessment of the standard indicators:

1, sales: to complete the proportion of budgeted sales based on the assessment.

b) Sales completion rate is converted to:

The gross profit amount = sales - cost - buy - abandonment - loss - discount.

2, zero sales:

Four consecutive weeks of zero sales of goods SKUs can not exceed 12% of the total number of SKUs of goods in the store, each more than 1%, deduct 20% of the management performance base, the upper limit is 100% of the management performance base. The number of SKUs of zero-sale goods is based on the report data of the regional operation department in the same month.

3, negative inventory:

Negative inventory SKUs should be controlled within 1.5% of the total number of SKUs, every more than 0.3% of the total number of SKUs, deduction of management performance base 20%, the upper limit for the management of the performance base of 100%. Negative inventory SKU number of submission standards to the data analysis room standards shall prevail.

4. High Inventory:

High inventory refers to food inventory days of more than 56 days (inclusive), non-food inventory days of more than 105 days (inclusive), in addition to new products within two weeks of purchase, the total amount of inventory and the proportion of the total inventory amount should be controlled within 8%. For every 0.5%, 16% of the management performance base will be deducted, with the upper limit being 100% of the management performance base. The amount of high inventory merchandise inventory is based on the data of the regional operations department as a standard.

5, loss:

Store loss of 0.27% of annual sales, assessed twice a year. Every 1% over the amount of loss, then deduct the management performance base of 20%, capped at 100% of the management performance base.

6, service:

The company headquarters on the quality of service related standards for assessment. Deductions and penalties see the specific provisions of the company headquarters.

7, controllable costs:

The store's controllable costs accounted for 4.9% of total sales, that is, 5.62 million for the year, each more than 1%, the year-on-year deduction of 10% of the management performance base, deduction and punishment of up to 100% of the total management performance base.

8, other income:

Other income refers to: thieves fine income, bar code sales income, promoter management income, other income is not a fixed name of the net income (excluding the purchase and supplier negotiations and signing of the contract after the increase in the rebate income, vendor sponsorship income, rental income, etc.). The annual budget for the income of 400,000, each month were:

Each of the above indicators is less than 10%, deduct 5% of the management performance base, the upper limit of 100% of the management performance base.

9, the proportion of labor:

The proportion of total wages of regular and hourly workers to net sales for assessment. The ratio should be controlled within 1.35%. Every more than 0.05%, deduct 30% of the management performance base, the upper limit is 100% of the management performance base.

Fifth, the completion of the incentive index standard:

1, Gross Profit Award:

Phased calculation of the completion of the amount of comprehensive gross profit, exceeding the gross profit amount of the budgeted portion of 12%, as a reward, a unified report to the company for approval by the general manager of the region to formulate a specific allocation program after the cash. Among them, the store manager or presiding over the work of the deputy store manager in June and December two assessment and cash; assistant store manager, department manager or presiding over the work of the assistant manager to quarterly assessment and cash; all other employees to monthly assessment and cash for the stage.

2, the best service awards:

Quarterly statistics on the performance of each store's service assessment, the results ranked in the top three stores, were given to the corresponding store manager 800, 600, 300 yuan, 60 employees, 50, 30 yuan reward.

3, the best employee satisfaction award:

Based on the results of the Personnel Department's employee satisfaction survey, the satisfaction of the best of the first three stores, respectively, to give the corresponding store manager 1000, 800, 600 yuan, employees 60, 50, 30 yuan reward.

Six, the assessment cycle of the assessment points and performance pay cash method:

1, the assessment cycle of the assessment indicators and performance pay cash method:

In addition to loss and controllable costs of two indicators, the remaining eight indicators of the month assessment, the month cash. Loss and controllable costs of the two indicators according to its share of the management base from the full amount of the advance, loss in the two large plate months, controllable costs in June and December respectively, assessment and cash.

2, the method of honoring the reward indicators:

a) Sales, gross profit excess of the reward, according to the sixth item of the requirements of Article 1 implementation.

b) Rewards for services are honored in quarterly installments.

c) Other incentives are in principle realized at the end of the year.

d) The regional general manager can be adjusted according to the overall situation, decide whether to adjust the frequency of bonus payments.

Seven, for example:

For example, a month to complete: 92% of the sales budget, 80% of the budget to complete the amount of gross profit, zero sales accounted for 13%, negative inventory of 1.4%, high inventory of 7.3%, did not make inventory, so there is no loss of value, controllable expenses are not assessed period, other income is lower than the budget by one percentage point, service standards, labor ratio of 1.4%. Then the wage calculation method is:

1, assuming that the example of the employee's salary is 1,000 yuan. Then the fixed salary = 60% of the original salary = 600 yuan. Then A = 400 dollars.

2, the total performance base = A - sales completion rate = 400-100% = 400 yuan

3, the gross profit performance base = 40% of the total performance = 400-40% = 160 yuan

4, the gross profit performance salary = gross profit performance base - gross profit completion rate = 160-80% = 128 yuan

5, the management of the performance base = total 60% of the performance base = 400-60% = 240 yuan

6, zero sales, negative inventory, high inventory, other income, services, labor share of the deduction rate are: 20%, 00%, 00%, 12%, 00%, 30%. Another depletion and controllable expenses need to be withheld.

