Performance appraisal is to evaluate the work of employees, accounting for the important work of the salary, performance appraisal commissioner end of the year need to prepare a summary of the work, do you know the performance appraisal commissioner annual personal summary of the work of the focus of what? The following is a "performance appraisal commissioner annual personal work summary 5", for reference only, welcome to read this article.
Part I: performance appraisal commissioner annual individual work summaryIn order to further implement the "Budget Law" to pay attention to the principle of performance, strengthen the budget performance management, according to the "do a good job on the 20xx annual budget performance management work assessment of the notice" the spirit of the document, is now my unit of the 20xx annual budget performance management work is summarized as follows:
First, the annual budget performance
In 20xx, my unit to achieve the performance objectives as a guide, and further strengthen the system construction, improve the quality of self-assessment, budget performance management to achieve new results. First, grasp the performance target preparation, timely submission of performance targets. Secondly, we explore performance tracking and monitoring, and require strengthening process monitoring. Third, in-depth financial expenditure performance evaluation, implementation of performance self-assessment of special funds and project verification, on the basis of which a self-assessment report was formed. Fourth, strengthening the application of evaluation results, organizing performance self-assessment and performance tracking and monitoring, making timely improvements to the problems found, and strengthening the connection between evaluation results and project funding arrangements. Fifth, a sound performance management mechanism, a clear division of responsibilities, and efforts to improve the performance management work level.
Second, self-assessment
(a) Groundwork management. Our school leadership attaches great importance to the budget performance management work, the work to give strong support and guidance, the instructions made by the higher-ups and issued the budget wholesale very concerned. In some system construction we do some lack, to be improved and perfected.
(ii) performance target management. Our school strictly in accordance with the requirements of the higher level in the specified time to report performance objectives, such as monthly salary on time, provident fund, medical insurance, etc. on time and accurate payment in place, from no arrears.
(C) performance monitoring management. Our school in 20xx no project income and expenditure, began to budget for the project are in the late stage to make timely adjustments.
(d) performance evaluation management. 20xx year our school basic expenditure management of the various income and expenditure are completed according to the objectives of the budget. Our school's financial revenue has the salaries of active and retired staff and public funds. Expenditures are paid to employees in accordance with the state salary standards. Public funds are all used to purchase office supplies, office equipment, such as: our school in 20xx to purchase water dispensers, computers, electronic screens, additional desks, etc., in order to improve the teaching environment of the campus for the painting of the facade and so on. So that the public funds used in practice, improve the teaching environment of the school. The main expenditure of the three public funds is the official car maintenance fee, **** expenditure of xxx yuan, a decrease from the previous year. Project expenditures are the carry-over expenditures from 20xx, and there is no project income in the current year.
(V) results utilization management. Under the leadership of the higher authorities, our school has excellently completed the 20xx performance management work, which will lay the foundation for the next year's work.
Third, the budget performance management work problems
There are still many shortcomings in the work, especially the use of funds still need to better communicate with the higher authorities to eliminate some unreasonable expenditure.
Fourth, the next phase of the work plan
The new year is about to begin, the school will do a good job of budget performance management, in accordance with the requirements of the higher authorities to do a good job of the new budget, to ensure that the budget is accurate and error-free. I hope we will work even better in the new year.
Part II: performance appraisal commissioner's annual personal work summary20xx is the company's performance pay assessment of the beginning of the year, the company's leadership attaches great importance to the implementation of the performance pay assessment work as the annual work objectives and carry out the "connotation of deepening the year" activities as one of the key tasks. In this regard, the Department of Enterprise Management seriously implement, carefully organized and implemented, closely around the group company "connotation of deepening the year" activity requirements to performance pay assessment work as a hand, in-depth and solid to carry out the performance management theme of the year activities to promote the company's business management to standardization, refinement and standardization of the development of the company.
