Department performance appraisal scheme template

In order to ensure the orderly and effective development of things or work, it is often necessary to make plans in advance, which are concrete, thorough and operable from the aspects of purpose, requirements, methods and progress. The following are five departmental performance appraisal scheme templates that I collected for you. I hope I can help you.

Department Performance Appraisal Scheme Template 1

KPI(KeyPerformanceIndication) is a key performance indicator, and KPI is a performance evaluation method that modern enterprises generally attach importance to. KPI can make the department head clear the main responsibilities of the department, and on this basis, make clear the performance measurement indicators of the department personnel, so that the performance appraisal has a quantitative basis. Establishing a clear and feasible KPI index system is the key to do a good job in performance management.

The assessment scope of KPI can be large or small, and the standard setting varies greatly according to the company's business. Many companies will use the annual KIP assessment results as the basis for the year-end bonus distribution, and at the same time link the KPI assessment with the employee's job promotion. But there are also many companies whose KPI performance appraisal will only become a mere formality.

KPI method conforms to an important management principle-"28 principle". In the process of enterprise value creation, there is a "20/80" law, that is, 20% of the backbone personnel create 80% of the enterprise value; Moreover, the "28 principle" also applies to every employee, that is, 80% of work tasks are completed by 20% of key behaviors. Therefore, we must grasp 20% key behaviors, analyze and measure them, so as to grasp the key points of performance evaluation. The specific formulation of KPI scheme can be carried out from the following aspects.

1, do a good job of publicity and education before the implementation of KPI assessment, so that the employees of the company realize the necessity, importance and urgency of implementing KPI assessment.

2. Take effective incentive measures and promise that the company will take-%of the annual profit as the bonus for KPI assessment, which is linked to the direct interests of employees.

3. The principle of unified KPI is to allocate the company's annual business objectives to various departments to form departmental assessment objectives and indicators, and then decompose the departmental assessment indicators into various positions in the department.

4, adopt a scoring system, by the enterprise management department for monthly assessment. The basic assessment score of a department or individual is 100. If an indicator is not completed on time, it will be deducted. If an indicator is overfulfilled, it will add-points until it is full.

5. Implement a fair, just and open assessment system. The definition of departmental KPI indicators should be communicated with the responsible department supervisor. After both parties have no objection, the department head shall sign for confirmation. At the same time, any bonus points, deductions, rewards and punishments must be confirmed by the parties concerned.

6. Check the implementation effect of KPI assessment every month, and constantly correct the deficiency of assessment indicators. At the same time, the KPI completion of each department is announced regularly, and the performance of employees is reflected to the maximum extent through KPI assessment.

7, in the long run, through the implementation of KPI assessment, standardize the work habits of employees, so that the concept of KPI assessment solidified in the minds of employees.

Department Performance Appraisal Scheme Template 2

Chapter I General Provisions

Article 1, purpose

1. Evaluate employees' work performance, work ability and work attitude objectively and fairly, so as to motivate employees to continuously improve their work performance and their own ability and enhance the overall operating efficiency and economic benefits of the enterprise.

2. Provide decision-making basis for human resource management such as salary decision, training planning, position promotion and position rotation.

Article 2. Applicable object

This system is applicable to all customer service personnel of the company, but employees who have not been on the job for more than 2 months (including leave and other reasons) during the assessment period will not participate in this assessment.

Chapter II Contents of Performance Appraisal

Article 3, job performance

Work performance is mainly reflected by monthly sales and the completion of tasks assigned by superiors.

Article 4, Ability to Work

According to my actual work performance and comprehensive quality in all aspects, I evaluate my work skills and level, such as my mastery of professional knowledge, my ability to learn new knowledge, my communication skills, my language skills, etc.

Fifth, work attitude

Mainly evaluate employees' usual work performance, including customer disputes, enthusiasm, initiative, sense of responsibility, timeliness of information feedback, etc.

Chapter III Implementation of Performance Appraisal

Sixth, the evaluation cycle

Conduct monthly assessment on employees, with the implementation time of 5 ~ 10 days per month to assess the performance of last month.

Article 7. Implementation of evaluation

1. The appraiser evaluates the appraisee's work performance, work ability and work attitude according to the established appraisal indicators and standards, and determines the appraisal grade according to the appraisal score.

2. The appraiser should be familiar with the performance appraisal system and process, skillfully use relevant appraisal tools, communicate with the appraiser in time, and complete the appraisal objectively and fairly.

Chapter IV Application of Evaluation Results

Article 8. Application of evaluation

According to the assessment results of employees, it is divided into five grades, which are mainly used for job promotion, training needs, performance commission payment and post salary adjustment. The specific application is shown in the following table:

Application form for evaluation results;

Evaluation grade;

Assessment scores;

Required training intensity;

Job promotion;

Job level;

Post salary adjustment.

