Performance appraisal implementation plan
Part 1: Implementation plan for performance appraisal
In order to further change the work style of the organs, standardize the behavior of the organs, and improve work efficiency and service quality, according to the spirit of the Implementation Plan of the Performance Evaluation Work of Huanren Manchu Autonomous County, combined with the actual situation of the Bureau, the Party's research and decision, the implementation plan of this assessment is specially formulated.
First, the guiding ideology
Adhere to the guidance of Deng Xiaoping Theory and the important thinking of the "Three Represents", and in line with the principles of objectivity, fairness, openness, efficiency, simplicity, and ease, and with the encouragement and encouragement of performance appraisal, further mobilize the work of cadres and workers. Enthusiasm, continuously improve service efficiency and administrative level according to law, comprehensively strengthen the construction of the work style of the government, and promote the rapid and good development of forestry construction in the county.
Second, the object and content
Unit assessment
1. Object: The office of the bureau and the various institutions.
2. Content: It consists of two parts: self-construction and public evaluation.
Staff assessment
1. Object: All staff.
2. Content: The common project and public evaluation are composed of two parts.
Third, the program and method
Assessment methods for each unit
The assessment is based on the percentage system.
1. Self-construction
The Office of the Assessment Leading Group adopts a combination of usual assessment and year-end assessment to assess the unit's objectives and tasks, performance of functions, administration according to law, efficiency of work, and construction of a clean government. At the end of the year, it is scored according to the assessment results.
2. Public evaluation
Social assessment
The Office of the Assessment Leading Group will consult the clients involved in the survey, such as questionnaire surveys, democratic assessments, and symposiums. At the end of the year, they will be scored according to the results of the assessment.
Leadership assessment
The Office of the Examination Leading Group organizes the members of the assessment leading group, the state-owned forest farms, the forestry stations and other relevant personnel. The overall work of the unit is evaluated in an anonymous manner, and the results are scored according to the evaluation results at the end of the year.
Table of performance appraisal rules.
Staff assessment method
The assessment is based on the percentage system.
1. Common projects
The Office of the Leading Group of Assessments adopts a combination of usual assessment and year-end assessment to assess the performance of duties, standardization of services, work discipline, and construction of a clean government. The year-end assessment is based on the results of the assessment.
2. Public evaluation
Social assessment
The Office of the Assessment Leading Group will consult the clients involved in the questionnaires, conduct democratic assessments, hold symposiums, etc., and score them according to the results of the assessment.
Leadership assessment
The office of the assessment leading group organizes the leaders of the assessment team, the leaders of the unit and the leaders of the relevant units. The overall work of the staff is assessed by anonymous means, and the results are scored according to the results of the evaluation at the end of the year.
Staff performance appraisal rules table.
Fourth, bonus points and veto
bonus
1. The units commended by the provincial, municipal, and county governments respectively add 7, 5, and 3 points;
2. The units commended by the provincial and municipal business departments shall be added 3 and 2 points respectively;
3. The unit or individual who has made outstanding contributions to the social welfare undertakings and received the public award will be given 5 points each time.
The award is awarded based on the file and certificate of the year. The same content plus points are awarded the highest reward points, not cumulative calculations. The maximum score is no more than 10 points.
Decline item
1. If there is a plan to give birth to a child, the comprehensive management of social security is not up to standard;
2. There is a major accident in safety production;
3. The impact of work errors has been greatly affected by the provincial, municipal, county government or industry departments;
4. The staff member is seriously dereliction of duty or has been punished for violation of laws and regulations.
If the above-mentioned situation occurs in the unit or staff member, a one-vote veto shall be given, which is deemed to be unsatisfactory or incompetent.
V. Assessment and other results
Unit assessment
1. The unit assessment is divided into three grades, namely advanced, up to standard and not up to standard.
2, was rated as an advanced unit, through the report, the staff participating in the assessment, each person to honor the performance appraisal bonus of 1,000 yuan; the staff of the standard, the staff participating in the assessment, each performance of the performance appraisal bonus of 700 yuan; not up to standard, Inform the criticism, cancel the performance appraisal award, and the leader of the appraisal team will talk to the person in charge of the unit or give a demotion.
Staff assessment
1, the staff assessment is divided into four equal times, that is, excellent, competent, basic competent, incompetent.
2, the assessment of outstanding, through the report; basic competent, give a conversation; incompetent or two conversations, adjust the position.
6. Organizational leadership and related requirements
In order to ensure the smooth implementation of performance appraisal, the special performance appraisal work leading group of the bureau was set up.
Group leader: Zhuang Qingping, Song Yuechun
Deputy Team Leader: Han Kesheng, Xiao Fengshan, Wang Shujie, Xu Bin, Gao Yanan, Wang Sili, Lin Yuhua
Member: Shi Benli, Liang Zhen
The leadership team has an assessment office. Among them, Han Kesheng is also the director of the appraisal office, and Shi Benli and Liang Zhen are deputy directors, responsible for the organization of performance appraisal.
Performance appraisal is a long-term exploratory work. All units must attach great importance to it, conscientiously implement it, reflect on rectification, and strive for practical results. At the same time, the Performance Appraisal Office should strengthen guidance. In order to further improve the transparency of performance appraisal, give full play to the incentives and spurs of the appraisal work, and continuously improve the quality of work and service level of the organs, the Office of the Leading Group of Appraisal will publicize the results of the appraisal every quarter.
Part 2: Implementation plan for school teachers' performance appraisal
First, the guiding ideology takes the implementation of the performance salary of faculty and staff in compulsory education schools as an opportunity to establish a scientific and standardized small income distribution mechanism in China, give full play to the leverage of performance pay, and truly do not do the same, do more and do the same, do more and more different It is not the same as doing good and bad work. It encourages the faculty and staff to love their jobs, work hard, forge ahead, and actively accomplish the tasks of various tasks, and strive to promote the sustained, healthy and rapid development of the city's education.
Second, the scope of assessment: all faculty and staff.
Third, the assessment of the leadership team and assessment time:
Each academic year or semester is assessed by the time specified by the Education Bureau. This assessment is for one academic year, if the monthly assessment is used for corresponding conversion.
Assessment Leading Group:
Team leader: Yang Zaichu, deputy head: Sun Jinhe, Yang Yonghua, Wang Xitao.
Members: Yang Zikai, Xu Wei, Cheng Dajun, grade leader, Wei Yuzhong, Yang Qinghua, Liang Ansheng, Wu Bin.
Fourth, the principle of assessment and distribution
1. Adhere to the principle of “no effort, more work, more rewards”. Performance pay is based on the results of job performance assessment as the main basis for distribution. For whatever reason, as long as there is no job performance appraisal result, you can not participate in the distribution of performance payroll.
2. Adhere to the principle of “fairness, fairness, and openness”. The whole process of performance salary assessment distribution is open, and it is fair and fair.
3. Adhere to the principle of combining quantitative and qualitative assessment.
V. Performance appraisal content and quantitative scoring method assessment totaled 100 points, including 10 points for teachers, 10 points for attendance, 30 points for work, 20 points for education and teaching, and 30 points for education and teaching.
Teacher's morality. The political direction is clear, the educational thought is correct, and the professional ethics is noble.
1. Theoretical study 1 Actively and conscientiously participate in group learning, take the initiative to learn from self-realization, and remember to keep all the study notes. During the study period, there is no lateness, early leave, absence, and earnest scores for those who take notes.
2 Deducted 0.2 points for no reason.
3 early leave, late deduction of 0.1 points.
4 notes are not complete, depending on the situation deducted 0.2 points.
2, professional ethics to teach according to law, love and dedication, love students, rigorous study, unity and cooperation, respect for parents, honest and educate, for the teacher, to achieve full marks. Those who have the following circumstances deduct points or points:
1 words and deeds violate the norms, fight, insult the personality of others, etc., deduct 1 point each time.
2 There are random charges and random order information, and each person deducts 1 point.
3 Due to improper work, the parents complained that they had a large negative impact, and each person deducted 2 points.
During the semester, 5 points were deducted from the party’s political disciplinary punishment and public security punishment.
5 teachers wearing instruments, behaving uncivilized, found a deduction of 0.1 points. Such as: wearing exotic clothes, wearing slippers, vests, miniskirts, shorts into the classroom, dyeing nails, smoking in the classroom, sitting on the desk, spitting, throwing debris, talking rough and other uncivilized behavior.
6 hinder the completion of education and teaching tasks, do not obey reasonable work arrangements, express claims in an illegal way, interfere with the normal education and teaching order, and harm the interests of students.