First, the development of assessment methods, the organization of the assessment work
The company's performance pay assessment work in 20xx x month to start preparations, due to the company's production and operation of the unstable factors, delayed to 20xx year to be implemented. In the process of preparation for the performance pay assessment work, the Department of Management to organize the relevant personnel to Donghua Cement, Yulin Energy, Jutai Group, Huaru Hengsheng and other industry study visits, combined with the actual company, the performance pay assessment of the benchmark data, the development of performance pay assessment in line with the actual performance pay assessment of the company's approach to repeatedly obtain the views of the departments and offices, workshops, and many times revised and improved, and through the company's leadership of the many reviews! In February 20xx, it was finalized. The company to xx hair (20xx) No. 13, xx hair (20xx) No. 14 documents were issued "20xx annual performance wage assessment methods (for trial implementation)" and "performance wage assessment office work system", in order to put the performance wage assessment work into effect, successively formulated the "ministries and departments, workshops, second level of performance wage assessment guidelines", "Enterprise Management Department performance manager work regulations", "the performance wage assessment of the Ministry of Finance", "the performance wage assessment of the Ministry of Finance", "the performance wage assessment of the Ministry of Finance", "the performance wage assessment of the Ministry of Finance", "the performance wage assessment of the Ministry of Finance", and "the performance wage assessment of the Ministry of Finance". On the implementation of performance pay assessment methods of guidance", the end of the monthly performance pay assessment, are issued a circular, to be published assessment results, problems to rectify the views, *** counting the issuance of monthly performance pay assessment bulletin x period, business management newsletter x period, thus, play a publicity of good experience and practice, pointing out that there is a problem and shortcomings, guidance on the performance appraisal methods and methods, put forward the views of rectification and time limit.
After the x-x months of assessment, participating in the assessment of the department *** counted xx, should be assessed performance pay amount of xx yuan, the actual assessment of performance pay amount of xx yuan, the assessment ratio of 89.5%. Appraisal work found problems xx, the main problems are as follows:
1, the main person in charge of the performance management of the departments of the concept is still stuck in the past at the level of administrative management, the importance of the performance pay assessment of superficial understanding, low cognitive awareness, indifference to employee awareness, has not yet been transferred to the reality of the performance management, there is no sense of crisis and a sense of urgency, whining, not positive and proactive.
2, some department heads negligent management, do not seriously study the company's relevant documents, do not effectively implement the company's relevant systems and regulations, resulting in the score did not get.
3, some departments did not seriously study the company's performance pay assessment methods and assessment work system, the meaning and content of performance pay assessment methods lack of deep understanding.
4, some departments do not study in-depth implementation of the company's system documents, the work does not focus on the goal, there is no completion of the objectives of the specific measures and practical action, the system implementation is relatively weak.
5, individual department heads are not strong sense of responsibility, the department's work in mind, low business level, to mix themselves with the general public, the work is not progress.
6, the health environment has not been paid enough attention to, the ministries and offices, workshop health environment is poor, especially the workshop office and the site, did not meet the standards required for clean production and office environment, mainly cluttered, disorderly placement of items, documents, information, file management chaos, the ground, countertops, cabinets, debris, stains, dust, wall stickers, graffiti, outdoor corridors, bathrooms, roofs, and the health responsibility area has garbage. Not clean, health responsibility area with garbage, etc..
7, the implementation of the company's system is uneven, did not achieve the standardization of the system, operating procedures standardized standards, the assessment of the system has not been implemented to the post and the staff, the assessment of the functional departments are not in place.
8, the departments of the program management work is weak, the work of the program is poor, there is no implementation of the plan is not implemented, the department within the program work without standards, no assessment, no results.
9, the departments of staff training in form, the training content of some unrealistic, the staff of the lower quality of business, some can not answer the job description of the work of the operating procedures, management systems and other content.
10, x month x organization of the daily assessment of performance pay, **** found that the problem of xx, put forward corrective comments and rectification time frame.
Second, the establishment of a performance management system, deepening the road of connotation development
In order to promote the xx industrial company energy saving, cost reduction, efficiency, revenue and expenditure of the annual goal of the smooth realization of the beginning of the beginning of the year, in order to carry out the theme of the year of the performance management activities as the center, proceeded to the establishment of a performance management system, that is, the requirements of the departments and offices, workshops to establish a The performance manager, enterprise management department set up a performance manager, the implementation of performance management system of vertical leadership, so as to comprehensively implement the performance appraisal to build a management platform.
