Year-end assessment implementation plan

Part 1: Year-end assessment implementation plan

First, the evaluation principle. Following the principle of “objective and fair, seeking truth from facts, comprehensive assessment, and paying attention to performance”, it objectively reflects the performance of the various departments of the company and the implementation of work objectives, as well as the performance and work results of employees.

Second, the assessment object: all employees.

Third, the evaluation organization:

The members of the assessment team are composed of comrades. The appraisal team is responsible for guiding the appraisal work, reviewing the appraisal results, etc., and the personnel administration department specifically organizes the implementation of the appraisal work.

Fourth, the evaluation method:

Before the assessment, all staff are required to write an annual work summary, which is one of the basis for the year-end assessment and evaluation.

Annual comprehensive assessment of employees.

Taking into account the employee performance evaluation and comprehensive performance evaluation, the average score of the job performance assessment accounts for 60% of the annual comprehensive assessment, and the comprehensive performance score accounts for 40%. Namely: annual comprehensive evaluation score = average score of work performance assessment * 60% + comprehensive performance evaluation score * 40%.

1. Work performance assessment content: “20XX annual target management assessment method”.

2. Comprehensive performance evaluation content. It mainly assesses employees' work attitude, work ability, loyalty, team spirit, creativity, organizational discipline and other aspects.

3. Comprehensive performance evaluation weight. Employee self-evaluation accounted for 10%, mutual evaluation accounted for 20%, direct superior evaluation accounted for 40%, and general manager evaluation accounted for 30%.

4. Calculate the score. The personnel administration department calculates the annual comprehensive examination score according to the corresponding weights, and submits the assessment to the evaluation team.

Publish the results of the evaluation and issue the year-end award.

The annual comprehensive evaluation results are divided into A, excellent: 90 points or more; B, good: 80-89 points; C, qualified: 60-79; D, unqualified: 60 points or less.

If the evaluation result is A, the year-end evaluation award will be issued in full; the evaluation result will be B, and 90% of the year-end evaluation award will be issued; if the evaluation result is C, 60% of the year-end evaluation award will be issued; if the evaluation result is D, the year-end evaluation will not be issued. Evaluation award.

V. Relevant matters:

The results of the evaluation will be used as the basis for the appointment, evaluation and reward of the employees.

After the year-end comprehensive evaluation, the company will study and properly calculate the year-end evaluation award and determine the specific amount.

For those who are rated as advanced employees, excellent employees, and star employees, they can be given a certain amount of rewards through research by the company.

For the second consecutive year, it has been rated as an excellent employee or a star employee. After the company's research decision, priority can be given to promotion and salary increase.

In the business management, employees who have made significant contributions to the company and created greater direct or indirect benefits, the general manager decided to give certain rewards.

Sixth, the time schedule:

Before January 15th, write a personal report and complete the employee self-evaluation and mutual evaluation.

Before January 20th, the company organized the evaluation work, the personnel administration department calculated the score, the assessment team reviewed and evaluated the results of the evaluation.

7. Other matters.

While carefully reviewing the work in the past year, each employee should also check what work is still not completed. The unfinished work should be implemented before the Spring Festival, and efforts should be made to successfully complete this year's task.

In the year-end evaluation evaluation, employees should adhere to the attitude of seeking truth from facts, objective and fair, serious and responsible, and truthfully reflect their work performance in the past year, so that they do not cope with it and do not falsify. The evaluation of employees by the department should also be objective and fair.


Part 2: Year-end assessment implementation plan

First, the purpose

In order to assess the performance of employees, as the basis for rewards and punishments, transfer, promotion, resignation, etc., and to understand and evaluate the work spirit and potential ability of employees as a reference for training and development, and to promote work and improve their work, These measures.

Second, the program

1. Employee performance appraisal is set once a year as a year-end appraisal.

2, 15 days before the Lunar New Year holiday, the assessment department will be distributed by the Personnel Section of the Ministry of Management to various departments. The heads of departments shall complete the verification at the beginning of the io day before the Spring Festival, submit the form to the general manager's office for collection, and report to the general manager for review and approval.

3. The performance appraisal of each unit is reviewed by the general manager.

4. On the 6th day before the Spring Festival, the general manager has completed the review, and the management department forwards each unit to know.

5. The annual performance appraisal is supervised by the general manager's office, the management department is executed, and all departments cooperate.

Third, grade

The annual performance appraisal is divided into four categories:

90 points or more: special grade;

80 to 89 points: A, etc.;

76 to 79 points: B, etc.;

}o to }s points: C and so on.

At the same time, it should be noted that the performance scores are all integers.

