Trial period employee assessment system

Part 1: Samples of the employee assessment system during the probation period

First, the purpose
1. In order to objectively evaluate the performance, ability and attitude of new recruits during the probation period, provide objective and reasonable basis for personnel turnover, salary increase, transfer, dismissal, and personnel development.
2. At the time, we have created a talented, highly motivated, highly cohesive and team-oriented talent team, and formed a talent management mechanism with assessment as the core.
Second, the scope of assessment This system is applicable to all probationary personnel below the company's supervisory level.
Third, the assessment method, powers and responsibilities
1. The appraisal adopts the vertical appraisal method, which is evaluated by the direct supervisor, and the indirect supervisor supervises and audits the appraisal.
2. The person in charge of the department shall approve the assessment results, and the results of all staff assessments shall be approved by the general manager.
3. The Human Resources Center is responsible for the organization and supervision of the employee's probationary assessment, and has the functions of policy system consultation, implementation supervision, and appeal investigation for the employee assessment; and is responsible for the archiving of relevant forms such as the assessment form.
Fourth, the principle of assessment
1. Disclosure principle: The direct superior should clearly explain the assessment criteria, procedures, methods, etc. of the performance management during the trial period to the new recruits to ensure the transparency of performance evaluation.
2. The principle of objectivity: Performance appraisal should be based on objective facts. Appraisers must be fair and reasonable, serious and serious, and must not engage in malpractice or omissions. They should not rely on feelings, impressions, and power to subjectively.
3. Open communication principle: In the whole performance evaluation process, the evaluation criteria, process supervision, results evaluation and suggestions for improvement should be fully communicated and communicated.
4. Difference principle: The evaluation results are divided into four levels: A, B, C, and D, and are assigned according to the normal state. The corresponding proportions and grades of each grade are defined as follows:

1. Employees: The employee probation period is 1 month. On the 10th of each month, the personnel of the advance factory are included in the assessment scope of the current month. After 10 days, the personnel entering the factory are included in the assessment next month.

2. Staff: The probation period of the staff is 3 months. On the 15th of each month, the personnel of the forward plant will start counting in the current month. After 15th, the personnel entering the factory will start calculating from next month.
6. Classification of assessment elements and assessment forms
1. Evaluation elements, various positions are divided according to the importance of the elements.
1) The performance appraisal project for employees is mainly six aspects: job performance, work attitude, work ability, responsibility, morality, and attendance.
2) The performance appraisal of technicians is mainly in six aspects: professional skills, practical ability, innovation ability, responsibility, morality, and attendance.
3) The performance evaluation of line managers above the group level is mainly six aspects: leadership ability, communication coordination, authorization guidance, professional quality, team ability.
4) The performance appraisal of office staff is mainly in six aspects: professional ability, work coordination, responsibility, understanding, attendance, and personal qualities.

2, the assessment table is divided into four categories
1), employee probation period assessment form.
2) Appraisal form for the probation period of clerk, commissioner and office staff.
3) Appraisal form for the trial period of line management personnel above the group level.
4), the technical staff trial period assessment form.

Seven, performance evaluation

1. Evaluation of assessment results and level ratio control.

All types of assessments are divided into four grades according to the total score of the employees' assessment; in order to reduce the subjectivity of the assessment, the incentive effect is increased, and the assessment results are controlled by the department. When all departments report the assessment results to the human resources center, all the departments will press The following ratio:
grade

Eight, the assessment process

1. The general operating procedure for the assessment:
1) If the new recruits go to work within one week, their direct supervisors will inform the probationary assessment process, the assessment elements, and communicate on the relevant assessment content.
2) On the 20th of each month, the clerk of each department will receive the relevant trial evaluation form according to the number of people who have completed the trial period of the department in the month.
3) Direct supervisor assessment: The direct supervisor conducts a comprehensive and objective evaluation of the employees according to the elements of the assessment form, summarizes the points of the evaluators, formulates the comprehensive assessment level of the evaluators, and feeds the assessment results to the examinee, and Report to the indirect supervisor of the evaluator.
4) Indirect supervisor review: The indirect supervisor reviews the assessment results and confirms them and reports them to the department head.
5) Review of the person in charge of the department: The person in charge of the department will comprehensively consider the level distribution in combination with the personnel of the department, determine the evaluation time of the person to be evaluated and the result will be reported to the human resources center.
6) Review of the Human Resources Center: The Human Resources Center reviews the assessment forms, reward and punishment records, attendance status, and departmental level distribution. The assessment materials that do not meet the requirements for the data shall be returned and rectified within a time limit.
7), audit: The general manager approves the application of all evaluation results.
8) The Human Resources Center archives relevant information such as assessment forms.

