Employee performance evaluation

In order to objectively, justly, fairly and realistically evaluate the performance of employees, the following performance appraisal table is formulated:

Performance appraisal evaluation form

Location of employee name

Year/month/year of departmental evaluation interval

The evaluation scale and scores are excellent (10), good (8), fair (6), poor (4) and extremely poor (2).

Evaluate the scoring weight of project standards and requirements.

Self-evaluation direct evaluation manager evaluation general manager evaluation average score of this column.

job performance

1. Achievability of work objectives (per capita productivity objectives, management objectives) 4

2. Effect of safety production management (safety status of people/things/machines/environment/methods)

3. Control or improvement of related technology/quality

4. The stability of the team, the smooth progress of the work, and the discipline of subordinates.

5.6S management, ISO implementation and system implementation.

job skill

1. Business knowledge and skills, management decision-making ability 2

2. Organizational and leadership skills

3. Communication and coordination skills

4. Ability to explore and innovate

5. Capacity for implementation and enforcement

workmanship

1. Work hard and try your best to finish the task.

2. Hard work, perfect work.

3. Strong sense of responsibility, able to work spontaneously and set an example.

4. Professional ethics and integrity, pay attention to personal behavior, and maintain the company's image.

5. Sense of responsibility and dedication to the company

working attitude

1. Obey the work arrangement, be diligent and sincere,

2. Unity and cooperation, team consciousness

3. Punctuality, pragmatism, initiative and positivity.

4. Don't waste time, don't be afraid of hard work, and have no complaints.

5. Work spirit: Are you optimistic and enterprising?

Signature of Appraiser: Direct Report: Manager: General Manager:

Evaluation score: average work performance ×4+ average work skill ×2+ work quality ×2+ work attitude ×2= score.

Attendance and rewards and punishments

(Information provided by personnel) 1. Attendance: Times of being late and leaving early ×0.5+ days of absenteeism ×4+ days of personal leave ×0.5+ days of sick leave ×0.2= points.

Two. Penalty: fines/warning times × 1+ minor times ×3+ major times ×9 = points.

Ⅲ. Reward: praise times × 1+ minor work times ×3+ major work times ×9 = points.

Total score evaluation score -I-II+III = points

Grade a (exceeding or reaching the standard/excellent or good): 90~ 100;

Grade B (basically meeting the standard requirements/average): 80~89 points;

Grade C (close to the standard requirements or close/qualified): 70~79 points;

Grade D (far below the required standard/poor, need to be improved): below 69 points.

Enterprise salary management system model

Chapter I General Provisions

Article 1 These Measures are formulated in order to improve the work enthusiasm of employees, promote their development, make their efforts in line with the company's objectives, and create the best social and economic benefits.

Article 2 The company implements the benefit wage system. Employees should increase or decrease the standard benefit salary according to the realization of comprehensive standardized management objectives.

Article 3 With the development of the company and the improvement of economic benefits, the wages of employees will increase gradually.

Article 4 The salaries of full-time staff, part-time staff, invited staff and consultants formally employed by the Company shall be implemented in accordance with these Measures.

Chapter II Composition of Total Wages

Article 5 Total wages refer to the total amount of labor remuneration paid directly by the company to employees in a certain period, and its calculation should be based on the total amount of labor remuneration paid directly to employees.

Article 6 The total wages include the following six parts:

1 hour salary;

2 piece rate;

3 bonuses;

4. Allowances and subsidies;

5 overtime pay;

6 wages paid under special circumstances.

Article 7 The hourly wage refers to the labor remuneration paid to employees according to the hourly wage standard and working hours, including:

1 Pay the hourly wage for the completed work;

2. The basic benefit salary and post salary paid to employees under the benefit salary system;

3. The probation salary of new employees during the probation period.

Article 8 Piece rate refers to the labor remuneration paid by piece rate, including:

1 Receive the salary paid to employees by excessive progressive piece rate, direct unlimited piece rate, limited piece rate and over-quota piece rate;

2. Wages paid to employees according to the all-inclusive method of work tasks;

Wages paid to employees according to the method of turnover commission or profit commission.

Article 9 Bonuses refer to the labor remuneration paid by employees for completing tasks or overfulfilling tasks or generating income and saving expenses, including:

1 task (quota) award;

2 excess prize;

3 Income-generating Award:

4 Saving Award:

5 management award;

6. Labor Competition Award;

7 Other bonuses.

Article 10 Allowances and subsidies refer to allowances paid to employees to compensate for their special or extra labor consumption and other special reasons, as well as price subsidies paid to employees to ensure that their wages are not affected by prices, including:

1 allowances include allowances to compensate employees for special or extra labor consumption, health care allowances, technical allowances, annual performance allowances and other allowances;

Price subsidies include various subsidies paid to ensure that the wage level of employees is not affected by price changes.

