Selected performance appraisal program essay collection of five
In order to ensure that things or work safe and smooth, often need to formulate a plan in advance, the content of the program is mostly the higher level of the lower level or the work involved in a relatively large area, generally with a "head of the document" form issued. How should the program be developed? The following is my collection of performance appraisal program 5, welcome to read, I hope you can enjoy.
Performance Appraisal Program Part 1
In order to strengthen the management, fully mobilize the work enthusiasm of each employee, strengthen the responsibility of each employee, combined with the actual work of the audit department, the implementation of the performance appraisal system in the Audit Department, in order to supervise and motivate the Audit Department staff to better carry out their work, and constantly improve and perfect themselves. The performance appraisal system is the implementation of the demerit points system, 100 points per day and the day's wages are linked; excellent performance in the work of the proposed rationalization of the implementation of incentives and points.
Reward points:
First, work hard, not because of their own work errors or non-work time is not fully utilized and need to work overtime to complete the work of the task plus 20-50 points.
Second, actively participate in the activities organized by the hotel, the Group, was recognized and rewarded 20-100 points.
Third, put forward rationalization proposals and was adopted by the 30-50 points.
Fourth, good deeds. Add 20-100 points.
V, was named the hotel excellent staff honorary title plus 50-100 points.
Penalties and deductions:
A, work discipline:
1, every day must be punctual to the post, make a good job of all the work of the handover; the handover should be done carefully, carefully, such as the handover is not clear and caused by the work of the error, the responsibility for the emergence of unclear deduction of the receiver of 30 points.
2, in the duty shall not empty post, violators in accordance with the "Employee Handbook" to deal with, not in accordance with the requirements of a good record of leaving the post deducted 50 points.
Second, the work attitude and work responsibility:
1, did not follow up on the daily review of the message matters and arrangements for the work task. Deduct 30 points.
2, in the guest service or collaboration with other departments, such as their own service is not good, the work is not favorable, resulting in guests or other departments to complain each time the deduction of 50 points.
3, the positions of the unfinished business, are to leave a good message, good communication and coordination. Due to communication and coordination is not enough to cause passive work deductions of 30 points.
Third, business knowledge:
1, in the audit of rent, to see if there is more into the phenomenon, less into the phenomenon, each room rent is in line with the provisions of the problem, such as those who did not point out in time deduct 30 points.
2, according to the statement to review the various adjustments to the documents, check the manual entry rent, withdrawal of the departure, rent-free notice is complete, whether there is a necessary personnel to sign the approval. Deduction of 30 points for the existence of problems not identified.
3, review the statements and bills made by the cashier, decomposition of compensation and taxes and other items that do not belong to the business income; not pointed out the deduction of 50 points.
4, according to the night audit of daily operating income statements and cashier to reconcile the daily cash, check, credit card income, and to ensure accurate and consistent. 30 points. Strictly review pending bills, produce a detailed statement of pending bills and ensure consistency with the number of pending bills on the operating income statement. Provide a good handover to receivables staff. 30 points.
5, the audit of the various statements to achieve accuracy, 30 points.
Fourth, the quality of work:
1, at the front desk to review the guest's departure bill, to be careful, carefully, to check the room charge, settlement, live away from the date of the store, whether the relevant documents are complete, complete, fill out the norms, etc., there is no violation of the hotel's regulations, such as the problem of failure to timely detection of the person each time to deduct 20 points.
2, the audit of a variety of charges, to achieve the account in line with the reality, to see whether the charges for each document is standard, whether the account, the amount is calculated correctly. Whether with the business sector statement is consistent, found that the error is to do the necessary follow-up to amend the work. Deduct 30 points.
3, every day on the computer system should be "O" of the main bill to check, count, there are omissions of 20 points.
4, according to the audit of the restaurant, guest room statements and bills to produce "daily business income summary statement", the table table matches, and to ensure that there is no error. 50 points.