7 students are driven out of the classroom, deducting 0.1 points per person. Corporal punishment or disguised corporal punishment, deducting 0.3 points per person. For punitive work, deduct 0.1 points per person.
8 Teachers are teachers, and behaviors have a greater positive impact on society, plus 0.2 points.
9 In addition to the internals, teachers who actively care about the school's work, complete other temporary tasks, maintain the reputation of the school, and contribute to the collective, add 0.2 points or more as appropriate.
10 Students with a pass rate of 90% or more will receive 1 point, and a pass will be awarded 0.01 points.
Attendance. Loyal to the job, work proactive, meticulous, complete the task. Comply with work discipline, obey work arrangements, take care of the overall situation, have a sense of responsibility, be happy to accept temporary work, and actively participate in voluntary activities.
1. Work Discipline 1 school year sick leave is not deducted within eight days. In addition to the eight days, sick leave is deducted by 0.5 points for 3 days, 0.5 points for one day leave, 3 points for one day of work, and 10 points for attendance, except for negative points. Do not leave school to work.
2 I will not deduct points within 7 days of marriage and marriage, and will not deduct points within 90 days of maternity leave. My immediate family members will not be deducted for 5 days. Public school learning, public holidays are not deducted.
3 The performance subsidy is not covered by any education and teaching work during the semester. a. Completion of the work period up to 20 working days, sick leave accumulated more than 3 months; b, off-the-job learning; c, termination of employment contract; d, suspension of wages; e, secondment outside the education system of.
2, work attitude 1 violation of work discipline, such as class time chat, playing computer games, etc., found a deduction of 0.1 points.
2 Emphasize personal reasons, do not complete school work, work passively, push and move, deal with errands, deduct 1 point each time.
3 Unauthorized departure from work, deducting 0.2 points each time.
4 arbitrarily adjust the class each time deducted 0.1 points, late for class, each time deducted 0.1 points, the class time to answer the phone deduction 0.1 points for no reason, in the middle of the hall, each deduction of 0.1 points.
5 full attendance: according to the semester assessment, if there is no leave, sick leave and late arrival, etc., the total number of absenteeism, plus 3 points.
Educational teaching workload
1. One-hour conversion method for teachers' teaching hours and teaching content
a, subject teaching time, single class language, mathematics, English = 1.2, single class physics, chemistry = 1.15, ninth grade single class politics, history, fourth grade English = 1.1, single class politics, history, biology, geography = 1.05, single class sports, music, art, computer, national small thinking, science and local courses = 1.0, inter-ageal subjects only add 1.0 class time.
b. Self-study class at teaching self-study class = 0.8.
c. Teaching counseling hours Hours All subjects counseling = 0.6.
d. During the semester, due to the need of teaching tasks, when the class is temporarily arranged, if the course is taken and the class is two main courses, the course taken is 1.5, and the class and class are the main subject of the class. Class = 1.4, if the class and class are two heads and sub-courses, the class is 1.35, the class and class are two deputy sub-courses, the class is =1.3, self-study Lesson = 1.1, Subject Coaching = 0.9.
2 The number of teachers' hours is calculated by the total amount of teachers per week and the weight of one in each week.
Related to the number of students in the class
÷2+1
1st, 2nd, and 3rd, which is related to the school section, = 0.85
2, 5, 5, = 0.9
3 sixth grade, seventh and eighth grade,=0.95
4th grade = 1.0
The product of the corresponding weights of , , is the total number of teachers. Among them, the vice-school level plus 2/3 of the average workload, the director, the accountant plus 3/5 of the average workload, the director, the cashier plus 1/2 of the average workload, the preschool teachers counted in the average workload, logistics The staff is assessed by the assessment committee.
2, the teacher's workload, the school year score, the teacher's annual education and teaching workload, the teacher's annual education per capita education and teaching workload × 30 points.
Education and teaching process. The post professional knowledge and basic skills are solid and excellent, and they have continuous innovation ability in the work; actively acquire new knowledge and new information, constantly improve the knowledge structure, master the ability to use modern teaching or office means; have strong language expression ability and writing ability He is good at doing ideological and political work for students; he has the ability to organize, manage, and coordinate schools, classes, and disciplines; he has the ability to teach reform, teaching evaluation, teaching and research.
1. Education and teaching routine work 1 does not limit the work plan on time, or although the task is not clear, the focus is not prominent, the measures are not specific, no creative, the progress is unreasonable, deduct 0.5 points.
2 Do not pay attention to the feedback of information in the work, the accumulation of personal practice data is not timely, there is no summary or report of certain value at the end of the period, no record at the end of the period, deducted 0.5 points.
3 Do not actively participate in various teaching and research activities, deducting 0.1 points for each loss.
4 Careful preparation of lessons, teaching plans can reflect the modern teaching philosophy, advanced preparation, clear teaching objectives, teaching process to achieve the goal, teaching reflection and intensive training questions and blackboard design; creative does not copy the teacher's book. The teaching department evaluates the abcd four grades for each lesson plan. Each b level deducts 0.1 points, the c level deducts 0.2 points, and the d level deducts 0.3 points.
5 No student's usual record of achievement, growth activity record is not complete, after examination, there is a deduction of 0.5 points.
6 The students are not strict with the requirements, the students' work is seriously inadequate, and the written documents are messy and scribbled. The teachers have no improvement measures and the corrections are not satisfactory. The teaching department evaluates the abcd four grades for each lesson plan. Each b level deducts 0.1 points, the c level deducts 0.2 points, and the d level deducts 0.3 points.
The students in the 7 classrooms were poorly disciplined, and the teachers remained ineffective. As a result, they gradually formed chaos, and each time they found a deduction of 0.1 points.
8 routine inspections such as the teaching office are not timely, deducting 0.2 points each time, and deducting 0.5 points each time.
9 The total number of lectures for teachers during the semester is less than 15 knots, and each lesson is deducted by 0.2 points for one lesson; the teaching and research activities are absent for one time without deduction for 0.1 points.
10 Invigilation: Perform the duties of invigilation, during the invigilation, do not leave the examination room, do not walk around, the supervision is lenient and moderate, students can not be subject to personal malpractice, or deduct 2 points; reading: according to the requirements of the volume, quality and quantity of the examination papers, can not appear Artificially raise the score or drive down the score. Otherwise, deduct 2 points.
2. The public class or the school evaluation team adopts the push-to-class approach to the teacher's evaluation class, and the average score is evaluated one or more times. At the end of the semester of the teaching department, the abcd level is determined for the teacher's class, b is deducted by 1 point, c is deducted by 2 points, and d is deducted by 4 points.
The teaching process 1 is based on the new curriculum standard and thoroughly understands the content of the textbook.
2 The content of the class is appropriate, the key points are highlighted, and the difficulty is broken.
3 lectures have clear ideas and appropriate rhythm.
4 Encourage original teaching style and encourage the cultivation of innovative thinking.
5 Pay attention to the cultivation of students' thinking quality, cultivate students' ability to discover problems, analyze problems and solve problems, and cultivate the ability to collect and process information.
6 Encourage the development of students' practical ability and practical ability, encourage the use of modern information technology, establish the connection between study and life, and strengthen the integration between disciplines.
teaching method:
1 Emphasis on autonomy, cooperation, and inquiry learning.
2 Teaching methods are conducive to stimulating students' interest in learning, which is conducive to the lively and lively classroom, and is conducive to the acceptance of learning content and the cultivation of abilities.
Basic skills of teachers:
1 Dressed well, taught naturally, and has affinity.
2 language norms, standards, expressive and infectious.
3 can deal with random problems in the teaching process.
4 board books are reasonable and standardized.
3, did not complete the school assignments in a timely manner, deducted 1 point.
Education and teaching performance. The effect of educating people is obvious, the comprehensive academic level of students is improved, and teachers are self-accumulating in education and teaching.
1. Education and teaching quality The school sets three levels of teaching achievement quality indicators.
The teaching results are based on the final exam, and the mid-term exam is used as a reference. Achieving 20 points for the first-level indicator points is regarded as a significant achievement in teaching; reaching the second-level index with 18 points, which is considered to be a good teaching effect; reaching the third-level index with 16 points, which is regarded as a general teaching effect; teaching achievement is lower than the third-level index With a score of 10 points, it is considered to be a poor teaching effect. a rate: the first grade and the second grade are 92% of the total score, three and four are 85% of the total score, five is 82% of the total score, and the sixth, seventh, eighth and ninth grades are 76% of the total score; b rate : The first grade and the second grade are 75% of the total score, the third, fourth and fifth grades are 65% of the total score, and the sixth, seventh, eighth and ninth grades are 60% of the total score; c rate: the first grade and the second grade are total 60% of the points, three, four, five are 50% of the total score, and six, seven, eight, and nine grades are 40% of the total score.
