Performance appraisal is an important part of modern administrative management, an important way to correctly evaluate the performance of civil servants, an important measure to strengthen scientific management and improve the efficiency of civil servants, and a basic work of annual assessment of civil servants. In order to standardize the work and promote the performance appraisal work to be carried out in a solid and effective way, these measures are formulated according to the opinions on performance appraisal of civil servants in Fujian Province and the Interim Measures for performance appraisal of civil servants in Fuqing City, and combined with the actual situation of our bureau:
I. Guiding ideology
Under the guidance of Theory of Three Represents, we should establish a cadre assessment standard with work performance as the core, so as to institutionalize and standardize the performance assessment of civil servants, further mobilize their enthusiasm and creativity, enhance their awareness of service, legal system and efficiency, change their work style and improve the quality and level of serving the people.
Second, the evaluation object
All cadres and workers of bureau organs and grass-roots radio and television stations.
Third, the evaluation content and basis.
The evaluation content mainly includes four aspects: morality, ability, diligence and performance, with the emphasis on the evaluation of work performance.
Moral character refers to political quality and moral quality, including ideological and political performance (stressing politics, learning to be a man, and earnestly studying Theory of Three Represents Theory; Implement the party's line, principles, policies and national laws, and practice the requirements of "Theory of Three Represents"; Actively participate in political learning activities and various central work; Law-abiding, honest and clean), professional ethics (observing basic professional ethics, obeying leaders and uniting with comrades; Be loyal to their duties, seek truth from facts, act in accordance with the law, change the style of organs, improve work efficiency, and be enthusiastic about doing practical things for the masses and grassroots; Strong sense of service); Actively participate in various activities of organ efficiency construction, and have good social morality (taking the overall situation into account, having the concept of collective honor, being fair and upright, being honest and trustworthy; Abide by the code of conduct of civil servants and strengthen their self-cultivation; Pay attention to public morality, be ready to help others, respect the old and love the young, be courageous, be modest and prudent, behave in a civilized manner and dress modestly.
Ability refers to business knowledge and working ability, including the theoretical level of legal policy (familiar with the laws, regulations and management knowledge of one's own job and office work, and able to correctly understand and implement legal policies at work) and the working ability of one's own job (familiar with and competent in one's own job, able to independently, timely and properly handle problems arising in business work; Scientific decision-making, orderly management), work coordination ability (clear working ideas, strong planning, systematicness and foresight, able to effectively carry out the internal work of the Division; Can mobilize the enthusiasm of personnel, properly handle all kinds of working relationships and interpersonal relationships), cultivate innovative ability (with innovative spirit, do everything possible or suggest to do your job well, work in this department and system, with characteristics and influence) and communicative language expression ability (can write documents and official documents needed for your job, with accurate oral expression and clear organization).
Diligence refers to the work attitude and the performance of diligence and dedication, including attendance (observing the attendance and leave cancellation system; Show the correct destination card, wear the work card and actively participate in collective and public welfare activities) and work performance (with a high sense of professionalism and responsibility, solid and proactive work; Willing to accept work tasks, regardless of personal gains and losses, with hard work and dedication; Unity and cooperation, due diligence), etc.
Performance refers to the quantity of work (fulfilling post responsibilities, completing or exceeding post tasks and matters assigned by leaders), quality (meticulous work, no mistakes, no mistakes, in line with the work standards and requirements of this post), efficiency and benefit (completing post tasks and matters assigned by leaders on time, doing things quickly and steadily, with obvious performance and good social effects).
The basis of performance evaluation is the tasks undertaken by government staff in performing their duties and positioning, as well as the rules and regulations formulated by the unit.
Iv. Evaluation grades and standards
The evaluation results are divided into four grades: excellent, good, average and poor. The basic standards of each grade are:
1, excellent: correctly implement the line, principles and policies of the party and the state, abide by laws and regulations and various rules and regulations in an exemplary manner, be familiar with business, work hard, have the spirit of reform and innovation, and make outstanding achievements.
2. Good: Correctly implement the line, principles and policies of the party and the state, consciously abide by laws, regulations and various rules and regulations, be familiar with or relatively familiar with business, be proactive in work, and be able to complete tasks.
