All departments and employees of the company (except the general manager).

Second, the assessment content and methods

1, assessment time:

From 1 to 3 1 every month.

2. Assessment wage standard:

Take 10% of employees' total monthly salary as performance appraisal salary, and determine the proportion and specific amount of performance salary according to the performance appraisal results of the current month.

Among them, the annual salary system staff assessment wage standard is:

Annual salary ÷12× 80 %×10%;

The assessment salary standard for property consultants is:

Basic salary × 10%.

3. Evaluation content:

Work completion and comprehensive performance of employees in the current month.

4. Evaluation method:

The implementation of grading assessment, by the direct superior to the direct subordinate assessment, and by the leaders in charge of the final evaluation:

The general manager of the company shall assess the deputy general manager and the chief engineer (the assessment of the chief engineer shall be combined with the opinions of the deputy general manager in charge);

The deputy general manager of the company shall assess the department heads and departments in charge;

The head of the department evaluates the employees of the department, and finally the leader in charge evaluates them;

The personnel of the financial department are assessed by the financial audit department of the group company, and the company provides relevant reference.

Extended data:

How performance appraisal can help employees achieve performance progress;

1, willing and skilled:

Opportunities will only favor those who are willing to work hard.

2. Optimism:

What kind of employees have the best career prospects? It is the kind of employee who dares to stand up when the department and the company encounter difficulties.

3. Strong thirst for knowledge:

When giving performance coaching to employees, managers should guide and encourage employees to grasp every problem, think diligently and seek the best solution.

4. Make full use of data:

The fundamental purpose of performance coaching is to improve and improve performance, and the quality of performance is directly reflected in data, which is the most powerful standard to measure performance.

Reference source: Baidu Encyclopedia-Performance Appraisal