Note: 1. If the teaching office has a unified analysis of the results or the Education Bureau analyzes the results of some grades, the data shall be used as the assessment.
2. If the succession in the middle of the journey is based on the basis of the succession, add and subtract points according to the discretion.
Teach two or more subjects to score a comprehensive average.
Subjects that do not participate in the end-of-semester quality test are assessed according to labor discipline, work attitude, completion status, activity development, etc. a, etc.: 18 points; b, etc.: 16 points; c, etc.: 12 points; d, etc.: 10 points.
2, education, teaching and research results 1 class class is positive, learning style is strong, students learn behavior habits. Four grades of abcd were determined by the examination, 8 points for b, c6 for c, and 3 for d.
2 rated as quality courses, lectures, excellent teaching plans, teaching cases, award-winning papers, courseware and scientific works, backbone teachers, academic leaders, advanced education workers, model workers, model class teachers, etc. The city, province, and country are 1, 2, 3, 4, and 5 points each.
3 class teacher, teaching and research team leader has a strong sense of responsibility, work in time, and outstanding scores plus 2 points.
4 points for the honorary title of outstanding teachers, excellent class teachers, and excellent value weeks.
5 Teachers who have subject experiments and have experimental plans and experimental record materials add 2 points. If the results are achieved, they shall be 1, 2, 3, 4, and 5 points according to the grade, county, city, province, and country.
Part 3: Implementation Plan for Performance Assessment
In order to implement the "Administrative Compensation Management Measures" of the Company, the implementation measures are formulated.
1. Purpose
1.1 Objectively and impartially analyze and evaluate employees' performance of duties and actual work results, and correctly guide the distribution and implementation of rewards and punishments according to the assessment conclusions, so as to fully motivate employees' intelligence and creativity, and ensure the company's sustainable development.
1.2 Improve the target management system. The company sets annual business objectives and stage work objectives, and implements the corresponding supporting assessment system through the step-by-step decomposition.
2 Scope of application
These measures are applicable to the assessment of departmental work and the assessment of managers, scientific and technical personnel and other non-production personnel below the general manager.
3 assessment principles
3.1 Key assessment principles: Based on work objectives and work tasks, employees are assessed according to job responsibilities.
3.2 Separate assessment principles: The assessment elements are set up according to the corresponding post functions.
3.3 Main body correspondence principle: The assessment is carried out by their respective direct superiors, and the assessment results are communicated in time.
3.4 Department linkage principle: The final performance of department managers and general employees are affected by the overall assessment results of the department.
3.5 The principle of combining target assessment and special assessment: Set the corresponding weights for the special work of quality, safety and cost of each department, and incorporate it into the assessment system together with the completion of the target tasks during the assessment period.
4 assessment organization
4.1 The company set up an assessment team to conduct assessments on the department. The assessment team consists of the general manager or his licensor, the deputy general manager, the general manager and the human resources department. The results of the assessment are summarized by the General Manager Office, and the Human Resources Department verifies the departmental performance based on the results of the assessment.
4.2 Each department head is responsible for the assessment of the staff of the department, and reports the results of the assessment to the Human Resources Department for filing before 30th.
5 assessment methods
5.1 Adopt monthly assessment system and conduct monthly assessment of departments and employees.
5.2 Appraisal of employees is carried out by means of general evaluation and job responsibilities evaluation method, and the department is assessed in conjunction with the target management method.
5.3 Departmental assessment: The monthly plan and departmental duties issued by the company are used as assessment contents. At the end of the month, the department head reports to the assessment team, and the assessment team evaluates the assessment results according to the completion of the department's work objectives.
5.4 Staff assessment: The department head shall formulate the assessment rules according to the characteristics of each post, refer to the attached table III. If the person in charge of the department directly examines more than 8 people, he may designate the person to be assessed and sign the approval.
5.5 The Human Resources Department has the power to supervise the process and results of the assessment of employees in various departments. If an employee disagrees with the assessment, he or she may directly complain to the Human Resources Department and the HR Department shall investigate and decide.
6 assessment content and scoring methods
6.1 The performance appraisal of the department is shown in Appendix 1.
6.2 Department responsible person assessment content: work objectives and key indicators assessment results and various types of special assessment results multiplied, the monthly performance distribution coefficient, see attached table 2.
6.3 Employee assessment content: All departments are required to set quantitative assessment indicators for job characteristics, and inform the employees of the department of the evaluation criteria.
7 assessment program
7.1 The employee submits a work report to the department head on the 26th of each month as the basis for monthly assessment.
7.2 The department heads fill in the “Performance Checklist” according to the employee's work report, work performance and work objectives, and score and sign.
7.3 After scoring the assessment forms of each department, submit them to the Human Resources Department for filing.
7.4 The heads of departments shall submit monthly work summary to the company evaluation team on the 26th of each month as the basis for monthly assessment of the department.
8 assessment notes
8.1 The staff assessment work shall be organized by the department heads. At each assessment, the direct supervisor of the assessee must communicate with the assessee at least once. The departmental assessment is organized by the general manager's office and carries out related communication and statistical work.
8.2 Before the 30th of each month, each department will submit the employee assessment form and the general management office to the human resources department, and the human resources department will complete the statistics on the data.
9 assessment results processing
9.1 Those who fail “qualified” for three consecutive months shall terminate the labor contract.
9.2 If the annual comprehensive assessment is “unqualified”, it shall be downgraded, reduced in salary or terminated.
9.3 The annual comprehensive assessment is “excellent” and there is no “unqualified” record.
Employees with a minimum of five grades at the 9.4 level, for the fifth consecutive year, the comprehensive assessment is “excellent”, Jin Yi and so on.
10 assessment responsibility
10.1 If the examination form cannot be submitted within the specified date, it shall be regarded as the work error of the assessor. Each delay is delayed by one day, and 20% of the performance pay of the assessor is reduced.
10.2 The assessor shall make a fair evaluation of the person being assessed. If fraud is made during the assessment process, once found, the performance payroll of the examiner is reduced by 20%; if the assessor accumulates three mistakes within one year, it is treated as dereliction of duty.
11 wages
11.1 The company shall issue the total salary of the department according to the department, and the person in charge of the department shall be responsible for the assessment and payment of the salary of the employees of the department.
11.2 Performance coefficient performance appraisal results are transformed into performance coefficients to achieve its function of regulating wage distribution. The department performance coefficient and the individual performance coefficient are defined as the percentage of the percentage system assessment result; the individual performance coefficient of the department head is the product of the work objective assessment result and the various special assessment results.
11.3 Departmental salary calculation method
Department salary = total basic salary + total annual salary + total attendance award + × department performance coefficient = ∑ department employee salary
11.4 Department head salary calculation method
Department long salary = basic salary + annual salary + full attendance award + × department performance coefficient × individual performance coefficient
11.5 Calculation method of employee salary
Employee salary = basic salary + annual salary + full attendance award + ∑ × department performance coefficient × ÷∑ department
12 related files
q/bw. Managerial Performance Management Approach
13 record files
Performance appraisal
Performance appraisal
Performance appraisal
Part 4: Implementation plan for performance appraisal of government staff
Performance appraisal is an important part of modern administrative management. It is an important way to correctly evaluate the performance of the staff of the organs. It is an important measure to strengthen scientific management and improve the efficiency of the organs. It is also a basic work for the annual assessment of the staff of the organs. Work, promote the performance evaluation work to be carried out in a solid and effective manner. According to the "Fujian Provincial Staff Performance Evaluation Opinions" and the "Fuqing City Office Staff Performance Evaluation Interim Measures", combined with the actual situation of the Bureau, the specific measures are formulated:
First, the guiding ideology
The performance appraisal of the staff of the government should be guided by Deng Xiaoping Theory, the important thinking of the "Three Represents" and the spirit of XX. Through the establishment of cadre evaluation standards with work performance as the core, the cadre evaluation work will be institutionalized and standardized, and the work of the organs will be further mobilized. The enthusiasm and creativity of personnel, enhance service awareness, legal awareness and efficiency awareness, change work style, and improve the quality and level of service to the people.
Second, the evaluation object
All the cadres and employees of the bureaus and all the grassroots power stations.
Third, the content and basis of the assessment.
The content of the assessment is mainly in the aspects of morality, energy, diligence and performance.
Morality refers to political quality and moral quality, including ideological and political performance, professional ethics; actively participating in the activities of organ efficiency construction, and having good social ethics.