Ninth, personal sales performance commission calculation method:

Article 10. Calculation method of sales performance commission of listed companies;

Public * * * sales performance commission = public * * * total sales performance ×0.5%÷ customer service number.

Article 1 1, calculation method of final salary:

Monthly salary = post salary+personal performance commission+public performance commission+seniority salary.

12, assessment rewards and punishments

Ranked first in the assessment for 3 consecutive months, giving a one-time 200 yuan reward; If you fail to pass the examination for three consecutive months, you will resign automatically.

Department Performance Appraisal Scheme Template 3

In order to ensure the consistency of the company's sales and the integrity of the company's image, consider the integrity of the effective sales incentive system and the stability of employees, and at the same time, in order to better motivate employees to work efficiently and create a good corporate culture atmosphere, this draft is specially formulated.

I. Salary system:

1, salary structure:

1, 1 basic salary+subsidy+sales bonus;

1, 2 local employees increase transportation subsidies; The expatriate company arranges accommodation to increase the subsidy for work in different places, but does not enjoy the transportation subsidy;

1 3 Non-economic remuneration: providing employees with interest in work and enterprise management; Enterprises give employees the opportunity to realize value; Care about the personal life of employees and feel at home in the company.

2. Basic salary standard:

First-class property consultant: 800 yuan/month.

Secondary Property Consultant: 650 yuan/month.

Grade III Property Consultant: 500 yuan/Month

Grade-4 property consultant: 400 yuan/month.

Internship Property Consultant: 350 yuan/Month

3, the composition and standard of subsidies:

Living allowance: 100 yuan/month

Medical insurance subsidy: 20 yuan/month

Endowment insurance and others: 100 yuan/month

Transportation allowance: 130 yuan/month.

Off-site work allowance: 130 yuan/month

Second, the composition and standard of sales bonus

Calculation of sales staff bonus:

Actual amount of sales staff bonus = total amount of bonus payable by individuals-performance commission ratio

1, total personal bonus payable = sales quantity award ten sales price award ten advance payment award.

(1) Sales Quantity Award

The bonus will be paid at 100 yuan /m if the sales staff exceeds the individual task index, and at 120 yuan /m if the excess index reaches more than 50%. If the transaction is completed, the bonus will be paid at 65438+ 0% of the transaction price.

(2) Sales price reward

If the sales staff's operation result is higher than the stipulated discount rate of payment method, the bonus will be accrued at 50% of the difference rate.

(3) Advance payment reward

If the salesperson receives the house payment 10 days in advance according to the payment date specified in the house purchase contract, it will be converted into an area according to the actually received house payment, and a bonus will be paid according to 5 yuan/square meter. Every five days in advance, it will be converted into a bonus standard of 1.5 yuan/square meter per square meter.

2. Performance commission standard

(1) If more than 100% of the planned sales task of the department is completed, it will be paid according to 1 10% of the total personal bonus payable.

② If the planned sales area of the department is more than 90% but less than 100%, it will be paid according to 100% of the total bonus due to the individual.

③ If the planned sales area of this department is over 70% and under 90%, it will be paid according to 80% of the total bonus payable by individuals.

④ If the planned sales area of this department is less than 70%, it will be paid according to 60% of the total personal bonus payable.

Thirdly, the criteria for promotion.

Upgrade criteria:

Property consultants who are new to the company will be regarded as internship property consultants. After working for one month, you can be converted into a four-level property consultant, and after working for three months (excluding internship period), you can participate in the evaluation of a three-level property consultant. After working for six months (excluding internship), you can participate in the second home purchase evaluation; After working for eight months (excluding the internship period), you can participate in the assessment of the first-class real estate consultant.

Internship real estate consultant

Work for a month

Four-level property consultant

Work for three months

Three-level property consultant

Work for six months

Second hand property consultant

Work for eight months

First-class real estate consultant

Four, belong to one of the following circumstances, will be deducted from the project personal bonus.

1. Employees dismissed by the company.

2. Employees who leave before the end of project sales.

3. Employees who have been absent from work for seven days or two weeks in a row.

4. Employees who have serious faults in their work and have certain adverse effects through the company.

Verb (abbreviation of verb) For detailed information about employee compensation management, please refer to the employee handbook.

The execution time of this draft of intransitive verbs shall start from the date of revision by the company.

Department Performance Appraisal Scheme Template 4

First, the guiding ideology:

1, strengthen school management, intensify the reform of personnel system and distribution system, and establish a dynamic school management mechanism.

2. It is conducive to stimulating the spirit of all faculty members who love the school, love their work and dedication, mobilizing their enthusiasm and creativity, and guiding them to concentrate on teaching, managing and educating people in the environment.

