Employee monthly performance evaluation template
Measures for the administration of employee performance appraisal Article 1 Purpose of appraisal
In order to fully understand and evaluate employees' job performance, effectively follow up and standardize the implementation progress of company and individual work, find outstanding talents, strengthen communication and encouragement, and improve the overall work efficiency of the company, thus providing a powerful reference for the formulation and adjustment of the company's business strategy and objectives.
Article 2 Scope of assessment
All employees of the Company shall be assessed, and these Measures shall apply.
Article 3 Evaluation principle
1, guided by the principles of fairness, justice, comprehensiveness and objectivity;
2, based on job responsibilities and tasks, adhere to the principle of combining up and down, combining left and right, combining qualitative and quantitative;
3. Evaluate the work, insist that things are not people, pay attention to work attitude and team spirit, and use a developmental perspective.
Article 4 Examination time
1. The company implements a regular assessment system, which is divided into monthly assessment and annual assessment. The monthly assessment is conducted from the end of each month to the beginning of next month, and the annual assessment is conducted at the beginning of the following year.
2. Due to major work projects or special events, the company may conduct special assessments irregularly.
Article 5 Examination Form
Various evaluation forms include: superior evaluation, peer evaluation, self-evaluation, subordinate evaluation, outreach customer evaluation, etc. Because of the different purposes, time periods and characteristics of various evaluation forms, each evaluation form has different weights in the evaluation process.
Article 6 Evaluation Methods
The evaluation adopts methods such as grade evaluation, target evaluation, relative comparison, important events or synthesis. , and according to the daily work records, files, attendance, written reports of departments and employees, major special events, etc.
Article 7 Evaluation Contents
1, the appraisal of directors and above, including the overall performance and personal performance of the departments under their jurisdiction, in which the overall performance appraisal results of the departments under their jurisdiction account for 60% of the individual appraisal weight, mainly based on the overall work appraisal results of the departments under their jurisdiction; The weight of personal performance is 40%, which mainly includes employees' personal post function performance, notification ability and professional ethics performance. For specific assessment items and weights, please refer to the Company's Post Performance Assessment Scale I..
2. The assessment of the company's grass-roots employees includes three aspects: the performance of employees' post functions, the ability to inform and the performance of professional ethics, according to their actual work performance. For specific assessment items and weights, please refer to the Company's Post Performance Assessment Scale II.
3. The business personnel shall determine the minimum monthly sales and target sales according to the total personal tasks, which shall be used as the quantitative basis for the performance appraisal of the current month. If there are no sales tasks in that month, there will be no performance pay.
4. There are bonus items and deduction items in the assessment, which respectively correspond to the company's reward and punishment regulations, attendance system and other related contents. Among them, the business personnel of each project department will be charged 1 minute for every time they exceed the target sales, and deducted 1 minute for every time they fall below the minimum sales. Employees in other departments have made outstanding contributions, and each time they add 1 point, they have obvious major mistakes in their work, and each time they deduct 1 point.
Article 8 Special assessment
1, probation assessment
Employees whose probation period has expired should be assessed to decide whether to be formally employed;
If the probation period is good or bad, it may be suggested to become a full member in advance or extend the probation period appropriately;
2, backward employee assessment
Employees identified as backward by the company can make assessment and improvement suggestions at any time because of their work performance.
3. Case evaluation
Immediately put forward assessment opinions on major work matters involved in employees' work and decide whether to reward or punish them.
4. Transfer assessment
Evaluation opinions can be put forward when the post deployment candidates are drawn up due to work needs, which can be used as a reference for employees to stick to their posts or work.
Article 9 Evaluation procedures
Before the 1, monthly and annual assessments begin, the personnel department will issue employee assessment notices according to the work plan, explaining the assessment purpose, object, method and schedule, and issue relevant assessment scales.
2. The examinee should prepare self-summary and assessment, and relevant supervisors at all levels, colleagues at the same level and employees at lower levels should prepare assessment opinions, fill in the assessment scale and summarize it to the personnel department.
3. The personnel department counts the total score of the appraisal object according to the appraisal method, summarizes the appraisal situation of each department, and submits the appraisal results to the management committee of the company for review.
4, the CMC according to the subjective and objective factors of the current work to determine the assessment results.
5, the personnel department announced the assessment results, and put forward corresponding improvement suggestions for the assessment object, requiring employees to make work goals and plans.
6. Archive the assessment results and store them in the personnel department, employee personal files and assessment target department respectively.
Article 10 Evaluation results
1. According to the specific situation of assessment, the results are generally divided into five grades: excellent, good, qualified, poor and poor. These include:
(1) Total assessment score? 90 points, excellent, actual performance salary of the month100%;
②90 points > total assessment score? 80 points, good, 80% of the actual performance salary of the month;
③80 points > total assessment score? 60 points, qualified, 60% of the actual performance salary of the month;
④60 points > total assessment score? 50 points, poor, unqualified, 40% of the actual performance salary of the month;
⑤50 points > the total score of assessment is poor and unqualified, and the actual performance salary of the month is below 40%.
2 in the annual work, the monthly assessment results accumulated more than 8 times outstanding, can participate in the annual assessment; Those who fail to meet the requirements for more than 3 times will be dismissed by the company.