5, strict audit of pending bills, documents, to ensure that each pending bills and documents are in line with the relevant provisions; not in line with the provisions of the bills and documents to be returned to the operating departments, the audit reflects the problem to be well documented. 30 points
6, will be reconciled with the "guest room merchandise sales daily statement", "restaurant cigarettes and liquor sales statement" and related documents forwarded to the Department of Costs
7, check the kitchen ORDER sheet and bar ORDER sheet and forward to the cost department. 30 points.
8, the daily audit according to the kitchen high-grade raw material control table and the computer to check, to ensure the accuracy and consistency of data. 50 points.
The deduction points noted above is not enough to deal with negligence, if the violation of the relevant provisions of the hotel, to the extent of negligence, according to the provisions of the hotel to give negligent treatment.
Performance Appraisal Program Part 2
I. Purpose of the assessment:
Through an effective performance appraisal mechanism to make the cafeteria staff income and work performance hooked to improve the quality of the staff, ability and enthusiasm for work. Promote communication and exchange between managers and employees, to form an open, active participation, active communication atmosphere within the enterprise, and enhance corporate cohesion.
Second, the assessment cycle
Monthly assessment: assessment of the month's performance, the assessment time for the next month before the 5th, postponed in case of holidays.
Annual assessment: annual 12 monthly assessment of the average score of each project in total, the assessment time for the annual January 15 before.
Third, the main assessment indicators
The performance appraisal indicators of the cafeteria staff see the "cafeteria personnel performance appraisal implementation rules".
Fourth, the use of assessment results
1, the monthly assessment results of the classification
to 100 points as a standard, and according to the specific performance of the cafeteria staff will be included in the appropriate level of the assessment results as a basis for the issuance of the cafeteria staff performance-based salary.
(1) performance appraisal scores in the 80-100 points, the month performance pay is issued at 100%;
(2) performance appraisal scores in the 70-79 points, the month performance pay is issued at 80%;
(3) performance appraisal scores in the 60-69 points, the month performance pay is issued at 60%;
(4) Performance Appraisal performance appraisal scores in the 60 points or less, the month's performance salary is deducted in full.
2, the annual assessment results will be used as a canteen personnel promotion, change, year-end bonus payment, renewal of the labor contract is an important basis.
Fifth, performance pay set
Based on the cafeteria per capita workload, set a fixed amount of performance pay each year. When the workload has changed significantly (the number of employees dining more than 20% increase or decrease, or increase the number of cafeteria staff staffing establishment), a separate adjustment to the performance pay assessment base. Other parts of the salary system in accordance with the implementation of the company. Performance wage assessment base is set as follows:
Position Position wage Performance wage assessment base Wage structure
Cook 920 900 Position wage + performance appraisal wage + seniority wage + overtime wage
Cook 920 600 Position wage + performance appraisal wage + seniority wage + overtime wage
(such as in accordance with the current working time model, the combined calculation after deducting the working time should be
(according to the current working time model. (If in accordance with the current working time model, the combined calculation of the deduction should be working time and then another calculation of overtime, the performance base can be considered to be set at 1200,800)
Six, the assessment of appeals
Cafeteria personnel have objections to the monthly performance appraisal can be appealed to the level, the corresponding management level should be received within seven working days to respond to the appeal.
The performance appraisal program Part 3
Nursing staff in the hospital occupies a large proportion of the hospital for the quality of medical services in the hospital is also relatively large, so through the implementation of the performance appraisal of nursing staff, so that the nursing staff's benefit salary and the completion of the quality of the work linked to the embodiment of the more work more money, excellent work better, so as to increase the nursing staff's positive work initiative, to stimulate the enthusiasm of the nursing staff work and personal potential, to make the nursing team dynamic. Make the nursing team energetic. Here's a look at it!
First, the object of application:
This system applies to all nursing staff in the hospital.