3. General: average ideological and political quality and professional quality, able to basically complete their own work, and unconsciously abide by various rules and regulations. However, there are obvious shortcomings in work style, lack of enthusiasm and initiative, low quality and efficiency of work completion, or some mistakes in work.
4. Poor: poor political and professional quality, serious violation of relevant rules and regulations, etc. , it is difficult to adapt to the job requirements, or the sense of responsibility is not strong, unable to complete the task, or cause serious mistakes in the work.
The specific evaluation criteria of the four grades will be clear according to the actual work situation, and the personnel rated as "excellent" will not exceed 30% of the total number of participants.
Verb (abbreviation of verb) evaluation method
Performance evaluation adopts the methods of combining quantitative evaluation with qualitative evaluation, combining leadership evaluation with mass evaluation, and combining peacetime evaluation with annual evaluation.
(a) to establish a monthly work performance account; Staff fill in the "performance appraisal registration form" on the completion of this month's work (including work quantity, quality, efficiency and contribution), and the bureau leaders will directly approve it.
(2) Half-year preliminary evaluation. The initial evaluation adopts the method of combining self-summary with leadership evaluation; It is carried out in three steps. The first step is a personal summary. According to the post responsibilities, objectives and tasks, the staff members of the organs summarize their work, study and political and ideological performance, and fill in the "Semi-annual Performance Appraisal Registration Form". The second step, debriefing. The main person in charge of the unit shall organize all personnel to make work reports. The third step is leadership assessment. On the basis of debriefing and listening to the opinions of the masses, the leaders of the bureau evaluated the performance of the staff in the past six months in combination with the monthly performance appraisal registration, and determined the performance appraisal results.
(3) year-end general evaluation. The year-end overall evaluation of performance and the annual assessment shall be conducted at the same time. Combined with the staff's annual assessment and debriefing, on the basis of mastering the work performance accumulated by each staff member throughout the year, the leaders of the bureau put forward opinions on performance appraisal, which were reported to the municipal performance appraisal working group for approval, and the performance appraisal grades of the main leaders of the bureau, on the basis of soliciting the opinions of the masses of participating units, were reviewed by the municipal performance appraisal leading group and reported to the municipal performance appraisal leading group for approval.
Sixth, performance appraisal.
The assessment of performance appraisal adopts quantitative management, and carries out daily inspection and filing, stage analysis, quarterly inspection, half-year initial evaluation, annual overall evaluation, with a percentage system, with personal evaluation as the main factor, and the leaders in charge of departments are linked according to grades respectively. Through scoring, according to the score, it is rated as excellent, good, average and poor, and recorded in the cadre management file as an important basis for the assessment of cadres. At the same time, give praise to outstanding personnel, criticize business travelers and make corrections within a time limit.
VII. Application of evaluation results
The records and evaluation results of performance appraisal are the main basis for employees' annual appraisal and evaluation. If the annual assessment result is "excellent", it should be produced from "excellent" and other personnel. Those whose performance appraisal is determined as "average", those whose annual appraisal is rated as "basically competent" or below, and those whose annual appraisal is "poor" are rated as "incompetent". Personnel whose performance appraisal is determined as "average" and "poor" shall not be recommended and commended by all levels in the next year. Individuals who are not serious about performance appraisal shall not be rated as excellent at the end of the year.
Eight, organize the implementation
Set up a leading group for bureau performance evaluation to carry out work under the unified coordination of the bureau performance office.
Nine, a few requirements
(a) the grass-roots stations, departments, department heads should take performance appraisal as the key work of organ efficiency construction, be sure to take the lead in setting an example, strengthen guidance, timely study and analyze the work situation, sum up useful experience, take effective measures to solve the problems existing in the work, and strive to make the performance appraisal work a mere formality, not going through the motions, and achieve practical results.
(two) leaders in charge should conscientiously and responsibly perform their duties, strengthen internal management, evaluate the level realistically, improve the transparency of the evaluation work, and give full play to the role of encouragement and spur in the evaluation work.