3, further reflect the reward for diligence and punishment for laziness, more work, high quality and excellent remuneration, tilt to key positions, tilt to front-line teachers, tilt to high efficiency and high grades.

4. The assessment results of this assessment scheme will be used as a supporting assessment scheme for issuing annual measures of target management.

2. Assessment content and score: the assessment is basically divided into 100, and the bonus is not capped, and the maximum penalty is 100.

1, teaching routine (basic 20 points).

(1) Participate in the activities of the subject group on time. 5 points will be deducted for those who are absent without reason, and 1 point will be deducted for those who ask for leave (except for business trip, illness on the same day and personal leave, a written leave slip is required). (evaluated by the teaching and research team leader)

(2) Teachers' notes for preparing lessons are checked by the Academic Affairs Office, and the evaluation results are scored 2 points, 0 points and 2 points respectively according to good, medium and poor grades (evaluated once every semester).

(3) The arrangement and correction of homework shall be checked by the business person in charge, and the evaluation results shall be marked with 2 points, 0 points and 2 points (once per semester) respectively according to good, medium and poor results.

(4) The number of lectures meets the specified requirements. If there are comments, 2 points will be added, and each lesson will be deducted 1 point, and each lesson will be deducted 0.5 point. Fraud, verified a deduction of 2 points.

(5) Without the consent of the school, 2 points will be deducted each time, and 5 points will be deducted for each missing class.

(6) Deduct 10 for not invigilating without reason, deduct 5 points for being late for invigilation, and deduct 2 points for adjusting invigilation without permission. 5 points will be deducted by the invigilator carelessly, and 10 points will be deducted if there are adverse consequences.

(7) 5 points will be deducted for disobeying the arrangement of the school, 5 points will be deducted for absent without reason, and 10 point will be deducted for careless marking or fraud.

(8) Failing to submit various results and quality analysis in time, 2 points will be deducted at a time.

(9) Deduct 10 for failing to obey the school arrangement, and deduct 5 points for not accepting the temporary work arranged by the school. (Principal's Office Assessment)

(10) If you sit in class and answer the phone and send text messages, 5 points will be deducted at a time, and 2 points will be deducted if the phone rings.

(1 1) 0.5 points will be deducted for being late or leaving early for morning reading classes and skill classes. Absence without reason will be deducted once 1 point.

(12) Anyone who subscribes materials for students without the consent of the principal's office will be deducted 10 every time by the responsible person, and the corresponding responsibilities will be investigated. (Principal's Office Assessment)

The above points will end with basic points, but the points will not be capped, and those without points and points will get basic points.

2, teaching achievements and others (basically divided into 60 points).

(1) Teachers who actually offer open classes and demonstration classes that exceed the prescribed standards and hand in lesson plans and evaluation forms in time will receive 2 points each; Teachers who participate in open classes above the city will be given 4 points, and teachers who participate in open classes above the district will be given 3 points. No open classes or lectures will be held during the semester, and teachers who have not started classes will be deducted 5 points. Teachers who fail to meet the standards for three years shall be subject to the assessment requirements, and other teachers must hold an open class in the school every academic year.

(2) If the passing rate of theoretical examination of teaching subjects is above 80%, add 2 points; Deduct 3 points below 60%.

(3) If the passing rate of teachers' teaching subjects is above the prescribed standards, add 2 points to 5 points.

(4) Tutoring students to win prizes in academic competitions, and the tutor won the first prize of the school-level competition for 2 points; The district-level competition won the first, second and third prizes with 3, 2 and 1 points respectively; The municipal competition won the first, second and third prizes with 4, 3 and 2 points respectively; Won the first, second and third prizes at or above the provincial level, respectively, with 6 points, 5 points and 3 points (if there are more than 3 winners, they will be accumulated according to the highest three levels and added at the national level).

(5) There are plans to carry out interest groups or the second class, activity records and lesson plans, and the tutor will add 3 points.

(6) Students and parents who call, write or visit with great opinions will be deducted 5 points at a time if they are found to be responsible.

(7) Teachers involved in pornography, gambling and drug abuse will be deducted 10-30 points depending on the circumstances. (Principal's Office Assessment)

(8) Teachers who punish students by corporal punishment or corporal punishment in disguised form and ask their parents for money and goods will be deducted 10-20 points depending on the circumstances, and 2 points will be deducted for playing online games during working hours. (assessment of trade unions, school-run departments, etc. )

(9) For the research lectures given by the higher authorities, 2 points will be added for good classes and 2 points will be added for poor classes.

(10) school leaders patrol the class and find that the teachers are not serious in teaching and the class is in disorder, so 5 points will be deducted.

(1 1) If the student satisfaction rate exceeds 85%, add 2 points; If it is 70%-84%, add 1 minute; Less than 60%, deducted 2 points.