The main connotation of the performance management system of the xx Industrial Company is that the company's performance wage assessment work and internal market-oriented construction are integrated into the performance management platform, and the implementation of a unified plan management, unified arrangements for the deployment of a unified coordination of action, so as to provide a driving force for the advancement of the performance wage assessment and the process of construction of internal market-oriented.
In order to improve the performance manager's business quality and management level as soon as possible, the Ministry of Enterprise Management has formulated a performance management system, performance manager and performance manager job responsibilities and performance management assessment methods, formulated the 20xx annual performance manager training plan, the main content is: performance management theory, performance pay assessment methods, internal market implementation program, contract management methods, system management methods, budget and plan.
Third, strengthen the business training, improve the quality of the assessment
In accordance with the spirit of the Group's documents on performance appraisal, combined with the operating characteristics of the XX Industrial Company, the development of the company's actual performance-based payroll assessment methods, the main set of five indicators, namely, joint responsibility for the indicators, quantitative indicators, business work, constraints, and innovation indicators. The main five indicators are set, namely joint responsibility indicators, quantitative indicators, operational work, binding indicators and innovation indicators. Among them, the joint responsibility indicators and quantitative indicators are calculated according to the actual number of completion, which are the decomposition indicators of the company's annual business objectives and must be realized. Business work, constraint indicators and innovation indicators is the quality of work indicators, in order to achieve the company's annual business objectives and put forward the work requirements, management standards and innovative methods, this part of the assessment indicators of the inspection and assessment, involving a wide range of specific content complexity, the assessment of the standard requirements of the high, so, the relative difficulty, but also the company to achieve the objectives of the refinement of the management of the key.
In order to do a good job of performance pay assessment, the Department of Enterprise Management of the performance administrator held four performance management training courses, but also the use of appraisal team meetings on the actual operation of the performance pay assessment training, and strive to achieve a unified standard of assessment, assessment of the caliber of unity, unity of the appraisal discipline, to achieve openness, transparency, fairness and impartiality, and as soon as possible, to improve the performance administrator's business level. The main training content is performance pay assessment methods, contract management implementation rules, the company bidding management methods, performance pay daily assessment methods, etc., to improve the performance administrator's business level.
The assessed units did not treat it negatively, but actively rectify and improve the work of the department, implement it item by item against the assessment standards, increase the implementation, and strive to achieve the assessment goals. Party Department in accordance with the assessment requirements to establish a file management system, at the same time, the assessed units actively carry out business guidance, the Sales Department has developed the assessment of each position, refined the performance pay assessment methods, the performance assessment work to the post head, the technology center of the technological innovation project assessment, the requirements of the production sector on a monthly basis for the advancement of the research and study, the Department of Human Resources in accordance with the requirements of the assessment of the performance pay. The annual training program was issued, and formulated the assessment rules, the performance managers are also actively carrying out the department's performance pay assessment preparatory work, we are full of confidence in the performance management of this new position, willing to dedication, so as to inject inexhaustible power for the construction of the performance management team.
Four, xx year performance pay assessment work plan
(a) seriously summarize the xx year performance pay assessment work, do a good job in xx year performance pay assessment method of revising, supplementing, perfecting, so that the performance pay assessment work is more detailed, more applicable, closer to the actual, really play the role of the performance appraisal of incentives.
(b) to further deepen the performance pay assessment work, on the basis of a good level of performance pay assessment work, the implementation of the second level of performance pay assessment work, and effectively implement the performance pay assessment to the post of the head of the person, to truly realize the full participation in the assessment, to open up the income bracket, rewards and penalties are clearly distinguishable, in order to assess the assessment of performance, the performance of heroes.
(C) the performance pay assessment and internal market-oriented operation of the organic combination of the same goal, complement each other, division of labor, *** with the promotion.
(d) do a good job of two tilts, the first, to the energy saving, cost reduction, efficiency, revenue and cost saving business objectives tilted to the material, cost, financial, sales, purchasing, and other quantitative indicators to the department, workshop, team and position, layer by layer decomposition, grading assessment, rewards and penalties. Secondly, tilt to the production system of the long cycle, safe and stable operation of the production goals, to protect the operation, to protect the production, to protect the profit, to protect the safety is an important task of performance management, to carry out a special performance management competition activities, the activities will be covered by the production of all aspects of the staff to benefit from performance management, so that the company's performance management in the development of the company.