Yes, refers to business knowledge and work ability, including legal, policy theory level, job ability, job coordination ability, pioneering and innovative ability and communicative language expression ability.
Diligence refers to work attitude and diligent and dedication performance, including attendance and work performance.
Performance refers to the quantity, quality, efficiency and efficiency of work.
The performance appraisal is based on the tasks of the staff of the agency and the tasks assigned by the post and the rules and regulations formulated by the unit.
Fourth, evaluation and other times, standards
The results of the assessment are divided into four categories: excellent, good, average, and poor. The basic criteria for each order are:
1. Excellent: Correctly implement the party, the state's line, principles, and policies, follow the laws, regulations, and rules and regulations, be familiar with business, work diligently, have a spirit of reform and innovation, and have outstanding achievements.
2. Good: Correctly implement the party, the state's line, principles, and policies, consciously abide by laws, regulations, and various rules and regulations, be familiar with or familiar with the business, work actively, and be able to complete tasks.
3. General: Ideological and political quality and professional quality are generally not enough to consciously abide by various rules and regulations, and can basically complete their duties, but there are obvious deficiencies in work style, work enthusiasm and initiative are not enough, and the quality and efficiency of completing work are not high. Or some mistakes in the work.
4. Poor: Politics and business quality are poor, serious violations of relevant rules and regulations, etc., difficult to adapt to work requirements, or work responsibility is not strong, can not complete work tasks, or cause serious mistakes in the work.
The four specific evaluation criteria will be defined in combination with the actual work situation. The number of people who have been rated as “excellent” will not exceed 30% of the total number of participants.
V. Evaluation methods
Performance appraisal is a combination of quantitative assessment and qualitative assessment, combined with leadership assessment and public assessment, and a combination of usual assessment and annual assessment.
Establish a work performance monthly account; the agency staff member fills in the performance appraisal registration form to complete the work of this month, and the bureau directly leads the audit.
Half-year evaluation. The initial evaluation adopts a combination of self-simplification and leadership evaluation; it is carried out in three steps. The first step is a personal summary. The staff of the agency summarizes the work, study, and political and ideological performance according to their job responsibilities and objectives, and fills in the “Semi-Performance Performance Initial Evaluation Registration Form”. The second step is to report. The main person in charge of the unit organizes all staff to report. The third step is leadership evaluation. On the basis of the staff's debriefing and listening to the opinions of the public, the bureau's staff combined with the monthly performance of performance appraisal to evaluate the performance of the staff for half a year and determine the performance appraisal results.
Year-end general review. The performance year-end general assessment is synchronized with the annual assessment. In conjunction with the staff's annual assessment, the bureau leaders put forward the performance appraisal and other opinions on the basis of mastering the work performance accumulated by each staff member throughout the year, and reported it to the performance appraisal working group for review and performance evaluation of the main leaders of the bureau. On the basis of soliciting opinions from the participants of the participating units, the municipal performance appraisal work will be reviewed and approved by the municipal performance appraisal leading group.
Sixth, performance evaluation
The evaluation of performance appraisal adopts quantitative management, and implements daily inspection and filing, stage analysis, quarterly inspection, semi-annual evaluation, and annual general evaluation method. The percentage system is adopted, and individual scores are mainly used. Through the scoring, four levels are evaluated according to the scores, namely, excellent, good, average, and poor, and are recorded in the cadre management files as an important basis for the cadre assessment. At the same time, praise the outstanding personnel who have been evaluated, criticize the people who have been on the business trip, and correct them within a time limit.
Seven, the application of the evaluation results
The results of the performance appraisal and evaluation are the main basis for the staff's annual appraisal and evaluation. The annual appraisal results are “excellent” and other personnel, which should be generated from the performance appraisal “excellent” and other personnel. The performance appraisal is determined as “general” and other times. The annual appraisal should be rated as “basic competent” and below. The performance appraisal is rated as “poor” and the annual appraisal should be rated as “incompetent” and so on. . The performance appraisal is determined as “general” and “poor” and other personnel, and may not be recommended as a candidate for all levels of recognition in the next year. For individuals who are not serious about performance appraisal, the year-end appraisal may not be rated as excellent.
Eight, organization and implementation
The Bureau of Performance Evaluation of the Bureau was set up to carry out work under the unified coordination of the Bureau of Performance.
Nine, several requirements
The responsible persons of all grassroots stations, departments, and departments should take performance appraisal as the key work of the agency's efficiency construction. Be sure to take the lead and strengthen guidance, timely study and analyze the work, sum up useful experience, and take effective measures to solve the existence of work. The problem is to make the performance appraisal work not in the form, not to go through the field and achieve practical results.
The leaders in charge should perform their duties conscientiously and responsibly, strengthen internal management, evaluate the level of seeking truth from facts, improve the transparency of the evaluation work, and effectively exert the incentive and spur effect of the evaluation work.
All staff of the organization must profoundly understand the significance of performance appraisal, consciously implement the various systems of appraisal work, continuously improve political and business quality, and strengthen their own construction to meet the requirements of the "three represents" and the needs of the new situation.
Part V: Implementation plan for performance appraisal of public health service projects
In order to effectively carry out the performance appraisal of basic public health service projects in our county, improve the efficiency of the use of basic public health service projects, and ensure that the basic public health service tasks are truly implemented according to quality and quantity, this plan is specially formulated.
I. Organizational leadership
Established the performance appraisal working group of xx county basic public health service project, responsible for organizing the assessment of each project implementation unit, the following personnel are as follows:
The first group of members are as follows:
Team leader: ***
Member: ***
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The second group of members are as follows:
Team leader: ***
member:***
***
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Second, the basis for assessment
"Opinions on Promoting Equalization of Basic Public Health Services" issued by the Ministry of Health, the Ministry of Finance, and the National Family Planning Commission.
Guiding Opinions of the Ministry of Health and the Ministry of Finance on Strengthening the Performance Appraisal of Basic Public Health Service Projects.
National Basic Public Health Service Code.
Implementation Plan of Basic Public Health Service Project of XX County 20XX Year.
Interim Guidance Opinions on Fund Management of Basic Public Health Service Projects in xx County.
Third, the principle of assessment
The principle of grading responsible and level-by-level assessment;
Objective, fair, reasonable, and quantitative principles;
The principle of combining comprehensive assessment with key inspections;
Establish an incentive mechanism to mobilize the principle of enthusiasm;
The principle of assessing the score and the allocation of funds.
Fourth, the assessment object
CDC, Maternal and Child Health Hospital, township health centers, resident factories and mines, community health service centers.
V. Assessment content
The assessment includes management indicators, business indicators and performance indicators.
Sixth, assessment methods
Assessment program
Reporting - entering the village, household survey - feedback
Assessment method
1. On-site assessment: Take the report, check the relevant materials, conduct on-site inspections, and conduct investigations and assessments on relevant personnel. Visit the residents. The basic public health services provided by the primary medical institutions are evaluated by residents through telephone surveys, household visits, and questionnaire surveys. Randomly select a certain number of village household surveys. 30% of villages are selected from towns and villages of more than 30 villages; 40% of villages are selected from townships of 15 or more villages; 50% of villages are selected from townships of 15 or less villages.
2. Off-site assessment: Based on the accurate and timely situation of daily reports, the participation of conferences and trainings, and the daily supervision of county project offices, CDCs and maternity and children's colleges, the overall score will be assessed.
3. Calculate performance values. Quantitative and qualitative analysis of performance appraisal, calculation of performance values according to a unified scoring method, and ranking of assessment results.
checking time
On July 14, the first group of assessment xx town health centers
The second group of assessment xx town health centers
July 15th, the first group of assessment xx health centers
The second group of assessment xx town health centers
On July 18, the first group of assessments xx Township Health Center
The second group of assessment xx town health centers
On July 19th, the first group of assessment xx town health centers
The second group of assessment xx town health centers
July 20th - 21st, the first group of assessment xx town
The second group of assessment xx town
On July 22, the first group of the second and fifth plants
The second group of assessment of the first plant, the fourth plant and the power plant
Assessment budget
The vehicle arrangement is the responsibility of each participating unit. There are 2 vehicles in the County Health Bureau, 1 vehicle in the CDC, and 1 vehicle in the Maternal and Child Health Hospital. The standard is 100 yuan per vehicle per day. The subsidy for the members of the assessment team is 30 yuan per person per day, which is issued by each participating unit. The working meal is arranged first by each unit to be assessed. It is suitable for simple and affordable. It is strictly forbidden to drink alcohol during working hours. Then the county project office will transfer the meal fee to each unit to be assessed.
