Performance Contract 1 Party A: XXXX Enterprise Management Consulting Co., Ltd.
Party B: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
This performance contract is formulated in combination with the company's business development and according to the post qualification and standard requirements. Through consultation, both parties reached the following agreement:
I. Term of the Contract
From year month day to year month day;
Second, the evaluation principle
1, performance appraisal results combined with the actual job performance;
2. The combination of monthly assessment and quarterly accounting (subject to the service period of the signed project contract);
3, the combination of post objectives and post salary standards.
Third, the evaluation rules
1, name: job name: job salary:
2. Party B's monthly task target = post salary × 1.5 =
3, performance rewards and punishment rules, the following table:
4. Both parties agree that clauses 1 to 65438 in the above three performance reward and punishment rules and standards are actual implementation clauses; When the terms agreed by both parties are less than 1 1, and Party B's actual work performance only reaches the last term of the terms agreed by both parties, Party B agrees to terminate the labor contract with Party A at the same time after paying the corresponding salary.
5. This performance contract, as an annex to the labor contract, has the same legal effect as the labor contract, and the contents related to employee salary payment shall be implemented in accordance with this contract.
Party A: XXXX Enterprise Management Consulting Co., Ltd.
Date: Year Month Day
Party B: _ _ _ _ _ _ _
Date: Year Month Day
The second part of the performance contract I. Purpose
Performance management is an important means for the company to realize its annual business plan, implement its core values and finally achieve its strategic objectives. In order to clarify work responsibilities, improve work efficiency and quality, and achieve performance goals, the company-level goals are decomposed step by step by signing performance agreements and implemented in various positions.
Second, principles.
Performance agreement is one of the main tools of performance management. This performance agreement is signed by the appraiser and the assessed after consistent communication. When setting performance goals, both parties should fully communicate, and make clear the main measures and time arrangements for the assessed to achieve post performance goals during the assessment period. According to the signed performance agreement, both parties should conduct quarterly performance review, find possible deviations in time and take corresponding measures. Through the realization of the performance objectives of each position, ensure the realization of the company-level objectives.
Third, the basis
1. According to the assessment indicators determined in the company's 20xx business objectives.
2. The work standard and job description of the appraised person's post are, of course, annexes to this agreement, which will serve as the basis for the quarterly and annual performance appraisal of the promisor.
Four. Appraisal scope: employees of all departments of the company (note: employees who have not been transferred to regular positions are not included in the appraisal).
Verb (abbreviation for verb) evaluates time and period:
1. Examination time: from xx to xx.
2. Evaluation cycle
2. 1 employee assessment shall be conducted once every quarter;
2.2 In principle, it should be carried out in April, July, 1 October and1early every year.
Sixth, assess the relationship.
Seven. Distribution of performance bonus
7. 1 Employee performance bonus will be paid according to the assessment result, and the performance bonus of the current month will be cancelled if the assessment result is lower than 60.
7.2 Performance appraisal results and performance ratio calculation
7.3 The employee's quarterly performance appraisal score is directly linked to the quarterly performance bonus distribution;
7.4 The amount of employee performance bonus is calculated and distributed according to the assessment score;
Note: If an employee leaves his job and does not participate in the assessment during the assessment period, the performance bonus will be calculated on a daily basis with a coefficient of 1.
Eight, matters not covered, in the future operation to be modified and improved.
Appraiser's statement:
1. I have fully communicated with the appraised person before signing this performance agreement. Both parties fully understand all the provisions of this performance agreement and reach an understanding.
2. I will provide necessary support and help when the appraised person fulfills his performance agreement.
Signature:
The appraised person declares that:
1. Before signing this performance agreement, I have fully communicated with the appraiser to understand his management intention for this position, which is reflected in this agreement.
2. Both parties have fully understood all the provisions of this performance agreement and reached an understanding.
3. With the guidance and help of the appraiser, I will earnestly fulfill this performance agreement and achieve the performance objectives.
Signature:
Xx company limited
20XX year Xx month
Note 3 of the performance contract:1. Performance appraisal indicators and their serial numbers correspond to the target values and serial numbers of performance appraisal indicators in the employee performance appraisal table;
2. When the key performance indicators of employees of the same type of work (team) are the same, all personnel shall sign the same performance contract, and only one team leader shall fill in the name.