Fourth, restrictions

1. Employees and supervisors may not be listed as a Principal in any of the following circumstances during the year.

Late arrival and early retreat for more than 13 times in the whole year;

Completion of the project for more than one day.

2. If one of the following circumstances occurs during the year, the performance appraisal shall not be classified as A.

Have been remembered that the above actions have not been revoked;

Late arrival and early retreat for more than 20 times in the whole year;

Completion of the project for more than 2 days.

3. Number of people.

Principal.

The number of people in each unit is less than 5, and the maximum number of special performance appraisals is one.

The number of people in each unit is more than 5, and the maximum number of special performance appraisals is 2. If the initial nuclear power is a special performance appraisal, the supervisor of the unit must submit a “Special Performance Appraisal Report” to the general manager.

The average total score of each unit's performance appraisal shall not exceed 80 points. However, if the head of the unit believes that the unit performs extremely well, it may be signed by the general manager, and the approver shall treat the exception, but the total score shall not exceed 85 points.

Note: The special performance score is not the same as the total score of the unit's performance score.

Five, increase or decrease the score

Employees who have been rewarded and punished during the year, their annual performance appraisal should be added or subtracted, according to the following provisions:

1. If you remember 1 major, add 5 points. If you remember 1 time, you will lose 5 points.

2. If you remember Xiaogong 1 time, add 3 points. If you remember less than one time, you will lose 3 points.

3. If you win 1 time, you will get 1 point, and if you apply for 1 time, you will lose 1 point.

4. Completion of the i-day: deduct 2 points.

5. If the number of late arrivals exceeds 13 times, 0.5 points will be deducted for each time.

This increase or decrease is independent of the average score of the performance appraisal.

Sixth, reward and punishment

1, the performance appraisal, priority to be promoted positions and positions.

2. Performance bonuses, fines and year-end bonuses are issued.

7. Appeal

Anyone who is dissatisfied with the performance scores assessed by the supervisor of the unit may sign the report to the general manager's office and report it to the general manager. The general manager's office decides to investigate or maintain the original opinion. The appeal date is limited to the application within 2 days after the performance appraisal is notified by the management department, and will not be accepted after the deadline.

Eight, requirements

The competent personnel in charge of performance appraisal shall be evaluated on an objective basis and shall not be consulted. Where the general manager's office examines a violation of the company's regulations, the supervisor shall record a small time and be approved by the general manager.

IX. Supplementary provisions

1. After the general manager's appraisal, after the review by the general manager, if there is a rebuttal, the general manager's office personnel will return to the supervisor of the appraisal, and the performance appraisal score will be re-prudently evaluated and then presented.

2, the number of fixed year-end bonuses, the general manager will make a ruling according to the annual operating conditions.

3. After the measures are submitted to the general manager for verification, they shall be implemented as of the date of promulgation.


Part 3: Year-end assessment implementation plan

In the second oXX year, the Board of Directors and the Academic Committee united and led all faculty and staff, guided by the scientific development concept, thoroughly implemented the "1446" work ideas and tasks, seized opportunities, met challenges, concentrated, and reformed and reformed. Successfully completed the tasks of various projects in the second oXX year. In order to earnestly do a good job in the year-end assessment of the second oXX year, comprehensively sum up and evaluate the work of the various departments, departments and faculty and staff throughout the year, and specially formulated the "two oXX annual year-end assessment implementation plan". The details are as follows:

First, the meaning of purpose

Through the testing and evaluation of the performance of the various departments and departments, we will conduct a comprehensive assessment of the faculty and staff's ideological and political, teacher's morality, professional ability and performance duties, fully mobilize and motivate all faculty and staff to be dedicated and conscious. The enthusiasm and initiative of dedication, constantly improve the faculty and staff's political quality, business level and ability to perform job responsibilities, promote the construction of faculty, optimize departmental functions, and promote the smooth progress of all work.

Second, organizational leadership

Under the leadership of the board of directors, the college established the second oXX annual year-end assessment work leading group. The leadership team members are as follows:

Team leader: Wang Jian

Deputy leader: Wang Fuyou

Xu Wenji

Li Zhongjiang

Member: Hou Baosheng

Li Zhigan

Zhang Fuxiang

Wang Haixia

Dong Xingchun

Tang Huimei

Xue Yu

The assessment work leading group has an office. The office is located in the Personnel Office and Xu Wenji is also the Director of the Office.

Third, the principle of assessment

The year-end assessment work adheres to the principle of “objective and fair, democratic and open, and paying attention to performance”.

Fourth, the assessment method

Department, department assessment.