2. Those who have the following conditions may not pass the assessment in the month, and shall not be transferred to the normal or raised salary.
1) Those who have recorded the above records during the trial period.
2) Those who have been absent for more than 5 days during the trial period.
3) Those who are late for the trial period, leave more than 3 times earlier, or accumulate more than 20 minutes.
4) Those who have completed the work during the trial period.

3, the assessment flow chart authority unit work process flow description related forms, files

Relevant departments/Personnel Department assessment preparations 10 days before the expiration of the trial period, the clerk of each department will receive the assessment form from the personnel department, and the “trial period assessment form” for all types of personnel.
Relevant department/personnel department assessment implementation

The direct supervisors of each department will conduct a comprehensive assessment of the full-time personnel during the probation period. "Probation Period Assessment Form"
The relevant department/personnel department's assessment results are assessed, the points are calculated, and the examinee is told that the examinee is dissatisfied with the results and can appeal to the indirect supervisor and human resources. "Probation Period Assessment Form" "Performance Appraisal Appeal Form"
Relevant department approval

Indirect supervisors, department heads review the assessments, and recalculate unreasonable. "Probation Period Assessment Form"
Interview Record Form
Personnel review

The Human Resources Center will review the assessment form, reward and punishment records, attendance, etc., and re-examine the unreasonable re-examination. "Probation Period Assessment Form"

Interview Record Form

General manager approval

The general manager will finalize the application of the assessment results and make a final decision. "Probation Period Assessment Form"

Payroll

The relevant department/personnel department is relegating the trial and dismissal of the personnel department and relevant departments to jointly implement the results of the ruling. "Probation Period Assessment Form"

"paid salary list" "resignation"

Nine, assessment appeal
1. After the direct supervisor returns the assessment results to the examinee, if the examinee holds the protest, it should first solve the problem with the direct supervisor; when the communication cannot be solved, the employee has the right to work 3 jobs after understanding the assessment results. Appeal to the indirect supervisor within the day. The performance appraisal appeal form must be submitted at the time of appeal.
2. Within 3 working days after receiving the appeal, the indirect supervisor shall organize the review and coordination of the content of the representation, conduct a re-evaluation, and notify the claimant of the result of the treatment. .
3. If there is still any anti-information after indirect supervisory coordination, the human resources center may appeal to the human resources center within 2 working days after receiving the processing result. The human resources center must organize relevant personnel to investigate and coordinate within 5 working days after receiving the appeal. , re-evaluation, and notify the respondent of the results of the processing.
4. If the employee's complaint is established, the complainant's performance evaluation results should be corrected.
5. Supervisors at all levels should hold a positive attitude toward employee complaints, and must not obstruct or retaliate against lower-level complaints; otherwise, once verified, they shall be handled in accordance with the relevant provisions of personnel regulations.
6. The Indirect Supervisor has the final ruling power with the Human Resources Center.
Ten, the results apply

1. The results of the probationary period assessment are linked to the correction, salary increase, prolonged trial period, and dismissal; the following adjustments are made to the employees according to the employee assessment results.

A. Application of employee assessment results:

1), the assessment results for A, etc.: turn positive, a salary increase of 100 yuan.

2), the test score is B, etc.: Turn positive, pay 50 yuan.

3), the examination results are C, etc.: The probation period is extended once a month, and those who fail the two assessments are dismissed.

4), the assessment results are D, etc.: dismissal.

B. Staff assessment results apply:

1), the assessment results are A, etc.: turn positive, the minimum salary is 200.