Second, the assessment method
Nurse performance appraisal totaled 100 points, including medical ethics, nurse assessment, three basic examination assessment, inpatient satisfaction, plus / minus points project.
Medical ethics
Head nurse assessment
The head nurse assesses the work of nursing staff once a month. The content of the assessment is ideological character, work responsibility, business ability, work efficiency, teamwork, communication and coordination, service attitude, safety awareness, attendance, errors and complaints.
Three basic examination assessment
Monthly organization of the three basic theoretical examination, semi-annual organization of an operational skills examination.
Inpatient satisfaction survey (100 points, accounting for 40% of the total performance score): the nursing department monthly satisfaction questionnaire issued to hospitalized patients.
Extra points
(1) to get the patient oral or written praise for the month plus 10 points
(2) published thesis to the month plus 10 points.
(3) the three basic theoretical examination or technical operation of the examination of the month plus 5 points.
(4) to participate in the hospital business learning once plus 0.5 points.
Deductions
(1) errors or patient complaints, 10 points in the month.
(2) three basic theory or technical operation test failed to deduct 5 points in the month.
The nurse's total individual performance score = 30% of the assessment points of the head nurse + 30% of the assessment points of the Department of Nursing + 40% of the patient satisfaction points of the department + personal plus/minus points.
Third, the assessment and evaluation requirements
The head nurse should focus on the actual performance, objectivity and fairness, seeking truth from facts, () to each nursing staff for a fair evaluation.
Fourth, the assessment and evaluation content:
(a) medical ethics
(1) to save lives and help the injured, wholeheartedly for the people's service
(2) respect for the rights of patients for patients to keep medical secrets
(3) compliance with the law, honest practice of medicine
(2) the head of the nurse to the nurse assessment content Including:
① work completion (10 points)
② business ability (10 points)
③ work efficiency (10 points)
④ quality of work (10 points)
⑤ labor discipline (10 points)
⑥ attitude (10 points)
⑦ attendance (10 points)
⑧ solidarity (10 points) ⑧ solidarity and cooperation (10 points)
⑨ the occurrence of errors and accidents (10 points)
⑩ service attitude (10 points)
The above is divided into 100 points, of which 100 points ~ 91 points for excellent, 90 ~ 80 points for good, 79 ~ 60 points for qualified, 59 points or less for unqualified.
Note: Excellent accounts for 30% of the total number of nurses in the department, good accounts for 50% of the total number of nurses in the department, and general accounts for 20% of the total number of nurses in the department.
(C) three basic examination assessment
(D) inpatient satisfaction
(E) plus / minus
V. Assessment results
All assessment results are linked to the annual comprehensive assessment, and as the end of the year evaluation, title promotion, job promotion, one of the important basis. Annual specialist theory and operation assessment results feedback to the head nurse, the head nurse is responsible for recording in the head nurse manual and nurse institutionalized training manual, and linked to the end of the year technical title assessment, the results of those who do not pass can not be assessed as superior and competent (assessment of the use of a four-class system: superior, competent, basically competent, incompetent), unexplained non-participation in the assessment of the assessment of the assessment of the incompetent.
Article 1: Purpose
For the long-term development of the company's services, around the market, people-oriented, cultural management, to stimulate the participation of all staff, *** with the development of the workshop in order to strengthen the workshop's various management and to achieve the company to develop the annual scheduled business objectives, and to fully grasp the responsibility of the various processes of the work shared, to improve the motivation of all employees to work, to improve the work of the workshop. Improve the enthusiasm of all workshop staff, effectively improve the overall efficiency of the company, and to achieve the company's annual operating profit for the purpose of the promulgation of this assessment.
Article 2: assessment principles
(a), the principle of safe production safety and each of us are closely related to the fundamental issue of people-oriented. We can only work safely to create better benefits for ourselves and for the enterprise.
(2), to stabilize production as a principle Improve the enthusiasm of all staff, create a harmonious working atmosphere, create smooth conditions, stable production, to ensure the completion of the company's production targets issued by the improvement of revenue.