1. Assessment scope:

Administrative Office: Administrative Office, Personnel Office, Academic Affairs Office, Student Office, Youth League Committee, Admissions Office, Employment Guidance Center, General Affairs Office, Finance Department

Department of Teaching: Department of Mechanical and Electrical Engineering, Department of International Trade, Department of Welding Engineering, Department of Basic Education, Group of Sounds

Administrative Department: Engineering Department, Student Financial Management Office, Student Management Section

2. Assessment program:

This year's office and department assessments are conducted as follows:

The assessment work leading group organizes the administrative department and the teaching department to hold the "two oXX annual work summary council", and the departments and department heads in turn perform the department and the department's "two oXX annual work summary".

After the conclusion of each room and department, other department and department heads will make public comments based on their summary and work. The content of the review includes: expounding my attitude towards the "Work Summary", briefly supplementing the highlights, highlighting the deficiencies and making comments and suggestions.

It is recommended to produce a list of the “Our Advanced Office”, “Special Contribution Office”, “Advanced Department” and “Advanced Department” for the second oXX annual report, which will be reported to the assessment work leading group for research and publicity.

After summarizing the council, the departments and departments of the department will report the "two oXX annual work summary" to the administrative office for filing.

3. Appraisal and evaluation: 3 "Advanced Offices", "Special Contribution Offices" 1-2, "Advanced Teaching Department" and "Advanced Department".

4. Basis for evaluation: "Methods for the Selection of Advanced Offices", "Selection Methods for Advanced Departments" and comments.

About the assessment of middle-level cadres.

1. Scope of assessment: Departmental and deputy directors, directors and deputy directors of each teaching department.

2. Assessment program:

The assessment work leading group organizes the various departments and departments to hold the "middle-level management cadre debriefing council", which is divided into departments and departments.

Debriefing. Personal time is no more than 8 minutes.

After each department, department, deputy and deputy, after the end of the debriefing, other departments, departmental deputy should be based on the content of their debriefing, combined with the actual work of their public evaluation. The content of the review includes: explaining my attitude towards the content of her debriefing, briefly supplementing the highlights, highlighting the deficiencies and making comments and suggestions.

It is recommended to produce a list of “advanced educators”, “advanced individuals with special contributions” and “advanced educators” in the second oXX annual office.

After the end of the debriefing, the “death report” that meets the requirements of the middle-level cadres shall be filed with the administrative office.

Organize all faculty and staff to conduct public opinion evaluation of all middle-level cadres.

The summary comments and the number of scores will be reported to the assessment work leading group to study and determine the list of “advanced educators”, “advanced individuals with special contributions” and “advanced educators” and publicize them.

3. Appraisal and evaluation: 3 "advanced educators" in the selection office, 1-2 "special contributions advanced individuals", and 2 "advanced educators".

4. Basis for evaluation: “Measures for the quantitative assessment of middle-level cadres”, evaluation results and comments.

About the assessment of the teacher.

1. Scope of assessment: All the teachers who have been teaching at the front line of our school before September 1st, 20XX, and completed the teaching tasks of 15 weeks or more in one semester.

2. Assessment program: According to the specific requirements of the “Training Work Assessment and Performance Salary Implementation Plan”, the Academic Affairs Office summarizes the assessment scores of the teachers in this year. Under the supervision of the Academic Affairs Office, the following procedures are used for assessment:

The heads of the departments organized the teachers of the department to hold the “Work Summary Council”. The department's teachers work within the scope of their duties.

Debriefing, then mutual evaluation by the teachers of the department.

On the basis of earnestly carrying out debriefing and deliberation, the candidates for “excellent teachers” are recommended according to the evaluation quotas. After the examination by the Academic Affairs Office, they are reported to the assessment team for research and determination.

After the end of the debriefing, the “death report” that meets the requirements of each teacher shall be submitted to the Academic Affairs Office for review and submitted to the administrative office for filing.

Publish the assessment results and the list of "excellent teachers".

3. Appraisal and evaluation: 4 "excellent teachers" are recommended according to the evaluation quota.

4. Basis for evaluation: “Implementation Plan for Teacher Work Assessment and Performance Salary System”, and comments.

About the assessment of the class teacher.

1. Assessment scope: In this year, the class teacher who has served and completed the class management work for one semester or above.

2. Assessment method: According to the specific requirements of the “Measures for the Implementation of Quantitative Assessment of Class and Class Teacher Work”, the Student Office will separately summarize the quantitative assessment scores of the first and second semester of each class, and follow the following procedures:

The “School Director’s Work Review Conference” will be organized by the Student Affairs Office. The class teacher will perform his duties within the scope of his duties and conduct mutual evaluation.