In order to further change the work style of the organs, standardize the behavior of the organs, and improve work efficiency and service quality, according to the spirit of the Implementation Plan of the Performance Evaluation Work of Huanren Manchu Autonomous County, combined with the actual situation of the Bureau, the Party's research and decision, the implementation plan of this assessment is specially formulated.
First, the guiding ideology
Adhere to the guidance of Deng Xiaoping Theory and the important thinking of the "Three Represents", and in line with the principles of objectivity, fairness, openness, efficiency, simplicity, and ease, and with the encouragement and encouragement of performance appraisal, further mobilize the work of cadres and workers. Enthusiasm, continuously improve service efficiency and administrative level according to law, comprehensively strengthen the construction of the work style of the government, and promote the rapid and good development of forestry construction in the county.
Second, the object and content
Unit assessment
1. Object: The office of the bureau and the various institutions.
2. Content: It consists of two parts: self-construction and public evaluation.
Staff assessment
1. Object: All staff.
2. Content: The common project and public evaluation are composed of two parts.
Third, the program and method
Assessment methods for each unit
The assessment is based on the percentage system.
1. Self-construction
The Office of the Assessment Leading Group adopts a combination of usual assessment and year-end assessment to assess the unit's objectives and tasks, performance of functions, administration according to law, efficiency of work, and construction of a clean government. At the end of the year, it is scored according to the assessment results.
2. Public evaluation
Social assessment
The Office of the Assessment Leading Group will consult the clients involved in the survey, such as questionnaire surveys, democratic assessments, and symposiums. At the end of the year, they will be scored according to the results of the assessment.
Leadership assessment
The Office of the Examination Leading Group organizes the members of the assessment leading group, the state-owned forest farms, the forestry stations and other relevant personnel. The overall work of the unit is evaluated in an anonymous manner, and the results are scored according to the evaluation results at the end of the year.
Table of performance appraisal rules.
Staff assessment method
The assessment is based on the percentage system.
1. Common projects
The Office of the Leading Group of Assessments adopts a combination of usual assessment and year-end assessment to assess the performance of duties, standardization of services, work discipline, and construction of a clean government. The year-end assessment is based on the results of the assessment.
2. Public evaluation
Social assessment
The Office of the Assessment Leading Group will consult the clients involved in the questionnaires, conduct democratic assessments, hold symposiums, etc., and score them according to the results of the assessment.
Leadership assessment
The office of the assessment leading group organizes the leaders of the assessment team, the leaders of the unit and the leaders of the relevant units. The overall work of the staff is assessed by anonymous means, and the results are scored according to the results of the evaluation at the end of the year.
Staff performance appraisal rules table.
Fourth, bonus points and veto
bonus
1. The units commended by the provincial, municipal, and county governments respectively add 7, 5, and 3 points;
2. The units commended by the provincial and municipal business departments shall be added 3 and 2 points respectively;
3. The unit or individual who has made outstanding contributions to the social welfare undertakings and received the public award will be given 5 points each time.
The award is awarded based on the file and certificate of the year. The same content plus points are awarded the highest reward points, not cumulative calculations. The maximum score is no more than 10 points.
Decline item
1. If there is a plan to give birth to a child, the comprehensive management of social security is not up to standard;
2. There is a major accident in safety production;
3. The impact of work errors has been greatly affected by the provincial, municipal, county government or industry departments;
4. The staff member is seriously dereliction of duty or has been punished for violation of laws and regulations.
If the above-mentioned situation occurs in the unit or staff member, a one-vote veto shall be given, which is deemed to be unsatisfactory or incompetent.
V. Assessment and other results
Unit assessment
1. The unit assessment is divided into three grades, namely advanced, up to standard and not up to standard.
2, was rated as an advanced unit, through the report, the staff participating in the assessment, each person to honor the performance appraisal bonus of 1,000 yuan; the staff of the standard, the staff participating in the assessment, each performance of the performance appraisal bonus of 700 yuan; not up to standard, Inform the criticism, cancel the performance appraisal award, and the leader of the appraisal team will talk to the person in charge of the unit or give a demotion.
Staff assessment
1, the staff assessment is divided into four equal times, that is, excellent, competent, basic competent, incompetent.
2, the assessment of outstanding, through the report; basic competent, give a conversation; incompetent or two conversations, adjust the position.
6. Organizational leadership and related requirements
In order to ensure the smooth implementation of performance appraisal, the special performance appraisal work leading group of the bureau was set up.
Group leader: Zhuang Qingping, Song Yuechun
Deputy Team Leader: Han Kesheng, Xiao Fengshan, Wang Shujie, Xu Bin, Gao Yanan, Wang Sili, Lin Yuhua
Member: Shi Benli, Liang Zhen
The leadership team has an assessment office. Among them, Han Kesheng is also the director of the appraisal office, and Shi Benli and Liang Zhen are deputy directors, responsible for the organization of performance appraisal.
Performance appraisal is a long-term exploratory work. All units must attach great importance to it, conscientiously implement it, reflect on rectification, and strive for practical results. At the same time, the Performance Appraisal Office should strengthen guidance. In order to further improve the transparency of performance appraisal, give full play to the incentives and spurs of the appraisal work, and continuously improve the quality of work and service level of the organs, the Office of the Leading Group of Appraisal will publicize the results of the appraisal every quarter.
Part 2: Implementation plan for school teachers' performance appraisal
First, the guiding ideology takes the implementation of the performance salary of faculty and staff in compulsory education schools as an opportunity to establish a scientific and standardized small income distribution mechanism in China, give full play to the leverage of performance pay, and truly do not do the same, do more and do the same, do more and more different It is not the same as doing good and bad work. It encourages the faculty and staff to love their jobs, work hard, forge ahead, and actively accomplish the tasks of various tasks, and strive to promote the sustained, healthy and rapid development of the city's education.
Second, the scope of assessment: all faculty and staff.
Third, the assessment of the leadership team and assessment time:
Each academic year or semester is assessed by the time specified by the Education Bureau. This assessment is for one academic year, if the monthly assessment is used for corresponding conversion.
Assessment Leading Group:
Team leader: Yang Zaichu, deputy head: Sun Jinhe, Yang Yonghua, Wang Xitao.
Members: Yang Zikai, Xu Wei, Cheng Dajun, grade leader, Wei Yuzhong, Yang Qinghua, Liang Ansheng, Wu Bin.
Fourth, the principle of assessment and distribution
1. Adhere to the principle of “no effort, more work, more rewards”. Performance pay is based on the results of job performance assessment as the main basis for distribution. For whatever reason, as long as there is no job performance appraisal result, you can not participate in the distribution of performance payroll.
2. Adhere to the principle of “fairness, fairness, and openness”. The whole process of performance salary assessment distribution is open, and it is fair and fair.
3. Adhere to the principle of combining quantitative and qualitative assessment.
V. Performance appraisal content and quantitative scoring method assessment totaled 100 points, including 10 points for teachers, 10 points for attendance, 30 points for work, 20 points for education and teaching, and 30 points for education and teaching.
Teacher's morality. The political direction is clear, the educational thought is correct, and the professional ethics is noble.
1. Theoretical study 1 Actively and conscientiously participate in group learning, take the initiative to learn from self-realization, and remember to keep all the study notes. During the study period, there is no lateness, early leave, absence, and earnest scores for those who take notes.
2 Deducted 0.2 points for no reason.
3 early leave, late deduction of 0.1 points.
4 notes are not complete, depending on the situation deducted 0.2 points.
2, professional ethics to teach according to law, love and dedication, love students, rigorous study, unity and cooperation, respect for parents, honest and educate, for the teacher, to achieve full marks. Those who have the following circumstances deduct points or points:
1 words and deeds violate the norms, fight, insult the personality of others, etc., deduct 1 point each time.
2 There are random charges and random order information, and each person deducts 1 point.
3 Due to improper work, the parents complained that they had a large negative impact, and each person deducted 2 points.
During the semester, 5 points were deducted from the party’s political disciplinary punishment and public security punishment.
5 teachers wearing instruments, behaving uncivilized, found a deduction of 0.1 points. Such as: wearing exotic clothes, wearing slippers, vests, miniskirts, shorts into the classroom, dyeing nails, smoking in the classroom, sitting on the desk, spitting, throwing debris, talking rough and other uncivilized behavior.
6 hinder the completion of education and teaching tasks, do not obey reasonable work arrangements, express claims in an illegal way, interfere with the normal education and teaching order, and harm the interests of students.
7 students are driven out of the classroom, deducting 0.1 points per person. Corporal punishment or disguised corporal punishment, deducting 0.3 points per person. For punitive work, deduct 0.1 points per person.