(e) Strengthen the performance administrator team construction, to create a knowledge of management, will be able to count, can be innovative, love and dedication, smart and practical performance management team, to help the performance pay assessment work and the construction of the internal market, management, good use of good people, good management of finances, and continue to launch the performance management of the boutique project.
Part III: performance appraisal commissioner annual personal work summary20xx year, my bureau in accordance with the "China ***xx County Committee Organization Department, xx County Human Resources and Social Security Bureau 〈xx County organs and institutions staff full performance appraisal implementation approach〉" (xx group [20xx] No. 2) the spirit of the document, combined with the actual work, and carefully formulated the 20xx annual full Performance appraisal of the implementation of the program, and constantly strengthen the work measures, and strive to create an atmosphere of assessment, basically to achieve the full coverage of the scope of the assessment, and effectively strengthen the style of construction of the organs, and further improve the administrative efficiency.
First, strengthen the organizational leadership
At the beginning of 20xx, the Bureau of the Party Group attaches great importance to the convening of the Bureau of the Party Group meeting to study the establishment of the Party Secretary as head, the Secretary of the Party Group as an adviser, the Party members of the deputy head of the leading group, the development of the assessment program, indicators and implementation details. The leading group set up an office, Yuan Xia, deputy director of the office as director. Appraisal Office is responsible for the organization and implementation of the assessment, regular monthly supervision, summary, and timely submission of assessment results to the leading group for validation.
Second, strengthen the assessment work
The Bureau of Appraisal Office of the full performance appraisal of the basis of the score is set at 100 points, divided into the fulfillment of their duties, self-construction of the situation, the evaluation and assessment of the situation and other phases of the work, of which the assessment of the duties of the assessment of the score accounted for 45%; the assessment of the construction of the assessment of its own score accounted for 15%; the evaluation and assessment of the score accounted for 35%; other phases of the work. 35%; other phases of the work of 5%.
1, the fulfillment of job duties assessment. Appraisal Office requires each section chief based on the "20xx annual organs section of the basic work task assessment standards", developed a specific implementation rules for the assessment of the section, the organization of the section chief monthly section members of the performance of job duties one by one assessment, the person in charge of the performance of job duties and section performance appraisal linked.
2, own quality construction assessment. Individual self-construction assessment is based on the reference of the daily assessment of registered cadres and workers of political theory learning, collective activity participation, attendance, leave, government information completion. Appraisal Office in the individual to submit "self-assessment of their own quality construction assessment form" and the head of the section to submit "assessment of their own quality construction assessment form" on the basis of the disciplinary inspection and supervision, the organ branch, the Office to take the lead, the sections with the leading group from time to time spot checks, inspections and research, a comprehensive grasp of the overall situation of each section and individual work, so as to objectively and impartially assess the "quality of their own construction assessment summary table
3, evaluation assessment. 20xx year-end, the Bureau of Performance Appraisal Office of the organization of the democratic evaluation will require all employees to report on their duties and integrity, the site issued evaluation forms, all appraisals from the morality, ability, diligence, performance, integrity and other aspects of the democratic assessment, rated as excellent 100 points, 90 points for competent, basic competent 80 points, incompetent 60 points, and submitted to the party group for review and approval.
4, other phases of work mainly refers to the stage of the central work or thematic activities, outstanding performance submitted to the Bureau of the party group to discuss and review the discretionary points, resulting in adverse effects of discretionary points.
Three, focusing on ways and means
The full performance appraisal is divided into daily assessment and annual assessment of the two parts, in the daily assessment, the main performance of job duties assessment and their own quality construction assessment. In the annual assessment, the main evaluation assessment and other stages. In the way to take a qualitative assessment and quantitative assessment combination, quantitative assessment is to the sections of the business work task objectives, government information, family planning, news and publicity and other quantifiable tasks to complete the assessment; qualitative assessment is mainly from the performance of the work, the implementation of the system, the team building, anti-corruption and clean and spiritual civilization construction and other aspects of the evaluation. 20xx late December, the assessment office through the integrated Individuals to perform their job duties work, self-construction, evaluation and assessment of the situation, the stage of the key work, the summary calculation of the individual annual performance appraisal scores, and collated and archived, reported to the leading group for validation, to determine the assessment grade. Through the adoption of democratic evaluation, section mutual evaluation, the service object return visit and other methods, the assessment office basically can all-round to the whole bureau cadres and workers of the work performance, self-construction, service quality and social image to make an objective and true evaluation.
