Chapter I General Provisions
purpose
first
principle
second
essay
Article 4 Being fair, just and open, and objectively evaluating the work of the assessed based on facts is also one of the criteria for evaluating whether the assessed is competent. Scientific, simple and operable. These Measures are applicable to all functional departments of the company established for one month or more and their work during the assessment period.
Department heads of months and above.
Patterns and periods
Article 5
Article 6
Article 7
Chapter II Assessment of Departments and Department Heads
Article 8
Article 9
Article 10
Table 1 Evaluation Grade Table
Note: If the proportion calculation is less than one person, it shall be selected according to the rounding principle. Finally, if the total amount is different, the balance will increase or decrease in the "B" level.
Page 1, ***2: This system is formulated to strengthen the planning of the company, improve the management process of the organization, promote the scientific and standardized management, and objectively and fairly evaluate the performance and contribution of employees. The scope of application is the vertical appraisal system, that is, the performance appraisal is carried out by the direct superior, which is graded and approved by the superior, and can be adjusted within 5 points if necessary. The assessment period of each department and department head of the company is half a year. Organized by the human resources department, with the cooperation of all departments. Assessment organization assessment method: the assessment method of company departments and department heads is applicable to the vertical assessment system. Appraiser: the appraisers of departments and department heads are department directors and superiors at different levels. Grade evaluation: at the end of each year, summarize and average the assessment scores of department heads in different periods, and the president or authorized person will divide the assessment grades (see table 1 for details).
Article 11
Article 12 Assessment Form: Department assessment process to be determined:
1. The Human Resources Department organizes the evaluation.
2. The Human Resources Department scores the quantitative part.
3. The department head scores the qualitative part.
4. Grading the qualitative part by superiors at different levels.
5. The Human Resources Department summarizes and gives feedback.
Article 13
Article 14
Article 15
Article 16
Article 17
Article 18
Article 19
Article 20
Article 21
Article 22 After the interview and appeal assessment in Chapter III, the direct supervisor must feed back the assessment results to the assessed through the assessment interview, including affirming the achievements, pointing out the shortcomings, and proposing suggestions for improvement, and at the same time making suggestions for the positions of the assessed. During the interview, candidates must sign the appraisal form whether they agree with the appraisal results or not. Signing just means knowing, not necessarily agreeing. After various evaluations, the assessed has the right to know his own evaluation results, and the assessed has the obligation to inform and explain the evaluation results to the assessed. If candidates have any objection to the evaluation results, they should first solve it through communication. Can not be resolved, have the right to make representations to the second examiner; If the appraisee still disagrees with the appraisal result of the second appraiser, he can fill in the Appraisal Result Objection Appeal and lodge a complaint with the Human Resources Department. The complaint period shall not exceed 5 working days after the appraisal. Through investigation and coordination, the human resources department will reply the final result to the complainant within ten days. Chapter IV Assessment summary of archives management departments and department heads shall be filed by the Human Resources Department. Confidentiality regulations: 1, vice president and above, relevant personnel of human resources department can access employee assessment files, and directors of all departments and above can access employee assessment files within their jurisdiction; 2. Employees can consult their own assessment files. Chapter V Revision of Indicators Conduct a routine inspection of indicators in February and August every year, and adjust, increase or decrease the indicators. If it is really necessary to adjust the indicators during the period, the official documents must be submitted to the direct superior, superiors at all levels, the human resources department and the vice president in charge of human resources before they can be modified. Chapter VI Supplementary Provisions This system shall be implemented as of the date of issuance, and the Human Resources Department shall be responsible for the interpretation.
Page 2, * * * Page 2 Assessing Interview Assessing Complaints