Financial Department Performance Evaluation Program

Part 1: Performance appraisal plan of the Ministry of Finance


First, the assessed personnel

Finance Manager, Supervisor, Accountant

Second, the person responsible for the assessment:

The auditor of the finance department manager is the chief financial officer.

The assessor of the finance department is the manager of the finance department.

The assessor of the accounting staff of the Finance Department is the head of the finance department.

Third, the assessment method:

1. All personnel adopt the method of self-declaration report and comprehensive evaluation of supervisors at the higher level, monthly and annually.

2. Debriefing report: The monthly report must be submitted to the superior supervisors at the required time; the written report should be submitted to the superior supervisor at the end of December.

3, superior evaluation: the use of the level evaluation method, that is, direct leadership of the initial evaluation of the score, the superior supervisor leadership re-evaluation of the score.

Fourth, the assessment time:

1. Monthly assessment: Before the 1st of the next month, the individual's written report on the month and the next month's work plan will be handed over directly to the superior. The direct superior and superior supervisors will complete the superior evaluation before the next month and submit it to the personnel administration department for summary. After the review, report to the Personnel Administration Department for the record.

2. Annual assessment: All active employees should submit their personal annual job report and next year's personal work plan to their superiors before December 25 of each year. The direct supervisors and superior supervisors will complete the superior evaluation and pay before December 30th. The personnel administration department is summarized and reported to the Finance Department after review by the general manager.

3. Managers during the trial period do not participate in the annual assessment.

Note: The personnel administration department will sort the assessment data into the employee's personal files.

V. Assessment content:

The assessment content is scored in the form of an assessment form, which includes the following items:

1. Job responsibilities assessment:

It refers to the evaluation of the completion of the duties of each manager and the completion of the task of the superior. The basic assessment elements are composed of the department's quality objectives, work quality, work delivery and work follow-up as specified by ISO. This assessment accounts for 70% of the total assessment.

2. Ability assessment:

Refers to the assessment of the basic and empirical capabilities required for a specific job. The basic elements include the empirical skills required for the job, the creativity, the ability to guide and supervise, and the efficiency and methods of work that are demonstrated from the work.

3, moral assessment:

It refers to the composition of work responsibility, work diligence, collaboration spirit and personal cultivation as shown in the process of achieving the work objectives.

4. Organizational discipline assessment:

Refers to the assessment of the discipline and other work requirements shown in the process of achieving the work objectives. The basic elements include compliance, instrumentation, environmental sanitation, and language specifications for answering calls.

Note: 2-4 assessments account for 30% of the total assessment score

Sixth, the assessment level:

1. Grade A 95-100 has excellent work results and innovative achievements.

2, B-level 80-94 work results meet the target task requirements standards, and outstanding results.

3. The work results of the C-level 65-79 points have reached the target task requirements.

4, D-level 60-64 points of work results have not fully met the target task requirements, but can be achieved through efforts.

5. The E-level 59 points and below work results have not met the target task requirements and have not been improved through supervision.

Eight, assessment discipline:

1. The higher level assessment must be fair, fair, conscientious and responsible. It is not allowed to over-evaluate the subordinates who are personally trained or recruited; the superior leaders are not responsible or use the position to assess the unfairness. Once found, they will be demoted or deducted.

2. The responsible persons of each department must carefully organize and carefully score. Those who are passively dealt with and perfunctory in the assessment will be given a penalty or a full-month bonus once they are verified.

3. The assessment must be completed on time and within the specified time. The management personnel did not submit the summary and the planner deducted 10% of the total score before the first day of the next month; the department that did not submit the assessment form on time on the 5th of each month deducted 15% of the total score.

4, deduction must have a basis, to be serious, objective and fair.

5, fraudulent, all scored 50% of the total score.


Part 2: Performance appraisal plan of the Ministry of Finance

First, the basic meaning

In order to effectively supervise the financial staff to earnestly complete their duties, continuously improve work efficiency and work quality, maximize the fairness of performance appraisal, and establish an assessment mechanism and evaluation system for the work efficiency of the Ministry of Finance, reward and punishment, and special methods.