Article 11 Overtime pay refers to overtime pay or overtime pay paid in accordance with regulations.

Twelfth wages paid under special circumstances include:

According to relevant laws, regulations, policies or company regulations, due to illness, work-related injury, maternity leave, marriage and funeral leave, regular vacation, suspension from school and other reasons, wages paid at a certain proportion of hourly wage or piece-rate wage.

2. Additional wages and reserved wages.

Thirteenth total wages do not include the following items:

1 Due to the introduction of capital, talents, information, technology and products, it has made outstanding contributions to the company and won the invention award, natural science award, scientific and technological progress award, rationalization proposal award and technological improvement award in relevant departments or companies;

2. Various expenses of employee insurance and welfare;

3. Labor protection expenditure;

4. Travel food allowance and meal miss allowance;

5. The risk compensation income for employees to complete their work tasks shall be lump sum;

6. Fees, management fees and unpaid leave fees paid to the relevant units for hiring staff;

7. Labor remuneration such as manuscript fee, teaching fee and proofreading fee;

8. Other matters that should not be included.

Chapter III Wage Levels and Wage Standards

Article 14 The company divides employees into three categories: senior, intermediate and ordinary, and the salary level is set to five grades.

Article 15 Employees are divided into the following three layers:

Senior staff: general manager, deputy general manager;

2. Intermediate personnel: manager in charge, assistant to the general manager, secretary to the general manager, chief accountant, editor-in-chief, and directors of various departments and offices;

General staff: people outside the scope of the above two kinds of staff.

Article 16 The salary levels and standards of employees of the Company are as follows:

The senior staff of 1 are divided into Grade I and Grade II.

Level 1: general manager with a standard monthly salary of $2,000;

Grade II: Deputy General Manager, with standard monthly salary of $65,438+0,600.

Intermediate personnel are divided into three levels and four levels.

Level 3: manager in charge, assistant to the general manager, secretary to the general manager and editor-in-chief, with a standard monthly salary of 1400 USD;

Level 4: chief accountant, director of each department (department), standard monthly salary 1200 USD.

General staff level 5.

Grade 5: general staff, standard monthly salary 1000 USD.

Article 17 The standard monthly salary of employees includes the following items:

1 hour salary;

2 piece rate;

3. Reward salary (salary paid after completing the plan responsibility index);

4. Various allowances and subsidies;

5. Other approved projects.

Article 18 The standard monthly salary of employees does not include the following items:

1 bonus;

2 overtime pay;

3 wages paid under special circumstances;

4. The items specified in Article 13 of these Measures.

Article 19 Company consultants, part-time employees and specially invited employees shall not enjoy the salary standard stipulated in Article 16 of these Measures.

Article 20 The consultant of the company shall implement the structural salary system, including basic salary and post salary.

Article 21 The salary of the company's consultants shall not be higher than the following standards by grade:

1 senior consultant: standard monthly salary 1000 USD;

Professional consultant: the standard monthly salary is 500 dollars;

General counsel (with special expertise): the standard monthly salary is $300.

Article 22 Part-time employees and invited employees of the company shall implement piecework or hourly wage system, and the specific standards shall be formulated by the management department of part-time employees and invited employees.

Chapter IV Evaluation of Wage and Non-wage Income

Twenty-third employees who enjoy the benefit salary shall be assessed by the department head step by step according to the company's management objectives.

The salary of the deputy general manager shall be assessed by the general manager; The salaries of the manager in charge, the secretary of the general manager, the assistant to the general manager, the chief accountant and the directors of various departments (offices) shall be assessed by the deputy general manager in charge; The salaries of general staff are assessed by the heads of various departments.

Twenty-fourth employees benefit salary assessment basis is:

L the task accounts for 30% of the salary standard. Quota 15%, quality15%;

Welfare accounts for 50% of the salary standard. 40% profit, 5% income and 5% savings:

3. Managers account for 20% of the salary standard. Among them, attendance is 7%, system implementation is 6%, health and safety is 2%, discipline is 3%, and dormitory comprehensive evaluation is 2%.

Twenty-fifth employee benefit salary payment method is as follows:

1 Employees who enjoy the benefit salary shall be paid 50% of the monthly benefit salary standard from the date when the benefit salary is implemented. After the indicators are approved at the end of the year, those who meet the standards will be replenished at one time.

2. Employees who enjoy the benefit salary will be deducted from the standard benefit salary according to the proportion of the unfinished target when the department fails to meet the standard at the end of the year.