7, management performance pay = management performance base - ∑ (management performance base - various management indicators of the deduction rate) = 240 - [(240-20%) + (240-12%) + (240-30%)] = 240 - 148.8 = 91.2 (yuan). There are two other indicators, depletion and controllable expenses, which are accumulated and calculated uniformly when assessing their period. Calculation of the base is 240 dollars.

8, total performance pay = gross profit performance pay + management performance pay = 128 + 91.2 = 219.2

9, the month's total salary = fixed salary + total performance pay = 600 + 219.2 = 819.2.

(There are two other indicators of attrition and controllable costs, cumulative to the assessment of its period of time to calculate the unified. Calculation of the base for 240 yuan.)

The above assessment program in duplicate, the appraisal party and the appraised party each holds a copy, both parties *** with the compliance of the assessment indicators and other content. The company will make full use of existing resources to fully cooperate with the - store manager to achieve the above business objectives, the final interpretation of the above assessment program in the company's human resources department.

The company's performance appraisal program 5

First, the assessment principles

1, performance assessment (quantitative) + behavioral assessment (qualitative).

2, quantitative to do strictly to the company's income performance as a standard, qualitative to do fair and objective.

3, the results of the assessment is linked to employee income.

Second, the assessment standards

1, sales staff performance assessment standards for the company's operating income indicators and targets for the month, the company will be adjusted quarterly.

2, sales staff behavioral assessment standards.

(1) the implementation of compliance with the company's work system, attendance system, confidentiality system and other company regulations on behavioral performance.

(2) The performance of behavior to fulfill the work of the department.

(3) Behavioral performance to complete the work task.

(4) Behavioral performance in complying with national laws and regulations and social morality.

(5) Other.

Among them: the behavioral performance of the month for those who are qualified for more than 0.6 points, good behavioral performance for more than 0.8 points, excellent behavioral performance for a full score of 1 points. If there are a few outstanding performers in the month, the outstanding performers can add up to 1.2 points.

If there is a violation of national laws and regulations, serious violations of company regulations, work accidents, serious errors in the workplace, the behavioral assessment scores are all 0 points.

Third, the assessment content and indicators

1, the assessment project assessment indicators weight evaluation standard scoring

Work performance quantitative indicators of sales completion rate of 35% of the actual completed sales ÷ plan to complete sales × 100%.

The appraisal standard is 100%, and for every 5% below, 1 point will be deducted from the item.

Sales growth rate of 10% compared with the previous month or year's sales performance, each increase of 1%, plus 1 point, negative growth does not deduct points.

New customer development 15% of each new customer, plus 2 points.

Qualitative indicators market information collection 5% 1. Complete the collection of market information within the specified time, otherwise 0 points.

2. Monthly collection of valid information shall not be less than x, each less 1 point deduction

Report submission 5%. The relevant report will be submitted to the designated office within the specified time, and those who fail to submit it according to the specified time will be given 0 points.

3, the quality of the report scored 4 points, those who do not meet this standard, 0 points

Sales system implementation 5%, each violation, the item deducted 1 point.

Working ability to analyze and judge 5%

1 point: weak, can not make timely and correct analysis and judgment.

2 points: general, can make simple analysis and judgment of the problem.

3 points: strong, can analyze and judge complex problems, but can not be flexibly applied to practical work.

4 points: strong, can quickly make a more correct judgment of the objective environment, and can be flexibly applied to the actual work to achieve better sales performance.

Communication skills 5%

1 point: can express their thoughts and ideas more clearly.

2 points: have some persuasive ability.

3 points: can effectively resolve conflicts.

4 points: can flexibly use a variety of conversation skills to communicate with others.

Flexibility 5%, to respond to changes in the objective environment, can be flexible to take corresponding measures.

Work Attitude Employee Attendance 2%. Monthly staff attendance rate of 100%, full marks, late once, deduct 1 point (3 times and less).

4. Monthly cumulative tardiness of more than three times, the score is 0

2% of the daily code of conduct violations, deduct 2 points.

Responsibility 3% 0 points: sloppy work, can not quality, quantity to complete the work task and the work attitude is not serious.

1 point: consciously complete the work task, but the work of the mistakes, sometimes shirk responsibility.

2 points: consciously complete the work task and responsible for their own behavior.

3 points: in addition to doing their own work, but also take the initiative to undertake additional work within the company.

Service consciousness 3% of a customer complaint, deduct 3 points.

Fourth, the assessment method

1, the staff assessment time: the first working day of the next month.

2, the staff assessment results announced time: the third working day of next January.

3, the amount of employee assessment linked to income: .20% of the monthly salary; performance assessment amount of 15%; behavioral assessment amount of 5%.

4, the floating limit of employee assessment-linked income: 80-140% of the month's salary.

5, the staff linked to the issuance of income: the amount of monthly staff assessment linked to the amount of income is not issued, the quarterly issuance of three months of staff assessment linked to the actual proceeds of income.