After the end of the debriefing, the “death report” that meets the requirements of the class teacher will be handed over to the student office. The student office will review it and send it to the administrative office for filing.

On the basis of careful debriefing and deliberation, in principle, the grading department recommended the “excellent class teacher” selection report assessment work leading group to study and determine according to the ratio of 5:1.

Publicity assessment results and a list of "excellent class teachers".

3. Appraisal and evaluation: In principle, the grading department selects “excellent class teacher” according to the ratio of 5:1. The class teacher who completed the two-semester class management work of this year will enjoy the priority selection under the same conditions and when they jointly evaluate the class teacher who has completed only one semester class management work.

qualifications. In principle, the faculty and staff members who have been rated as “excellent class teachers” and “excellent teachers” are no longer occupying the “excellent teachers” appraisal “excellent teachers” and only “excellent class teachers”.

4. Basis for evaluation: "Measures for the implementation of quantitative assessment of class and class teacher work" and comments.

Regarding the assessment of administrative and logistics service management cadres.

1. Scope of assessment: Before September 1, 20XX, I went to the administrative departments of our hospital to engage in teaching management, administration, student management, party and group work, as well as responsible for enrollment, employment, finance, and logistics services, and completed 15 weeks in one semester. The faculty and staff of the above-mentioned work level and below.

2. Assessment program: According to the assessment content of the “Quantitative Assessment Method for Administrative Management Cadres”, the Personnel Department organizes and conducts assessments according to the following procedures:

The “Department of Work Review” will be organized by the Personnel Department, and the administrative and logistics service management cadres will perform their duties within the scope of their duties and conduct mutual evaluation.

On the basis of earnestly carrying out debriefing and deliberation, the “Advanced Workers” selection report assessment work leading group is recommended to study and determine.

After the end of the debriefing, the "death report" that meets the requirements of the specification will be sent to the personnel office in a unified manner, and will be reported to the administrative office for filing after review.

Publish the assessment results and the list of "advanced workers".

3. Appraisal and evaluation: In principle, 4 “advanced workers” were selected according to the evaluation ratio.

4. Basis for evaluation: "Measures for quantitative assessment of administrative management cadres" and comments.

Five, the use of grades

The year-end assessment results of this year are an important basis for the identification of faculty and staff, job evaluation, and promotion at the rank. If the assessment is unqualified, it shall be handled in accordance with the relevant provisions of the Labor Contract Law and the relevant provisions of the Labor Contract.

Six, assessment time

November 15th - November 30th, 20XX.

Seven, commendation reward

At the year-end faculty meeting of the 20XX year, a comprehensive report will be held.

Eight, relevant requirements

1. All the departments and departments will complete all assessment work before November 25, and report the assessment and assessment results to the assessment work leading group. If they fail to report, they will be disqualified.

2. The annual year-end assessment is the basic work of the standardized management of the college, and it is also an important task to continuously promote and improve the quality of education and teaching. All departments, departments and faculty and staff should attach great importance to it and actively implement it. Under the unified leadership of the assessment work leading group, we will do a good job in the year-end assessment of the second oXX year, laying the most solid foundation for the successful completion of the overall work of the second oXX annual college. Guarantee.

Nine, unfinished matters, further notice


Part 4: Year-end assessment implementation plan

First, the purpose of the assessment

1. Objectively evaluate the performance and contribution of employees during the year, and encourage employees who have achieved good performance and achievements to allocate enterprise resources reasonably and effectively.

2. As the main basis for year-end evaluation.

3. Promote the annual work summary of the cadres as the main basis for the annual salary system.

Second, the scope of application

All employees of all branches of the head office and subordinate companies.

Third, the guiding principle

1. The principle of comprehensive assessment, comprehensive assessment and grade-by-level assessment.

2. The principle of fairness, fairness and openness.

3. The principle of strict requirements, strict control and serious treatment.

4. The principle of correlation between assessment results and diversification factors such as salary, evaluation, reward, and appointment of cadres.

Fourth, guiding ideology and assessment methods

1. Management cadres combine unit performance and individual performance.

2. Targeted use of performance results assessment method and core talent assessment method.

V. Implementation department and responsibilities

1. President's Office: The assessment decision-making body is responsible for approving the assessment plan and assessing the leading cadres at the group manager level or above.

2. Human Resources Department: Assessment, coordination, supervision and enforcement agencies.

3. All departments: assessment assistance and enforcement agencies.

Sixth, the assessment object

1. Implement full-time assessment, up to the general manager, and all ordinary employees must participate in the annual assessment.