Attached Table 2: Employee Appeal Form of Chinalco Shanxi Branch
Attached Table 3: Individual Monthly Performance Appraisal Form of Chinalco Shanxi Branch
Unit:
Evaluation time:
Note: 1. The target value and serial number of performance appraisal indicators correspond to the performance appraisal indicators in the performance contract.
2. The appraisee refers to the employee himself, and the appraiser is the employee's direct supervisor.
Article 4 of the performance contract Party A:
Party B:
In order to further explore the market, improve the market share and capital withdrawal rate of Party A's products, set up a unified, coordinated, standardized, efficient, loyal and professional sales team, and improve the company's economic benefits. Now, according to the actual development of Party A, Party A and Party B sign this contract on the basis of equality, voluntariness and consensus:
I. Term of the contract:
1. The effective date of this contract is 20xx 1+0.
2. The performance appraisal time of Party B is from 20x65438+1 0/to 20x65438+February 3 1.
Two. Rights and responsibilities of Party B:
1. Party A appoints Party B as the marketing director of Party A's company, responsible for Party A's daily management, sales expansion, promotion planning, technical support, guidance, supervision and management of account managers and personnel.
2, give full play to the enthusiasm of employees, scientific and reasonable partition layout and supervision and management of the team.
3. Preside over the monthly and quarterly sales meetings of the project department, formulate and revise the company's sales management rules and regulations, and complete the monthly, quarterly and annual sales plans and payment collection plans.
4. Investigate and analyze the advantages and disadvantages of the company's products in the market, and put forward improvement plans to meet customer needs.
5. Guide employees to make annual work plans and work objectives, and supervise all employees to strictly follow the requirements of sales business management, contract management, invoicing management, technical installation and payment collection management stipulated in the company's marketing management measures.
6. Attach importance to people-oriented management and coordinate the working relationship between departments; Try to solve the practical difficulties and problems in the work put forward by subordinates.
7. Report the operation of the branch to the general manager every month and regularly.
8. Focusing on the company's sales target, take the lead in strictly abiding by the company's rules and regulations, and coordinate and handle the relationship between Ruidun Sales Department, Technical Support Center, Operation Management Department and headquarters departments.
9. Manage and control branch expenses and improve the recovery rate of sales accounts; Conduct regular business training for employees. Ensure that no employees encroach on the company's remuneration and damage the company's interests, and no major personal accidents occur.
10. Party B shall abide by professional ethics, keep business secrets and earnestly safeguard the rights and interests of Party A's enterprises. Accept the leadership and supervision of the general manager. Party B shall not engage in a second occupation unrelated to Party A's company, and shall not engage in any activities that damage the reputation of Party A's company.
1 1. Complete all temporary tasks and work assigned by the general manager.
Third, the assessment indicators:
1, performance indicator (yuan):
2, profit index (yuan):
3. Management indicators:
1) Team formation: Set up Ruidun project team according to the agreed staffing, with no less than 20 people in the first quarter, including 6 account managers and 22 people after the second quarter, including 9 account managers.
2) Team building: voluntary turnover rate, vacancy rate, promotion rate, basic training rate of employees, improvement of employees' business skills, post performance evaluation methods, etc. (See the performance evaluation form for details).
Four. Party A's reward and punishment for Party B's performance indicators and settlement methods:
1. The remuneration package provided by Party A to Party B is: basic salary+performance bonus (see the labor contract for the basic salary agreement). Performance pay is RMB yuan per month during the probation period, RMB yuan per month after becoming a full member, and paid monthly. After the sales director makes a monthly debriefing report, the general manager conducts a monthly assessment according to the above assessment objectives. Specifically divided into: performance objectives, profit objectives and management objectives, of which performance objectives and profit objectives each account for 35%, and management objectives account for 30%. The assessment is based on the scoring system, with a full score of 100 (see the performance appraisal form for details).
2. Only when the monthly performance and profit are above 80% can you enjoy performance pay.
3. Calculation method of performance pay: performance completion rate * performance pay *35%+ profit completion rate * performance pay *35%+ management target score * performance pay *30%.
4. In case of any of the following circumstances during this period, the performance salary will be paid at a 50% discount (and the safety salary will be deducted):
The company suffered direct economic losses of more than 20,000 yuan and less than 50,000 yuan due to work-related casualties of employees of the project department; Or the bad debt loss of sales payment is within 1000 yuan;
5. During this period, performance pay (and safety pay) will be deducted in any of the following circumstances:
The direct economic loss of the company is more than 50,000 yuan due to work-related casualties of employees of the project department; Or the bad debt loss of sales payment exceeding 65,438+0,000 yuan.
