Executive ability, improve the management level of grass-roots department leaders.
To promote efficiency through management, we decided to carry out the 2009-20 1 1 annual employee debriefing evaluation activities. Therefore, this scheme is specially formulated.
First, the scope of debriefing posts
On-the-job employees, the specific list is attached.
Second, the basic principles
(1) The principle of seeking truth from facts. All debriefing personnel should carefully prepare debriefing materials according to their own actual conditions, be concise and to the point, do not drag their feet, and do not talk big words, empty words or cliches.
(two) the principle of pragmatic, not a mere formality, do not go through the motions, through summary and improvement to enhance the implementation ability and improve work efficiency.
(3) The principle of openness and fairness. The evaluation score should be realistic, the employees involved in the evaluation should not be selfish, and the evaluated personnel should implement it.
Objective and fair evaluation, it is strictly forbidden to take the opportunity to slander and retaliate.
Three. when and where
Time: 20 1 1 April.
Venue: Director's evaluation meeting room.
Evaluation activities of debriefing within departments-each department specifies its own position.
Fourth, the content of debriefing.
Including: personal profile, such as name, educational background and references.
Working hours, working hours in tobacco, basic work resume, etc. From April 20, 2009 to March 20, 2009 (since the new employee joined the company), I reviewed the performance of my duties.
(a) the grass-roots departments responsible for the above personnel debriefing report.
1. Work performance summary: Make a comprehensive analysis of this year's work according to the department's scope of responsibilities and related assessment indicators. minute
The following two levels: the value level: the development and completion of all work.
Situation: management level: what are the improvements and understandings of one's own quality, and what are the key points in team building.
2. Summarize the shortcomings in the work: in view of the problems in the work.
The topic should be deeply analyzed, and an executable plan should be put forward. You can't talk big and deal with it.
3. The next work plan: on the basis of the strategic objectives of the enterprise, do a good job in the development planning of this department. There must be more.
Keywords high goal, innovative ideas, innovative measures,
(II) Contents of the debriefing reports of employees in other positions
1, debriefing content:
Work summary: Complete the objectives undertaken by this position and achieve results.
Major achievements. According to my job responsibilities, assessment indicators, to
In-depth analysis of their own shortcomings and defects, as well as the hope of learning and training.
Main problems: problems existing in current work.
To understand correctly, we must have ideas and methods to deal with problems and ask questions.
Physical and chemical suggestions.
Make development plans for the next year, such as work plans and personal career plans.
2. After the debriefing report is written, submit it to the department head for review and signature.
All the staff of the department report their work publicly, and the leaders in charge must participate in the whole process supervision of the work in the office.
Verb (abbreviation for verb) evaluates the content
(1) Comprehensive quality (30 points)
According to the quality model, see Annex I. ..
(2) Management skill assessment (15).
(3) Professional skills assessment (15).
(4) Diligent and conscientious assessment (10 score).
(5) Work performance appraisal (30 points), with an annual appraisal score of x30%.
See Annex II for scoring criteria.
Six, the evaluation procedure of debriefing
(1) Mobilization and deployment
1. Establish a leading group for debriefing.
2. Publicity and mobilization. Formulate and distribute activity plans, organize learning, make use of information disclosure column to disclose relevant information such as evaluation objects to employees, and carry out work deployment and ideological mobilization.
3. Write a debriefing report. According to the review requirements, the review object draws a conclusion.
According to your own reality, carefully write a report on your work and evaluate yourself truthfully.
Performance, pointing out the existing problems. Clarify the intensity of rectification
To.
The debriefing report shall be reviewed by the leaders in charge, and the unqualified report shall be revised. Before April 10, each responsible person will send the debriefing report to. ...
(b) Focus on review
1, focus on reporting. The debriefing report shall be made by each reviewer to the General Assembly, and the time shall generally be controlled within 65,438+00 minutes.
2. On-site evaluation. After the debriefing, release the position of department head.
Report on work evaluation form ",the participants should report on work evaluation according to the scoring standard.
The evaluation of anonymous members shall be conducted according to their professional quality and business ability.
Strength, management ability, coordination ability, team ability, learning ability.
Six aspects of evaluation, and put forward opinions and suggestions. Above work
After the completion, the staff collected the debriefing reports and investigation results of various departments.
