Company performance appraisal scheme 1
Through an effective performance appraisal mechanism, the income of canteen staff is linked to their work performance, so as to improve their quality, ability and work enthusiasm, and then effectively control costs. This plan is specially formulated.
First, the evaluation cycle.
Take the natural month as the assessment cycle, and the assessment time is before the 5th of next month.
Second, the main assessment indicators
Please refer to the Detailed Rules for the Performance Appraisal of Canteen Staff for the appraisal of canteen staff (attachment).
Third, the application of evaluation results.
Taking 100 as the standard, and according to the specific performance of canteen staff, the assessment results will be included in the corresponding grades as the basis for the performance salary payment of canteen staff.
1, if the performance appraisal score is 90-100, it will be paid at 100% of the performance salary;
2, the performance appraisal results in 75 -89 points, according to the performance pay 80%;
3, the performance appraisal results in 65 -79 points, according to 60% of the performance pay;
4. If the performance appraisal score is below 65 points, no performance salary will be paid;
Fourth, performance pay setting.
On post salary, performance, salary structure
Monitor1200 yuan, 300 yuan/Monthly Post Salary+Performance Salary+
Chef 1200 yuan, 200 yuan/month.
Chef 1000 yuan 200 yuan/month.
This scheme will be implemented from June 65438+1 October120-.
Company performance appraisal scheme 2
I. Purpose
In order to fully mobilize the enthusiasm of employees in the manufacturing sector and improve the efficiency of labor production, a positive incentive mechanism based on posts and with job performance assessment as the core is established, and employee compensation is closely combined with post responsibility and job performance, so as to realize the institutionalization and standardization of salary management and distribution.
Second, the scope of application
Applicable to all employees engaged in non-piecework and piecework work under the deputy manager of each manufacturing department.
Third, the composition and distribution method of employee wages
According to the Company's Salary Grading Standards and Assessment Principles, the salary of employees in this department consists of three parts: rank salary, seniority salary, hourly salary and various welfare subsidies (allowances), in which rank salary includes "basic salary" and "assessment salary".
1. Grade salary
Each manufacturing department shall formulate an evaluation index system for internal employee salary grading, comprehensively consider factors such as post criticality and personal working ability, and refer to "Employee Salary Grading Standards and Assessment Principles" 2. 10 "Table of Posts, Ranks and Wage Range of Manufacturing Departments".
1. 1 basic salary
This part is limited to 50% of the total salary of this rank. As a part of ensuring employees' basic life, it is only linked to employees' personal attendance in that month.
1.2 payroll tax
According to the different nature of the work of each manufacturing department, the assessment salary can be divided into two categories: non-piecework assessment salary and piecework assessment salary, which are not limited to 50% of the total salary of the rank. Each manufacturing department shall formulate detailed rules for the implementation of its internal review.
1.2. 1 non-piecework wage assessment
In principle, non-piecework should be assessed by establishing weekly key performance indicators according to post standards.
1.2.2 piece rate assessment
(1) Piecework should be assessed on the basis of completing the labor quota.
(2) The company controls the total piece-rate wages of each manufacturing department according to the manufacturing wage cost of the piece-rate products delivered by each manufacturing department in the current month, and summarizes the total piece-rate wages of each manufacturing department in the current month at the end of each month. For liquor data, the piece-rate output of each process is inconsistent with the delivery output of each manufacturing department, which leads to the inconsistency between the total piece-rate wages of each manufacturing department in the current month and the total piece-rate wages that should be issued, and should be adjusted next month according to the actual situation.
(3) Each manufacturing department directly calculates the piece-rate salary that an individual deserves on that day according to the quota of each working procedure, piece-rate unit price and the output of the operator on that day. Piece-by-piece wage assessment shall be summarized by the statisticians of the health management department and handed over to the personnel and financial departments for payment.
2. hourly wage
Where the manufacturing departments accept piecework or other temporary surprise tasks, on the premise of reasonable arrangement of labor quota, 3 yuan hourly wage shall be implemented, and this wage shall be submitted for approval separately from piecework wage. This salary is not enjoyed by employees engaged in non-piecework manufacturing in the manufacturing department.
3. Length of service salary
Length of service and salary are linked with the working years of employees in this enterprise.