Second, the basic principles of assessment

Based on job responsibilities and work standards, combined with the internal and auxiliary post system of the Finance Department, based on work plans, work logs and additional work reports, objectively evaluate the overall performance and job performance of employees, and with posts, posts, and posts. The deployment, human resources development, training and education, salary rewards and punishments, and evaluation of the first grade are closely related, and strive to create a positive and competitive atmosphere.

Third, the assessment of the program and division of labor

The assessment is conducted in the form of combination of quantitative and qualitative. The quantitative assessment is the main one. With reference to the qualitative assessment results, the assessment of each financial personnel is completed objectively, fairly and fairly.

Before the 1st of each month, the assessor completes the quantitative scoring, comprehensive evaluation, etc. according to the assessment data of each person, and determines the completion of the assessed person.

The chief accountant and the manager of the finance department shall conduct assessments and comprehensive scoring of the supervisors, junior supervisors and staff of the finance department of each center; the supervisors of each center shall conduct assessment and comprehensive scoring of their subordinate staff. Finally, the financial department will summarize the results of the assessment, and list the comprehensive scores of each individual. Finally, the chief accountant will convene a discussion to complete the assessment of each financial personnel.

Fourth, the supervision system

The chief accountant accepts the leap-level complaints from all the staff of the Finance Department, strictly enforces the fairness and impartiality of the assessment, and submits the assessment opinions to the company's assessment office.

V. Establish communication and dynamic monitoring system

In daily work, the appraisers should strengthen the dynamic management of the appraisers and supervise and inspect the progress of the work of the appraisers. After the final examination at the end of the month, the assessor should do a good job of communicating with the person being assessed, pointing out the advantages and disadvantages of the work, pointing out the direction of the next step of work, and helping the assessed person to continuously improve their work ability and overall quality.

Sixth, monthly assessment rules

1. Assessment method: Appraisers can use the comparison method, observation inquiry method, record verification method, written report method, and major event law to conduct assessment.

2. Examination and finalization: The examination implements the percentage system. The final score of each of the assessed personnel is not more than 100 points. The overall results of the assessment are based on the company's uniform ratio. The outstanding personnel selected each month are selected from the top three scores, and are selected from the top five, and the improvement is required and the difference is selected from the last five.

3. Assessment indicators and weights

(1) Job performance

1 Job responsibilities and performance standards, 70% to 80% of the different weights;

2 additional work, according to the different weights of the post is 20% to 30%;

(2) Other items.

In addition, the performance appraisal score of the supervisor is the average score of all the staff of the center, accounting for 80%; the manager's qualitative assessment accounts for 20%.

(3) For the new post personnel, taking into account factors such as work proficiency and work experience, depending on the time of employment, a certain amount of care will be given. In the current month, based on the scores of job responsibilities and work standards, a certain score will be added. Add 4 points a month, and add 2 points to the second month of employment.

4. Source of bonus: The floating salary of 20% of the monthly salary of the assessed person is used for secondary distribution. The Finance Department will reward and punish according to the assessment results. If there is bonus savings, it will be retained by the Ministry for the next month.

5. Award and punishment range:

Excellent: enjoy the double floating salary of the person being assessed;

Good: enjoy 1.5 times the floating salary of the person being assessed;

Qualified: enjoy 1% floating salary of the person being assessed;

Need to be improved: enjoy the 50% floating salary of the person being assessed;

Poor: deduct the full amount of the floating salary of the person being assessed;

Seven, assessment project

(1) Assessment of job responsibilities and work standards

The job responsibilities and performance standards are assessed by the percentage system, and then the total score is included in the assessment. The total score of job responsibilities and work standards for each position is 100 points. According to the detailed post process and job standards, each post is quantitatively distributed according to difficulty level, workload size and risk level. The work of this center is responsible for statistical reporting, and the financial department organizes personnel to conduct review and summary. After discussion and approval, it serves as the basis for assessment. In order to strengthen the outline of the system, the assignment of work responsibilities and standard scores for each position is not allowed to be adjusted in principle. However, due to changes in the content of work and the nature of work, adjustment reports are submitted by the centers, with the consent of the manager of the finance department and the chief accountant. It can be adjusted uniformly by the Finance Department.

