About the performance appraisal scheme of sales staff

In order to ensure the safe and smooth progress of things or work, we need to make a scheme in advance, which is a business plan that clarifies the time, place, purpose, expected effect, budget and methods of specific actions. So have you understood the plan? The following is the performance appraisal scheme of sales staff that I have compiled for you, for reference only, hoping to help you.

performance appraisal scheme for sales staff 1

In order to arouse the enthusiasm and creativity of employees in this department, guide employees to do their jobs well and continuously improve work efficiency and quality, this method is formulated in accordance with the relevant regulations of the company and the actual situation of this department.

First, the basic principles of performance-based salary distribution

1. The principle of linking with performance, position, skills and contribution and reasonably widening the gap;

2. Principles of openness, fairness and justice;

3. The principle of regular assessment and monthly distribution.

II. Contents of performance appraisal

1. Monthly appraisal

The monthly appraisal of staff in this department uses the Detailed Rules for Employee's Monthly Performance Appraisal to assess the performance of work duties in that month.

2. Annual assessment

The annual assessment of personnel in this department is determined by the average monthly assessment score, annual work ability and attitude assessment.

comprehensive score of employee's annual performance appraisal = average score of employee's monthly performance appraisal × 71%+assessment score of ability index × 15%+assessment score of attitude index × 15%;

the top 5% of the comprehensive score of the annual performance appraisal of department personnel is excellent.

iii. Monthly performance pay

The monthly performance pay of employees is determined according to the monthly performance appraisal.

employee's monthly performance salary = monthly performance salary base × personal performance coefficient × monthly evaluation coefficient.

the performance salary base of this department is determined by the leaders of this department according to the completion of the work indicators of this department.

IV. Appraisal Procedures

I. Organizing the appraisal

1. Before the 28th of each month, each employee shall submit his/her work diary of that month to the department leader.

2. In employee assessment, the assessment score of the minister is 61%, and the assessment score of the deputy minister and assistant minister is 21% respectively.

second, performance feedback interview

before the 5th of the following month, the department leaders conducted feedback interviews according to the performance appraisal of employees to help them improve and improve their work.

V. Other regulations

1. Those who take time off will be deducted 2 points/day, and they will take continuous or accumulated leave (except legal rest days) for 11 days (including 11 days), and they will not enjoy the performance salary of the month;

2. Those who are absent from work for half a day will be deducted 51% of their performance pay in the current month, and those who are absent from work for one day or more will be deducted their performance pay in the current month.

3. If the reporter fails to submit the report to the working day of the current month, the individual's performance salary of the current month will be deducted. Performance appraisal scheme for salespeople 2

Chapter I General Provisions

Article 1 In order to strengthen sales management, increase the company's operating income, improve the enthusiasm of salespeople, establish and improve sales reward and punishment management, and strengthen employees' sense of responsibility by implementing specific quantitative assessment indicators and measures to people, so as to lay a good foundation for making boutique restaurants.

Article 2 Purpose and Principles of Performance Management

(1) Implement target management through the assessment management system to ensure the smooth realization of the company's business objectives; Help sales staff improve their working ability through assessment management.

(3) follow the principles of fairness, justice and openness; Rewards and punishments should be based, distributed and supervised, and daily work and performance should be taken as an important basis for employee assessment.

chapter ii assessment methods of sales management

article 3 salary assessment of sales managers

(1) salary composition: according to the salary management system of xxx catering management co., ltd., the salary of a sales manager consists of "salary (basic salary)+commission", in which "salary (basic salary)" is 2111 yuan, and commission includes commission for the number of tables, commission for the refund amount and banquet.

(2) mobile phone fee subsidy: the monthly mobile phone subsidy is RMB 111.11.

article 4 composition of assessment indicators: the assessment content consists of business indicators and various sales commissions.

(1) business indicators: the task indicators of the sales department are set according to 71%-72% of the company's business indicators, and 72% of the month when the business indicators are exceeded, and the excess part is accrued according to 2%; In the month below 71% of the business target, the unfinished part will be deducted by 1%, and in the range of 71%-72% of the business target, there will be no reward or punishment. The specific contents are as follows:

(1) The sales manager takes the sales task as the evaluation base, and the calculation formula is:

Bonus = (monthly performance of sales department-monthly task of sales department) × 2%

. Calculation formula:

bonus = (sales manager's monthly performance-sales manager's monthly task) ×2%

penalty = (sales manager's monthly task-sales manager's monthly performance) ×1%

(3) special circumstances shall be rewarded separately after being reported to the superior company for approval.

(2) All kinds of commissions: including commission on the number of private rooms, commission on the amount of money returned, commission on banquets, commission on prepaid cards, etc. The specific commission standards are as follows:

(1) commission on the number of private rooms:

① Lunch: for each table completed (with no less than 4 people per table and per capita consumption of no less than 151 yuan), the commission is 15 yuan/table;

② dinner: for each table (each table has no less than 4 people, and the per capita consumption is not less than RMB 151), the commission is RMB 11/table;

(2) commission on the repayment amount:

① The monthly basic repayment amount of the sales manager is 51,111 yuan, and the commission is 1.2% if it is more than 51,111 yuan (excluding) but less than 111,111 yuan (excluding); 1.3% commission for more than RMB 1,111,111 (inclusive) and less than RMB 1,511,111 (exclusive); 151,111 yuan (inclusive) to 211,111 yuan (exclusive), 1.4% commission; From 211,111 yuan (inclusive) to 251,111 yuan (exclusive), the commission shall be 1.5%; More than 251,111 yuan (inclusive) and less than 311,111 yuan (exclusive), with a commission of 1.7%; 1.8% commission for more than 311,111 yuan and less than 411,111 yuan; Above 411,111 yuan (inclusive), the commission shall be 1%.

