(A) appraisal content
According to the different job categories (except for project/manager (including) management personnel) using the appropriate appraisal form for the assessment of employees.
(2) assessment methods and approaches
1, the formation of performance appraisal team, including fixed members (in principle, the project director level [including] above)
and non-fixed members (depending on the subject of the assessment, the absorption of their work-related personnel to participate in), and by the project manager to be
the team leader.
2. Project managers at all levels/members of the appraisal team are required to strengthen the collection of key indicators and data
for the appraisal process of employees' daily performance appraisal, such as attendance records, completion of monthly work objectives, rewards and punishments
.
3, quarterly employee assessment results are divided into excellent (performance score 9.0-10), good (performance score 8.0-8.9)
Qualified (performance score 6.0-7.9), the need to improve (performance score of less than 6.0) four grades, and the use of "strong
systematic distribution method "Initially, the proportion of "excellent" and "need to improve" each accounted for 10% of the total number of people assessed in the project,
The composition of the four levels of assessment, including supervisory staff (including) and supervisory level below Employees; which
The "need to improve" level of assessment using the "relative comparison method", that is: unit staff scores are higher than 6.0
points, then the lowest score in reverse order.
Second, the assessment of functional staff
(a) assessment content
According to the different job categories (except for the functional manager/director) using the appropriate assessment form for the assessment of the staff, the specific content of the relevant assessment form.
(2) Assessment methods and approaches
Functional department managers/directors are solely responsible for the assessment of the department's employees.
Third, the appraisal of the functional department/project manager, project finance manager, customer specialist
(a) Functional department/project manager
See the Annual Salary Appraisal Program.
(ii) Project Finance Manager
is a dual assessment for the Planning and Finance Department and the project in which he/she works, where the assessment weighting of the Planning and Finance Department is 70% and the assessment weighting of the project in which he/she works
is 30%.
(C) Customer Commissioner
See "Customer Commissioner System", the implementation of the monthly assessment of the completion of the fee indicators, the projects to develop specific assessment standards reported to the Ministry of Human Resources; customer commissioner of the day-to-day work of the program based on the "assessment of the project staff" for the assessment.
Four, incentives
1, the issuance of assessment bonuses / incentive allowances: assessment of the bonus payment cycle for the quarterly and year-end issuance of a combination of
Bonus coefficient is set for excellent 1.5-2.0, good and qualified are 1, need to be improved for 0-0.5, 1-3 quarter
Average distribution of 50% of the total monthly salary, that is, each quarter 16.7%, the fourth quarter is reflected in the distribution of the year-end bonus,
that is, 100% of the total monthly salary. (Probationary period employees are not in the assessment of the bonus / incentive allowance within the scope of issuance)
2, year-end evaluation: excellent performance are eligible to participate in the company's year-end evaluation, but the 1-4 quarterly performance there are two assessments
results of the good or less than those who can not participate in the end of the year evaluation (for details, see the "year-end evaluation of excellence program").
3, another combination of work needs, can be given to other appropriate forms of incentives, such as: job transfer, salary adjustment, incentives for external training, awards
Inspiration of tourism, career planning for outstanding employees.
V. Explanation of assessment indicators
(A) General indicators: (applicable to all employees)
1, the work assigned to the completion of the situation (the specific weighting of the relevant assessment form): the assessment of this indicator is based on the weekly/
Monthly work plan, monthly/quarterly inspection and verification of the qualified rate, the quarterly property fee plan collection rate, the regular
Meetings and other written or verbal layout of the work plan, the work of the staff, and the work of the staff to ensure that the work of the staff. p>meeting and other written or verbal layout of the plan, the completion of daily work, the project can be
detailed for this indicator, the development of their own characteristics of the relevant assessment rules and records of the account, you can also use the Ministry of Human Resources
designed "Monthly Work Completion Form" (the project can choose to use this form according to their specific circumstances,
but not mandatory). ).
2. Professional (management) level (see the relevant assessment form for specific weights): the quality and quantity of work completed is
judged, and the assessment points for reference are A. Professional judgment (the ability to analyze internal and external situations correctly, to judge correctly and to deal with the current task decisively from a professional point of view)
B. Planning ability (the ability to prioritize the work and
the ability to plan according to the objective situation)
The ability to plan according to the objective situation is not compulsory.