(3) All staff of the government should have a deep understanding of the significance of performance appraisal, consciously implement various systems of appraisal work, constantly improve their political and professional qualities, and strengthen their own construction to meet the requirements of "Theory of Three Represents" and the needs of the development of the new situation.
Implementation Plan of Performance Appraisal (II)
I. Guiding ideology
Taking the implementation of performance pay for teachers and staff in compulsory education schools as an opportunity, we should establish a scientific and standardized income distribution mechanism for primary and secondary schools, give full play to the leverage of performance pay, and truly do something different, do something different, do something different, and do something different, so as to encourage the majority of teachers and staff to love their jobs, work hard and forge ahead. Actively complete various tasks and objectives, and strive to promote the sustained, healthy and rapid development of education in the city.
Second, the scope of assessment: all faculty and staff.
Three. Assessment leading group and assessment time:
Each academic year or semester is evaluated at the time specified by the Education Bureau. This assessment is the result of a school year and will be converted according to the monthly assessment.
Evaluation leading group:
Team leader: Yang Zaichu
Deputy leaders: Sun Jinhe, Yang Yonghua and Wang.
Members: Yang Ziyong, Wei Xu, Cheng Dajun, grade leader, Wei Yuzhong, Yang Qinghua, Liang Ansheng and Wu Bin.
Fourth, the principle of evaluation and distribution.
1, adhere to the principle of "no pains, no gains, excellent grades and rewards". Performance pay is based on the results of performance appraisal. No matter what the reason, as long as there is no post performance appraisal result, you can't participate in the distribution and payment of performance pay.
2. Adhere to the principle of "justice, fairness and openness". The whole process of performance pay assessment and distribution is open, fair and just.
3, adhere to the principle of combining quantitative and qualitative assessment.
Five, the content of performance appraisal and quantitative scoring method
The assessment score is * * * 100, in which the teacher's morality score is 10, the attendance score is 10, the workload score is 30, the education and teaching process score is 20, and the education and teaching achievement score is 30.
(1) Teachers' morality (10 score). Clear political direction, correct educational thinking and noble professional ethics.
1, theoretical study (2 points)
① Actively and seriously participate in collective (teaching and research group study, school political and business study, off-campus study) study, and take the initiative to study by yourself since since the enlightenment, taking all the study notes. There will be no lateness, early departure and absence during the study period, and you will get full marks as a reporter.
② 0.2 points will be deducted for one absence without reason.
(3) Leave early and be late once, 0. 1 minute will be deducted.
④ 0.2 points will be deducted for incomplete notes.
2, professional ethics (8 points) according to the law to teach, love their jobs, love students, rigorous scholarship, unity and cooperation, respect for parents, honest to teach, be a model, full marks. In any of the following circumstances, points will be deducted or added:
(1) Violation of norms, fighting and insulting others' personality will be deducted 1 point each time.
(2) There is information about charging fees and booking tickets indiscriminately, per person 1 minute.
(3) Because of improper work, parents complained, resulting in a greater negative impact, 2 points each time.
(4) 5 points will be deducted for being punished by party and government discipline and public security during the semester.
⑤ If the teacher wears instruments and behaves uncivilized, 0. 1 point will be deducted at a time. Such as: wearing strange clothes, slippers, vests, miniskirts and shorts, entering the classroom, dyeing nails, smoking in the classroom, spitting on the desk, throwing debris, speaking rudely and other uncivilized behaviors.
⑥ Obstruct the completion of education and teaching tasks, disobey reasonable work arrangements, express demands in an illegal way, interfere with the normal education and teaching order, and harm the interests of students. The teacher's morality score is 0.
⑦ Kick students out of the classroom and deduct 0. 1 point each time. Corporal punishment or disguised corporal punishment (such as beating and abusing students, etc.). ) will be deducted 0.3 points each. Leave punitive homework, each person will be deducted 0. 1 point.
(8) Teachers are role models, and their behaviors have a greater positive impact on society, add 0.2 points.
Pet-name ruby regardless of their jobs, actively care about the school work, complete other temporary tasks, maintain the reputation of the school, make contributions to the collective teachers, as appropriate, add more than 0.2 points.