② For the overdue suspense account, the actual payment will be reduced by 21% for each month overdue; For example, if it is overdue for one month, it will be calculated as 81% of the repayment amount; if it is overdue for two months, it will be calculated as 61% of the repayment amount, and so on; if it is overdue for five months, it will no longer be included in the repayment amount.

(3) Banquet commission:

In order to improve the attendance rate on weekends and holidays and the' large-scale catering consumption activities of group units, the policy of selling all banquet staff is implemented.

① wedding banquets, conference banquets, birthday banquets, classmates' gatherings, etc., banquets with per capita food consumption of more than 1.51 yuan (inclusive) and no less than three tables are included in the banquet commission.

② Banquet consumption included in the commission must be settled on the day of reception, and the settlement method does not include suspense and prepaid card settlement.

③ Banquets that meet the banquet commission standard are all drawn to the employees who introduce the business according to 4% of the settlement amount. When the banquet introduced by employees cannot independently complete the reception and coordination task (reception and coordination cannot affect their own work), they must be handed over to the sales staff for reception, and the ratio of the sales staff responsible for reception to the employees introducing business is 4:6.

(4) the consumption received by the sales staff that has been included in the banquet commission is not included in the monthly payment commission, and is not included in the table number commission.

(4) commission for prepaid cards:

① The commission ratio for one-time recharge of 3,111 to 11,111 yuan (excluding) is 2%;

(2) A one-time recharge of 11,111 yuan to 31,111 yuan (excluding) is 2.5%;

(3) A one-time recharge of 31,111 yuan to 51,111 yuan (excluding) is 3%;

(4) the percentage of commission for one-time recharge of 51,111 yuan to 111,111 yuan (excluding) is 3.5%, and (5) the percentage of commission for one-time recharge of more than 111,111 yuan is 4%.

⑥ The prepaid card consumption is not included in the commission, but can be included in the sales performance of the current month and enjoy the commission on the number of tables. The banquet consumption settled by prepaid card is not included in the commission.

article 5 the company selects 1 sales champions every year and rewards them according to the standards of excellent employees. It is required to abide by the rules and discipline, be loyal to the company, love their jobs and have a good mass base, and the annual sales performance is the first in the company.

article 6 sales management

(1) if the monthly sales performance of the sales manager (excluding employees on probation) is less than 51,111 yuan, the performance salary will be deducted, and those who fail to achieve the basic sales performance for two consecutive months will be dismissed.

(2) During the probation period, the salary of the sales manager will be paid at 81% of the salary standard, and the sales commission of the company will be enjoyed. If the repayment amount is less than 51,111 yuan (inclusive), the commission will be 1.2%.

(3) Visiting customers from 9: 11-11: 11 and 14:11-17:11 every day. The sales manager shall visit customers at least three times a day (excluding holidays), and will be fined RMB 11 for each reduction.

(4) the sales manager must make a good record of the visit on that day, and the visit record should be submitted to the person in charge of the sales department for review before leaving work every afternoon.

(5) When the sales staff leaves work every afternoon, they must inform the person in charge of the sales department in person or by short message.

(6) Sales staff should take the initiative to contact and communicate with the agreed customers, and must pay a return visit by phone or SMS once a week. The company provides the sales manager with a unified mobile phone card, which the sales staff must use when contacting and communicating with customers. The telephone reimbursement documents shall be based on this card, and the mobile phone card shall be handed over together when leaving the company.

(7) Any agreed customer who has not spent money in the store for two consecutive months will automatically become a non-agreed customer, and other salespeople can redevelop it.

(8) the sales staff must sort out the customer files, improve the relevant contents, and summarize and report the monthly customer departure (return) and agreement signing.

article 7 in-store maintenance management

(1) the sales manager is responsible for the maintenance of customers entering the store in the duty area and the issuance of business cards, and completes the pre-meal position as required, and actively assists the front office staff to guide the customers entering the store.

(2) If there is an agreement or an appointment with a customer, the off-duty personnel must meet in the front hall and provide guidance and tracking services.

(3) The sales manager is responsible for ordering food and standard catering in the room (zero point) in the duty area, and giving the menu to the guests for confirmation and soliciting opinions, so as to recommend the company's characteristics and advantages to the guests, narrow the distance with the customers, and do a good job in communication and coordination. The customers who enter the store for the first time will not be regarded as the number of tables and performance commission.

Chapter III Complaints and Supplementary Provisions

Article 8 If an employee disagrees with the assessment results, he/she may lodge a complaint with the Administration and Personnel Department in writing.

article 9 this plan shall be implemented as of the date of issuance, and the administrative personnel department shall be responsible for the implementation and have the final interpretation right. ;