(C), to save raw material costs as a principle of manufacturing with the least resources (people, materials, equipment), to strengthen the statistics and accounting costing, so that the savings of raw materials directly form the economic benefits.
(d), to the workshop management system and assessment methods for the principle of implementation of the company's management methods and regulations at the same time, the group, continuous improvement, and play the collective wisdom, to establish the most appropriate standard of work, so that all the work is done in a well-organized, fair and transparent assessment to achieve a clear distinction between reward and punishment.
(e), the principle of technical management to emphasize talent, technology and quality is the life of the product, make every effort to protect the necessary after-process. Quality and requirements, firmly establish the idea that the back process is its own customers.
(F), to ensure the normal operation of equipment as a principle of all kinds of equipment to production as the core, the problem should be timely detection, timely treatment, and effectively achieve the normal operation of equipment.
Article III applies to the qualifications of the workshop staff performance appraisal form (a) production and processing department of the first-line production of regular employees apply;
(b) have special contributions or skills by the company and the production and processing department of the minister of the written special approval of the personnel can be applied;
(c) in the probationary period and come to the company to study the internship employees in principle does not apply;
(d) violation of company discipline, there is a written decision of the company to deal with. Company discipline, there is the company's written processing decision documents of the staff does not apply;
Article 4: Calculation unit
The existing shift split into two parts of the welder group and integrated group, the combination of hourly and tons of unit price for the calculation of hours and product weight as the calculation of the unit of performance, based on the weight of each product, respectively, to the welder Work process and comprehensive process in the form of work ticket allocation of hours, welding process accounted for 55% of the total weight unit price, other processes accounted for 45% of the total weight unit price, but expressed in terms of man-hours (such as a product weighing 1,000Kg, according to the end of the month, the total revenue divided by the total tonnage to arrive at the unit price per kilogram, the welder alone accounted for 55% of the tonnage of the unit price of this product, and the other 45% in the form of man-hours allocated to the integrated group, the And this work hours are based on the actual production of specific products work hours to be allocated).
Article 5: Calculation period
Calculation period in accordance with the accounting monthly from the 26th of last month to the 25th of this month, at the beginning of each month to calculate the previous month's performance results of the groups, and according to the group leader, team leader and workshop director of the work of the performance appraisal will be the final score reported to the financial regulations.
Article 6: Calculation of the basis
Based on the qualifications of Article 3, the entire staff of the implementation of the same pay for the same work, the base salary unified adjustment of 1400 yuan.
Product quality inspection qualified into the finished product warehouse, before the ton unit price and work hours as the basis for extraction. Semi-finished products and spare parts are not used as the basis for calculating the unit price of tons and working hours.
If the workload is completed within the specified period of working hours and meets the quality requirements, the number of working hours will be counted as 100%; if the workload is not completed and the time is not more than two hours, the working hours will be counted as 90%; if the time is more than four hours, the working hours will be counted as 80%; if it affects the delivery date, the working hours will be counted as 50%; if the workload is not completed due to personal reasons or the workload is not completed in other work processes, the working hours will be counted as 50% if it bargains with the work team or workshop, the working hours will be counted as 50%. Or workshop bargaining, do not count the hours, and reverse deduction of the corresponding hours added with the completion of the worker, or as a workshop incentive hours.
The overall number of products manufactured in the workshop is high, the individual work efficiency is high, the number of tons or hours will be more, the performance pay is naturally high. □ Performance evaluation
Article VII: assessment
In addition to the assessment in accordance with the completion of working hours, the workshop and the team must also be based on the people, machines, materials, law, the environment of the five aspects of the assessment of the staff, which needs to be gradually according to the workshop work, the development or improvement of the operability of the rules and regulations.
(a), people: assessment of safety awareness, work attitude, execution, service consciousness, the company and workshop system implementation.