Students who pass more than 90% of the assessment will get 1 point, and those who fail to pass one vote will be deducted 0.0 1 point.
(2) Attendance (10). Loyal to duty, proactive, meticulous, and complete the task well. Abide by work discipline, obey work arrangement, take the overall situation into account, have a sense of responsibility, be willing to accept temporary work and actively participate in volunteer activities.
1, work discipline (5 points)
(1) There is no penalty for sick leave in one school year within eight days. Except for eight days, 0.5 points will be deducted for sick leave for three days, 0.5 points for personal leave 1 day, and 3 points for absenteeism 1 day, which will not be counted as negative points until attendance 10. Truancy counts as truancy.
② No points will be deducted within 7 days of marriage, 90 days of maternity leave and 5 days of marriage and funeral of immediate family members. Public holidays (academic correspondence, training abroad, etc.) are not deducted. ).
③ Those who have not undertaken any education and teaching work this semester will not enjoy performance subsidies. A cumulative absenteeism reached 20 working days this semester, and cumulative sick leave exceeded 3 months; B, full-time study; C. terminate the employment contract; D, stop paying wages; E. secondment from outside the education system.
2. Work attitude (5 points)
(1) Violates work discipline, such as chatting in class and playing computer games. , found a deduction of 0. 1 minute.
② Emphasize personal reasons, fail to finish school, be passive in work, and shirk handling errands, and deduct 1 point each time.
(3) Leave the post at work without authorization, and 0.2 points will be deducted each time.
(4) Deduct 0. 1 point every time you transfer classes without authorization, 0. 1 point every time you are late for class, 0. 1 point every time you answer your mobile phone without reason in class, and 0. 1 point every time you finish class.
⑤ Full attendance: According to the semester assessment, if there is no leave, sick leave, lateness, etc., it will be regarded as full attendance, and 3 points will be added.
(three) the workload of education and teaching (30 points)
1, teacher's class hours
(1) is related to the teaching content.
(1) class conversion method
First, the subject teaching hours
Chinese, Mathematics and English = 1.2, physics and chemistry = 1. 15, politics, ninth grade history, fourth and fifth grade English = 1, politics, history, biology and geography = 6544.
B, teaching self-study classes
Self-study class =0.8.
C, teaching counseling hours
Counseling in all subjects =0.6.
D, in the course of the semester, due to the need of teaching tasks, temporarily arrange to take (substitute) class hours. If (substitute) class and class are two main courses, then (substitute) class = 1.5; if (substitute) class and class are the same main course, then (substitute) class =65438+. If the (substitute) class and the teaching class are divided into two classes, the (substitute) class = 1.3, the self-study class = 1. 1, and the subject guidance =0.9.
(2) the teacher's class hours.
According to the total class hours of each teacher in a week and the weight in ①, calculate the class hours of each teacher in a week.
(2) It is related to the number of students in the teaching class.
(Class size/average class size in school-1)÷2+ 1
(3) It is related to the learning period.
① One, two, three, =0.85
② Grade 4 and 5, =0.9
③ Grade 6, 7 and 8 =0.95.
④ Ninth grade = 1.0
(4) The product of the corresponding weights of (1), (2) and (3) is the total class hours of teachers. Among them, the deputy school level increased by 2/3 of the average workload, the director and accountant increased by 3/5, and the director and cashier increased by12 of the average workload. Kindergarten teachers will be included in the average workload, and logistics personnel will be assessed by the assessment Committee.
2, teacher workload academic year score
The workload of education and teaching in the teacher's school year, the per capita workload of education and teaching in the teacher's school year ×30 points.
(four) education and teaching process (20 points). Solid professional knowledge, excellent basic skills, and continuous innovation ability in work; Actively acquire new knowledge and information, constantly improve the knowledge structure, and master the ability to use modern teaching or office means; Have strong language expression ability and writing expression ability, and be good at doing students' ideological and political work; Ability to organize, manage and coordinate the work of schools, classes and disciplines; Have the ability of teaching reform practice, teaching evaluation and teaching research.
