First, the purpose of the assessment
The direct purpose of 1. 1 is to objectively analyze and evaluate the performance of employees' job responsibilities and the actual effect of their work, provide real and reliable data on human resource management and development, correctly implement rewards and punishments according to the assessment results, rationally allocate human resources, comprehensively improve employees' performance, and ensure the sustainable development of the company;
1.2 adopts the management mode of target management system, and the company sets the overall development goal and then decomposes it layer by layer;
Second, the evaluation principle
2. 1 Absolute assessment principle: based on work tasks and work objectives, employees' work behaviors are assessed according to job responsibility standards, rather than comparative assessment among people.
2.2 Analysis and assessment principle: Set assessment elements and assessment priorities according to job functions, and conduct assessment item by item, instead of making a vague overall evaluation of people.
2.3 One-subject principle: adopt the method of supervisor assessment, based on the assessment results confirmed by supervisors and subordinates.
2.4 An auxiliary principle: the final assessment results of employees and department managers are influenced by the overall assessment results of the department.
Third, evaluate the organization.
3. 1 the company set up an assessment leading group, which is composed of members of the president's office, and its daily office is located in the enterprise management department, which is specifically undertaken by the performance supervisor of the enterprise management department.
3.2 If all departments have different opinions on the evaluation, they can directly make a written statement to the President, who will make a ruling.
Fourth, the evaluation method.
4. 1 The overall evaluation and post responsibility assessment are adopted for employee assessment, and the management by objectives (the completion of the overall work objectives of the department) is adopted for department assessment.
4.2 The employee assessment shall be conducted by the competent leader, and the final assessment result of the employee shall be determined in combination with the departmental assessment results;
4.3 Establish departmental work objectives according to the quarterly work objective decomposition table issued by the company, directly lead the assessment on the achievement of departmental work objectives, and determine the final assessment results in combination with the evaluation of relevant departments.
4.4 Use quarterly assessment and year-end assessment.
Verb (abbreviation for verb) evaluates the content
5. 1 Main assessment contents of employees:
Professional knowledge and working ability, the performance of post responsibilities, and the performance of departmental responsibilities.
5.2 Main assessment contents of the department:
The completion of departmental work objectives, as well as the cooperation and coordination between departments.
5.3 Assessment of senior leaders:
The assessment results of the departments under their jurisdiction shall prevail, and the heads of multiple departments shall be calculated according to the average assessment score.
Evaluation procedure of intransitive verbs
6. 1 As the basis of quarterly and annual assessment, employees shall submit weekly work reports to their superiors every week, and the supervisors shall evaluate and sign them after reading them, and record relevant information as the basis for quarterly assessment of subordinates.
6.2 During the assessment at the end of the quarter, the department head shall fill in the Employee Assessment Form according to the recorded information and the completion of employees' work objectives, score and sign it, and submit it to the enterprise management department. The examination form for department heads shall be examined by the competent leader.
6.3 Every Friday, the department fills in the Assessment Form of Weekly Work Objectives of the Department, and ensures that the communication with the competent leader is completed. Every quarter, the department fills in the Quarterly Work Target Assessment Form, and then submits it to the superior leader for assessment.
6.4 After each department's assessment forms are scored, they shall be submitted to the enterprise management department for statistics, and the statistical results shall be signed and confirmed by employees and departments, and then quarterly assessment wages shall be tabulated and distributed.
Seven. Matters needing attention in evaluation
7. 1 quarterly employee assessment is organized by the enterprise management department. The appraisal results are jointly completed by the appraisee and the supervisor, that is, the direct supervisor of the appraisee must communicate with the appraisee at least once every appraisal. The department assessment is organized by the enterprise management department to carry out relevant communication and statistical work.
7.2 Before the 4th day of the first month of each quarter, each department shall submit the appraisal scale and departmental appraisal form of each employee in the last quarter to the enterprise management department, which shall complete the data statistics.
7.3 The Enterprise Management Department shall report the assessment results of each employee in the last quarter to the Finance Department before 6th, and the Finance Department shall pay performance pay to employees before 8th.
Eight. Examination form
8. 1 The evaluation work uses the evaluation form uniformly printed by the enterprise management department of the company.
8.2 The evaluation standard of this evaluation form is formulated by the enterprise management department according to the functions to be performed by the department and the abilities and job responsibilities required by employees.
8.3 In the statistical work of the assessment form, the scores of post responsibility assessment and target management assessment are calculated with a percentage system, and the final assessment score of employees = individual assessment score ×80%+ department assessment score × 20%; Department head assessment score = individual assessment score ×50%+ department assessment score ×50%.