Ability to make timely adjustments to the plan according to changes in the objective situation); C. Business knowledge and professional and technical
power; D. Innovation and expansion of capabilities (new ideas, new methods to creatively solve practical difficulties in the work of the ability)
and so on. The score of this indicator for project staff is assessed by the assessment team based on the performance of the staff's actual work examples
, and the form of assessment is determined by the project; the score of this indicator for the staff of the functional departments is assessed by the departmental staff responsible for the staff's performance based on the performance of the staff's actual work examples.
3.
3, responsibility and attitude (specific weighting see the relevant assessment form): the score of this indicator by the assessment team based on the actual work of the staff
staff performance performance assessment, the form of assessment by the project to determine their own; functional staff
staff score of this indicator by the head of the department based on the actual work of the staff performance of the performance of the
check. The score of this indicator is assessed by the department head based on the performance of the employee in actual work cases. For reference, the assessment points are A. Attendance (based on monthly attendance records, such as absenteeism, tardiness,
leave of absence, sick leave, etc., with reference to the "Attendance Management Regulations", the video times, the degree of the corresponding points to be deducted
decrease); B. Execution; C. Sense of responsibility; D. Entrepreneurship; E. Teamwork; F. Service consciousness, and so on.
(B) Management Indicators: (applicable to supervisory level [including] or above)
1, where the project/functional departments of the completion of business management indicators (see the relevant assessment table for the specific weighting): assessment
based on the completion of the project/functional departments in accordance with the annual business management responsibility statement, the company's annual work plan, the financial
budgets, etc. The project should be detailed in this indicator, and the project should be the first to complete this indicator. The project should refine this indicator and formulate relevant assessment rules in line with its own characteristics.
2. Team building (specific weighting see the relevant assessment form): The assessment team will assess, for reference, the assessment points are A.
Employee's teamwork in the unit to which he/she belongs; B. Cooperation with other departments; C. Active participation in the team's organization
activities and team management work.
3. Employee training and growth (see the relevant assessment form for specific weighting): The assessment team will judge the assessment points for reference:
Employee active departure rate, training of reserve talents, etc.
4. Completion of service indicators of the projects/functional departments in which the company is located (see the relevant assessment form for specific weighting): the projects/
functional departments will be refined according to the annual operation and management responsibility book and relevant documents of the functional departments.
5, the project/functional departments in the occurrence of major customer complaints, liability accidents (specific weighting see the relevant assessment
table): according to the monthly statistical records for the assessment and scoring, no is 10 points, there is a relevant
personnel depending on the circumstances of the corresponding points of the deduction, the assessment team to determine the final score.
6, the project's participation in various types of awards (see the specific weighting of the relevant assessment form): the assessment team judgment, the quarter
No award 6 points, depending on the nature of the award and the size of the individual merit and give the corresponding points,
from the appraisal team to determine the final score of this indicator, the total score shall not exceed 10 points.
(C) customer service / financial professional indicators: (applicable to the relevant personnel in such positions)
1, the property fee recovery rate (see the relevant assessment table for the specific weighting): according to the quarterly project property fee plan recovery rate
completion of the staff to determine the score; supervisory level (including) or more employees can also be the whole team of the team they lead
the overall performance of the company. The score will be determined by the completion of the recovery rate of the program of the employee.
2, customer complaints (see the specific weight of the relevant assessment form): the customer service department is required to count once a month, none of the
10 points, every complaint according to the "Customer Complaints Handling Regulations", depending on the circumstances of the corresponding points to be given to the
decrease, until the score is 0, the assessment team to determine the final score of the personnel involved.
3, to get a circular praise / criticism / fault single situation (specific weighting see the relevant assessment form): preliminary determination of no
related situations occurring in 6 points, each praise / criticism / fault, depending on the circumstances to give the corresponding points plus or minus, by
Assessment team to determine the final score of this indicator of the staff.
(D) engineering professional indicators: (applicable to the relevant personnel in such positions)
1, customer complaints (specific weighting see the relevant assessment form): the engineering department is required to count once a month, none of which is
10 points, and every complaint according to the "Customer Complaints Handling Provisions", as appropriate, to give the corresponding points
deduction, until the score is 0 points, by the assessment team to determine the staff involved in this indicator final score
. points, and the final score of the person involved will be determined by the assessment panel.