2), the test score is B, etc.: turn positive, the minimum salary is 100.

3), the examination results are C, etc.: The probation period is extended once a month, and those who fail the two assessments are dismissed.

4), the assessment results are D, etc.: dismissal.

Chapter 2:

Chapter I General Provisions
Article 1: This method applies to all new employees of the company-----.
Article 2: The professional ethics, cultural factors and professional potential of new employees are assessed by the Ministry of Personnel. The new employees' business skills and business ethics are assessed by the entry department. The business skills and business ethics of the department manager and above are assessed by the general manager.
Article 3: Assessment principles:
1. Heavy ability, heavy potential, and performance are auxiliary assessment conditions.
2. The content of the assessment can be based on the assessment content of the <Internal Staff Assessment Method>, but the standard can be relaxed.
3. The assessment criteria are quantified as much as possible.
Article 4: The assessment period is generally three months, and the unqualified person is extended for another one to three months. In special circumstances, it can be shortened, but at least one month assessment period should be available.
Article 5: The appraisal implements the scoring system, with a score of 100 points, based on the content and criteria of the appraisal, the personnel department gives a score of 40 points, the department of the appraisal employee gives a score of 40 points, and the comprehensive evaluation scores 20 points.
Chapter II Assessment Contents and Standards
Article 6: Contents and standards directly assessed by the Ministry of Personnel.
1. The study, mastery and execution of the company's various rules and regulations, out of 15 points.
2, EQ measurement, out of 5 points.
3, professional positioning and potential evaluation, out of 20 points.
4, professional quality evaluation, out of 10 points.
Article 7: Contents and standards assessed by the trial department or general manager
1. Basic practical working ability, 5 points.
2, departmental rules and regulations, familiarity with the work process, implementation, 10 points.
3. The time and extent of entering the working condition, 10 points.
4. Coordination with colleagues' work, 10 points.
5. Work enthusiasm, 5 points.
Article 8: Comprehensive evaluation content and standards
1. Summary and suggestions and opinions of the individual's probationary period, 5 points.
2. The overall impression of the personnel department and the trial department is 5 points.
3. Whether the work performance can reach the basic standard, 5 points.
4. Other opinions of colleagues.
Chapter III Assessment Process and Processing
Article 9: After the new employee joins the post, the personnel department conducts training and assessment, which is suitable for ten days, and the results of the assessment are recorded.
Article 10: Transfer to the trial department, the department or the general manager shall transfer the assessment results to the personnel department for record at any time.
Article 11: The personnel department shall notify the staff of the appraisal staff 5 days before the end of the appraisal period, and at the same time investigate and make a transcript of the relevant colleagues. Signed by the respondent to confirm. It is necessary to have a detailed basis and collect work performance data.
Article 12: On the day of the end of the assessment period or the personnel department, the general manager, the personnel department, and the trial department will interview the staff to be assessed, and report the assessment results to the general manager within three days after the interview.
Article 13:
1. Those whose assessment scores reach 80 points will be immediately converted into regular employees.
2, the score of 70 points less than 80 points, extend the trial period of one month.
3, the score of 60 points less than 70 points, extend the probation period of two months.
4. If the score reaches 50 points and less than 60 points, extend the trial period by three months.
5. If the score is less than 50, the trial period will be terminated and the relationship will be lifted.
6. For those who have scored 90 points or above, the difference between the monthly salary and the probationary salary will be reissued. Those who have scored 95 or above will be reissued for a two-month difference.
7. The probation period is up to six months. The assessment for the six months is the final assessment. If the score is less than 80, the dismissal will be given.
Article 14 The results of the officially accepted employee assessment are recorded in the file.
Article 15 The right to interpret this system belongs to the Ministry of Personnel.
Article 16. The effective date of this system is the year, month and day.