1, routine work of education and teaching
(1) If the work plan is not made according to the time limit, or if the tasks are not clear, the key points are not prominent, the measures are not specific, and the progress is unreasonable, 0.5 points will be deducted.
(2) Pay no attention to information feedback in the work, accumulate personal practical data in time, have no valuable summary or report at the end of the period, and have no record at the end of the period, 0.5 points will be deducted.
③ If you don't actively participate in various teaching and scientific research activities, you will be deducted 0. 1 point for each missing1time.
(4) Prepare lessons carefully. The lesson plan can reflect the modern teaching concept, prepare lessons in advance, have clear teaching objectives, have a teaching process to achieve the objectives, have teaching reflection and strengthen the design of training questions and blackboard writing; Be creative and don't copy the teacher's book. The guidance office will give each checked lesson plan four grades of abcd, namely, 0. 1 for B, 0.2 for C and 0.3 for D..
⑤ There is no record of students' usual grades (a process evaluation record is established), and the record of growth activities is incomplete. After inspection, 0.5 points will be deducted.
⑥ The requirements for students are not strict, the students' homework is seriously lacking, the writing is messy, the teacher has no improvement measures, and the correction does not meet the requirements. The guidance office will give each checked lesson plan four grades of abcd, namely, 0. 1 for B, 0.2 for C and 0.3 for D..
⑦ Poor discipline of students and poor maintenance of teachers in any classroom lead to gradual confusion, and 0. 1 point will be deducted for each discovery.
Today, if the routine inspection of the guidance office is not timely, 0.2 points will be deducted each time, and 0.5 points will be deducted if the inspection is not in place.
Pet-name ruby teacher cumulative lectures at least 15 section, each less 1 section deducted 0.2 points; 1 Absence from teaching and research activities will be deducted 0. 1 point.
Participate in invigilation: perform invigilation duties. During the invigilation, don't leave the examination room and walk around at will. When invigilating, we should combine leniency with severity, and students should not practice favoritism and malpractice. Otherwise, deduct 2 points; Marking: marking according to requirements, ensuring quality and quantity, and not artificially raising or lowering scores. Otherwise 2 points will be deducted.
2. Open classes or school evaluation groups adopt the method of pushing the door into the classroom to listen to the teacher's evaluation, and get the average score after one or more evaluations. At the end of the semester, the teaching department will determine four grades of abcd, B is 1 minute, C is 2 points, and D is 4 points. ..
(1) Teaching process
(1) based on the new curriculum standards, thoroughly understand the connotation of teaching materials.
(2) The content of the class is appropriate, the key points are prominent, and the difficulty breakthrough is appropriate.
(3) The lecture ideas are clear and the rhythm is appropriate.
④ Encourage original teaching style and cultivate innovative thinking.
⑤ Pay attention to the cultivation of students' thinking quality, cultivate students' ability to find, analyze and solve problems, and cultivate students' ability to collect and process information.
⑥ Encourage the cultivation of students' practical ability and practical ability, encourage the use of modern information technology, establish the connection between study and life, and strengthen the integration between disciplines.
(2) Teaching methods:
① Emphasis on autonomy, cooperation and inquiry learning.
(2) Teaching methods are conducive to stimulating students' interest in learning, making the classroom lively and cultivating students' ability to accept learning content.
(3) Basic skills of teachers:
① Dress appropriately, teach naturally and have affinity.
② Language norms and standards are expressive and appealing.
③ Be able to deal with random problems in the teaching process.
④ The blackboard writing is neat and reasonable, standardized and scientific.
3. Failing to finish the work assigned by the school offices in time, one-time deduction of 1 point.
(5) Educational and teaching achievements (30 points). The effect of educating people is obvious, the comprehensive academic level of students is improved, and teachers realize self-accumulation in education and teaching.
1, quality of education and teaching (20 points)
(1) The school sets three-level teaching achievement quality indicators.