4. Various subsidies (subsidies)
4. 1 attendance award
In order to strengthen employee attendance management and encourage employees to go out of Man Qin, according to the company's relevant regulations, the employees in this department implement the attendance award assessment system, with the allowance of 30 yuan/month, which is divided into the first half and the second half according to the company's regulations.
4.2 Transportation subsidies
30 yuan travel allowance shall be paid to employees engaged in piecework in various manufacturing departments and employees engaged in non-piecework with their attendants. This allowance shall be deducted by 1 yuan/day in addition to the attendance award assessed according to regulations.
4.3 Nutrition subsidies
This kind of subsidy, combined with the particularity of the post, is only applicable to part of piecework. The specific subsidy standards are lamp line glue dispenser, packaging worker, display line glue dispenser and pcb pressing worker: 30 yuan/month; Lamp line packaging supervisor, quality control, other packaging personnel of display line: 15 yuan/month. In addition to evaluating the attendance award according to the regulations, the absentee should also deduct this subsidy according to the actual days of absence.
Note: This subsidy is included in the total manufacturing wage cost of piecework products delivered to the warehouse by each manufacturing department in the current month, and the company will not issue it separately.
4.4 Night shift allowance
This subsidy is issued by the manufacturing department and is applicable to night shift employees engaged in piecework. The subsidy standard is: 65438+ 3 yuan/shift after 0 am and 5 yuan/shift after 4 am.
4.5 Overtime allowance
This subsidy is issued by the manufacturing department and is applicable to manual workers who need to work overtime and piece work. The subsidy standard is: 2 yuan per hour.
4.6 Sick leave allowance
According to the relevant regulations of the state and the company, employees who go through the sick leave formalities normally and can provide valid diagnosis certificates will be given sick leave pay.
4.7 Public Holiday Allowance
Various public holidays stipulated by the state, such as funeral leave, marriage leave, family leave, maternity leave, etc. After fulfilling the procedures stipulated by the company, you can enjoy the public holiday subsidy in 24 yuan/Japan according to relevant regulations.
Four. Provisions on wages and benefits of employees during probation period
For employees in probation period, after passing the probation period, the salary level of probation period is determined as the last level in principle according to their personal working ability and the positions to be hired, with reference to 2. 10 Table of Positions, Ranks and Salary Range of Manufacturing Department in the Company's Salary Grade Standards and Assessment Principles; During this period, except for the academic qualifications and professional titles, I will not enjoy any other forms of subsidies (subsidies), except that I have been transferred from other departments in the company to this department for trial training and have passed the factory test before.
Company performance appraisal scheme 3
According to the spirit of "Guiding Opinions on Performance Appraisal of Teachers in Compulsory Education Schools (Trial)", combined with the reality of our school, the following performance appraisal decomposition methods are formulated:
1. Teacher's morality evaluation: 5% of the total performance salary of all trainees in the school is used for teacher's morality evaluation. See the detailed rules for the evaluation of school teachers' morality.
2. Teaching performance appraisal: 15% of the total performance salary of all trainers in the school is used for performance appraisal. For the evaluation method, please refer to Detailed Rules for Teaching Performance Evaluation of Trainers in Schools.
3. Teaching behavior evaluation (preparation, teaching, reform, guidance and assistance): 10% of the total performance salary of all trainers in the school is used for behavior evaluation. For the evaluation method, please refer to the Detailed Rules for the Evaluation of Teaching Behavior of Trainers in Schools.
4. Attendance assessment: 15% of the total performance salary of all trainers in the school is used for attendance assessment. For the assessment method, please refer to the School's Detailed Rules for Attendance Assessment of Trainers.
5. Flow control evaluation: 10% of the total performance salary of all trainers in the school is used for flow control evaluation. For the evaluation method, see Detailed Rules for Evaluation of Process Control of Trainers in Schools.
6. Class evaluation: 65,438+00% of the total performance salary of all trainers in the school is used for class evaluation. The total class hours divided by the total number of teachers is the average class hours, and the part above the average class hours is the overtime class hours.
7. Achievement award assessment: 65,438+00% of the total performance salary of all trainers in the school is used for achievement award assessment. See the Detailed Rules for the Achievement Award of Trainers in School for the assessment method.
