In order to ensure that things or work are carried out solidly, it is often necessary to prepare plans in advance. The plan is a concrete and thorough plan from the aspects of purpose, requirements, ways, methods and progress, and has strong operability. Do you understand the plan? The following is a sample essay (6 in total) of the sales performance appraisal scheme that I have compiled for you. Welcome to read the collection.
Sales Performance Appraisal Scheme 1 Chapter I General Provisions
Article 1, purpose
1. Evaluate employees' work performance, work ability and work attitude objectively and fairly, so as to motivate employees to continuously improve their work performance and their own ability and enhance the overall operating efficiency and economic benefits of the enterprise.
2. Provide decision-making basis for salary decision, training planning, job promotion, job rotation and other human resources management.
Article 2. Applicable object
This system is applicable to all customer service personnel of the company, but employees who have not been on the job for more than 2 months (including leave and other reasons) during the assessment period will not participate in this assessment.
Chapter II Contents of Performance Appraisal
Article 3, job performance
Work performance is mainly reflected in monthly sales and the completion of tasks assigned by superiors.
Article 4, Ability to Work
According to my actual work performance and comprehensive quality in all aspects, I evaluate my work skills and level, such as my mastery of professional knowledge, my ability to learn new knowledge, my communication skills, my language skills, etc.
Fifth, work attitude
Mainly evaluate employees' usual work performance, including customer disputes, enthusiasm, initiative, sense of responsibility, timeliness of information feedback, etc.
Chapter III Implementation of Performance Appraisal
Sixth, the evaluation cycle
Conduct monthly assessment on employees, with the implementation time of 5 ~ 10 days per month to assess the performance of last month.
Article 7. Implementation of evaluation
1. The appraiser evaluates the appraisee's work performance, work ability and work attitude according to the established appraisal indicators and standards, and determines the appraisal grade according to the appraisal score.
2. The appraiser should be familiar with the performance appraisal system and process, skillfully use relevant appraisal tools, () communicate with the appraiser in time, and complete the appraisal objectively and fairly.
The second plan of sales performance evaluation is to strengthen the management of organs, fully mobilize the work enthusiasm of cadres and workers in the overall situation, and form a work competition situation in which everyone strives for the upper reaches and everyone contributes more; In order to overcome formalism and human factors in the assessment process and objectively and fairly evaluate the actual performance and work performance of each cadre and worker, this scheme is specially formulated.
First, the evaluation object
On-the-job cadres and workers of the bureau (including cadres and workers seconded to the bureau for more than half a year).
Second, the assessment content
The assessment content includes seven aspects: study, attendance, actual performance, work performance, stock room work, mass evaluation and leadership evaluation.
Iii. evaluation procedures
1. Mobilization preparation: hold an annual assessment mobilization meeting, submit personal assessment materials and summarize the usual inspection results.
2. Personal summary and debriefing: summarize the work of the whole year, fill in the annual assessment form, and conduct personal debriefing in groups.
3. Assessment by assessment team: The assessment team conducts assessment according to the materials provided by cadres and workers and the records provided by leaders and relevant functional departments, and determines the scores of each cadre and worker in study, attendance, performance, work performance and stock room work.
4. Quantitative evaluation: according to the annual work evaluation form, the leaders and the masses will conduct evaluation. The assessment team calculates the actual evaluation score of each cadre and worker according to the weight.
5. Comprehensive evaluation: On the basis of personal debriefing, assessment by the assessment team and quantitative assessment, the assessment team will put forward assessment opinions according to the score.
6. Establish grades: the assessment leading group studies the grade opinions put forward by the assessment team and collectively determines the assessment grade.
7. feedback.
8. Reporting (individual concessions and optimizations will not be recognized and reported).
Fourth, the detailed rules for assessment and scoring
1, political business study (10 score)
(1) Having political and business study books, study notes, research reports and rationalization suggestions, 4 points, and if one item is missing, 1 point.
(2) Political and Business Learning Notes (including experiences) 10000 words or more. If the score is 6, 0 and 5 points will be deducted for each less 100 word.