2. Timely maintenance rate (specific weighting see the relevant assessment form): scoring based on the weekly/monthly record sheet, the employee's final
score: [the number of timely maintenance/total number of repairs]*10; supervisory level (including) or above can also
the overall performance of the team they lead shall prevail.
3, repair rate (specific weighting see the relevant assessment form): according to the weekly/monthly record table for scoring, out of 10 points,
to take the form of deducting points, until the score of 0; supervisory level (including) or above employees can also be the overall performance of the team they lead
prevail.
4, equipment integrity rate (specific weighting see the relevant assessment form): monthly equipment maintenance work as a reference basis for
Scoring; supervisory level (including) or above employees can also be based on the overall performance of the team they lead.
5, to obtain the notification of praise / criticism / fault single situation (see the specific weight of the relevant assessment form): the initial determination of the occurrence of no relevant
6 points, each praise / criticism / fault once as appropriate to give the relevant personnel the corresponding points
added or subtracted by the assessment team to determine the final score of this indicator employees.
(E) order maintenance cleaning green professional indicators: (applicable to the relevant personnel in such positions)
1, customer complaints (specific weighting see the relevant assessment form): the order maintenance department is required to maintain statistics once a month, none of the
10 points, every complaint according to the "Customer Complaints Handling Provisions", as appropriate, to give the corresponding points
The final score is determined by the appraisal team, until 0 points.
2, to get the briefing praise / criticism / fault single situation (specific weighting see the relevant assessment form): preliminary determination of no
related situations occurring in 6 points, each praise / criticism / fault once depending on the circumstances of the relevant personnel to give the corresponding points
plus or minus, the assessment team to determine the final score of this indicator of the staff.
I. Assessment content
1. Assessment content of the project
According to the company's strategic objectives and annual business responsibility, the company's annual plan, the company will be assessed from the operation and management of two aspects of the project.
(1) Operation
The property fee recovery rate and budget completion rate will be the indicators for assessment.
(2) Management
The project is assessed on the indicators of monthly/quarterly comprehensive service quality inspection pass rate, monthly/quarterly comprehensive service quality inspection verification pass rate, project monthly work plan completion rate, and staff cultivation and growth, customer complaints, satisfaction, personnel management, safety management, and renovation management by each functional department.
2, the assessment of functional departments
Through the company's annual plan / annual responsibility of the functional departments, functional professional work and the management of the department as the main content of the assessment, the specific indicators are described in detail in the "quarterly assessment of the functional departments table".
Two, the way and means of assessment
1, the establishment of the performance appraisal team
The company's performance appraisal team members are divided into fixed members (company executives, heads of functional departments) and non-fixed members (depending on the object of the assessment, the absorption of the relevant personnel to participate). The daily working department is the company's Human Resources Department.
2, the way and means of project assessment
(1) the company's performance appraisal team in the first month of the first 20 days of each quarter, the last quarter of the project above the two total
indicators for the assessment, sorting, fill out the "project quarterly assessment form", and according to the assessment of each project
divided into excellent (performance score 8.5-10 points), qualified (performance score 7.0-8.4 points), qualified (performance score 7.0-8.4 points). score 7.0-8.4 points), need
improvement (performance score of 7.0 points or less) three grades.
(2) At the end of the year, fill in the Project
Annual Appraisal Form based on the appraisal scores of the four quarters of the year and the results of the annual management indicators.
3, the way and means of assessment of functional departments
(1) the company's assessment team in the first month of the first 20 days of each quarter, the last quarter of the functional departments of the assessment,
sorting, fill out the "quarterly assessment of the functional departments form". And according to the assessment results of each department is divided into excellent
(performance score of 8.5-10 points), qualified (performance score of 7.0-8.4 points), need to improve (performance
score of 7.0 points or less) three grades.
(2) At the end of the year, fill in the Functional
Departmental Annual Appraisal Form based on the appraisal scores of the four quarters of the year and the results of the annual management indicators.