At the same time, for the case of concurrent and primary and secondary posts, each post is weighted with the same weight to calculate the final score at the end of the month. For example, one person is engaged in two positions, and each position has a weight of 50%. The number of positions is one-third, and so on. As for the assignment of posts, they are coordinated and distributed by the heads of the centers and reported to the Finance Department for the record.

(2) Assessment of additional work

The extra work is divided into two types: instructional work and creative work. The instructional work is the work of leading the temporary arrangement. The creative work is the temporary work carried out by the individual's active thinking in the work and the consent of the leader. .

The work report system is implemented for additional work. For each additional work, a report form is issued by the Finance Department, which lists the work item name, work content, standards that should be met, time schedule, etc., and each additional work report is evaluated at the end of the month. Assess, calculate the extra work score for each financial person, and reweight the calculation to include the total score for the assessment.

1. Prescriptive additional work assessment scoring standard

(1) The work of special importance is 60 points;

(2), the more important work is 50 points;

(3) The general importance work is 40 points;

(4) The general work is 30 points;

(5), sporadic extra work depending on the workload size of 10 to 20 points.

Note: Special importance work: refers to the work that is highly valued by the company's main leaders, and can improve the work efficiency and quality of the company, and increase the benefits; the more important work: refers to the company's leadership, and can be the company or department Work to improve work efficiency and quality, increase company efficiency, etc.; work of general importance: refers to the work of the company in charge of the leadership, and can improve the work efficiency and work quality for the department; general work: refers to the better development of the department Or the work of the center, improve the work flow, improve work efficiency, and be recognized by the department leaders; sporadic extra work: refers to temporary arrangements within the department or center, and is a sporadic work outside the normal duties.

2, the allocation method of extra work

In order to improve the rationality and scientificity of the work distribution, it truly reflects the competitive atmosphere of “the capable people have their own work and the workers have their own rewards”. At the same time, it can enhance the teamwork spirit of the finance department, and the extra work is carried out by one person and several people. The combination of collaboration, leadership instruction, active commitment and tendering methods are combined.

3. Assessment of the completion of additional work

Additional work is completed as planned, and those who meet the target requirements receive a corresponding score. If the project is not completed according to the schedule, 50% of the score will be deducted from the first day, 30% of the score will be deducted from the next day, and 15% of the score will be deducted from the third day. 5% of the item score.

If the additional work undertaken is not completed on time due to personal subjective reasons, such as the impact on the company or the department, in addition to the corresponding deduction of the score, the penalty will be given according to the degree of influence. If there is any impact on the company, the person responsible shall be punished 100% of the number of points for the work; if it has an impact on the department, the person responsible shall be punished for 50% of the work; if it has an impact on the center, The person responsible for the punishment shall be 25% of the score.

For a job to be completed by several people, each person is responsible for the average work of the work, and after the work is completed, and enjoy the average score of the work.

(3) Other assessment matters

1. Awards

(1) Concerned about the company's production and operation activities, and put forward reasonable suggestions. Those who are adopted by the company will receive 2 points for one award; those who are adopted by the department will receive 1 point for one award. (2) Actively delve into business knowledge, improve the business management methods of the department or the center, or improve the management program, so that the work quality and work efficiency are significantly improved. For those who are not included in the extra work items, the department's work is improved, and the award is 4 points. The prize for the center is increased by 2 points, and the person in charge of the center is 1 point and 0.5 points respectively.

(3) Actively participate in various activities held inside and outside the company and achieve excellent results. If you are honored and commended, the company will award 2 points for the external award and 1 point for the company's internal award.

(4) To actively contribute to the promotion of the company's image or the image of the department, those who are published or adopted will be given extra points depending on the specific situation. Those who publish articles at the municipal and above media, publications, magazines, etc., have an award of 3 points.

(5) Due to outstanding work performance, it is commended by the superior department or the company, 4 points for the provincial and ministerial level and above, 2 points for the city and city level, and 1 point for the company. For the company to win the collective honor, the organizer and the center responsible person each award 6 points; for the department to win the collective honor, the manager and the center responsible person each award 4 points.

