First of all, there should be the responsibilities of supermarket manager (department manager or cabinet director) and supermarket cashier, and then set performance goals according to the responsibilities. Do a good job at the cashier level first because: job performance evaluation refers to the method of checking and evaluating the performance of relevant personnel in the prescribed duties by adopting scientific methods according to certain standards. Performance appraisal can provide a basis for employee salary payment and bonus increase and decrease; Provide a basis for employee job changes; It provides a formal communication channel between employees and superiors; Let employees clearly understand the expectations of the enterprise and the true evaluation of them, that is, let the enterprise adjust the current policy. I. Purpose

1. In order to better guide employees' behavior, strengthen employees' self-management, improve work performance, tap employees' potential, realize better communication between employees and superiors, build an excellent team with development potential and creativity, and promote the realization of the company's overall strategic objectives.

2. Evaluate the daily work and code of conduct of supermarket cashiers, judge whether they are competent, and take this as the basis of human resource management to ensure the scientificity and seriousness of their salary, promotion, transfer, reward, professional skills development or dismissal. Ensure the realization of the company's performance target management.

Second, the scope of application

Performance appraisal is mainly a regular assessment of all regular employees. Third, the cashier performance appraisal content

1, the cashier evaluates it once every six months and comprehensively evaluates it at the end of each year.

2. Evaluation methods include: percentage evaluation summary, customer opinion survey summary, typical events addition and subtraction, work completion evaluation, democratic evaluation, sales completion rate, work plan completion and work goal achievement evaluation.

3, evaluation (accounting for 40% of the total performance evaluation)

① Behavior and Morality (10%): summarize the performance of service standards and the survey results of customers' opinions, evaluate employees' service behaviors, add customers' favorable comments and deduct customers' complaints. Satisfaction adds points, dissatisfaction subtracts points.

② Work attitude (65,438+00%): assess the attendance and overtime of employees such as being late, leaving early, taking personal leave and working overtime; Personal leave is deducted one point each time or one point every day, and sick leave is not deducted. In order to finish the work better, take the initiative to work overtime once and try to obey the unplanned work arrangement once. Have the spirit of cooperation and cooperate with all work. In particular, temporary work takes the initiative to get extra points, and points are reduced without reason.

③ Mental outlook and psychological quality (65,438+00%): employees' daily words and deeds, such as whether to actively publicize the company's reputation, correctly understand and publicize the company's policies, evaluate employees, love the company and support the company's policies and guidelines.

④ Evaluate employees' mental outlook and psychological quality by their daily working status (65,438+00%) and attitude towards colleagues. Add or subtract points from typical events, or conduct democratic appraisal regularly. It is necessary to prevent only deducting points without adding points, and to prevent being too sensitive to bad behaviors but unaware of positive good behaviors.

4, performance appraisal (accounting for 60% of the total performance appraisal)

① Performance of job responsibilities (20%): points will be deducted for dereliction of duty, and points will be added for completing this work or other temporary work efficiently and with high quality as required. Keep uninterrupted records and evaluate them once a month. Summarize once every six months and conduct a complete evaluation. ② Execution of temporary work tasks (20%): The task scheduler is responsible for evaluating the execution effect of temporary work tasks assigned to employees, once after each large-scale activity or task, or once a month by the department head. (3) Business skill test (20%): All the more important tests and examination scores organized by the department are converted into average score 100%.

Four. Evaluation results: The supervisor evaluates the performance of employees, which is divided into four grades: excellent, competent, in need of improvement and dereliction of duty.

1. Excellent overcame the unfavorable conditions in previous work, completed the basic work of employees and important tasks assigned by superiors on time, strictly implemented the company's rules and regulations, and achieved great benefits or improvements in business, production or management;

2. Competency: In the preliminary work, employees completed their basic work and important tasks assigned by superiors, strictly implemented the company's rules and regulations, and achieved the work performance goals set in the previous period;

3. The need for improvement is because employees did not complete their basic work and important tasks assigned by superiors in the early stage, did not strictly implement the company's rules and regulations, and did not complete the work performance goals set in the previous stage;

4. Dereliction of duty refers to employees' failure to complete their own jobs and important tasks assigned by superiors in the preliminary work, failure to strictly implement the company's rules and regulations, and multiple or major mistakes in their work, which have caused great losses to the company's interests.

Five, performance management and performance evaluation should achieve the effect.

1. Employee's salary consists of basic salary and performance salary, accounting for 90% and 10% of the total salary respectively, and performance salary is linked to the assessment results;

2. The total performance score is 20 points, 0-5 is dereliction of duty, and the performance salary is 0% to 5%; The score of 6- 10 is to be promoted, and the performance salary is 6% to10%; 1 1- 15 is competent, and the performance salary is 1 1% to15%; 16-20 excellent, performance pay 16% to 20%;

3. Those who are qualified for a long time can enjoy a paid vacation on a certain day;

4. At the end of each year, the company will summarize the annual work performance according to the performance of the general manager in charge and his department, so as to determine the year-end bonus and promotion of the supervisor.

Performance appraisal is to understand the conduct and performance level of everyone in the organization and provide constructive feedback, so that employees can understand the company's evaluation of his work, know his boss's expectations and requirements, and know what the standards and requirements of excellent employees are. Help managers to strengthen the correct behavior of subordinates, promote effective and continuous communication between superiors and subordinates, and improve management performance; Understand the needs of employee training and education, and provide basis for the company's training development plan. It provides accurate and useful basis for the company's salary decision, employee promotion, post transfer and bonus distribution. Strengthening the clarity of work plans and objectives of all departments and employees, and changing from extensive management to monitorable assessment will help improve the overall performance of the company and promote the realization of the overall goals of the company.