Three, incentives
1, to determine the total amount of appraisal bonuses / incentive allowances: assessment of the bonus payment cycle for the quarterly and year-end issuance of a combination of
combined with the bonus coefficient is set to excellence for 1, 0.9 qualified, need to be improved for 0.8, the average of the 1-3 quarterly distribution
allocation of 50% of the total monthly salary, that is, 16.7% per quarter, the fourth quarter Reflects the payment of a year-end bonus, which is 100% of monthly gross
salary.
2, year-end evaluation: the project annual total ranking in the top five units to participate in the year-end evaluation of excellence; functional departments annual total ranking in the top two departments to participate in the year-end evaluation of excellence. (For details, see "Year-end Evaluation of Excellence Program").
Four, the assessment indicators explained
(a) project assessment indicators
1, property fee collection rate: according to the actual collection of quarterly property fees for the project to score, scored: (actual
collection rate/target collection rate)*10.
2, the budget completion rate: according to the actual completion of the project budget to score, scored: (actual completion of the budget
2, budget completion rate: based on the actual completion of the project budget, scored: (actual completion of the budget
2, budget completion rate) * 10. (actual completion of the budget
/planned budget)*10.
3, comprehensive service quality inspection: based on the functional departments of the monthly/quarterly inspection results of the assessment, including two
sub-indicators, sub-indicator inspection pass rate, by the head of the functional departments of the assessment of this indicator
Scoring, the specific scores with the inspection Qualified rate, the formula for calculating the score is: (the number of qualified inspections/
Total number of inspections)*10. The final score of this sub-indicator is the weighted average of the above scores given by the five functional departments
Average; sub-indicator verification of the qualified rate, based on the validation of the results of the assessment of the various functional departments, by the person in charge of each functional
Department of the assessment of this indicator scoring, specific The score is linked to the validation rate,
Score: (validation of the number of qualified / the total number of unqualified by the inspection) * 10. The final score of this sub-indicator is the weighted average of the above scores given by the five functional
functional departments. p>standard complaint handling closure rate, quarterly no customer complaints occur this indicator scores 10 points, there are based on the handling of closed
closed to give the corresponding points, the formula: (the sum of the monthly complaint handling closure rate/3)*10; ③ major
large/typical complaint reporting rate, quarterly no customer complaints occur this indicator scores 10 points, there are based on the reporting of the matter
circumstance gives Corresponding points, the formula: (monthly major/typical complaint reporting rate and /3)*10.
5, staff training and growth: by the company's assessment team comprehensive review, rating level: A (10 points) -
-with an excellent talent echelon, pay great attention to the training of key positions and the career of key employees and backbone staff career
planning, so that they get good development, rapid growth, and employee-initiated departure rate is less than or equal to 2%; B
level (8-9 points) - with a good talent echelon, focusing on the training of key position staff and backbone staff
career planning. They get good development, grow faster, and the active departure rate of employees is less than 2.5%; C level (6-7 points) - do not pay attention to the cultivation of key position staff and backbone staff career
planning, talent can not get good development, reserve talent can basically meet the unit development needs, and the staff
level (8-9 points) - has a good talent ladder, focus on key position staff training and key staff
career planning, talent can not get good development, backup talent can basically meet unit development needs, and staff
employee-initiated separation rate is less than or equal to 3%; D level (6 points or less) - the lack of reserve talent, employees generally hold
grievances not to be valued and cultivated, and difficult to retain good talent, and employee-initiated separation rate is greater than 3%. (Note:
This indicator "employee active departure rate" in the "employees" refers to the last quarter performance for good [including] more than one and
This quarter, the transfer of employees)
6, the monthly work plan to complete the pass rate: the main assessment is based on the company's office statistics of the completion of the monthly work
Score: (the sum of the monthly completion rate / 3) * 10.
7, customer satisfaction: through the annual customer satisfaction survey results for the assessment. If the results of the internal survey are used as the basis for assessment,
the final score is: actual score*0.5; if the results of the third-party survey are used as the basis for assessment,
the final score is: actual score*1. In principle, the results of the third-party survey are used as the basis for assessment.
8. Employee Satisfaction: The company's annual employee satisfaction results for assessment.
9. Sino-Ocean Club: scoring based on the project's annual development rate of members who have moved in with the old owners, with a score of: (actual
interim development rate/target development rate)*10.
10. Personnel Management: scoring based on the project's annual staff training hours, labor disputes, and reserve talent reserves.