V. Assessment procedures

1, performance assessment: according to the assessment standards by the Ministry of Finance in accordance with the month of the company's business income unified implementation.

2, behavioral assessment: by the sales manager.

Six, the results of the assessment

1, performance assessment results announced once a month, the departmental behavioral assessment results (departmental average score) announced once a month.

2, the results of employee behavioral assessment monthly notification to the individual employee being assessed, employees should not ask each other.

3, the monthly assessment results in addition to the employee's income for the month is linked to the comprehensive results of the company's decision to adjust the salary level, job promotion and personnel mobilization of the important basis.

4, such as the month of the assessment results have objections, please within one week from the date of publication of the results of the assessment to the department manager or the Department of Administration and Human Resources.

Company performance appraisal program6

I. Purpose:

In order to enhance the company's overall management level and business performance; the staff's work performance to carry out an objective and fair evaluation, to strengthen the staff's sense of responsibility and goal orientation, to promote staff to continuously improve and enhance the work performance, work efficiency; to grasp the staff's work performance and ability to achieve the company's goals. Work performance and ability to achieve the company's human resources optimization.

Second, the scope:

The company's staff (except for the Business Department, Finance Department), the list of participants in the assessment in accordance with the "team performance appraisal staff list.

Third, the content of the assessment:

1, the departments of the monthly work objectives (plans)

2, the departments of the monthly work objectives (plans) quality assessment

3, the departments of the staff disciplinary action

Fourth, the departments of the monthly work objectives (plans) of the evaluation:

1, the departments of the 25th of each month before (holidays) will be the next month, the next month, the next month, the next month, the next month, the next month, the next month, the next month. (postponed) will be the next month's work objectives (program) electronic file submitted to the factory director's office.

2, the 2nd of each month (extended on holidays), "verifier" according to the "monthly work plan quality scoring standards", the departments of the monthly work objectives (plans) scoring; at the same time for the departments of the monthly work objectives (plans) to put forward modifications. The proposal.

V. Departmental monthly work objectives (plan) quality scoring standards:

VI. Staff disciplinary assessment methods:

1, disciplinary behavior: violation of the company's "Employee Handbook", late, leave early, absenteeism, early off-duty meals, midday commuting continuous punching card, "non-work needs. Long stay outside, leave without "filling out a leave card beforehand", travel without a travel application form, no punch card record is not timely for the reasons why the card is not punched description; not according to the company's requirements dress, other disciplinary behavior.

2, the verifier from time to time on the above behavior for random checks, random checks once found staff have the above disciplinary behavior, strictly in accordance with the company's relevant systems to deal with.

3, staff disciplinary behavior assessment as a regular assessment indicators, included in the departments of the monthly work objectives (plans), the department of each occurrence of 1 staff disciplinary behavior, from the month of the departmental team performance scores by deducting 1 point.

VII, the general manager of the special incentives:

Manager identified as particularly efficient performance departments, can be based on a comprehensive score of additional points; identified by the general manager of the performance of particularly inefficient departments, can be based on a comprehensive score of additional points.

VIII, performance "comprehensive score formula", "level" and "bonus amount":

1, comprehensive score formula: comprehensive score = Departmental monthly work objectives (program) assessment score × 80% + monthly work objectives (program) quality assessment score × 20% + general manager special plus or minus points.

2, grade division: A level (90 to 100) points; B level (60 to 89) points; C level (0 to 59) points.

3, the amount of money (department members per month per person): A level 100 yuan, B level 50 yuan, C level 0 yuan.

IX. Penalties:

1, the selection cycle, the monthly work objectives are not decomposed to the individual, the assessment of communication is not in place in the department, the comprehensive score is halved.

2, the selection cycle, was found to fail, false behavior of the department, cancel its departmental eligibility to participate in the evaluation, the comprehensive score of zero.

X. Evaluation of performance:

1, the verifier statistics of the monthly work plan completion rate, the Office of the Plant Manager to review the completion rate of departmental submissions, tracking the implementation of the "monthly work objectives of each department (plan)", statistics of the general manager of each department to complete the rate of instructions, calculate the overall score of the departments and prepare the list of winners, the verifier review the list of winners, the verifier review the list of winners, and the general manager of each department to calculate the overall score and prepare the list of winners. The verifier examines the list of winners and announces the results of the awards.

2, the monthly list of winners and the amount of awards at least 3 days of publicity.

3, the participating departments staff have objections to the results of the announcement, can be announced within three days from the date of complaint to the project team; verifier received complaints, should be replied to within one working day; if the verifier can not be resolved, to be submitted to the plant manager to be resolved.

4. If there is no objection within three days from the date of public announcement or if all the objections are resolved, the result will take effect three days after the date of public announcement; if there are still objections after three days from the date of public announcement, the result will take effect on the next day after all the objections are resolved.

XI, the results of the application:

1, the assessed staff monthly "team performance award" issued basis.

2, the year-end bonus assessment basis, the head of the unit salary increase, position promotion assessment basis.

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