2. Attendance rate (10)
(1) Attend group study and related meetings on time (including attending state and county related meetings, 4 points). 65438+ 0 points will be deducted for being absent without reason, and 0 and 5 points will be deducted for being late and leaving early.
(2) Insist on leaving Man Qin and ask for leave first. Absenteeism 1 day will be deducted 3 points, personal leave 1 day will be deducted 0 and 5 points, and I and my immediate family members will be hospitalized due to illness, and my children will be absent from school 1 day will be deducted 0 and 1 point. Man Qin scored six points.
3. Actual performance (10 score)
(1) Unite comrades and don't quarrel over trifles (5 points). 2 points will be deducted for quarreling 1 time.
Be honest and self-disciplined, and abide by party discipline and state laws (5 points). Subject to disciplinary action, the score is 0.
4, work performance (20 points)
Obey the arrangement (5 points). 2 points will be deducted for disobeying the work arrangement 1 time.
(2) To perform job responsibilities and complete various tasks assigned by leaders (5 points). Deduct 1 minute for each task completed.
(3) No major mistakes in the work throughout the year (5 points). 1 5 points will be deducted for major work mistakes.
④ Do a good job in providing convenience services (5 points). 1 point will be deducted if the people are dissatisfied.
5, stock room work (20 points)
The annual assessment of the office stock room is divided into three categories according to the actual score of the stock room from high to low, with 20 points for the first-level stock room cadres, 0/9 points for the second-level stock room cadres, and 0/8 points for the third-level stock room cadres.
6. Mass evaluation (10)
The evaluation items are set according to four grades: excellent, competent, basically competent and incompetent, and the number of excellent grades in evaluation shall not exceed 30% of the total number of evaluated objects. The evaluation score of candidates = [excellent number × 1+ competent number × 0,9+basic competent number × 0,8+incompetent number × 100 ÷ number of participants.
7, leadership evaluation (20 points)
The evaluation items are set according to four grades: excellent, competent, basically competent and incompetent, and the number of excellent grades in evaluation shall not exceed 30% of the total number of evaluated objects. The evaluation score of candidates = [excellent number × 1+ competent number × 0,9+basic competent number × 0,8+incompetent number × 100 ÷ number of participants.
Verb (abbreviation of verb) evaluation method
The assessment shall be carried out by combining the usual inspection with the year-end assessment, the leadership assessment with the mass assessment, and the qualitative assessment with the quantitative assessment.
The political and professional study of cadres and workers shall be inspected and assessed by the assessment team; Attendance and participation in meetings shall be subject to the usual records of the office; The actual performance is assessed by the deputy director of the Bureau in charge and the leader of the discipline inspection team; The work performance is assessed by the assessment team after soliciting the opinions of the competent leader and the person in charge of the stock room; The work of the warehouse is assessed according to the annual assessment plan of the government warehouse.
Intransitive verbs reward and punish
1, the assessment results are included in the personal files and serve as an important basis for the selection, appointment and promotion of cadres.
2, the annual assessment, according to the assessed score, determine the assessed object. The winners of the annual assessment shall be rewarded by the higher authorities and given material rewards according to the regulations.
3, the comprehensive assessment score below 60 points (including 60 points) and ranked at the bottom of the implementation of waiting for study, in the annual assessment as basically competent (basically qualified).
Seven, strengthen leadership, set up a working group.
In order to do a good job and implement the annual assessment of cadres and workers in the bureau, the bureau set up an assessment leading group with Xu as the team leader, Zhang, Xiang Haiyan and Zhou as members. The specific evaluation work was undertaken by, Li, Yang, Wu Wusheng, Yang Hongsheng, Tian Ruxian and.
Sales Performance Appraisal Scheme 3 In order to further implement the spirit and work requirements of the State Council, province and city on deepening the reform of rural compulsory education funds guarantee mechanism, under the guidance of the "performance" management idea of the Municipal Education Bureau, this scheme is specially formulated to effectively strengthen the construction of teachers in our school, standardize the management of education and teaching quality, improve the incentive and competition mechanism, make school management more scientific and standardized, and promote the improvement of school education and teaching quality.
