1. Determine the evaluation elements and key points, and determine and fill in the rating level; (Key Performance Indicators)

2. Synthesize several evaluation factors to determine and fill in the final grade; (360)

3. Conduct a comprehensive review and inspection of the evaluation form to see whether the evaluation results among various elements are internally unified and eliminate contradictory factors;

5. Carry out the assessment and evaluation of the comprehensive evaluation part, comprehensively evaluate the comments, and introduce comprehensive factors to evaluate the beautician himself, but don't be divorced from the facts, speculate at will, or even be emotional, and strive to be objective and fair. 6. The beautician graded me item by item according to my performance and behavior facts. (Personal Behavior Assessment)

7. The head of the beauty department scores the beauticians item by item and writes comments according to the performance and behavior facts of his subordinates.

8. Comprehensive evaluation and scoring by the Human Resources Department and the store manager. After the general evaluation, the beauty supervisor will inform the beautician of the evaluation results.

9. The beauty supervisor will interview the beautician and put forward suggestions for improvement. If the beautician himself disagrees with the supervisor's assessment opinion, he can negotiate with the human resources department, and the manager of the human resources department will make the final assessment. The beautician should understand and obey the evaluation results.

10. At the end of the year, the store manager and department head shall submit the annual performance appraisal form and the summary of performance appraisal scores to the Human Resources Department.

1 1. The beautician's year-end assessment results are summarized and submitted to the Human Resources Department for filing. The Human Resources Department conducts classified statistical analysis on the year-end assessment results and submits them to the General Manager for signature.

Third, the assessment content:

The assessment content is divided into the following three parts:

1. Important tasks (KPI): Important tasks completed within this month, with no more than _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

2.Job (360): The job content described in the job responsibilities is evaluated by the beautician's immediate superior;

3. Work attitude (personal behavior evaluation): refers to the cooperative spirit and positive attitude at work. It is evaluated by colleagues and customers in the beauty department.

Iv. evaluation procedures:

(1) Evaluation criteria for beauticians' daily work (evaluation method: store manager and department head)

Evaluation description:

1. Only one factor is considered at a time, and the evaluation given by one factor is not allowed to affect the decision-making of other factors;

2. Consider the performance of the whole evaluation period and avoid paying attention to recent events or isolated events; 3. Make a centralized evaluation of the same project of all beauticians, and don't evaluate it by people.

Specific evaluation:

(Omit ...)

(2) Evaluation standard of beautician's working attitude (evaluation method: mutual evaluation between employees and customers)

Evaluation description:

1. Only one factor is considered at a time, and the evaluation given by one factor is not allowed to affect the decision-making of other factors;

2. Consider the performance of the whole evaluation period and avoid paying attention to recent events or isolated events;

3. Make a centralized evaluation of the same project of all beauticians, and don't evaluate it by people.

Specific evaluation:

1. Is she enthusiastic about people at work?

2. Does she keep her promise at work? 3. Is she helpful?

4. Is she proactive in her work?

5. His performance in the collective technical discussion;

6. Is she good at cooperating with others?

7. Add other assessment items according to the needs of the company.

Five, the working principle of performance appraisal:

1. The assessment results are only open to the person in charge of assessment, the assessed, the person in charge of human resources department and the general manager;

2. The examination results and documents shall be submitted to the Human Resources Department for archiving;

3. No one is allowed to tell irrelevant personnel about the evaluation results.

4. The evaluation results should be signed by the beautician. If you have any comments, you can apply to the Human Resources Department for arbitration. The evaluation results without signature are also valid. Feedback of evaluation results of intransitive verbs

In the form of interview, the head of the beauty department told the beautician the results, contents and process of the examination, and pointed out the direction of future efforts, the main points of cultivation and development, as well as the corresponding expectations, goals and conditions.