Monthly performance appraisal plan

For the performance appraisal of company employees, the company is small to calculate every day, up to the month and quarter, the whole year and so on. The following are some of the company's monthly performance appraisal plan templates, for reference only.

First, the purpose of performance appraisal

1. Performance appraisal provides the basis for personnel's job promotion. Through comprehensive and rigorous assessment, those who have higher quality and ability than the requirements of their positions should be promoted to their positions; if the quality and ability are not up to the current requirements, their positions will be lowered; if they are not used, they will be adjusted.

2. Performance appraisal provides the basis for the issuance of floating wages and bonuses. Through the assessment, the “quality” and “quantity” of employee work are accurately measured to determine the standard for the payment of floating wages and bonuses.

3. Performance appraisal is a means of motivating employees. Through the assessment, the awards are excellent and the penalty is bad, which will spur and promote the employees.

Second, the basic principles of performance appraisal

1. The principles of objectivity, fairness, science, and simplicity;

2. The principle of combining stage and continuity, comprehensive analysis of the data of evaluation indicators of each assessment cycle of employees, in order to obtain comprehensive and accurate conclusions.

Third, the performance appraisal cycle

1. The performance appraisal cycle of middle-level cadres is half-year assessment and annual assessment;

2. The employee performance appraisal cycle is monthly assessment, quarter assessment, and annual assessment.

3. The monthly assessment time is scheduled to start on the monthly date of 1.2.4.5.7.8.10. Month, and report the assessment to the next month;

The quarterly assessment time is scheduled to start on the monthly date of 3.6. The assessment will be reported to the next month.

The semi-annual assessment time is scheduled to start on the day of the month, and the assessment will be reported before the date of the month;

The annual assessment time is scheduled from the end of the month to the end of the next year.

Fourth, performance appraisal content

1. The content of the middle-level cadres at the third level or above

Leadership ministry

Morale goal reached

Responsibility self-inspiration

2. Employee performance appraisal content

One Germany: policy level, professionalism, professional ethics

Second ability: professional level, business ability, organizational ability

Three Qin: Responsibility, work attitude, attendance

Four achievements: work quality and quantity, efficiency, innovation and so on.

V. Performance appraisal execution

1. The Group shall establish a performance appraisal committee to organize and deploy the performance appraisal work, and the committee shall make further notice;

2. The assessment of middle-level cadres is carried out by their supervisors and human resources departments;

3. The assessment of employees is carried out by their immediate superiors, supervisors and human resources departments.

Sixth, performance appraisal method

1. The performance appraisal of middle-level cadres and employees is based on the combination of self-evaluation and scale evaluation methods in each appraisal cycle.

2. My self-assessment requires the person being assessed to make a true explanation of the work situation of a person during the assessment period. The content should meet the requirements of the current work and the duties of the post, and explain the main achievements made during the assessment period. And improved ideas.

3. The scale evaluation method is to decompose the assessment content into several evaluation factors, and then assign certain scores to each evaluation factor, so that each evaluation factor has an evaluation scale, and then the evaluation object is used to evaluate the evaluation object in each evaluation. The performance of the factors is evaluated, scored, multiplied by the corresponding weights, and finally the total score is calculated.

4. According to the principle of “combination of phase and continuity”, the scores of employees' monthly assessments should be included in the quarterly assessment results scores according to a certain percentage; the scores of quarterly assessments should also be included in the annual assessment result scores according to a certain proportion. The formula for calculating the score of the assessment period is as follows:

First quarter assessment result score = ×% + quarterly assessment score ×%

Second quarter assessment result score = ×% + quarterly assessment score ×%

Third quarter assessment result score = ×% + quarterly assessment score ×%

Annual assessment result score = × + × % + annual assessment score ×%

5. After the individual self-assessment form and the evaluation scale are completed, they are submitted to the Human Resources Department together with the summary of the scores of the assessment results of each cycle.

Seven, feedback on performance appraisal

Each appraisal executor shall listen to the opinions of the appraisers on various aspects of performance appraisal according to the specific conditions of the appraisal results, and report the opinions to the human resources department of the group.

Eight, the application of performance appraisal results

The Ministry of Human Resources and Resources will summarize and analyze the assessment results, and coordinate with the leaders of various company departments to adjust the floating wages, bonuses, and job promotion of the assessed persons according to the assessment results.

1. Floating wage adjustment. If the total score of the assessed person is higher than the average score of the employee, the floating salary shall be increased according to the excess ratio; if the total score of the assessed person is lower than the average score of the employee, the floating salary shall be reduced according to the ratio of the gap;

2. The bonus is issued by the competent leader according to the assessment results to determine the issue standard, but the total amount of the bonus must be guaranteed to be paid in full, and the bonus cannot be deducted.

3. The job promotion and position adjustment of the middle-level cadres shall be decided by the general manager's office meeting according to the assessment results; the position adjustment of the employees shall be decided by the heads of the company and reported to the human resources department for record; the promotion of the employees to the middle-level cadres shall be The general manager's office meeting made a decision.

The above plans will be implemented from the date of publication. It is hoped that the relevant departments will work hard to do all the work and carry out the performance appraisal work in a down-to-earth manner.