(6) If the center is rewarded by the on-site management office, the person in charge of the reward center will score 1 point.

(7) Other awards are not listed, 1 point for one award.

2, punishment

(1) If the work is mistaken or the hidden dangers are discovered due to poor management, the center responsible person and responsible person shall be 2 points each;

(2) If there is an error in the reported report, one person in charge of the deduction center and one person in charge shall be one point each;

(3) The person who detained the company’s secret was found to have 2 points for the deduction center who did not affect the company, and the responsible person was 4 points;

(4) If the non-compliance with the work discipline is criticized by the department leader, deduct the center responsible person 1 point, deduct the responsible person 2 points;

(5) If you are drinking alcohol, playing games during work hours, and watching the yellow pages, which damages the image of the financial personnel, the person in charge of the center will be awarded 2 points and the responsible person will be awarded 4 points. (6) In the on-site management inspection, if the person is notified or fined, the person in charge of the center will be awarded 2 points. ;

(7) Daily attendance: Normal work, full-time workers do not add points or reduce points, except for the holidays that should be enjoyed by law, deduct 2 points for each day of leave and 10 points for one day of completion; the holiday that should be enjoyed, is agreed by the leader After the approval, due to work needs can not take time off or fail to enjoy according to the regulations, plus more than 0.5 points for one day of attendance.

Eight, performance appraisal rewards and punishments

The quarterly assessment is based on the monthly assessment results, and is queued up to select outstanding employees, honorary notices, verbal warnings, notifications, etc. For outstanding employees and better performing employees, they will report in the finance department. In line with the company's adjustment of salary grades, the salary adjustment shall be carried out according to the standard of the company to increase or lower the salary grade.

The annual assessment is combined with the human resources assessment system of the Ministry of Finance. The monthly and quarterly assessment results are included in the Human Resources Assessment System of the Ministry of Finance to complete the comprehensive assessment of each financial personnel. Adjust the position, adjust the salary, promote, and downgrade according to the specific situation.

(1) Awards

1. Select outstanding employees. All employees in the finance department can participate in the selection of outstanding employees in the quarter, but must meet the following conditions: ideological and politically qualified, work attitude, proactive, good at innovative work methods, and have a high professional ethics, regardless of personal gains and losses, Or two or more times in a season are rated as good and above.

2. Honorary notification. For employees of the Finance Department who performed well during their work and were rewarded by the company for their outstanding achievements, actively researched business knowledge, improved business processing methods, improved management procedures, improved work quality and work efficiency, and proposed rationalization proposals to be adopted by the company. If the exam is obtained and the corresponding professional and technical qualification certificate is obtained, the Finance Department will regularly give a report to the inside of the department.

3. Reward vacation. For financial personnel with outstanding performance, many times the company's awards, and financial personnel selected by the Finance Department as honored employees, the Finance Department will arrange their vacations as appropriate without affecting the work. My reward.

5. Reward out training. For those who are outstanding in accounting work, actively researching business expertise, improving work efficiency and quality of work, and those who are honored to be notified or selected as excellent employees, the Finance Department can select the appropriate time to arrange for them to go out to participate in the conference. ,

Training in financial and taxation knowledge continues to improve the ability of financial staff to work and participate in management.

6. Increase salary standards or promotion. The financial staff can maintain a good professional ethic at work, and excellently complete the various work plans formulated by the company. For those who have been rated as twice or better in a quarter, they will raise the salary level according to the relevant regulations of the company. If the financial department's awards are notified or selected as excellent employees, the finance department can be used as an important basis for evaluation.

(2) Punishment matters

1. Verbal warning. In the course of work, financial personnel may cause errors in accounting due to work errors or poor management. If they are found to be corrected in time and have no material impact on the monthly accounts, they shall be given a corresponding punishment after the monthly assessment. It verbally warned and ordered it to be corrected within a time limit.