The company's annual training hours, labor disputes, and reserve talent reserves will be evaluated by the company.
11, safety management: no fire incidents, security responsibility cases throughout the year, each occurrence of 1 score 0 points.
12, renovation management: each formation of a new private building 0 points (heaven and earth, landscape has not completed a previous year
private building demolition 0 points).
(B) Functional assessment indicators
1, the company's annual plan/monthly work plan completion: this indicator includes two sub-indicators, sub-indicators of the annual plan quarterly completion of the public
Division of the quarterly completion of the plan, according to the annual plan of the quarterly requirements of the various departments should be completed
The assessment, the person in charge of the functional departments to fill in the quarterly completion of work, and at the meeting of the assessment team to
The assessment of the quarterly completion of work.
And at the meeting of the appraisal team to
explain, and finally by the appraisal team on the completion of the plan of the work of the timeliness and quality of the scores given by the Ministry of Manpower will
The completion of the completion of the work of the departments to fill in the random checks; sub-indicators of the monthly completion of the work plan,
The main basis for the assessment is the completion of the work of the monthly report of the company's office statistics, the score is: (monthly completion of the work of the company).
Sum of completion rate/3)*10.
2, professional support timely and efficient: by the project according to the functional departments in the professional work of its support
to assess, including "timely" and "effective "
Score: (number of timely and effective professional support work provided by quarterly functional departments/total number of professional support work provided in the quarter)*10.
3. Major customer (internal and external) complaints and accidents occurring in the department:
Through the quarterly departmental
Significant customer complaints, liability accidents statistics for scoring, no 10 points, there is a situation to
give the relevant personnel to the corresponding points of the deduction.
4, departmental staff responsibility and service: by the project manager to synthesize the project staff reflect the situation of the functional departments
to assess. Scoring levels: A level (10 points) - department employees are showing a strong sense of work responsibility
sense of responsibility, in collaboration with the project's work reflects the excellent sense of service and service attitude; B level (8-9 points)
- Departmental employees have a strong sense of work responsibility, reflecting good
service awareness and service attitude in the work collaboration with the project; Grade C (6-7 points) - Departmental employees have a general sense of work responsibility, general service
attitude, and occasional presence of a bad attitude; Grade D (below 6 points) -Departmental employees have a weak sense of work responsibility
, poor service attitude, and show impatience in work contacts with project employees.
5, staff training and growth: comprehensive review by the company's assessment team, rating level: A (10 points) -
- with an excellent talent echelon, pay great attention to the training of key position staff and backbone staff career
planning, so that they get good development, growth rapid, and employee-initiated turnover rate is less than or equal to 2%; B
-level (8-9 points) - with a good talent ladder, focusing on the cultivation of key position employees and backbone employee
career planning, so that they get good development, growth is fast, and the employee-initiated turnover rate is less than or equal
to 2.5%. p> than 2.5%; C level (6-7 points) - not focusing on the training of key position staff and backbone staff career
planning, talent can not get good development, reserve talent can basically meet the needs of the unit's development, and the staff
employee-initiated turnover rate is less than or equal to 3%; D level (less than 6 points) )--Lack of reserve talents, employees generally hold
complaints about not being emphasized and cultivated, and it is difficult to retain excellent talents, and the rate of employees leaving the company on their own initiative is greater than 3%. (Note:
This indicator "employee active departure rate" in the "employees" refers to the last quarter performance for good [including] more than one and
This quarter, the transfer of employees)
6, team building: by the company's assessment team comprehensive evaluation, rating: A level. Comments, rating levels: A level (10 points) - department staff
tools have a strong spirit of teamwork and collective sense of honor, very proactive with other colleagues,
other departments/projects, for the company's good team atmosphere has made a great contribution; B level (8-9
)points) - department employees have a strong teamwork spirit and sense of collective honor, able to proactively
cooperate with other colleagues, other departments/projects; C grade (6-7 points) - department employees have a
certain teamwork spirit and sense of collective honor, basically better able to cooperate with other colleagues, other departments/
projects; D grade (6 points or less) - the relationship between departmental employees is not harmonious, the teamwork spirit
poor, in cooperation with other colleagues, other departments/projects work on the performance of not active, not active.