8. Assessment of school leaders and class teachers: 15% of the total performance salary of all trainers in the school is used to assess the work of leaders and class teachers. For the evaluation method, see Detailed Rules for Evaluation of Class Teachers, and the average number of class teachers depends on the leaders.
9. Liquidity: 65,438+00% of the total performance salary of all trainers in the school is used for the liquidity expenditure of the above eight evaluation fees. If one of the above expenses is insufficient, it can be spent in the current expenses. If there is any balance in the above evaluation, the balance will be evenly distributed to each trainer.
Company performance appraisal scheme 4
First, the principle of assessment and reward:
1, based on sales indicators and gross profit indicators, and linked to various management indicators.
2. Assess by linking assessment indicators with monthly salary and year-end bonus.
3. The "salary" involved in the salary-related personnel system of the Company refers to the above-mentioned "fixed salary", that is, 60% of the original salary standard.
Second, the assessment and reward indicators:
1, and the assessment indicators are divided into 10:
1 sales volume.
2 gross profit.
③ Zero sales.
4 high inventory.
⑤ Negative inventory.
⑥ Loss.
⑦ Controllable expenses.
⑧ Labor ratio.
Pet-name ruby other income,
Participate in the service.
2, reward indicators are divided into four:
Third, the salary structure:
1, total performance pay =A-3, gross profit performance pay = gross profit performance base-gross profit completion rate, in which gross profit performance base accounts for 40% of the total performance base.
2. Management performance salary = management performance base-∑ (management performance base-deduction ratio of various management indicators)
A) The management performance base accounts for 60% of the sales performance base.
B) When calculating other performance management compensation, take the management performance base as the reference value, calculate it for 8 times respectively, and finally accumulate. This indicator is only deducted, and the lower limit is fully deducted.
Four, the completion criteria of assessment indicators:
1, sales volume: the proportion based on the completed budget sales volume.
B) The sales completion rate is converted into:
Gross profit = sales-cost-purchase-scrap-loss-discount.
2. Zero sales:
The number of SKUs in retail sales for four consecutive weeks in the current month cannot exceed 12% of the total SKUs in our store. If it exceeds 65,438+0%, after deducting 20% of the management performance base, the upper limit is 65,438+000% of the management performance base. The number of SKUs of retail goods shall be subject to the relevant report data of the regional operation department in the current month.
3. Negative inventory:
The number of SKUs with negative inventory should be controlled within 65438+ 0.5% of the total SKUs. If it exceeds 0.3% of the total SKU, deduct 20% of the management performance base, and the upper limit is 100% of the management performance base. The submission standard of negative inventory SKU number is subject to the standard of data analysis room.
4. High inventory:
High-inventory goods refer to goods with food inventory days above 56 days (inclusive) and non-food inventory days above 105 days (inclusive), except for new products purchased within two weeks. The total inventory and its proportion in the total inventory should be controlled within 8%. If it exceeds 0.5%, 16% of the management performance base is deducted, and the upper limit is 100% of the management performance base. The inventory amount of high-inventory goods is based on the data of regional operation department.
5. Loss:
Store loss is 0.27% of annual sales, and it is assessed twice a year. Every time the loss exceeds 1%, 20% of the management performance base will be deducted, and the upper limit is 100% of the management performance base.
6. Services:
Evaluate the relevant standards of service quality with the company headquarters. See the specific regulations of the company headquarters for the punishment measures.
7. Controllable expenses:
The controllable expenses of stores accounted for 4.9% of the total sales, or 5.62 million for the whole year. If it exceeds 65,438+0%, 65,438+00% of the management performance base will be deducted year-on-year, and the maximum penalty will be 65,438+000% of the total management performance base.
8. Other income:
Other income refers to the thief's fine income, bar code sales income, promoters' management income, and other non-standard net income (excluding increased rebate income, manufacturer sponsorship income, field rental income, etc.). ). The annual budget of this income is 400,000 yuan, and the monthly income is:
Every time the above indicators are lower than 10%, 5% of the management performance base will be deducted, and the upper limit is 100% of the management performance base.
9. Labour force ratio:
Assess by the proportion of total wages of regular workers and hourly workers to net sales. The proportion should be controlled within 1.35%. Every time it exceeds 0.05%, 30% of the management performance base is deducted, and the upper limit is 100% of the management performance base.