8 Teachers are teachers, and behaviors have a greater positive impact on society, plus 0.2 points.
9 In addition to the internals, teachers who actively care about the school's work, complete other temporary tasks, maintain the reputation of the school, and contribute to the collective, add 0.2 points or more as appropriate.
10 Students with a pass rate of 90% or more will receive 1 point, and a pass will be awarded 0.01 points.
Attendance. Loyal to the job, work proactive, meticulous, complete the task. Comply with work discipline, obey work arrangements, take care of the overall situation, have a sense of responsibility, be happy to accept temporary work, and actively participate in voluntary activities.
1. Work Discipline 1 school year sick leave is not deducted within eight days. In addition to the eight days, sick leave is deducted by 0.5 points for 3 days, 0.5 points for one day leave, 3 points for one day of work, and 10 points for attendance, except for negative points. Do not leave school to work.
2 I will not deduct points within 7 days of marriage and marriage, and will not deduct points within 90 days of maternity leave. My immediate family members will not be deducted for 5 days. Public school learning, public holidays are not deducted.
3 The performance subsidy is not covered by any education and teaching work during the semester. a. Completion of the work period up to 20 working days, sick leave accumulated more than 3 months; b, off-the-job learning; c, termination of employment contract; d, suspension of wages; e, secondment outside the education system of.
2, work attitude 1 violation of work discipline, such as class time chat, playing computer games, etc., found a deduction of 0.1 points.
2 Emphasize personal reasons, do not complete school work, work passively, push and move, deal with errands, deduct 1 point each time.
3 Unauthorized departure from work, deducting 0.2 points each time.
4 arbitrarily adjust the class each time deducted 0.1 points, late for class, each time deducted 0.1 points, the class time to answer the phone deduction 0.1 points for no reason, in the middle of the hall, each deduction of 0.1 points.
5 full attendance: according to the semester assessment, if there is no leave, sick leave and late arrival, etc., the total number of absenteeism, plus 3 points.
Educational teaching workload
1. One-hour conversion method for teachers' teaching hours and teaching content
a, subject teaching time, single class language, mathematics, English = 1.2, single class physics, chemistry = 1.15, ninth grade single class politics, history, fourth grade English = 1.1, single class politics, history, biology, geography = 1.05, single class sports, music, art, computer, national small thinking, science and local courses = 1.0, inter-ageal subjects only add 1.0 class time.
b. Self-study class at teaching self-study class = 0.8.
c. Teaching counseling hours Hours All subjects counseling = 0.6.
d. During the semester, due to the need of teaching tasks, when the class is temporarily arranged, if the course is taken and the class is two main courses, the course taken is 1.5, and the class and class are the main subject of the class. Class = 1.4, if the class and class are two heads and sub-courses, the class is 1.35, the class and class are two deputy sub-courses, the class is =1.3, self-study Lesson = 1.1, Subject Coaching = 0.9.
2 The number of teachers' hours is calculated by the total amount of teachers per week and the weight of one in each week.
Related to the number of students in the class
÷2+1
1st, 2nd, and 3rd, which is related to the school section, = 0.85
2, 5, 5, = 0.9
3 sixth grade, seventh and eighth grade,=0.95
4th grade = 1.0
The product of the corresponding weights of , , is the total number of teachers. Among them, the vice-school level plus 2/3 of the average workload, the director, the accountant plus 3/5 of the average workload, the director, the cashier plus 1/2 of the average workload, the preschool teachers counted in the average workload, logistics The staff is assessed by the assessment committee.
2, the teacher's workload, the school year score, the teacher's annual education and teaching workload, the teacher's annual education per capita education and teaching workload × 30 points.
Education and teaching process. The post professional knowledge and basic skills are solid and excellent, and they have continuous innovation ability in the work; actively acquire new knowledge and new information, constantly improve the knowledge structure, master the ability to use modern teaching or office means; have strong language expression ability and writing ability He is good at doing ideological and political work for students; he has the ability to organize, manage, and coordinate schools, classes, and disciplines; he has the ability to teach reform, teaching evaluation, teaching and research.
1. Education and teaching routine work 1 does not limit the work plan on time, or although the task is not clear, the focus is not prominent, the measures are not specific, no creative, the progress is unreasonable, deduct 0.5 points.
2 Do not pay attention to the feedback of information in the work, the accumulation of personal practice data is not timely, there is no summary or report of certain value at the end of the period, no record at the end of the period, deducted 0.5 points.
3 Do not actively participate in various teaching and research activities, deducting 0.1 points for each loss.
4 Careful preparation of lessons, teaching plans can reflect the modern teaching philosophy, advanced preparation, clear teaching objectives, teaching process to achieve the goal, teaching reflection and intensive training questions and blackboard design; creative does not copy the teacher's book. The teaching department evaluates the abcd four grades for each lesson plan. Each b level deducts 0.1 points, the c level deducts 0.2 points, and the d level deducts 0.3 points.
5 No student's usual record of achievement, growth activity record is not complete, after examination, there is a deduction of 0.5 points.
6 The students are not strict with the requirements, the students' work is seriously inadequate, and the written documents are messy and scribbled. The teachers have no improvement measures and the corrections are not satisfactory. The teaching department evaluates the abcd four grades for each lesson plan. Each b level deducts 0.1 points, the c level deducts 0.2 points, and the d level deducts 0.3 points.
The students in the 7 classrooms were poorly disciplined, and the teachers remained ineffective. As a result, they gradually formed chaos, and each time they found a deduction of 0.1 points.
8 routine inspections such as the teaching office are not timely, deducting 0.2 points each time, and deducting 0.5 points each time.
9 The total number of lectures for teachers during the semester is less than 15 knots, and each lesson is deducted by 0.2 points for one lesson; the teaching and research activities are absent for one time without deduction for 0.1 points.
10 Invigilation: Perform the duties of invigilation, during the invigilation, do not leave the examination room, do not walk around, the supervision is lenient and moderate, students can not be subject to personal malpractice, or deduct 2 points; reading: according to the requirements of the volume, quality and quantity of the examination papers, can not appear Artificially raise the score or drive down the score. Otherwise, deduct 2 points.
2. The public class or the school evaluation team adopts the push-to-class approach to the teacher's evaluation class, and the average score is evaluated one or more times. At the end of the semester of the teaching department, the abcd level is determined for the teacher's class, b is deducted by 1 point, c is deducted by 2 points, and d is deducted by 4 points.
The teaching process 1 is based on the new curriculum standard and thoroughly understands the content of the textbook.
2 The content of the class is appropriate, the key points are highlighted, and the difficulty is broken.
3 lectures have clear ideas and appropriate rhythm.
4 Encourage original teaching style and encourage the cultivation of innovative thinking.
5 Pay attention to the cultivation of students' thinking quality, cultivate students' ability to discover problems, analyze problems and solve problems, and cultivate the ability to collect and process information.
6 Encourage the development of students' practical ability and practical ability, encourage the use of modern information technology, establish the connection between study and life, and strengthen the integration between disciplines.
teaching method:
1 Emphasis on autonomy, cooperation, and inquiry learning.
2 Teaching methods are conducive to stimulating students' interest in learning, which is conducive to the lively and lively classroom, and is conducive to the acceptance of learning content and the cultivation of abilities.
Basic skills of teachers:
1 Dressed well, taught naturally, and has affinity.
2 language norms, standards, expressive and infectious.
3 can deal with random problems in the teaching process.
4 board books are reasonable and standardized.
3, did not complete the school assignments in a timely manner, deducted 1 point.
Education and teaching performance. The effect of educating people is obvious, the comprehensive academic level of students is improved, and teachers are self-accumulating in education and teaching.
1. Education and teaching quality The school sets three levels of teaching achievement quality indicators.
The teaching results are based on the final exam, and the mid-term exam is used as a reference. Achieving 20 points for the first-level indicator points is regarded as a significant achievement in teaching; reaching the second-level index with 18 points, which is considered to be a good teaching effect; reaching the third-level index with 16 points, which is regarded as a general teaching effect; teaching achievement is lower than the third-level index With a score of 10 points, it is considered to be a poor teaching effect. a rate: the first grade and the second grade are 92% of the total score, three and four are 85% of the total score, five is 82% of the total score, and the sixth, seventh, eighth and ninth grades are 76% of the total score; b rate : The first grade and the second grade are 75% of the total score, the third, fourth and fifth grades are 65% of the total score, and the sixth, seventh, eighth and ninth grades are 60% of the total score; c rate: the first grade and the second grade are total 60% of the points, three, four, five are 50% of the total score, and six, seven, eight, and nine grades are 40% of the total score.