(ii), machine: assessment of the jurisdiction and use of equipment maintenance, maintenance, use and other aspects.
(c), material: to promote cost consciousness of the whole staff, the reasonable use of materials, reduce waste initiatives to increase the hours of reward, only to their own convenience, wasteful and serious, to increase the demerit points.
(d), the law: to be strictly in accordance with the production process procedures for production, firmly establish the production process as the center of thinking, enhance quality awareness, and make every effort to ensure that the quality and requirements necessary for the latter process, effectively save manufacturing time, improve the workshop production, improve the progress of the product, accuracy and quality.
(E), ring: the area under the jurisdiction of health, equipment health, goods and tools placed in an orderly manner to assess.
Article VIII: personnel assessment
In order to improve the overall quality of the workshop, to promote positive spirit, to maintain a good order of production, improve labor productivity, to ensure the smooth progress of production work, according to the workshop's current actual status quo on the following matters for a working hour to seven working hours of the assessment:
(a), the staff appeared to Violation of the assessment matters, whether it is the workshop or the person in charge of the team, must first be warned, warned immediately after the correction, not assessed, after the warning is still determined not to change, should be immediately assessed, and recorded with the assessment form. In principle, the workshop does not directly assess the individual employee, the emergence of assessment matters assessment team, team assessment of the individual.
(b), employees should wear work clothes, with helmets, work is not allowed to wear slippers, shorts, bareback, etc., violators are penalized one working hour each time.
(c), employees in the production process should be strictly in accordance with the quality standards, process regulations and procedures for the operation, shall not be unauthorized to raise or lower the standard, in the operation after the completion of a good record, if the warning is not corrected in time to penalize the five to seven working hours.
(d), the workshop staff must obey the workshop and team arrangements, disobedience, abusive people each time the penalty of two working hours, personal attacks on the penalty of seven working hours and the company's Personnel Department.
(e), to establish "the next process is my user" concept, the quality awareness of the entire process, do not manufacture substandard products, not to the next process flow of substandard products, but also to maintain the management of these states. If there is a weakening of the quality requirements, to get by, do not talk about collaboration and process requirements, only to their own convenience, fast, once found or complaints, will be made within the scope of the complaint for each piece of work produced by one to seven working hours of punishment.
(F), the implementation of on-site management in the "eliminate waste", adhere to the "profitability of the work" concept, in the process of any operation, we must have a sense of cost, if you find the phenomenon of obvious waste, and after discouragement still insisted on not changing, will be depending on the specific situation Punishment of one to seven working hours of punishment
(7), the staff at the scene of the first job is to "complete the production task", in order to achieve this purpose, it is necessary to delivery and quality standards as the center of the all-round management, to inhibit people, materials, equipment, methods of disorganization, such as this case, the workshop actively advocate the whole staff to form a kind of from discovery to take countermeasures. Form a kind of the most appropriate virtuous cycle from the discovery to take countermeasures until the state. If there are employees to take wait, rely on, want and other methods, intentionally restricting the completion of the production task to achieve this purpose, as long as the investigation is true, will be given more than seven forty-two hours of punishment.
(H), employees should keep their jobs clean, items should be placed in accordance with the provisions of the location of the neatly placed, not put everywhere, every day after work must be cleaned to use the equipment and the area under the jurisdiction of the health, the weekend must be cleaned (the company's doors, toilets, windows, maintenance of equipment, fans, drinking fountains, etc. must be clean). Each team leader to effectively take responsibility for the dirty and poor, the team and the workshop will be given a penalty of one to seven working hours.
Article IX: equipment assessment
barbaric operation, damage to the equipment to be given strict penalties, penalties for equipment maintenance time of two to five times the working hours, equipment failure rate is high to identify the cause of one to seven working hours of punishment.