Five, the completion criteria of reward indicators:
1, Maori Award:
The completion of the comprehensive gross profit calculated by stages, which exceeds the gross profit budget 12%, will be reported to the company for approval as a reward, and will be cashed after the regional general manager formulates the specific distribution plan. Among them, the manager or deputy manager in charge of the work was honored in June and 65438+February; Assistant to the store manager, department manager or assistant to the manager in charge of the work shall be assessed and honored quarterly; All other employees are evaluated and cashed monthly.
2. Best Service Award:
Statistics are made on the service assessment results of each store every quarter, and the top three stores reward 800, 600, 300 yuan, 60 and 50 employees and 30 yuan respectively.
3. Best Employee Satisfaction Award:
According to the results of the employee satisfaction survey of the Ministry of Personnel, the top three stores with the best satisfaction were awarded to the managers of the corresponding stores, namely1000,800, 600 yuan, 60,50 employees and 30 yuan.
Six, the assessment period of each assessment point performance pay cash method:
1, appraisal indicators and performance pay cashing methods of appraisal cycle:
Except for the loss and controllable cost, the other eight indicators were all cashed in the current month. Losses and controllable expenses are fully accrued from the management base in proportion, and losses are assessed and cashed in June and 65438+February respectively.
2. Cash method of reward indicators:
A) Overselling and gross profit reward shall be implemented according to Item 6 1.
B) Service remuneration shall be paid quarterly.
C) Other rewards shall be paid at the end of the year in principle.
D) The regional general manager can make adjustments according to the overall situation and decide whether to adjust the bonus distribution frequency.
For example, seven:
For example, if it is completed in a month, the sales budget is 92%, the gross profit budget is 80%, the retail sales account for 13%, the negative inventory accounts for 1.4%, and the high inventory accounts for 7.3%, so there is no loss value, the controllable expenses have not reached the assessment period, other income is one percentage point lower than the budget, the service is up to standard, and the labor accounts for 1.4. Salary calculation method is:
1. Suppose the salary of employees is 1000 yuan. Fixed salary = 60% of original salary = 600 yuan. Then A=400 yuan.
2. Total performance base = A- sales completion rate =400- 100%=400 yuan.
3. Gross profit performance base = 40% of total performance = 400-40% =160 yuan.
4. Gross profit performance salary = Gross profit performance base-Gross profit completion rate = 160-80%= 128 yuan.
5. Management performance base = 60% of the total performance base = 400-60% = 240 yuan.
6. The deduction rates of retail sales, negative inventory, high inventory, other income, services and services are 20%, 00%, 00%, 12%, 00% and 30% respectively. In addition, losses and controllable expenses need to be accrued.
7. Management performance salary = management performance base-∑ (management performance base-deduction ratio of various management indicators) = 240-[(240-20%)+(240-12%)+(240-30%)] = 240-148. The calculation base is 240 yuan.
8. Total performance pay = gross profit performance pay+management performance pay =128+91.2 = 219.2.
9. Total salary this month = fixed salary+total performance salary =600+2 19.2=8 19.2.
(Otherwise, the loss and controllable cost will be calculated uniformly when they are accumulated to the assessment period. The calculation base is 240 yuan. )
The above appraisal scheme is made in duplicate, one for the appraiser and one for the appraisee, and both parties shall abide by the appraisal indicators. The company will make full use of the existing resources to fully cooperate-the store manager will complete the above business objectives, and the final interpretation right of the above assessment plan lies with the company's human resources department.
Company performance appraisal scheme 5
I. Evaluation principles
1, performance appraisal (quantitative)+behavior appraisal (qualitative).
2. The quantity is strictly based on the company's income and performance, and the quality is fair and objective.
3. The assessment results are linked to employees' income.
Second, the evaluation criteria
1. The performance appraisal standard of sales staff is the company's operating income index and target for the current month, and the company will adjust it once every quarter.
2, sales staff behavior evaluation criteria.
(1) Implement and abide by the work system, attendance system and confidentiality system stipulated by the company.
(2) the work performance of this department.
(3) the performance of completing the task.
(four) to abide by the laws and regulations of the state and social morality.