The above basic points are deducted until the end, but the bonus points are not capped, and the basic points are not deducted.

3. Attendance (20 points).

(1) If you are late or leave early, 0.5 points will be deducted for each time. (School-run evaluation)

(2) Leave for more than half a day to fill in the leave form, which will be approved by the principal. If the accumulated personal leave exceeds three days in a semester, one day will be deducted 1 point, and sick leave will not be deducted, but a hospital diagnosis certificate must be issued, otherwise it will be assessed as personal leave. (School-run evaluation)

(3) If you don't attend the staff meeting, political study or business study without approval, you will be deducted 1 point each time. (School-run evaluation)

(4) Administrative personnel randomly patrol their posts, and 3 points will be deducted if they are absent without reason.

(5) Every teacher who asks for marriage leave or maternity leave to go to work in advance according to the needs of school work will be given 1 point every day in advance.

(Note: Please go through the leave cancellation procedures in time, subject to the leave cancellation time) (School-run assessment)

(6) One day of absenteeism will be deducted 10.

Deduct the basic points above, but the bonus points are not capped, and the basic points are obtained without bonus points or deduction points.

Three, the assessment results are linked to the target management award.

1. Teachers' performance appraisal is counted once every semester and scored every year. Before the examination 10% of the teachers were excellent, below 70% were basically qualified, and the rest were qualified.

2. In the method of issuing target management, the performance appraisal coefficient is added. If the assessment is excellent, the coefficient will be increased by 0. 1, and if the assessment is basically qualified, 0. 1 will be deducted from the total coefficient.

Four. explain

1. After the plan was passed by the teachers' congress, it was implemented from the first semester of the 20th academic year. The assessment period is the academic year, that is, from July of 1 year to June 30th of the following year. The statistical time is the end of each semester, and the evaluation is made at the end of the second semester every year.

2. The assessment object of the teacher performance appraisal scheme is the whole school teachers, and the object linked to the target management award is the ordinary teachers below senior level (except administrative cadres and teachers and workers with senior titles).

3. The performance appraisal results of senior professional titles and key teachers who have won the title of teaching rookie in the district are one of the basis for the evaluation of key teachers.

4, the way to explain the ownership of the principal's office.

Department Performance Appraisal Scheme Template 5

Production management, post work and long-term supervision and management of performance urge employees to make long-term efforts and do detailed work. Introduction to Enterprise Management of Hongzhi Da Rui, Tangshan Production Management Consulting Company;

The assessment of warehouse keeper mainly includes four parts: work performance, system compliance, attendance and rationalization proposal, in which system compliance and attendance are deducted items and rationalization proposal is added items.

1, accounting registration error rate.

25% by weight; Evaluation method:

(1) the target value is 0, if the target value is reached, the full score is100;

(2) When the error rate increases 1%- points, if the error rate exceeds 5%, it will be recorded as 0 points; Source of information: Inspection records of warehouse manager and finance department.

2. Check the completion rate of the accounting card on time.

Weight 20%, evaluation method:

(1) Accounting card check work 100% completed on time, full mark 10;

② Deduct points for each reduction of 1%; If it is less than 95%, it is marked as 0; Source of information: Inspection records of warehouse manager and finance department.

3. Record the accuracy of financial data on time.

Weight 15%, evaluation method:

The target value of (1) is 100%, and the full mark for achieving the target value is100;

(2) For every reduction of 1%, if the timely rate is lower than 95%, it will be recorded as 0. Source of information: Inspection records of warehouse manager and finance department.

4. The quality of warehousing financial statements.

Weight 20%, evaluation method:

① The report is comprehensive in content and accurate in data, with a full score of100;

(2) If the content of the report is missing or the data is untrue, each time it is found-point, if it is found more than 3 times, the assessment record will be 0 point; Source of information: Inspection records of warehouse manager and finance department.

5. Timely preparation rate of warehousing financial statements.

Weight 10%, evaluation method:

(1) The target value is 100%. If the target value is reached, the full score is100;

(2) For every reduction of 1%, if the timely rate is lower than 95%, it will be recorded as 0. Source of information: Inspection records of warehouse manager and finance department.

6. Integrity rate of financial information.

Weight 10%, evaluation method:

(1) There is no omission or damage in the accounting data, with a full score of 100;

(2) Deduct-point for each company rule; Source of information: Inspection records of warehouse manager and finance department.

7. Comply with the system.

Deduct points according to actual scores. Evaluation method:

(1) For every violation of warehousing rules and regulations,-points will be deducted.

② Deduct points for every violation of company rules and regulations. Sources of information: inspection records of warehouse managers and fines imposed by the company's disciplinary actions.

In addition, there are attendance assessment and rationalization proposals.

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