The company's monthly performance appraisal management measures
1. Purpose. The purpose of these management measures is to standardize the company's monthly performance appraisal, ensure the fairness, impartiality and objectivity of the performance appraisal, motivate employees to give full play to their work enthusiasm, improve work performance, and achieve the improvement of the company's overall performance.
Second, the scope of assessment.
These management measures are applicable to the monthly performance appraisal management of all employees of the company.
3. Assessment principles.
1.The principle of fairness, impartiality and objectivity: The performance appraisal should follow the principles of fairness, impartiality and objectivity to ensure the accuracy and credibility of the appraisal results.
2.Goal-oriented principle: performance appraisal should be guided by the company's overall goals and departmental goals, and closely integrated with employees' job responsibilities and work plans.
3.Operability principle: performance appraisal standards should be specific, clear, operable, and easy for appraisers and assessees to understand and implement.
4.Incentive principle: The performance appraisal results should be linked to the motivation of employees, and the enthusiasm and creativity of employees should be stimulated through the reward and punishment mechanism.
Fourth, the content of the assessment.
1.Work performance: the work tasks and objectives completed by the employee during the appraisal period, including the completion of key performance indicators (KPIs) and work objectives (GS).
2.Work ability: the performance of employees' professional skills, communication and coordination skills, teamwork spirit, etc.
3.Work attitude: the work attitude and professionalism of employees, including the performance of responsibility, professionalism, work initiative, etc.
4.Growth and development: the learning and self-development of employees during the appraisal period.
5.Department satisfaction: the performance of employees in team collaboration and cross-departmental cooperation, as well as the satisfaction of colleagues within the department.
5. Assessment procedures.
1.Formulate an appraisal plan: At the beginning of each month, employees discuss with their direct superiors to formulate work plans and goals, and clarify the assessment standards and cycles.
2.Self-evaluation: Employees conduct self-evaluation and fill in the self-evaluation form according to the work plan and the completion of the goal.
3.Supervisor evaluation: The direct supervisor will objectively evaluate the employee according to the employee's work performance and goal completion, and give specific scores and feedback.
4.Performance interview: The direct supervisor conducts performance interviews with employees, communicates on the appraisal results, affirms the achievements, points out the deficiencies, and puts forward suggestions and suggestions for improvement. Both parties sign the interview form for confirmation.
5.Summary of appraisal results: The direct supervisor summarizes the performance appraisal results of employees, sorts and proportions according to the requirements of the department and the company, and submits them to the human resources department for the record.
6.Performance incentives and punishments: The human resources department implements performance incentives and punishments based on the performance appraisal results, including promotion, reward, training, transfer and dismissal.
7.Performance improvement plan: The direct supervisor and the employee jointly formulate a performance improvement plan, clarify the improvement objectives, measures and time schedule, and provide a basis for the next round of performance appraisal.
6. Assessment standards and weights.
1.Work performance: 50% of the total score of the assessment. Among them, key performance indicators (KPIs) account for 30% and work objectives (GS) account for 20%.
2.Work ability: 20% of the total score of the assessment. Among them, professional skills account for 10%, communication and coordination account for 5%, and teamwork spirit accounts for 5%.
3.Work attitude: 15% of the total score of the assessment. Among them, responsibility accounts for 5%, professionalism accounts for 5%, and work initiative accounts for 5%.
4.Growth & Development: 10% of the total score of the assessment. Among them, learning and growth account for 5%, and self-development accounts for 5%.
5.Department satisfaction: 15% of the total score of the assessment. Among them, teamwork and cross-departmental cooperation accounted for 10%, and the satisfaction of colleagues within the department accounted for 5%.