(5) others.
Among them, those with qualified behaviors scored above 0.6, those with good behaviors scored above 0.8, and those with excellent behaviors scored 1. If there are a few outstanding performers in that month, the highest number of outstanding performers can be increased to 1.2.
In case of violation of national laws and regulations, serious violation of company regulations, work accidents, serious mistakes, etc. in the current month, the behavior assessment score is 0.
Third, the assessment content and indicators
1, evaluation standard score of evaluation index weight of evaluation project
Quantitative indicators of work performance: sales completion rate is 35%, actual sales ÷ planned sales × 100%.
The assessment standard is 100%. Less than 5%, deduct 1 min.
Sales growth rate 10% Compared with the sales performance of last month or last year, for every growth of 1%, plus 1 minute, negative growth will not be deducted.
New customer development 15% Add 2 points for each new customer.
Qualitative index market information collection 5% 1. Complete the collection of market information within the specified time, otherwise it is 0.
2. There shall be no less than X pieces of valid information collected every month, and each less piece shall be deducted 1 minute.
Report submission 5%. Submit relevant reports to the designated place within the specified time; If it is not submitted within the specified time, it will be 0 point.
3. The report quality score is 4 points, and if it fails to meet this standard, it is 0 points.
The sales system shall be implemented by 5%, and 1 point shall be deducted for each violation.
Ability to analyze and judge work 5%
1: weak, unable to make correct analysis and judgment in time.
2 points: average, able to analyze and judge problems simply.
3 points: strong, able to analyze and judge complex problems, but not flexible enough in practical work.
4 points: strong, able to quickly make a more correct judgment on the objective environment, and can be flexibly applied to practical work to achieve better sales performance.
Communication ability 5%
1: Be able to express your thoughts and opinions clearly.
2 points: Have certain persuasion ability.
3 points: can effectively resolve contradictions.
4 points: Be able to use various conversation skills flexibly to communicate with others.
5% flexibility, able to cope with changes in the objective environment and take corresponding measures flexibly.
Work attitude, employee attendance rate of 2%. The monthly attendance rate of employees reaches 100%, with full marks. Deduct 1 minute for being late for one time (three times or less).
4. Being late for more than three times a month is 0.
Violation of the daily code of conduct 2% once, deducted 2 points.
Responsibility: 3%0 point: sloppy work, unable to complete work tasks with good quality and quantity, and extremely sloppy work attitude.
1: Consciously complete work tasks, but sometimes shirk responsibility for mistakes in work.
2 points: Consciously complete the task and be responsible for your actions.
3 points: In addition to doing your own job well, you also take the initiative to undertake additional work within the company.
3 points will be deducted for 3% of service awareness and 3 points for customer complaints.
Fourth, the evaluation method.
1. Employee assessment time: the first working day of next month.
2. Announcement time of employee assessment results: the third working day of next month.
3. Income linked to employee salary tax: 0.20% of monthly salary; Performance appraisal quota accounts for15%; Behavior assessment quota accounts for 5%.
4. The upper limit of the floating income linked to employee appraisal: 80 ~ 140% of the salary of the current month.
5. Payment of employee-linked income: the amount of employee-linked income will not be paid for the time being, but the actual income of employee-linked income will be paid for three months every quarter.
Verb (abbreviation for verb) evaluation procedure
1. performance appraisal: the finance department uniformly implements the appraisal standards according to the company's operating income in the current month.
2. Behavior evaluation: conducted by the sales manager.
Evaluation results of intransitive verbs
1, the results of performance appraisal are published once a month, and the results of departmental behavior appraisal (departmental average score) are published once a month.
2. Employees' behavior assessment results shall be notified to the assessed individuals every month, and employees shall not ask each other.
3. The monthly assessment results are not only linked to the employees' monthly income, but also the comprehensive results are an important basis for the company to decide the salary adjustment, job promotion and personnel transfer of employees.
4. If you have any objection to the assessment results of the current month, please put forward it to the department manager or the administrative personnel department within one week from the date of publication of the assessment results.
Company performance appraisal scheme 6
I. Purpose:
In order to improve the overall management level and operating performance of the company; Evaluate employees' job performance objectively and fairly, strengthen employees' sense of responsibility and goal orientation, and promote employees to continuously improve and improve their job performance and work efficiency; Master the staff's work execution and the ability to realize the optimal allocation of human resources in the company.