Chapter three:

I. General Provisions: This management method is specially formulated for the purpose of standardizing the newly-introduced trial management of foreign employees in rehabilitation hospitals.
II. Scope of Application This management method applies to all probationary employees of the Health School.
Third, the probation period assessment management
1. After the new employee is hired, the trial period is generally 1-3 months.
2. According to the situation, the new employees will participate in the on-the-job training in the on-the-job trial, and the results of the training assessment will be one of the conditions for the correction. Those who have scored more than 70 points will sign a dispatch contract with them.
3. During the trial period, if one of the following circumstances occurs, the trial will be terminated and will not be accepted:
3.1 Completion of no reason for 1 day or more;
3.2 The monthly leave accumulates more than 3 days;
3.3 The monthly sick leave accumulates more than 5 days;
3.4 The end of the probationary period is “poor”;
3.5 The score of individual assessment is less than 50%;
3.6 obviously not competent for work;
3.7 Violation of the rules and regulations.
4. During the trial period, one of the following circumstances may extend the trial period by one month:
4.3 After the trial period expires, the assessment results are “general”;
4.4 Other circumstances as stipulated by the hospital system.
5. If the test period expires and the test score is “good” or above, it will be turned positive on schedule. Have a significant meritorious performance during the trial period or
If the top three are selected in the skill competition of the collective organization, the approval of the unit may apply for the dispatch of the dispatch contract in advance, but
The trial period must not be less than one month.
6. The salary during the trial period is 1,200 yuan / month.
7. Probation period assessment
7.1 The new employee assessment is the responsibility of the hospital office, and the new staff of the health school and outpatient department is responsible for the school office.
7.2 Assessment Contents and Standards: See "Trial Staff Conversion Evaluation Form"
7.3 The scores of the examinations are "excellent" at 90-100 points, "good" at 80-90 points, and 70-80 points.
For "general", the difference below 70 points is "poor".
Fourth, turn positive, extended and trial termination
1. Employees fill out the “Trial Staff Self-evaluation Form” before the end of the probationary period and submit it to the office.
The expiration of the hospital with the signing of the contract.
2. If the extension is reversed in accordance with Article 3, paragraph 4, the office shall issue a written extension notice. Extended trial period
If the application still fails, the termination notice will be issued, the trial will be terminated, and the application will not be accepted.
3. If the trial is terminated in accordance with every three paragraphs 3, the personnel department shall issue a termination trial notice to terminate the labor contract.
5. The right to interpret this method belongs to the rehabilitation hospital office.

Part 4: Employees' Expiration Appraisal System

General
1. This system is specially formulated to standardize the assessment work of employees in each position after the trial period expires.
2. This system is only applicable to this store.

Assessment principle
3. Key indicator principles: The assessment indicators should be both streamlined and easy to operate, which is of great significance to the store.
4. Job Responsibility Principle: The assessment indicators should have a high degree of responsibility for the job, not for the worker himself.
5. Goal-oriented principle: Individual assessment indicators are an effective decomposition of the overall goal of the store.
6. Specific quantitative principles: Performance appraisal indicators should be as specific and quantifiable as possible, and easy to assess objectively and fairly.
7. Behavioral principles: Non-quantitative indicators such as attitude, initiative, and enthusiasm are examined indirectly by examining their behavior.
8. Adjustment principle: The assessment indicators can be adjusted according to actual needs.
9. The principle of transparency: the assessment process, content, indicators and evaluation criteria should be open to new employees and made new employees understand.
10. Consensus principle: The assessment indicators should be jointly recognized by the appraisers and the competent leaders, and jointly implemented.
11. Feedback principle: The probation period also requires performance interviews and specific measures to help employees improve their performance, and then assess their execution, cooperation capabilities and job performance.