2. The employees who have passed the approval of the X-X-X X-test period and have passed the approval are the targets of the annual assessment.

Seven, the assessment cycle

For the whole year of X, if the company is less than one year old, the assessment will be carried out from the date of entry.

Eight, assessment method

Note: The nine core talents score: After self-assessment, I will pay the direct superior score, and then the superior superiors review, the above superior leadership's score shall prevail, but the direct superior and superior superior leadership score error shall not exceed ±0.3 points.

Nine, the application of the results of the assessment

1. The AAA segmentation ranking method is used to rank according to the high and low scores of the test scores. The ranking ranges are divided into three categories: the top 10% of the employees are approved as AAA employees, and the top 10%-20% of the employees are approved as AA. Employees, 80% of other employees are approved as Class A employees. Ranked according to the following levels:

1) Store staff at the grassroots level

2) Branch loss prevention staff

3) Headquarters loss prevention staff, drivers

4) Cashier

5) Tally

6) Store manager

7) Headquarters supervisor and the following managers

8) Group manager

Note: For AAA employees, they can be recommended as candidates for the annual evaluation individual awards, and they should be given priority in the same conditions; for the specific situation where the score is lower than 60 points, the salary reduction, transfer, and dismissal will be given.

2. Relationship between assessment results and year-end awards

According to the ranking results, the group manager and the following levels determine the calculation criteria for the year-end bonus according to the following factors. The directors and above are calculated and determined by the president's office.

Note: T is the assessment period. If you enter the job for one year, you will be counted for one year. If you are dissatisfied, you will count from the date of entry to the company.

X. Assessment work arrangements

1. Training: From 10:00 to 12:00 on X-X, the Human Resources Department will organize relevant training before the assessment.

2. Schedule submission time schedule:

Store: Submitted to the regional managers before X X.

Headquarters: Submitted to the heads of various departments before X X.

Overall timeline: All submissions to X Department of Human Resources before X and X days.

3. Fill in the requirements for the score sheet. For details, please refer to the relevant notes issued by the Human Resources Department.

XI, assessment instructions

1. Employees who have not yet turned positive in X-X and X-Day do not need to participate in the annual assessment.

2. All evaluation results must be reported to the company's Human Resources Department for review and filing.


Part 5: Year-end assessment implementation plan

I. Develop assessment rules and scoring forms

Second, clear assessment work team

1. Leadership: County Development Third Industry Leading Group

2. Members: Comrades from the county's three production offices, the Commerce Bureau and other units.

III. Assessment work group and assessment unit arrangement

First group:

Leading the team: Tan Qingyu

Member: Gong Pengfei Yin Weiping Zhang Wenyu

Appraisal units: Ziliang Township, Taiping Town, Sansheng Township, Weixin Town, Mengquan Town, Jiashan Town, Erdu Township, Chujiang Town, Xinguan Town, Yijiadu Town, Xiuping Horticultural Field, Jiashan Management Department, county supply and marketing cooperatives, county labor bureau, county transportation bureau, county highway bureau, county cultural bureau, county radio and television bureau, county people's bank, county science and technology bureau, county education bureau, county health bureau.

Second Group:

Leading the team: Li Fang

Member: Li Xiangyang Liao Wei Yang Guoqing

Appraisal units: Nanbei Town, Dongshanfeng Management District, Hupingshan Town, Luoping Township, Jiejie Township, Yanchi Township, Moshi Town, Baiyun Township, Xinpu Township, Zaoshi Town, Baiyun Mountain Forest Farm, Zaoshi Reservoir Management Bureau County Housing Management Bureau, County Civil Affairs Bureau, County Commerce Bureau, County Mobile Company, County Unicom Company, County Telecommunications Bureau, County Tourism Bureau, County Sports Bureau, County Post Bureau, County Urban Management Enforcement Bureau.

Fourth, the assessment work requirements

1. Transportation and travel expenses: The county's three production offices and the business bureau are responsible for the expenses of one group.

2, strict assessment, serious discipline. According to the assessment rules and requirements, each assessment team will give each unit an objective and fair score, and make a detailed record of the assessment. Resolutely put an end to human sentiment and impressions. Each group can only evaluate 6 advanced units, including 3 townships and 3 counties.

3. Time requirements: The assessment work was completed on December 18th:

From December 8th to December 15th, the assessment scores of all units will be completed, and the report materials of the assessment of each group will be handed over to the county's three production offices;

From December 16th to December 18th, the meeting of each group will be held to summarize and study the assessment work of the county, form a complete assessment material, and hand over to the county leaders.