Four, the establishment of a sound mechanism
First, the adoption of personal performance appraisal results and annual assessment of the principle of one-to-one correspondence, that is, the democratic assessment of the "excellent" workers, must be combined with the results of the personal performance appraisal, a comprehensive assessment to determine the grade The results are an important basis for the use of cadres, the rotation of posts and the issuance of performance bonuses.
Secondly, the work of the section in the mutual evaluation and assessment if the comprehensive ranking is not qualified, will be canceled in the section of the excellent personal qualifications.
Third, if there is a major problem in the comprehensive management of social security, family planning work by the superior notification of criticism or punishment, specific administrative action by administrative review or administrative litigation and revocation or change, administrative licensing, administrative law enforcement, administrative compensation, the basic task is not completed, the work of the work of causing major errors or adverse impact of one or more situations, the section will implement a veto.
20xx, by carrying out full performance appraisal work, I formed a "system to constrain people, to system to motivate people" effective mechanism, to a certain extent, to regulate the behavior of the authorities to promote the implementation of the system, mobilized cadres and workers enthusiasm. However, while summarizing the achievements, we should see that we still need to use more scientific methods to set up assessment indicators, further improve the assessment basis for different groups, the scientific use of assessment results, so that cadres and workers consciously change the style of work, strengthen the effectiveness of the construction of the integration of work to ensure that the full performance appraisal of the real "to achieve the award of excellence and punishment of poor "to promote the work, service to the masses.
Part IV: performance appraisal commissioner annual personal work summary20xx, according to the head office issued on strengthening and improving the performance appraisal requirements, in the company's leadership attaches great importance to actively promote the full performance appraisal work, in line with the standardization of management, to strengthen the management and control, to improve the efficiency of the purpose of the special revisions and improve the "performance appraisal management system". For the smooth progress of performance appraisal work provides a strong guarantee. Now the 20xx annual performance appraisal work is reported as follows:
First, improve the performance appraisal system
In order to successfully promote the performance appraisal work, for the specific circumstances of our company, in the original system on the revised, improved and supplemented the company's "Performance Appraisal Management System", the new system fully combined with the departments of the work responsibilities of the characteristics of the clear performance appraisal of the work, the performance appraisal management system. The new system fully combines the characteristics of each department's work responsibilities, and clarifies the guiding ideology of performance appraisal, the scope of the assessment, the object, the content of the assessment, the assessment method, the requirements and the time span of the assessment. It is more comprehensive, detailed, operable and practical. Make my company's performance appraisal management more standardized.
Second, the assessment is carried out
Our performance appraisal work, always in line with the principle of objective and fair assessment, the implementation of the method of assessment of superiors and subordinates layers, the implementation of the scores system, the scoring content is mainly related to the moral, ability, diligence, performance and integrity of the five aspects. Monthly, quarterly by the head of the department from the work efficiency, work ability, compliance, motivation, spiritual civilization and other aspects of the score, the end of the year, take the average score of the four quarterly assessment as the annual assessment results.
In the work, the heads of departments to strengthen the supervision and management of the work process of the staff, in the assessment criteria to record the key events in the work of the staff, through the record, a better discovery of the work of the problem, and can be timely ordered to improve, but also timely detection of the staff's progress, to give recognition. In the assessment process, the heads of departments are able to dutifully treat the assessment, adhere to the principle, and strictly in accordance with the assessment rules scoring, to ensure the accuracy and authenticity of the assessment results.
Through the assessment, fully embodies the importance of leadership, full participation, true assessment, to avoid going through the motions, performance appraisal as an opportunity to further improve the system, clear job responsibilities, rationalize the working relationship, improve the work of the phenomenon of irregularities, at the same time, to further enhance the sense of responsibility of the staff, stimulate the enthusiasm of the staff work.