Assessment organization and division of labor
12. The office organizes the probationary expiration assessment. The foreman and above management personnel are composed of the store leader's office, the employer department leaders and their colleagues.
13. The staff of the foreman is composed of an office, an employer department leader and colleagues to form an assessment team.
14. The office is responsible for the examination process, the assessment content, the examination and approval of the assessment indicators and the review of the assessment results. Through analysis, it clearly points out the advantages and disadvantages of the person being assessed; at the same time, the instructor feeds the assessment results to the person being assessed.
15. According to the level of the position of the probationary staff, the manager and the office will approve the candidates.
16. The office organizes the probationary review review, overall assessment and results compilation; proposes relevant revisions.
17. The department head of the department will conduct an assessment of the employees of the department during the probation period. According to the assessment results, it is recommended that the employment situation, post-employment salary, bonus and position, etc. be reported to the store manager for approval and office registration.
Trial expiration assessment main content
18. The assessment results are related to the rationality of staff allocation. In order to ensure the comprehensiveness, fairness and efficiency of the assessment, the middle and senior staff of the foreman and above use different assessment contents.
Middle and high-level cadres assessment:
19. Job Performance – is an objective quantitative indicator that directly reflects actual work results.
20. Leadership and personal morality – a subjective soft indicator, derived from the evaluation of leaders, colleagues, and subordinates, reflecting their teamwork, adaptability, etc. For details, please refer to the “New Employee Trial Expiration Checklist”.
[General staff comprehensive assessment]
21. Work performance, ability, work attitude and other aspects.
22. Use the “New Employee Trial Expiration Checklist” to evaluate, and the employer department head and colleagues will score.
[Evaluation of assessment indicators and standards]
23. The key performance indicators for the probationary period assessment can be found in the key performance indicators of the position in our Performance Management System.
24. The comprehensive quality indicators are mainly designed according to work attitude and work ability.
25. Communication interview: The employer department supervisor should communicate with the probationary staff as soon as possible on the assessment indicators.
26. Identify goals and weights: Determine the target value of the assessment and determine the weight of each indicator.
27. Simulation test: The office organization conducts a sample test of the assessment indicators to analyze the effect of the overall assessment.
[Experimental expiration assessment]
28. The focus of the probationary expiration assessment is to ensure the comprehensiveness of the assessment data, to give new employees the opportunity to self-explain, and to provide the necessary feedback for the development of the staff to the lower level.
29. The office organizes assessments based on the indicators in the “Experience Expiration Form for New Employees”.
30. The assessed person provides self-summary and other information and materials to actively cooperate with the assessment.
31. The department heads make recommendations based on the assessment results for new employees and the salary, bonuses and positions after they are hired.
32. Office organizations assess the capabilities, management skills and potential of post-employment staff and propose directions for development.
33. The office organization hard-ranks the hired employees and determines the list of new employees not combined with the rankings.
34. The store manager is responsible for the examination and approval of the results of the staff above the foreman and the approval of the bonus issue; the office or department head is responsible for the approval of the general staff assessment results and bonus award recommendations.
35. Summary and filing of the results of the organization's assessment.
36. The department head responds to the new employee's assessment results and determines the next direction and plan.
[Appraisal results apply]
37. The final part of the hard score is not allowed to be hired or extended.
38. The employing department submits a correct opinion based on the results of the trial employee assessment report and submits it to the office for approval.
39. Issue a formal letter of appointment or a notice of correction to the new employee based on the results of the employee evaluation during the probation period.
[assess review]
39. The trial expiration assessment system is extremely important and should be reviewed continuously to improve its accuracy and scientificity.
40. The implementation of the probationary expiration assessment should be summarized from the bottom up.
41. In the annual work summary of each department, the effectiveness of the existing trial expiration assessment system should be evaluated.
42. All departments will summarize the improvement suggestions for the probation period and report them to the office as the basis for improvement in the next year. The office will organize discussions and be responsible for formulating improvement plans.
43. The review mainly considers the following aspects: Is the responsibility clear? Is the assessment content complete and reasonable? Is the weight correct? Is the indicator reasonable? How to improve next year?
44. Office adjustment indicators or scoring criteria must be based on written materials from relevant authorities.
45. The performance appraisal indicator adjustment needs to meet the needs of the store at any time, but there should be a set of rigorous procedures to avoid being abused and abused.
[Adjustment program is]
46. ​​The assessor/direct superior/office proposes the modification requirements and reasons;
47. All amendments are summarized by the office and a summary report is made;
48. Discussion and decision by the office and the heads of departments;
49. Execution after approval by the store manager.
50. The revision of the indicator is completed by the end of the first month of each year.
Supplementary
51. The right to interpret this system belongs to the store office.
52. This system is implemented after approval by the store manager, and the same applies to the amendment.
53. The system is supervised by the office and the department.