2. Notification of criticism. The financial staff did not abide by labor discipline, and was late, absent, early leave, and playing games or browsing the yellow website during work, or caused substantial and adverse consequences due to errors in accounting processing, and re-offended after being verbally warned. After the monthly assessment is punished accordingly, it will be criticized.

3. Reduce wages and benefits. The financial personnel were criticized for more than three times, and there are still recidivisms. In one quarter, the assessment has three freezes as “to be improved” or two freezes as “poor”, which reduces the salary grade; for the second time or lower, the salary scale is still not obvious. Improved, its supervisor should give assistance to improve it as soon as possible, and reduce the use of a level.

4. Clear the accounting team and withdraw from the Human Resources Department. After the financial personnel have been dismissed at a lower level, they still do not think about repentance, and if they disclose the company’s trade secrets for private gains or provide accounting information without the approval of the leader, causing greater economic losses to the company, except for compensation for damages according to law. And remove it from the accounting team and retreat from the Human Resources Department.

IX. Performance appraisal file data management

This assessment method serves as an important basis for assessing the merits and demerits of all the staff of the Finance Department and as an important part of human resources management. Before the 1st, each person will complete the next month's "Monthly Monthly Performance Appraisal Form" and "Financial Department Monthly Performance Appraisal Statistics Form" and complete the report to the center supervisor for review. The Finance Department will supervise the internal and internal custody of each center. Before the end of the 28th, The two tables are distributed to individuals. Before the 30th, all the inspection and reporting of the materials will be completed. Before the 1st, all the assessment materials of the center will be reported to the Finance Department by the centers. The Ministry of Finance will complete the assessment of all employees before the 4th. The monthly assessment materials are collected by the centers and reported to the finance department. After the assessment is cashed, the finance department will keep the assessment materials and keep them in a safe place.

X. These measures have been implemented since the financial department discussed and approved, and gradually improved during the assessment process.

XI. The Ministry of Finance is responsible for the interpretation of these Measures.


Part 3: Performance Evaluation Plan of the Ministry of Finance

In order to standardize the business processes and behaviors of financial personnel, strengthen business skills, ensure that employees at all levels of the Group's finance department play their initiative, strengthen service awareness, promote the standardization of financial work, improve the competitiveness of financial personnel, and realize self-worth for employees. The development provides a strong guarantee to ensure the sustainable development of the company, to achieve the company's overall objectives, and to develop a performance appraisal plan for the finance department.

The performance appraisal plan of the finance department includes the performance appraisal plan of the finance department such as the finance department and the finance center, as well as the performance appraisal plan of the financial department, the finance chief, the financial personnel, the host accounting, the cashier, the asset management personnel and other employees of the finance department. The enterprise finance department's performance appraisal program provides examples that can be used for reference, and is an essential file for enterprise performance appraisal management personnel.

First, the performance appraisal object:

Corporate Finance Manager, Supervisor and Staff

Second, performance appraisal time:

Before the 1st of each month, the internal control team conducts performance appraisal of the financial department manager and employees. The results of the assessment will be reviewed by the general manager. After review by the general manager, the Ministry of Manpower will calculate the salary according to the corresponding value and then pay the corresponding amount of salary.

Third, the performance assessment content:

1. Hard indicators: the control of monthly departmental expenses; the dereliction of duty and mistakes of department employees; the management of departmental documents and documents;

2, soft indicators: other departments and supplier satisfaction

Fourth, performance appraisal methods:

The percentage ratio of the average total score obtained by the appraisers after monthly assessment corresponds to their monthly performance salary:

For example, if an employee's salary is 1,000 yuan, and his performance appraisal score for the month is 80 points, his monthly salary is: 800+200×80%=960 yuan.

Performance payrolls account for 20% of total wages

The scores of the assessed personnel after the monthly assessment are converted into percentages corresponding to the percentage of performance salary synchronization in the current month:

The hard indicator assessment method is:

1. Departmental cost control: All aspects of the expenses incurred by the department are controlled. If the department's budgetary expenses are consistent with the actual expenses incurred, and the savings within the financial budget are partially awarded to the department.

If the expenses incurred by other relevant departments are not within 10% of each department's expense budget,

2. If the task, indicators and other tasks specified by the company are not met, the corresponding percentage value of the score should be deducted.