3. Employees who have already enjoyed the benefit salary will be paid 20% of the benefit salary standard if the completion index is lower than 50% of the current month's index after regular assessment.

4. When the employees who have enjoyed the benefit salary have not completed the approved indicators for 3 months, the standard benefit salary will be stopped.

Twenty-sixth employees' year-end bonuses and wages shall be assessed and paid in the same proportion as the wages issued. The proportion of employees' annual average monthly income is the proportion of company employees' year-end bonus and salary, and the calculation method is as follows:

50% of the annual average monthly salary,100% of the standard monthly salary = the proportion of reward salary or bonus.

Article 27 The bonus assessment for those who have completed the responsibility indicators on schedule, overfulfilled the responsibility indicators and earned income and reduced expenses shall be carried out in accordance with the relevant regulations of the company.

Twenty-eighth bonus assessment is based on the completion of the responsibility indicators approved by the company or department. In any of the following circumstances, the employees of the company shall not enjoy the bonus:

L the company or department fails to achieve the profit target according to the approved plan, and the actual income such as income generation and savings cannot make up for the profit target.

The income-generating and saving indicators of the company or department are below 30% of the approved scheme.

3. The management index of the company or department is lower than 50% of the approved plan.

4. The company or department has more than one liability accident in the implementation plan, which has caused serious social impact and significant economic losses.

5. Other circumstances determined by the general manager's office that should not enjoy the bonus.

Article 29 The bonus of senior staff shall be drawn from the benefit indicators after the implementation of the scheme approved by the company, and the amount shall generally not exceed 3% of the benefit indicators.

Thirtieth intermediate personnel bonus amount is determined according to the following circumstances:

1 The head of the department who can fulfill the responsibility indicators on time has the right to receive a bonus equivalent to twice the average bonus income of his employees.

2. For the department that can exceed the responsibility index, the department head has the right to get a bonus amount that is 3 times higher than the average bonus income of the staff in this department.

3 If the benefit index is exceeded and exceeds 30% of the benefit index of the approved scheme of the department, the person in charge of the department has the right to get a bonus amount four times higher than the average bonus income of the employees in the department.

4. If the head of the department has made outstanding contributions to the company by completing the above-mentioned items 1, 2/and 3, or the income exceeds 1 10,000 yuan, he has the right to receive a bonus amount five times higher than the average bonus income of employees in this department.

Article 31 The non-wage income of employees of the Company shall be assessed according to the relevant regulations of the Company. If there is no explicit provision in the company, it shall be evaluated by the general manager's office meeting or the general manager's office meeting.

Chapter V Issuance Procedures

Article 32 The Finance Department of the Company is the only legal institution that issues wage and non-wage income. Any other department has no right to distribute wage and non-wage income, which shall be distributed by financial personnel according to the salary table and payment receipt approved by the general manager.

Article 33 The person in charge of each department shall prepare the payroll of employees of the company on a monthly basis and step by step by department. The preparation of the payroll must be specific in content, complete in items, accurate in quantity, error-free, clear in handwriting and without alteration, and carbon ink pen or signature pen must be used.

Article 34 After the payroll compiled by the department is verified, it shall be signed and sealed by the person in charge of the department and submitted to the general manager's office. The general manager's office will review the payroll with the financial personnel one by one. After the auditors confirm that the contents, items and amounts are correct, they shall sign and seal them and send them to the general manager for approval.

Article 35 In the process of auditing, the general manager's office finds that the payroll compiled by the department is wrong, and should promptly point it out and return it to the relevant department for re-compilation, and limit the preparation time. In case of disputes over certain issues or matters in the audit, it shall be reported to the deputy general manager or the general manager for confirmation.

Article 36 The company's financial personnel shall make timely withdrawals and pay wages on time according to the payroll approved by the general manager.

Article 37 Non-wage income shall be paid regularly or irregularly by the Finance Department. Company employees fill in payment receipts, which are reviewed and signed by department heads, reviewed by financial personnel, and submitted to the general manager for approval.

Article 38 The bonus, salary and bonus of the employees of the Company shall be selected by the department approved at the end of the year. After going through the formalities such as bonus receipt and bonus payroll, they shall be audited by the General Manager's office, sent to the General Manager for approval, and distributed in one lump sum by the Finance Department at the designated time at the end of the year.

Chapter VI Supplementary Provisions

Article 39 During the implementation of these Measures, detailed rules may be formulated according to specific conditions, or suggestions for revision may be put forward and submitted to the general manager's office for revision.

Article 40 The General Manager's Office shall be responsible for the interpretation of these Measures.

Article 41 These Measures shall be implemented as of the date of promulgation.