(2) Teaching results are evaluated by the final unified examination, with a view to taking the senior high school entrance examination as a reference. Reaching the first-class index score of 20 points (A rate of 6 points, B rate of 6 points, C rate of 6 points, full B rate of 2 points) is regarded as significant teaching achievement; Reaching the second-level index, the score is 18 (A rate is 5 points, B rate is 6 points, C rate is 5 stages, and the total B rate is 2 points), which is regarded as a good teaching effect; Reaching the third-level index and scoring 16 (A rate of 4.5, b rate of 5, c rate of 4.5, all b rates of 2), it is considered that the teaching effect is average; If the teaching achievement is lower than the third-level index, the score is 10(A rate is 3 points, B rate is 3 points, C rate is 3 points, and all B rates are 1 point), which is regarded as poor teaching effect. A rate: 92% in Grade One and Grade Two, 85% in Grade Three and Grade Four, 82% in Grade Five, and 76% in Grade Six, Seven, Eight and Nine; B rate: 75% in grade one and grade two, 65% in grade three, four and five, and 60% in grade six, seven, eight and nine; C rate: Grade one and grade two account for 60% of the total score, grade three, four and five account for 50% of the total score, and grade six, seven, eight and nine account for 40% of the total score.
Note: ① If the Education Department conducts unified performance analysis or the Education Bureau conducts performance analysis for some grades, this data will be used as the assessment standard.
(2), if the midway succession is on the basis of succession, add and subtract points according to the lifting.
(3) Teaching two or more subjects has a comprehensive average score.
(4) subjects that did not participate in the quality inspection at the end of the school year were comprehensively scored by the examination Committee according to labor discipline, work attitude, completion and activities. Grade A:18; Grade B: 16; C and so on: 12 points; D and so on: 10 points.
2, educational and scientific research achievements (10)
① The class style taught is positive, the style of study is strong, and students have good study habits. The four grades of abcd are determined by the examination committee, with 8 points for B, 6 points for C and 3 points for D. ..
(2) Being rated as excellent courses, lectures, excellent teaching plans, teaching cases, award-winning papers, courseware and scientific and technological works, backbone teachers, academic leaders, advanced educators, model workers, model class teachers, equal teachers, counties, cities, provinces and countries, with scores of 1, 2, 3, 4 and 5 respectively.
(3) The head teacher and the teaching and research team leader have a strong sense of responsibility and their work is in place in time. 2 points will be added for those with outstanding achievements.
(4) Won the honorary title of excellent teacher, excellent head teacher and excellent duty week, and scored 1.
⑤ Teachers who have conducted experiments in this subject and have experimental plans and experimental records will be given 2 points. Those who have made achievements will be given 1, 2, 3, 4 and 5 points respectively according to the grades of districts, counties, cities, provinces and countries.
Implementation Plan of Performance Appraisal (III)
In order to further change the working style of organs, standardize their behaviors, and improve work efficiency and service quality, according to the spirit of "Implementation Plan for Performance Appraisal of Huanren Manchu Autonomous County" (Wei Huanfa [20xx] 15), combined with the actual situation of our bureau, the implementation plan of this appraisal is specially formulated by the Party Committee of our bureau.
I. Guiding ideology
Adhere to the "Theory of Three Represents" theory as a guide, adhere to the principles of objectivity, fairness, democracy, openness, efficiency and simplicity, and take the incentive and spur of performance appraisal as a guide, further mobilize the work enthusiasm of the broad masses of cadres and workers, continuously improve the service efficiency and the level of administration according to law, comprehensively strengthen the work style construction of organs, and promote the rapid and sound development of forestry construction in the county.
Second, the object and content
(A) unit evaluation
1. Object: warehouses of bureaus and institutions (excluding state-owned forest farms).
2. Content: self-construction and public evaluation.
(2) Staff assessment
1, target: all employees (including secondees and temporary workers).
2. Content: It consists of two parts: * * project and public * * * evaluation.
Three. Procedures and methods
(A) the assessment methods of each unit
The evaluation should be scored with a percentage system.
1, self-built (70 points)
The assessment leading group office adopts the method of combining the usual assessment with the year-end assessment to assess the objectives and tasks, function performance, administration according to law, work efficiency and clean government construction of the unit, and score according to the assessment results at the end of the year.