3. After the indicators meet the requirements and exceed the specified range plus 10 points.

, soft indicators assessment method:

1. 40 points for other departments' satisfaction.

2. Supplier satisfaction is deducted by 10 points.

3. If the corresponding indicator is not reached, the corresponding percentage value of the score should be deducted.

4. After the assessment indicators meet the requirements and exceed the specified range, add 5 points.


Part 4: Performance Evaluation Plan of the Ministry of Finance

One: performance appraisal time

1. Monthly performance appraisal time of the Finance Department: Before the 1st of the next month, the individual's written report on the month and the next month's work plan will be handed over to the department leaders.

2. Annual performance appraisal time of the Finance Department: The personnel of the department should submit the personal annual work report and the next year's personal work plan to the department leaders before December 25 of each year.

Second: the performance appraisal content of the Ministry of Finance

1. Performance appraisal of the post of the Finance Department: It refers to the assessment of the completion of each employee's own work and the completion of the task of the superior.

2. Performance appraisal of the work ability of the Ministry of Finance: Refers to the assessment of the basic ability and experience judgment ability required for a specific job. It includes the ability to judge and judge the skills, creativity, guidance and supervision skills required for the job, as well as the work efficiency and methods that are demonstrated from the work.

3. Performance appraisal of the Ministry of Finance: refers to the sense of responsibility for work, the industriousness of work, the spirit of collaboration and personal cultivation in the process of achieving work goals.

4. Organizational Discipline Performance Evaluation of the Ministry of Finance: Refers to the assessment of the discipline and other work requirements displayed in the process of achieving the work objectives. The basic elements include compliance, instrumentation, environmental sanitation, and language specifications for answering calls.

Third: the performance appraisal standard of the Ministry of Finance:

Work correctness performance appraisal standard

1. The result of the work is correct and accurate;

2. The degree of standardization of the work process;

Employee responsibility performance appraisal standard

1. Work hard, and be able to carry forward the spirit of selfless dedication to work;

2. Be brave enough to take responsibility for your work and improve it;

3, can put the interests of the company in the first place, regardless of personal gains and losses;

Speed ​​performance appraisal standard

1. Whether it is completed according to the deadline;

2, in advance or delayed;

Work enthusiasm performance appraisal standard

1. Active work, no need for higher level urging;

2. Actively participate in other related tasks outside of your position and do your part in it;

3. Proactively propose improvement proposals and rationalization proposals at work;

4. Proactively and rationally put forward suggestions for the development of the company;

, knowledge and technical performance assessment criteria

1. Have the professional theoretical knowledge and practical business knowledge required by the current position;

2. Be able to complete their own work independently;

3. Independent hands-on and practical operation ability;

4. Independent thinking and creative work ability;

5, able to use their rich experience and business proficiency to complete the work in a timely and effective manner;

Judging ability performance appraisal standard

1. Be able to seriously analyze the problems in the field feedback or actual work;

2. Accurately judge the cause of the problem and apply it in a timely manner to solve the problem;

Project performance appraisal standard

1. Ability to correctly understand work tasks and develop detailed and feasible plans;

2. The plan can be implemented in a timely manner to correct and improve the work plan in time;

3. Coordinate the arrangement of several tasks that occur at the same time or cross;

And guide the performance evaluation standards of supervision ability

1. Being able to give timely and reasonable answers to relevant questions raised by personnel of relevant departments;

2. Being able to answer all kinds of questions raised by colleagues in detail, earnestly and patiently;

Disciplinary performance appraisal standard

1. Strictly abide by the work system, be devoted to the duties, and stick to the post;

2. Strictly abide by the attendance system;

3. Obey the work arrangement of the superior and its additional tasks;

4. Seriously implement the operation specifications;

5. Be polite to colleagues, superiors, and customers, and pay attention to etiquette;

, team performance evaluation criteria

1. Being able to actively coordinate with the superiors, colleagues, and clients;

2. Actively work according to the needs of the company;

3. Actively helping others to work and promote collective solidarity;

4. Actively participate in group activities and do their part in it.