Article 10: rationalization proposal assessment
In order to inspire the imagination of all employees, the collection of personal wisdom and experience, to improve the company's production and business development, in order to achieve the reduction of costs, improve the quality of the company's operations, incentives to morale, the company and the workshop of the rationalization of the following proposals depending on the role and the size of the benefits generated by 10 to 500 yuan. The company and the workshop on the following rationalization proposals depending on the role and the size of the benefits generated by 10 to 500 yuan reward:
(a) a variety of products, jigs and fixtures, operating methods, manufacturing processes, production processes, administrative efficiency and other improvements.
(ii) related to machinery and equipment, maintenance improvement.
(iii) Improvement of raw material utilization efficiency, switching to alternative raw materials, energy saving, etc.
(d) Design, manufacture, packaging and development of new products.
(v) Recycling of waste materials and energy.
(vi) Promotion of operational safety, prevention of personal or equipment accidents, etc.
Article 11: "5S" learning
5S is the basis of on-site management, is the premise of TPM (Total Production Management), is the first step of TQM (Total Quality Management), and is the guarantee of the effective implementation of ISO9000.
At present, the workshop does not have the ability to implement the 5S activities, the workshop staff should actively study the workshop issued by the "5S" basic knowledge and "5S" learning Q&A, the workshop held from time to time a written examination, the examination failed workshop will be penalized by five to seven working hours. The workshop will be penalized by five to seven working hours.
Article 12: responsibility for the assessment
The assessment is a level-by-level assessment, the director of the assessment of the shift leader, shift leader assessment of the team leader, the team leader assessment of the team member, the major failure to have a joint and several. The master of the apprentice in the apprentice assessment does not pass the case does not enjoy the apprenticeship, the apprentice has a major error, the master to bear joint responsibility
By-laws
Article 13: Revision
The teams or employees for the approach to any doubt, by the workshop after the convergence of the Ministry of Production and Processing submitted for the interpretation of doubt; if there is a need for revision, then by the production and processing department.
Article 14: Implementation
These rules have been implemented since the month of 20xx.
Performance appraisal program Part 5One of the important tasks of human resource management is to evaluate the work performance of employees to improve their efficiency, promote their personal development and achieve the goals of the enterprise. In order to do a good job of the Group's performance appraisal work, the development of this program.
First, the purpose of the performance appraisal
1, performance appraisal for the personnel job up and down to provide a basis. Through a comprehensive and rigorous assessment, the quality and ability to have exceeded the requirements of the position of the personnel, should be promoted to its position; the quality and ability to meet the requirements of the current job, it is reduced to its position; with the use of non-master, it will be adjusted.
2, performance appraisal for variable pay and bonus payment basis. Through the assessment to accurately measure the "quality" and "quantity" of the employee's work, in order to determine the issuance of variable pay and bonus standards.
3, performance appraisal is a means of incentivizing employees. Through the appraisal, reward the good and punish the bad, the staff to play a spur, promote the role.
Second, the basic principles of performance appraisal
1, objectivity, fairness, science, the principle of simplicity;
2, the combination of phases and continuity of the principle of the staff assessment cycle of the evaluation of the indicators of the data should be comprehensively analyzed in order to reach a comprehensive and accurate conclusions.
Third, the performance appraisal cycle
1, middle-level cadres performance appraisal cycle for the half-yearly assessment and annual assessment;
2, employee performance appraisal cycle for the monthly assessment, quarterly assessment, annual assessment.
3, the monthly appraisal schedule for January, February, April, May, July, August, October, November, the beginning of the 25th of each month, to the 5th of the following month to report the appraisal;
Quarterly appraisal schedule for the 25th of each month in March, June, September, to the 5th of the following month to report the appraisal;
Semi-annual appraisal schedule for the beginning of the 25th of June, by July 10th to report the appraisal;
annual appraisal schedule for the December 25 to the end of January 25 of the next year.