Third, the results of the public appraisal
At the end of the monthly assessment, through the company's public notice board to announce the results of the assessment, so that employees of all departments to recognize their own major achievements and shortcomings in the assessment period, to improve the cadres and workers of the work of the enthusiasm and initiative, focusing on the position of the labor and performance of the contribution of the employee's income Its job responsibilities, work performance is linked to completely break the previous seniority, good and bad the same, egalitarianism and many other shortcomings, performance appraisal really play a role in motivating employees, thereby improving and enhancing the efficiency of the work.
Overall, my company's performance appraisal work in 20xx has achieved more satisfactory results, in the future work, my company will continue to work hard to further revise the performance appraisal management system, and timely collection of workers' suggestions and comments, mutual communication, coordination of work, so that the unit's performance management is more standardized, meticulous. Strive for better development of the company.
Part V: performance appraisal commissioner annual personal work summaryTime flies, 20xx year in an orderly busy will be the past, looking back at the past year, the heart of a thousand feelings. Summarize is a mirror, through the summary can be comprehensive on their own achievements and lessons learned, strengths and weaknesses, difficulties and opportunities for objective judgment, for the next step in the work of clear thinking, clear objectives, develop measures to provide reference and protection. Therefore, I make the following summary.
First, a review of the year's work
The completion of the work. In the past year, the performance appraisal work in the various departments of the staff's full cooperation, made great progress, which is inseparable from the company's leadership in the early part of the performance of the staff to instill the concept.
1, the word performance has become a topic of concern to employees, performance appraisal to some extent in-depth, the majority of employees understand and support. Employees in all departments from the performance appraisal of the benefits, making everyone actively participate in, *** with progress.
2, employee performance appraisal from the front-line staff quality assessment, yield assessment, execution assessment and cost assessment, etc., to the management (hourly) staff of the work content of the assessment of the comprehensive and achieved certain results, mobilized the staff's enthusiasm and enthusiasm for work. Workshop staff assessment data to achieve the extraction of the day, such as general assembly of the finished product inspection records.
3, in the factory manager and quality supervisor's cooperation, the assessment data to achieve timely and accurate, in order to effectively do the staff assessment results of the accuracy of the effectiveness of the contribution.
Second, the work of the target did not reach the mistakes and problems
Looking at the whole xx year, the assessment work is still some deficiencies and shortcomings.
1, part of the assessment rules did not do a timely revision, detached from the objective reality, resulting in individual departmental assessment of the unreasonable situation contradictory to the real situation. (For example, the production appraisal of the bar workshop, due to the bar workshop staff production tasks are assigned by the shift manager, resulting in the assessment process of the production index is difficult to determine, there are individual unreasonable situation.)
2, individual employees of low quality, can not accurately provide assessment data on time, some employees of the assessment reflects the negative performance can not be accepted, should increase the explanation of the assessment concept, so that employees can truly understand and accept our assessment concept.
3, some of the department's employees on the assessment of the exclusion of psychology, the assessment of the provision of data does not give positive cooperation, so that the work can not be effectively carried out.
Third, the next year's work plan and arrangements
The purpose of the summary is to better plan and arrange the work plan in 20xx.
1, clear work ideas, the next year should be along the direction of the established work objectives and track to continue to move forward, to avoid like a headless fly blindly hit, which will deviate from the purpose of the assessment and farther away.
2, the current year's assessment of the work encountered in the 'problem to find solutions, such as the average performance of the departments appeared uneven, for this should be gradually introduced in the next year departmental performance, the results of the performance of different departments to further correct the work; in addition to the workshop batch and yield assessment is still unreasonable, should be made for the emergence of abnormalities in the specific measures to rectify the situation, such as tail owed Batch size is too large, should analyze the reasons for its emergence, and make reasonable additional provisions. Other problems should also be developed corresponding solutions.
3, strengthen the performance appraisal of the implementation of personnel, to do everything from the practical point of view, according to the data according to the facts, come up with performance results that accurately reflect the work of employees.
4, actively develop the xx year assessment work plan, eliminate the blind spots in the previous assessment, so that each employee is included in the assessment work, reasonable performance management.
The new year means new opportunities and new challenges, we decided to build on the existing foundation, to go one step further, and strive to open a new situation of work.