2, public * * * evaluation (30 points)
(1) Social evaluation (20 points)
The assessment leading group office solicited opinions from the clients (including NPC deputies and CPPCC members) involved in the unit through questionnaire survey, democratic assessment, and forum, and scored according to the assessment results at the end of the year.
(2) Leadership evaluation (10 score)
The assessment leading group office organizes assessment leading group members, state-owned forest farms, forestry stations and other relevant personnel to evaluate the overall work of the unit by secret ballot, and score according to the evaluation results at the end of the year.
Detailed list of unit performance appraisal (see table 1).
(b) Staff assessment methodology
The evaluation should be scored with a percentage system.
1, * * * sex project (70 points)
The assessment leading group office adopts the combination of usual assessment and year-end assessment to assess the post responsibilities, standardized services, work discipline and clean government construction of the staff, and score according to the assessment results at the end of the year.
2, public * * * evaluation (30 points)
(1) social evaluation (15)
The assessment leading group office solicited opinions from the clients (NPC deputies and CPPCC members) involved by the staff through questionnaire survey, democratic assessment and holding symposiums, and scored according to the assessment results at the end of the year.
(2) Leadership evaluation (15)
The assessment leading group office organizes the assessment team leader, unit leaders and relevant unit leaders to evaluate the overall work of the staff anonymously, and score according to the evaluation results at the end of the year.
Detailed list of employee performance appraisal (see Annex II).
Four, plus points and veto items
(1) bonus points
1, awarded by the provincial, municipal and county governments, with scores of 7, 5 and 3 respectively;
2, commended by the provincial and municipal departments in charge of business units were 3, 2 points;
3 units or individuals that have made outstanding contributions to social welfare undertakings and won public awards, add 5 points each time.
Commendation and reward are based on the documents and certificates of the year. The same content points take the highest reward points, not cumulative calculation. The highest bonus is 10.
(2) veto power
1, the emergence of family planning, the comprehensive management of social security is not up to standard;
2. Major production safety accidents;
3. Work errors have a great impact and are affected by the provincial, municipal and county governments or industry departments in informed criticism;
4, staff serious dereliction of duty or disciplinary action.
Units or staff members who have the above situation shall be given one-vote veto, which shall be regarded as substandard or incompetent.
Verb (abbreviation of verb) is used to evaluate grades and results.
(A) unit evaluation
1, the unit assessment is divided into three grades, namely, advanced (above 90 points), up to standard (70-89.9 points) and not up to standard (below 70 points).
2, was rated as an advanced unit, informed recognition, to participate in the assessment of personnel, each cash performance appraisal bonus 1000 yuan; Standard units, to participate in the assessment of personnel, each cash performance appraisal bonus 700 yuan; Can not meet the standard, informed criticism, cancel the performance appraisal reward, and the assessment team leader admonishes or demotes the person in charge of the unit.
(2) Staff assessment
1, employee assessment is divided into four grades, namely excellent (above 90 points), competent (80-89.9 points), basically competent (70-79.9 points) and incompetent (below 70 points).
2, the assessment of outstanding, informed recognition; Those who are basically competent are given admonishing conversations; If you are incompetent or have two admonishing conversations, you will be adjusted.
Organizational leadership and related requirements of intransitive verbs
In order to ensure the smooth implementation of performance appraisal, a performance appraisal leading group was established.
Group? Long: Zhuang Qingping, Song Yuechun
Deputy Team Leaders:, Xiao Fengshan, Wang, Xu Bin, An and He.
Become? Members: Spenley, Liang Zhen.
There is an assessment office under the leading group. Among them, he is also the director of the assessment office, and Shi and Liang Zhen are the deputy directors, responsible for the organization of performance appraisal.
Performance appraisal is a long-term exploratory work. All units should attach great importance to it, conscientiously implement it, reflect on rectification, and strive for practical results. At the same time, the performance appraisal office should strengthen guidance. In order to further improve the transparency of performance appraisal, give full play to the incentive and spur role of appraisal work, and continuously improve the quality of work and service level of organs, the office of the leading group for appraisal work will publicize the appraisal results every quarter.