First, the implementation object:
On-the-job staff of our school.
Second, the assessment scheme:
1, Education and Teaching Process Award:
(1) On-the-job employees' attendance assessment shall be carried out in accordance with the Measures for Attendance Rewards of xx Middle School Employees, and calculated at 60 yuan per capita per month.
(2) Evaluate the "Four Excellent" of on-the-job employees, and implement the "Four Excellent Appraisal Scheme of xx Middle School", calculated at 30-50 yuan per person per month. The ratio of excellent, good and qualified is 2: 6: 2.
2, education and teaching quality award:
(1) Conduct a comprehensive assessment of the education and teaching work of school staff and implement rewards. The detailed rules for the implementation of teaching routine assessment in Longping Middle School is calculated by per capita 100- 150 yuan. It is divided into three gears: 3: 5: 2.
(2) to participate in the unified research examination in the city, the implementation of the standard assessment award and the research examination of a single subject won the top ten in the city, and the special contribution award was calculated according to the per capita monthly 20 yuan.
(3) The process management award and the work excellence award of other departments shall be implemented for the work of the class teacher, and the 30 yuan shall be calculated per person per month.
Sales performance appraisal scheme 4 I. General rules of performance appraisal
In order to complete the company's overall goals and departmental performance appraisal indicators. In order to improve the enthusiasm of employees, improve work efficiency as the starting point, and facilitate the assessment, this performance appraisal scheme is specially formulated.
Salary = basic salary+post salary x department performance appraisal coefficient+year-end award (profit and loss award and special contribution award)
The department assessment coefficient is based on the company's total output, the basic completion data of department employees or the industry output quota, and is determined according to the actual situation of the settlement department.
Post salary: determined according to the post salary formulation method and the actual situation of the company.
Post salary is divided into: drawing and calculating post salary and settlement post salary.
Second, the main work completion plan
1, the calculated amount of drawings T= (tentative) 40,000m3/person. Month (taking the whole project as the evaluation object-drawing calculation report)
2. Settlement amount (including receipt and drawing settlement) J= (tentative) 10000 m2/person. Month (statement based on signature or seal)
(1) In principle, who is in charge of the project, who is responsible for receipt verification, drawing calculation, drawing settlement and other matters, until the project is stopped and settled;
(2) In principle, who is responsible for the project settlement is responsible for the comparative analysis of profit and loss, and the analysis table is used to find out the reasons for the loss. The same person is not responsible for the drawing and receipt project, and the drawing settlement personnel will compare and analyze the process profit and loss, find out the reason, or designate other personnel. (The number of projects responsible for project profit and loss accounts for 50% of the weight as one of the basis for post salary assessment, and special contribution awards are given to individuals who have made outstanding contributions (turning losses into profits))
③ At present, there are 16 employees, settlement minister 1 person, 2 assistants, 3 statisticians and settlement clerk1person; The company's output target is1.8000 m3, and the per capita output of settlement personnel is1.8000 m3/1February/10 person =1.5000 m3/month. mankind
For example, Wang's personal drawing calculation amount T = 40,000 square meters, settlement amount J = 10000 square meters, and the monthly salary is shown in the performance appraisal analysis table.
Third, the detailed rules for the implementation of performance appraisal
1, the salary fluctuates greatly.
(1) There is a big difference in monthly performance: it is because the amount to be settled each month changes with the seasons, with less in winter and more in summer and autumn, and different payment methods. The more the company repays this month, the more the output last month and the greater the settlement performance this month;
(2) The performance of each cashier is quite different, which may lead to a large wage gap due to different assigned tasks. According to the next month's output provided by the dispatching, adjust the distribution mode and proportion of settlement tasks to avoid too large a difference.
2, drawing calculation and evaluation
(1) Drawing calculation assessment (accuracy), the performance assessment may not reflect the real situation due to calculation errors, or there may be cheating. If the calculation is intentionally wrong and the evidence is conclusive, it will be punished, and the monthly post salary for six months will be reduced by 100 yuan according to the drawings (as one of the basis for post salary assessment); For unintentional calculation errors, the difference shall be deducted from the current month's withdrawal settlement amount or from the current month's performance salary. If there is a significant deviation between the calculated amount of the drawing and the settlement amount of the drawing, but there is no loss, it will be deducted as an unintentional calculation error; If losses are caused, the post salary of 100 will be deducted for 6 months according to the intentional calculation error (and it will be used as one of the basis for post salary assessment).