Note: 1. If the teaching office has a unified analysis of the results or the Education Bureau analyzes the results of some grades, the data shall be used as the assessment.
2. If the succession in the middle of the journey is based on the basis of the succession, add and subtract points according to the discretion.
Teach two or more subjects to score a comprehensive average.
Subjects that do not participate in the end-of-semester quality test are assessed according to labor discipline, work attitude, completion status, activity development, etc. a, etc.: 18 points; b, etc.: 16 points; c, etc.: 12 points; d, etc.: 10 points.
2, education, teaching and research results 1 class class is positive, learning style is strong, students learn behavior habits. Four grades of abcd were determined by the examination, 8 points for b, c6 for c, and 3 for d.
2 rated as quality courses, lectures, excellent teaching plans, teaching cases, award-winning papers, courseware and scientific works, backbone teachers, academic leaders, advanced education workers, model workers, model class teachers, etc. The city, province, and country are 1, 2, 3, 4, and 5 points each.
3 class teacher, teaching and research team leader has a strong sense of responsibility, work in time, and outstanding scores plus 2 points.
4 points for the honorary title of outstanding teachers, excellent class teachers, and excellent value weeks.
5 Teachers who have subject experiments and have experimental plans and experimental record materials add 2 points. If the results are achieved, they shall be 1, 2, 3, 4, and 5 points according to the grade, county, city, province, and country.
Part 3: Implementation Plan for Performance Assessment
In order to implement the "Administrative Compensation Management Measures" of the Company, the implementation measures are formulated.
1. Purpose
1.1 Objectively and impartially analyze and evaluate employees' performance of duties and actual work results, and correctly guide the distribution and implementation of rewards and punishments according to the assessment conclusions, so as to fully motivate employees' intelligence and creativity, and ensure the company's sustainable development.
1.2 Improve the target management system. The company sets annual business objectives and stage work objectives, and implements the corresponding supporting assessment system through the step-by-step decomposition.
2 Scope of application
These measures are applicable to the assessment of departmental work and the assessment of managers, scientific and technical personnel and other non-production personnel below the general manager.
3 assessment principles
3.1 Key assessment principles: Based on work objectives and work tasks, employees are assessed according to job responsibilities.
3.2 Separate assessment principles: The assessment elements are set up according to the corresponding post functions.
3.3 Main body correspondence principle: The assessment is carried out by their respective direct superiors, and the assessment results are communicated in time.
3.4 Department linkage principle: The final performance of department managers and general employees are affected by the overall assessment results of the department.
3.5 The principle of combining target assessment and special assessment: Set the corresponding weights for the special work of quality, safety and cost of each department, and incorporate it into the assessment system together with the completion of the target tasks during the assessment period.
4 assessment organization
4.1 The company set up an assessment team to conduct assessments on the department. The assessment team consists of the general manager or his licensor, the deputy general manager, the general manager and the human resources department. The results of the assessment are summarized by the General Manager Office, and the Human Resources Department verifies the departmental performance based on the results of the assessment.
4.2 Each department head is responsible for the assessment of the staff of the department, and reports the results of the assessment to the Human Resources Department for filing before 30th.
5 assessment methods
5.1 Adopt monthly assessment system and conduct monthly assessment of departments and employees.
5.2 Appraisal of employees is carried out by means of general evaluation and job responsibilities evaluation method, and the department is assessed in conjunction with the target management method.
5.3 Departmental assessment: The monthly plan and departmental duties issued by the company are used as assessment contents. At the end of the month, the department head reports to the assessment team, and the assessment team evaluates the assessment results according to the completion of the department's work objectives.
5.4 Staff assessment: The department head shall formulate the assessment rules according to the characteristics of each post, refer to the attached table III. If the person in charge of the department directly examines more than 8 people, he may designate the person to be assessed and sign the approval.
5.5 The Human Resources Department has the power to supervise the process and results of the assessment of employees in various departments. If an employee disagrees with the assessment, he or she may directly complain to the Human Resources Department and the HR Department shall investigate and decide.
6 assessment content and scoring methods
6.1 The performance appraisal of the department is shown in Appendix 1.
6.2 Department responsible person assessment content: work objectives and key indicators assessment results and various types of special assessment results multiplied, the monthly performance distribution coefficient, see attached table 2.
6.3 Employee assessment content: All departments are required to set quantitative assessment indicators for job characteristics, and inform the employees of the department of the evaluation criteria.
7 assessment program
7.1 The employee submits a work report to the department head on the 26th of each month as the basis for monthly assessment.
7.2 The department heads fill in the “Performance Checklist” according to the employee's work report, work performance and work objectives, and score and sign.
7.3 After scoring the assessment forms of each department, submit them to the Human Resources Department for filing.
7.4 The heads of departments shall submit monthly work summary to the company evaluation team on the 26th of each month as the basis for monthly assessment of the department.
8 assessment notes
8.1 The staff assessment work shall be organized by the department heads. At each assessment, the direct supervisor of the assessee must communicate with the assessee at least once. The departmental assessment is organized by the general manager's office and carries out related communication and statistical work.
8.2 Before the 30th of each month, each department will submit the employee assessment form and the general management office to the human resources department, and the human resources department will complete the statistics on the data.
9 assessment results processing
9.1 Those who fail “qualified” for three consecutive months shall terminate the labor contract.
9.2 If the annual comprehensive assessment is “unqualified”, it shall be downgraded, reduced in salary or terminated.
9.3 The annual comprehensive assessment is “excellent” and there is no “unqualified” record.
Employees with a minimum of five grades at the 9.4 level, for the fifth consecutive year, the comprehensive assessment is “excellent”, Jin Yi and so on.
10 assessment responsibility
10.1 If the examination form cannot be submitted within the specified date, it shall be regarded as the work error of the assessor. Each delay is delayed by one day, and 20% of the performance pay of the assessor is reduced.
10.2 The assessor shall make a fair evaluation of the person being assessed. If fraud is made during the assessment process, once found, the performance payroll of the examiner is reduced by 20%; if the assessor accumulates three mistakes within one year, it is treated as dereliction of duty.
11 wages
11.1 The company shall issue the total salary of the department according to the department, and the person in charge of the department shall be responsible for the assessment and payment of the salary of the employees of the department.
11.2 Performance coefficient performance appraisal results are transformed into performance coefficients to achieve its function of regulating wage distribution. The department performance coefficient and the individual performance coefficient are defined as the percentage of the percentage system assessment result; the individual performance coefficient of the department head is the product of the work objective assessment result and the various special assessment results.
11.3 Departmental salary calculation method
Department salary = total basic salary + total annual salary + total attendance award + × department performance coefficient = ∑ department employee salary
11.4 Department head salary calculation method
Department long salary = basic salary + annual salary + full attendance award + × department performance coefficient × individual performance coefficient
11.5 Calculation method of employee salary
Employee salary = basic salary + annual salary + full attendance award + ∑ × department performance coefficient × ÷∑ department
12 related files
q/bw. Managerial Performance Management Approach
13 record files
Performance appraisal
Performance appraisal
Performance appraisal
Part 4: Implementation plan for performance appraisal of government staff
Performance appraisal is an important part of modern administrative management. It is an important way to correctly evaluate the performance of the staff of the organs. It is an important measure to strengthen scientific management and improve the efficiency of the organs. It is also a basic work for the annual assessment of the staff of the organs. Work, promote the performance evaluation work to be carried out in a solid and effective manner. According to the "Fujian Provincial Staff Performance Evaluation Opinions" and the "Fuqing City Office Staff Performance Evaluation Interim Measures", combined with the actual situation of the Bureau, the specific measures are formulated:
First, the guiding ideology
The performance appraisal of the staff of the government should be guided by Deng Xiaoping Theory, the important thinking of the "Three Represents" and the spirit of XX. Through the establishment of cadre evaluation standards with work performance as the core, the cadre evaluation work will be institutionalized and standardized, and the work of the organs will be further mobilized. The enthusiasm and creativity of personnel, enhance service awareness, legal awareness and efficiency awareness, change work style, and improve the quality and level of service to the people.
Second, the evaluation object
All the cadres and employees of the bureaus and all the grassroots power stations.
Third, the content and basis of the assessment.
The content of the assessment is mainly in the aspects of morality, energy, diligence and performance.
Morality refers to political quality and moral quality, including ideological and political performance, professional ethics; actively participating in the activities of organ efficiency construction, and having good social ethics.