6. If the performance and profit of the current month are not completed by 80%, in addition to the performance salary, the basic salary shall be calculated according to the completion ratio.
7. Recalculate the annual performance according to the annual task completion ratio, and make up the difference between monthly and annual. In 8.20xx years, if the losses are turned around, the year-end bonus will be 65,438+00,000 yuan, and if the profit exceeds 654,380+00 million yuan, the annual bonus will be accrued according to 65,438+00% of the net profit.
9. All the above wages and bonuses include tax, and personal income tax is paid by individuals.
Verb (abbreviation of verb) Party A's support for Party B:
1. If Party B has justified reasons to think that it is necessary to postpone the payment of wages and commissions to employees, Party A shall cooperate according to Party B's opinions.
2. Without justifiable reasons, Party A shall timely cash the commission of the business personnel according to the company's regulations.
3. Party B has the right to suggest Party A to hire and dismiss employees.
Six, competition restrictions:
1. During Party A's employment, Party B shall not formally or informally establish the same business cooperation relationship or employment relationship with any third party.
2. The copyright of commercial and academic papers published by Party B during his tenure belongs to Party A. ..
3. If Party B causes economic losses or reputation damage to Party A's company during his tenure, he shall compensate more than 30% of his total salary during his tenure, depending on the seriousness of the case.
Seven. Term of contract:
After the expiration of this performance contract, both parties can negotiate to renew the performance contract.
Eight. additional
During the validity of the contract, if it is necessary to adjust the contents of the contract due to irresistible factors or other reasons, both parties shall reach a new agreement through consultation.
Both parties shall strictly abide by the provisions of this contract, otherwise, they shall compensate the other party for all losses suffered.
This contract shall come into effect as of the date of signature or seal by both parties. This contract is made in duplicate, one for each party, with the same legal effect.
Party A: Party B:
Signature time:
Article 5 of the performance contract I. Purpose
Performance management is an important means for the company to realize its annual business plan, implement its core values and finally achieve its strategic objectives. In order to clarify the responsibilities of each department and improve the work efficiency and quality, * * * signed a performance contract with the department manager to achieve the company's performance goals, so that the company-level goals can be decomposed into various departments.
Second, principles.
Performance contract is one of the important tools of performance management. This performance contract is signed by the appraiser and the examinee through consistent communication. Both assessment parties should fully set and communicate performance objectives, and make clear the main measures and time arrangements for the assessed to achieve post performance objectives during the assessment period. According to the signed performance contract, both parties should review their performance for half a year/one year, find possible deviations in time and take corresponding measures. Ensure the realization of company-level goals through the realization of performance goals of various departments.
Third, the basis
1. According to the performance indicators specified in the company's business objectives determined in 20xx.
2. The job responsibilities and job descriptions of the assessed department are natural annexes to this contract, which will serve as the basis for the half-year and annual performance appraisal of the promisor.
Four. Scope of assessment: vice president, director and manager of the company.
Verb (abbreviation for verb) evaluates time and period:
1. Examination time: from xx to xx.
2. Evaluation cycle
2. 1 manager level (including director level) assessment shall be conducted once every quarter;
2.2 vice president once a year;
2.3 In principle, it shall be carried out in July and 10 of each year and at the beginning of 1 0 of the following year.
Sixth, assess the relationship.
Seven. Responsibilities and obligations of both parties
1. The work objectives and key performance indicators in this contract have been confirmed by both parties and will serve as the basis for the monthly and annual performance appraisal of the appraisee.
2. The appraiser conducts the appraisal according to the performance objectives and tasks confirmed by both parties. If there is any change, it should be reconfirmed by both parties.
3. The evaluator should provide necessary and reasonable conditions for the appraisee to complete the performance objectives and tasks, including material.
4. The appraised person confirms that there is no objection to the determined performance results, and there are no outstanding matters in the company's salary payment and other labor relations.
5, the assessment results will be used as performance bonus, advanced selection, salary adjustment, job promotion, job adjustment, employee welfare,
6. If you have any other questions to explain. In accordance with the company's relevant management regulations.
Xx company limited
Xx，xx，XX，XX