(2) The change from withdrawal settlement to collection settlement shall be subject to the formal contract or replenishment agreement or the notice of the salesman. The settlement clerk shall submit the number of drawings to the settlement minister according to the requirements of drawing settlement from the day he knows or should know to the next day before going off duty. If it is not submitted within the time limit, the performance will be regarded as no drawings or waste drawings.
(3) Drawing assessment object (unit), drawing calculation takes the total concrete amount of a single project or unit project (or the total concrete amount within the scope stipulated in the contract) as the assessment object, and it is necessary to calculate the total concrete amount of a project as the assessment basis, otherwise it will not be assessed. For projects with large division scope, the single division scope is taken as the evaluation object.
(4) The calculation range of drawings shall be calculated as agreed in the contract. If there is no contract, no agreement or unclear agreement, it shall be determined jointly by the minister and the salesman before calculation. (In principle, only the main structure is calculated, and the secondary structure shall be considered separately. )
(5) The calculation time of drawings shall be calculated before construction. In principle, the calculation progress of drawings should be ahead of the construction progress, so as to pre-control in advance, especially for concealed works such as rafts. If the drawings are sent to the settlement department later than the construction progress, the person in charge of sending the drawings shall be responsible for the consequences caused by the failure to compare the concealed works in time before the progress, but the cashier shall calculate the quantity of concrete in the early stage in time and make a profit and loss analysis table. If the losing party is required to explain the reasons for losing the case. The minister who can't finish the drawing calculation on time has the right to give it to others for calculation.
3. Evaluation of settlement amount
(1) The settlement includes the withdrawal settlement amount and the receipt settlement amount, and the settlement amount shall be subject to the settlement form or settlement form signed or sealed by Party A. Copy a statement to the Minister. The evaluation time is the month when the minister signed the statement.
(2) According to the settlement time of the receipt, the settlement shall be made in time according to the contract and business requirements without affecting the payment time. If the settlement can't be made on time and the payment can't be made in time, the post salary 50 yuan of the settlement month of the current month will be deducted (and it will be used as one of the basis for post salary assessment).
(3) There is an error in the settlement document issued (allocated) according to the receipt document. If it needs to be changed, the settlement performance quantity (current month or next month) will be deducted if the changed quantity decreases, and the assessment will not be conducted if the changed quantity increases. If losses are caused to the company, the responsibility of the relevant responsible person shall be investigated.
4, the company's total output target
See the company's documents for the company's total output target.
5, drawing quantity target
The engineering quantity target of the drawing is based on the amount expected by the settlement minister according to the settlement method and market situation of the previous year, and is implemented with the approval of the superior competent leader. And consider the salesman's suggestion.
Sales performance appraisal scheme 5 I. Purpose:
In order to improve the overall management level and operating performance of the company; Evaluate employees' job performance objectively and fairly, strengthen employees' sense of responsibility and goal orientation, and promote employees to continuously improve and improve their job performance and work efficiency; Master the staff's work execution and the ability to realize the optimal allocation of human resources in the company.
Second, the scope:
The list of employees (except business department and finance department) and participants in the assessment is consistent with the list of team performance assessors.
Third, the assessment content:
1, monthly work target of each department (plan)
2, each department monthly work target (plan) quality evaluation
3. Disciplinary actions of employees in various departments
Four. Department monthly work target (plan) evaluation:
1. Each department shall submit the electronic document of the work target (plan) for the next month to the factory director's office before 25th of each month (holidays will be postponed).
2. On the 2nd day of each month (postponed every holiday), the "Auditor" scores the monthly work objectives (plans) of each department according to the "Quality Scoring Standard for Monthly Work Plans"; At the same time, it puts forward suggestions to modify the monthly work objectives (plans) of various departments.