Nine. Evaluation results
9. 1 If you are dissatisfied with the assessment results, you can submit a written complaint to the enterprise management department within 2 days from the date of receiving the results. If no objection is raised within the time limit, it shall be deemed as consent. For complaints, the enterprise management department and the complainant's superior shall negotiate and investigate and solve them, and the president's office shall make a final decision if necessary.
9.2 In the year-end assessment, the assessment result is the average of quarterly assessment scores, that is, annual assessment score = ∑ quarterly assessment score ÷4.
X. Assessing responsibility
10. 1 In principle, the person in charge of the department is responsible. The head of the department shall be assessed by the competent leader.
10.2 If it cannot be handed in within the specified date, it will be regarded as a work error of the appraiser, and the responsibility for not paying performance pay on time caused by it will be borne by the appraiser. The enterprise management department has the right to impose a fine on the appraiser who fails to deliver the appraisal form on time, and the fine amount is 10% of his performance salary.
XI。 distribute
1 1. 1 Performance pay accounts for 20% of the total salary, and quarterly assessment pay = monthly performance pay × assessment score %×3.
1 1.2 Performance pay will not be paid during the assessment period. At the end of the assessment period, performance pay will be paid according to the quarterly assessment results, and the performance pay will be paid together with the salary of the last month of each quarter.
score chart
The assessment score corresponds to the payment of performance pay.
60- 100 60- 100%
Performance pay is not paid below 59.
Twelve. supplementary terms
12. 1 This system has been implemented since June 2003 10;
12.2 The trial operation period is in the fourth quarter of 2003;
12.3 the enterprise management department is responsible for the interpretation of this system.
Thirteen. supporting documentation
13. 1, employee work week.
13.2, departmental weekly (quarterly) work target assessment form
13.3, responsibilities of each department and post specifications of employees
13.4, the company's target management system
Fourteen appendix
14, 1, identification sample table
Performance Appraisal Scheme for Real Estate Enterprises (2)
Because of the particularity of the post, the assessment of sales staff is mainly in terms of work performance. Sales personnel participate in the monthly and annual assessment of the company and the assessment of project sales commission.
I. Company Evaluation
The forms of monthly performance appraisal and annual appraisal are the same as those of other employees of the company. Sales personnel participate in the appraisal except the basic bonus and annual bonus (excluding sales commission).
Second, the project sales commission assessment
(1) Under the premise of ensuring the average sales price set by the company, it is divided into the following grades according to the proportion of task completion:
1. If the sales task is completed below 50%, the assessment coefficient is 0.5;
2. The sales task is completed by 50% (inclusive) -80%, and the assessment coefficient is 0.6;
3. The sales task is 80% (inclusive) -90%, and the assessment coefficient is1.0;
4. The sales task is 90% (inclusive)-100% (inclusive), and the assessment coefficient is1.1;
5. When the sales task is completed 100 or more, the assessment coefficient is 1.2.
(2) On the premise of average sales price and task completion:
1. Give the sales manager a commission of seven ten thousandths of the sales during the assessment period;
2. Give the case manager and assistant a commission of two thousandths of sales during the assessment period;
3. Give 1/1000 commission to gaos thought consultants and property consultants.
4. On the premise of ensuring that 100% completes the task, the average sales price exceeds the established average sales price of the company, and the property consultant is given a commission of three thousandths of the excess sales.
The calculation formula is: sales commission = sales volume × commission ratio × assessment coefficient.
3. Description
1. Company customers or customers who have paid for the project.
1) There is no sales commission for companies that have not been introduced by real estate consultants or customers who have paid money, but it can be used as a sales indicator for sales personnel to participate in target assessment.
2) The company that introduced the transaction through the property consultant or the customer who paid the project payment shall pay the commission according to the self-developed customer.
2. Company employees introduce customers
1) For the customers who fail to make a deal through the introduction of the property consultant by the employees of the company, they shall be paid to the employees of the company in one lump sum according to the commission amount for developing their own customers. Property consultants have no sales commission, but they can be used as sales indicators for sales personnel to participate in target assessment.
2) For the clients introduced by the employees of the company who introduced the transaction through the property consultant, the commission shall be paid in one lump sum according to the commission amount of the self-developed clients according to the ratio of 7 (employees of the company): 3 (property consultant).
3. Exchange settlement principle.
1) check-out: when the customer checks out after paying in full, the transaction is invalid and the royalties are not settled; If bonuses have been paid, they will be deducted or returned when bonuses are paid next month;
2) Housing change: according to the price difference between the front and back of the house, the real house will be settled, and more refunds will be made; The bonus paid is greater than the actual commission bonus after the house change, which will be deducted from the commission bonus next month; The bonus paid is less than the actual commission bonus after the house change, which will be made up in the commission bonus of next month.