Form, summarize and file,
The specific procedures are as follows
(1) The debriefers will take the stage in turn according to the arrangement of the host.
Post;
(2) The main leaders made brief comments and put forward suggestions for the next step.
Make suggestions on the work;
(3) The participants listened to the debriefing report and combined with the debriefing staff.
Evaluate and score the usual work performance against the evaluation form;
(4) After the debriefing, the staff will take back all the score sheets, and then collect the scores statistically and report them to the manager's office as the basis for assessment and employment.
(III) Department Review (April10-April 20th)
All departments refer to the centralized audit procedure of 2065438+01April 20th.
Organize the staff of this department to report their work before and two days before reporting.
Submit a debriefing report to the office, and the supervisor of the debriefing personnel will report the debriefing situation.
Check the report, and the office will check the quality of the report.
No one who checks or perfunctory is allowed to attend the debriefing. The completion of debriefing will be included in the assessment of all departments in the second quarter.
(4) Implementation of rectification and feedback. The leader of the debriefing activities is Xiao.
The opinions and suggestions collected by the team and the office in the review activities shall be
Timely feedback to the evaluated object, and urge the rectification,
Six, the application of scoring methods and evaluation results
(1) Evaluation score
1, the grass-roots department is responsible for the above personnel: full score 100.
Divided into two parts.
Leadership assessment accounts for 30%. According to the main contents of the six aspects of appraisal, the members of the unit team usually supervise and appraise the appraisal object.
Understand all aspects of the situation to assign points, take weighted average, equivalent.
Scores are included in the total score.
Employee evaluation accounts for 70%. According to the debriefing, the test scores are evaluated, and the weighted average is taken, and the converted scores are included in the total score.
2. Ordinary employees: full score 100, consisting of three parts.
Superior evaluation, in charge of leadership evaluation, accounting for 20%, department head evaluation. Accounting for 40%. Specifically, the superior scores according to the contents and standards recorded in the appraisal form, combined with the supervision and understanding of the appraisal object at ordinary times, and the converted score is included in the total score.
Employee evaluation, accounting for 40%. According to the debriefing situation, the evaluation formula is divided, the weighted average is taken, and the converted score is included in the total score.
3. The evaluation results are divided into four grades: excellent, competent, basically competent and incompetent. A total score of 90 or more is excellent, and a score of 80 or more and a score of 90 or less is competent. More than 70 points and less than 80 points are basically competent, and less than 70 points are incompetent.
(2) Application of evaluation results. According to the assessment results of the previous year, debriefing honesty and democratic assessment, the party group of the company discussed and decided on the candidates to be hired. If the assessment result is qualified or above (including qualified), in principle, all employees will remain in their current posts, and the employment letter will be renewed to 20 1 1 year1February 3 1 day. If the evaluation results are basically qualified, the company leaders will admonish them: if the evaluation results are qualified, the grass-roots departments will dismiss them, and the office will study and adjust their posts, and they will not be promoted and used within one year. Each employee's debriefing evaluation should be recorded in his personnel file to provide a basis for selecting and appointing cadres.
Seven. job requirement
(a) the office should conscientiously do a good job in the preparations for the debriefing of all staff, including arranging the venue, making the logo, and notifying the meeting.
(2) Make overall arrangements and make solid progress. All departments should make reasonable arrangements and advance in an orderly manner according to the work arrangement, and effectively ensure the correct advancement of business work and evaluation activities.
(3) Seriously evaluate discipline. Relevant staff should be serious and responsible, keep secrets strictly, and shall not modify the evaluation data or change the evaluation results without authorization: they shall not induce appraisers to make false evaluations. Violators are transferred from their posts, and if the circumstances are serious, they will be given disciplinary sanctions. The evaluated personnel shall not canvass or take improper means to interfere with the evaluation work. Violators are subject to "one-vote veto" and directly classified as "unqualified" personnel.
(4) Employees participating in the evaluation will evaluate and score the debriefing personnel on the spot, and the staff will collect and sort out the score sheet and calculate the evaluation results.
(5) All debriefing personnel should be carefully prepared, strictly observe discipline, and work together with * * * to draw a satisfactory full stop for the debriefing work.
1, list of reporters
2, the grass-roots departments above post personnel evaluation table, ordinary personnel post evaluation table.