Second, the scope:
The list of employees (except business department and finance department) and participants in the assessment is consistent with the list of team performance assessors.
Third, the assessment content:
1, monthly work target of each department (plan)
2, each department monthly work target (plan) quality evaluation
3. Disciplinary actions of employees in various departments
Four. Department monthly work target (plan) evaluation:
1. Each department shall submit the electronic document of the work target (plan) for the next month to the factory director's office before 25th of each month (holidays will be postponed).
2. On the 2nd day of each month (postponed every holiday), the "Auditor" scores the monthly work objectives (plans) of each department according to the "Quality Scoring Standard for Monthly Work Plans"; At the same time, it puts forward suggestions to modify the monthly work objectives (plans) of various departments.
Five, the department monthly work target (plan) quality rating standard:
Six, employee discipline assessment methods:
1. Violation of discipline: violation of the company's employee manual, being late, leaving early, being absent from work, eating early after work, punching in at noon, being away for a long time "due to work needs", failing to "fill in the leave card in advance" when taking leave, failing to apply for a business trip, failing to handle the instructions of not punching in time, etc.; Do not dress according to the company's requirements, other violations, etc.
2. Auditors conduct random checks on the above behaviors from time to time. Once employees are found to have the above-mentioned violations in the spot check, they will be dealt with in strict accordance with the company's relevant systems.
3. As a routine assessment index, the employee's disciplinary behavior assessment is included in the monthly work target (plan) of each department. Every time 1 employee violates discipline in the department, 1 point will be deducted from the performance score of the department team in that month.
Seven, the general manager special reward:
Management personnel that performance is particularly efficient, can be added on the basis of comprehensive score; Departments with particularly inefficient performance identified by the general manager can be deducted separately on the basis of comprehensive scores.
Eight, performance "comprehensive score calculation formula", "grade division" and "bonus amount":
1, comprehensive score calculation formula: comprehensive score = monthly work target (plan) assessment score of the department ×80%+ monthly work target (plan) quality evaluation score ×20%+ general manager's special addition and subtraction score.
2. Classification: Grade A (90 ~100); Grade b (60 ~ 89); Grade c (0 ~ 59).
3. Bonus amount (per department member per month): A 100 yuan, B-level 50 yuan, C-level 0 yuan. ..
Nine, punishment:
1. During the selection period, if the monthly work objectives are not broken down into individuals and the assessment communication is not in place, the comprehensive score will be halved.
2, the selection cycle, was found to have failed, fraud, cancel the qualification of the department, the comprehensive score is zero.
X. performance evaluation:
1, the auditor counts the completion rate of the monthly work plan, the director's office reviews the completion rate of the report submitted by the department, tracks the implementation of the "monthly work target (plan)" of each department, counts the completion rate instructed by the general manager of each department, calculates the comprehensive score of each department and draws up the award-winning list, and the auditor reviews the award-winning list and announces the award-winning results.
2. The monthly winning list and winning amount shall be publicized for at least 3 days.
3. Employees of participating departments who have objections to the publicity results may appeal to the project team within three days from the date of publicity; After receiving the complaint, the auditor shall give a reply within 1 working day; If the auditor can't solve it, submit it to the factory director for solution.
4. If there is no objection or all objections are resolved within three days from the date of publicity, the results will take effect three days from the date of publicity; If there are still objections after three days from the date of publicity, the results will take effect on the day after all objections are resolved.
XI。 Application of results:
1. The basis for the monthly "Team Performance Award" of the evaluated employee.
2, the year-end bonus assessment basis, unit head salary increase, job promotion assessment basis.
How to do the company's performance appraisal plan;
★ Employee performance appraisal scheme
★ Formulation of performance appraisal scheme
★ Employee performance appraisal scheme
★ Performance appraisal method
★ Methods of employee performance appraisal
★ Appraisal Scheme Employee Performance Appraisal Scheme
★ Model essay on enterprise employee performance appraisal scheme
★ 20 17 performance appraisal scheme for government agencies and units
★ How to do a good job in warehouse performance appraisal scheme?
★ Model essay on company driver performance appraisal scheme