Fourth, the performance appraisal content
1, the three main positions above the assessment of middle-level cadres
(1) leadership (2) Ministry of cultivation
(3) morale (4) goal achievement
(5) sense of responsibility (6) self-enlightenment
2, the employee's Performance appraisal content
(1) moral: policy level, professionalism, professional ethics
(2) ability: professionalism, business ability, organizational ability
(3) diligence: responsibility, work attitude, attendance
(4) performance: the quality and quantity of the work, efficiency, and innovative results.
Fifth, the implementation of performance appraisal
1, the Group set up a performance appraisal committee, the performance appraisal work organization, deployment, the composition of the committee will be notified;
2, the assessment of the middle cadres of the supervisors in charge of the leadership and the implementation of the human resources department;
3, the assessment of the staff by their direct supervisors, supervisors and the human resources department. The appraisal of employees is carried out by their direct supervisors, supervisors and the Human Resources Department.
Sixth, performance appraisal methods
1, middle-level cadres and employees in the performance appraisal of the appraisal cycle are used in the combination of self-assessment and scale evaluation method.
2, I self-assessment is required to be assessed by the person to make a true description of my work during an assessment, the content should be consistent with the current work objectives and the requirements of the job responsibilities, the main achievements of the assessment period, the work of the existing problems and the improvement of the vision.
3, the scale evaluation method is to assess the content of the decomposition of a number of evaluation factors, and then a certain number of points allocated to the evaluation factors, so that each evaluation factor has an evaluation scale, and then by the appraisal of the assessment of the evaluation of the object of the performance of the evaluation factors to make the evaluation, scoring, multiplied by the corresponding weights, and finally summed up to calculate the total score.
4, according to the "stage and continuity of the principle of combining", the employee's monthly assessment of the score should be a certain percentage of the quarterly assessment of the results of the score; quarterly assessment of the score should also be a certain percentage of the annual assessment of the results of the score, the specific assessment of the assessment cycle assessment of the results of the score formula is as follows:
Second quarter assessment result score = (April assessment score + May assessment score) × 20% + this quarter's assessment score × 60%
Third quarter assessment result score = (July assessment score + August assessment score) × 20% + this quarter's assessment score × 60%
Third quarter assessment result score = (July assessment score + August assessment score) × 20% + this quarter's assessment score × 60%
The assessment result score is calculated as follows ) × 20% + this quarter's appraisal score × 60%
Annual appraisal score = (first quarter appraisal score + second quarter appraisal score + third quarter appraisal score) × 5% + (October appraisal score + November appraisal score) × 5% + annual appraisal score × 75%
5. After filling in the self-assessment form and assessment scale, the individual will be summarized together with the summary calculation of each individual's appraisal score. After the completion of the individual self-assessment form and assessment scale, together with the summary of the calculation of the assessment results of each cycle of the list of scores and submit to the Ministry of Human Resources.
VII, performance appraisal feedback
The appraisal executive should be based on the specifics of the results of the appraisal, listen to the appraisee on the performance appraisal of the various aspects of the views, and will be summarized and reported to the Group Human Resources Department.
Eight, the application of performance appraisal results
The Human Resources Department summarizes and analyzes the appraisal results, and coordinates with the departmental leaders of each company to make adjustments based on the appraisal results of the appraisee's variable pay, bonus issuance, and job elevation and other issues.
1. Floating salary adjustment. The total score of the appraised person is higher than the average score of the employees, according to the proportion of excess floating salary; the total score of the appraised person is lower than the average score of the employees, according to the proportion of the gap downward adjustment of the floating salary; equal to the average score is not adjusted.
2, the bonus issued by the competent leadership in accordance with the results of the assessment to determine the issuance of standards, but must ensure that the total amount of bonuses issued in full, no private deduction of bonuses.
3, the middle cadres of the job lift and position adjustment, by the general manager of the General Assembly in accordance with the results of the assessment in due course to make a decision; employees of the position adjustment by the competent leadership of the company to decide, and reported to the Ministry of Human Resources for the record; by the promotion of employees to the middle cadres of the general manager of the General Assembly to make a decision.
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