Five, the department monthly work target (plan) quality rating standard:
Six, employee discipline assessment methods:
1. Violation of discipline: violation of the company's employee manual, being late, leaving early, being absent from work, eating early after work, punching in at noon, being away for a long time "due to work needs", failing to "fill in the leave card in advance" when taking leave, failing to apply for a business trip, failing to handle the instructions of not punching in time, etc.; Do not dress according to the company's requirements, other violations, etc.
2. Auditors conduct random checks on the above behaviors from time to time. Once employees are found to have the above-mentioned violations in the spot check, they will be dealt with in strict accordance with the company's relevant systems.
3. As a routine assessment index, the employee's disciplinary behavior assessment is included in the monthly work target (plan) of each department. Every time 1 employee violates discipline in the department, 1 point will be deducted from the performance score of the department team in the current month.
Seven, the general manager special reward:
Management personnel that performance is particularly efficient, can be added on the basis of comprehensive score; Departments with particularly inefficient performance identified by the general manager can be deducted separately on the basis of comprehensive scores.
Eight, performance "comprehensive score calculation formula", "grade division" and "bonus amount":
1, comprehensive score calculation formula: comprehensive score = monthly work target (plan) assessment score of the department ×80%+ monthly work target (plan) quality evaluation score ×20%+ general manager's special addition and subtraction score.
2. Classification: Grade A (90 ~100); Grade b (60 ~ 89); Grade c (0 ~ 59).
3. Bonus amount (per department member per month): A 100 yuan, B-level 50 yuan, C-level 0 yuan. ..
Nine, punishment:
1. During the selection period, if the monthly work objectives are not broken down into individuals and the assessment communication is not in place, the comprehensive score will be halved.
2, the selection cycle, was found to have failed, fraud, cancel the qualification of the department, the comprehensive score is zero.
X. performance evaluation:
1, the auditor counts the completion rate of the monthly work plan, the director's office reviews the completion rate of the report submitted by the department, tracks the implementation of the "monthly work target (plan)" of each department, counts the completion rate instructed by the general manager of each department, calculates the comprehensive score of each department and draws up the award-winning list, and the auditor reviews the award-winning list and announces the award-winning results.
2. The monthly winning list and winning amount shall be publicized for at least 3 days.
3. Employees of participating departments who have objections to the publicity results may appeal to the project team within three days from the date of publicity; After receiving the complaint, the auditor shall give a reply within 1 working day; If the auditor can't solve it, submit it to the factory director for solution.
4. If there is no objection or all objections are resolved within three days from the date of publicity, the results will take effect three days from the date of publicity; If there are still objections after three days from the date of publicity, the results will take effect on the day after all objections are resolved.
XI。 Application of results:
1. The basis for the monthly "Team Performance Award" of the evaluated employee.
2, the year-end bonus assessment basis, unit head salary increase, job promotion assessment basis.
Sales performance appraisal scheme 6 I. Purpose:
Improve the overall management level and final achievement of the team; Objectively and fairly evaluate the team members' performance, strengthen their sense of responsibility and goal orientation, and promote the team members to continuously improve their learning ability and work efficiency; Eventually become the goal of an excellent team.
Second, the scope:
All staff of Houde team
Third, the assessment content:
The basic score of each player is 100. According to the performance of each player throughout the semester, each player is evaluated from four aspects: team building and contradiction, attendance, classroom performance, activities and homework. The following rules are used as the reference standard for each player's final score.
1, attendance and classroom performance in each class.
2. The quality of each assignment.
3, the enthusiasm of all members to participate in activities
Four. Performance evaluation:
1, the performance appraisal scoring standard will take effect after all members have passed it;
2. Ask the supervisor, vice captain and captain to attend attendance and report the situation in the team once a week;
3. If the team members have any objection to the publicity results, they shall lodge a complaint with the team within three days from the date of publicity; After receiving the complaint, the supervisor shall give a reply within 1 working day after consulting with the captain and vice captain. If the supervisor, captain and vice captain fail to perform their duties correctly, corresponding measures shall be taken according to the performance appraisal scoring standard.
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