Yes, refers to business knowledge and work ability, including legal, policy theory level, job ability, job coordination ability, pioneering and innovative ability and communicative language expression ability.
Diligence refers to work attitude and diligent and dedication performance, including attendance and work performance.
Performance refers to the quantity, quality, efficiency and efficiency of work.
The performance appraisal is based on the tasks of the staff of the agency and the tasks assigned by the post and the rules and regulations formulated by the unit.
Fourth, evaluation and other times, standards
The results of the assessment are divided into four categories: excellent, good, average, and poor. The basic criteria for each order are:
1. Excellent: Correctly implement the party, the state's line, principles, and policies, follow the laws, regulations, and rules and regulations, be familiar with business, work diligently, have a spirit of reform and innovation, and have outstanding achievements.
2. Good: Correctly implement the party, the state's line, principles, and policies, consciously abide by laws, regulations, and various rules and regulations, be familiar with or familiar with the business, work actively, and be able to complete tasks.
3. General: Ideological and political quality and professional quality are generally not enough to consciously abide by various rules and regulations, and can basically complete their duties, but there are obvious deficiencies in work style, work enthusiasm and initiative are not enough, and the quality and efficiency of completing work are not high. Or some mistakes in the work.
4. Poor: Politics and business quality are poor, serious violations of relevant rules and regulations, etc., difficult to adapt to work requirements, or work responsibility is not strong, can not complete work tasks, or cause serious mistakes in the work.
The four specific evaluation criteria will be defined in combination with the actual work situation. The number of people who have been rated as “excellent” will not exceed 30% of the total number of participants.
V. Evaluation methods
Performance appraisal is a combination of quantitative assessment and qualitative assessment, combined with leadership assessment and public assessment, and a combination of usual assessment and annual assessment.
Establish a work performance monthly account; the agency staff member fills in the performance appraisal registration form to complete the work of this month, and the bureau directly leads the audit.
Half-year evaluation. The initial evaluation adopts a combination of self-simplification and leadership evaluation; it is carried out in three steps. The first step is a personal summary. The staff of the agency summarizes the work, study, and political and ideological performance according to their job responsibilities and objectives, and fills in the “Semi-Performance Performance Initial Evaluation Registration Form”. The second step is to report. The main person in charge of the unit organizes all staff to report. The third step is leadership evaluation. On the basis of the staff's debriefing and listening to the opinions of the public, the bureau's staff combined with the monthly performance of performance appraisal to evaluate the performance of the staff for half a year and determine the performance appraisal results.
Year-end general review. The performance year-end general assessment is synchronized with the annual assessment. In conjunction with the staff's annual assessment, the bureau leaders put forward the performance appraisal and other opinions on the basis of mastering the work performance accumulated by each staff member throughout the year, and reported it to the performance appraisal working group for review and performance evaluation of the main leaders of the bureau. On the basis of soliciting opinions from the participants of the participating units, the municipal performance appraisal work will be reviewed and approved by the municipal performance appraisal leading group.
Sixth, performance evaluation
The evaluation of performance appraisal adopts quantitative management, and implements daily inspection and filing, stage analysis, quarterly inspection, semi-annual evaluation, and annual general evaluation method. The percentage system is adopted, and individual scores are mainly used. Through the scoring, four levels are evaluated according to the scores, namely, excellent, good, average, and poor, and are recorded in the cadre management files as an important basis for the cadre assessment. At the same time, praise the outstanding personnel who have been evaluated, criticize the people who have been on the business trip, and correct them within a time limit.
Seven, the application of the evaluation results
The results of the performance appraisal and evaluation are the main basis for the staff's annual appraisal and evaluation. The annual appraisal results are “excellent” and other personnel, which should be generated from the performance appraisal “excellent” and other personnel. The performance appraisal is determined as “general” and other times. The annual appraisal should be rated as “basic competent” and below. The performance appraisal is rated as “poor” and the annual appraisal should be rated as “incompetent” and so on. . The performance appraisal is determined as “general” and “poor” and other personnel, and may not be recommended as a candidate for all levels of recognition in the next year. For individuals who are not serious about performance appraisal, the year-end appraisal may not be rated as excellent.
Eight, organization and implementation
The Bureau of Performance Evaluation of the Bureau was set up to carry out work under the unified coordination of the Bureau of Performance.
Nine, several requirements
The responsible persons of all grassroots stations, departments, and departments should take performance appraisal as the key work of the agency's efficiency construction. Be sure to take the lead and strengthen guidance, timely study and analyze the work, sum up useful experience, and take effective measures to solve the existence of work. The problem is to make the performance appraisal work not in the form, not to go through the field and achieve practical results.
The leaders in charge should perform their duties conscientiously and responsibly, strengthen internal management, evaluate the level of seeking truth from facts, improve the transparency of the evaluation work, and effectively exert the incentive and spur effect of the evaluation work.
All staff of the organization must profoundly understand the significance of performance appraisal, consciously implement the various systems of appraisal work, continuously improve political and business quality, and strengthen their own construction to meet the requirements of the "three represents" and the needs of the new situation.
Part V: Implementation plan for performance appraisal of public health service projects
In order to effectively carry out the performance appraisal of basic public health service projects in our county, improve the efficiency of the use of basic public health service projects, and ensure that the basic public health service tasks are truly implemented according to quality and quantity, this plan is specially formulated.
I. Organizational leadership
Established the performance appraisal working group of xx county basic public health service project, responsible for organizing the assessment of each project implementation unit, the following personnel are as follows:
The first group of members are as follows:
Team leader: ***
Member: ***
***
***
***
***
***
***
***
The second group of members are as follows:
Team leader: ***
member:***
***
***
***
***
***
***
***
Second, the basis for assessment
"Opinions on Promoting Equalization of Basic Public Health Services" issued by the Ministry of Health, the Ministry of Finance, and the National Family Planning Commission.
Guiding Opinions of the Ministry of Health and the Ministry of Finance on Strengthening the Performance Appraisal of Basic Public Health Service Projects.
National Basic Public Health Service Code.
Implementation Plan of Basic Public Health Service Project of XX County 20XX Year.
Interim Guidance Opinions on Fund Management of Basic Public Health Service Projects in xx County.
Third, the principle of assessment
The principle of grading responsible and level-by-level assessment;
Objective, fair, reasonable, and quantitative principles;
The principle of combining comprehensive assessment with key inspections;
Establish an incentive mechanism to mobilize the principle of enthusiasm;
The principle of assessing the score and the allocation of funds.
Fourth, the assessment object
CDC, Maternal and Child Health Hospital, township health centers, resident factories and mines, community health service centers.
V. Assessment content
The assessment includes management indicators, business indicators and performance indicators.
Sixth, assessment methods
Assessment program
Reporting - entering the village, household survey - feedback
Assessment method
1. On-site assessment: Take the report, check the relevant materials, conduct on-site inspections, and conduct investigations and assessments on relevant personnel. Visit the residents. The basic public health services provided by the primary medical institutions are evaluated by residents through telephone surveys, household visits, and questionnaire surveys. Randomly select a certain number of village household surveys. 30% of villages are selected from towns and villages of more than 30 villages; 40% of villages are selected from townships of 15 or more villages; 50% of villages are selected from townships of 15 or less villages.
2. Off-site assessment: Based on the accurate and timely situation of daily reports, the participation of conferences and trainings, and the daily supervision of county project offices, CDCs and maternity and children's colleges, the overall score will be assessed.
3. Calculate performance values. Quantitative and qualitative analysis of performance appraisal, calculation of performance values according to a unified scoring method, and ranking of assessment results.
checking time
On July 14, the first group of assessment xx town health centers
The second group of assessment xx town health centers
July 15th, the first group of assessment xx health centers
The second group of assessment xx town health centers
On July 18, the first group of assessments xx Township Health Center
The second group of assessment xx town health centers
On July 19th, the first group of assessment xx town health centers
The second group of assessment xx town health centers
July 20th - 21st, the first group of assessment xx town
The second group of assessment xx town
On July 22, the first group of the second and fifth plants
The second group of assessment of the first plant, the fourth plant and the power plant
Assessment budget
The vehicle arrangement is the responsibility of each participating unit. There are 2 vehicles in the County Health Bureau, 1 vehicle in the CDC, and 1 vehicle in the Maternal and Child Health Hospital. The standard is 100 yuan per vehicle per day. The subsidy for the members of the assessment team is 30 yuan per person per day, which is issued by each participating unit. The working meal is arranged first by each unit to be assessed. It is suitable for simple and affordable. It is strictly forbidden to drink alcohol during working hours. Then the county project office will transfer the meal fee to each unit to be assessed.
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