Sales staff performance appraisal scheme

Research on Performance Appraisal Scheme of Sales Staff

In order to ensure the safe and smooth progress of things or work, we need to make a plan in advance, which is a business plan that defines the time, place, purpose, expected effect, budget and method of specific actions. Do you understand the plan? The following is the performance appraisal scheme for sales staff I have compiled for you, which is for reference only and I hope it will help you.

Sales staff performance appraisal scheme 1 In order to arouse the enthusiasm and creativity of employees in this department, guide employees to do their jobs well, and continuously improve work efficiency and quality, this method is formulated according to the relevant regulations of the company and the actual situation of this department.

First, the basic principles of performance-based wage distribution

1, linked with performance, post, skill and contribution, and the principle of widening the gap reasonably;

2. The principles of openness, fairness and justice;

3, regular assessment, the principle of monthly distribution.

Second, the content of performance appraisal

1, monthly assessment

Employees of this department should use the Detailed Rules for Employees' Monthly Performance Appraisal in the monthly assessment to assess their work performance in that month.

2. Annual evaluation

The annual assessment of personnel in this department is determined by the monthly average assessment score, annual work ability and attitude assessment.

Comprehensive score of employee's annual performance appraisal = average score of employee's monthly performance appraisal ×70%+ assessment score of ability index × 15%+ assessment score of attitude index ×15%;

The comprehensive score of the annual performance appraisal of department personnel is excellent in the top 5%.

Third, monthly performance pay.

The monthly performance salary of employees is determined according to the monthly performance appraisal.

Employee's monthly performance salary = monthly performance salary base × personal performance coefficient × monthly assessment coefficient.

The performance salary base of this department is determined by the leaders of this department according to the completion of work indicators.

Iv. evaluation procedures

I. Organizational evaluation

1. Before 28th of each month, each employee shall submit the work diary of the month to the department head.

2. Employee assessment: the assessment score of the minister is 60%, and the assessment scores of the deputy minister and assistant minister are 20% respectively.

Second, the performance feedback interview

Before the 5th of the following month, department leaders will conduct feedback interviews according to the performance appraisal of employees to help them improve and improve their work.

Verb (abbreviation of verb) other clauses

1. Those who take time off will be deducted 2 points/day, and they will take time off continuously or cumulatively 10 day (including 10 day), and will not enjoy the performance salary of the month;

2. Absence from work for half a day will be deducted 50% of the performance pay of the current month, and absenteeism for one day or more will be deducted from the performance pay of the current month.

3. Failure to pay the reporter on the working day of the current month will deduct the individual's performance pay for the current month.

Chapter 1 General Provisions of Sales Staff Performance Appraisal Scheme 2

Article 1 In order to strengthen sales management, increase the company's operating income, improve the enthusiasm of sales staff, establish and improve the management of sales rewards and punishments, strengthen the sense of responsibility of employees by implementing specific quantitative assessment indicators and measures, and lay a good foundation for making a boutique restaurant.

Article 2 Objectives and principles of performance management

(1) Implement target management through the assessment management system to ensure the smooth realization of the company's business objectives; Help sales staff improve their working ability through assessment management.

(three) follow the principles of fairness, justice and openness; Rewards and punishments should be based, distribution should be supervised, and daily work and performance should be taken as an important basis for employee assessment.

Chapter II Measures for Assessment of Sales Management

Article 3 Salary assessment of sales manager

(I) Salary composition: According to the salary management system of xxx Catering Management Co., Ltd., the salary of the sales manager consists of "salary (basic salary)+commission", in which "salary (basic salary)" is 2,000 yuan, and commission includes various sales commissions such as table number commission, refund commission, banquet commission and prepaid card commission.

(2) Mobile phone fee subsidy: monthly reimbursement of mobile phone subsidy 100.00 yuan.

Article 4 Composition of assessment indicators: The assessment content consists of business indicators and various sales commissions.

(1) business indicators: the task indicators of the sales department are set according to 70%-72% of the company's business indicators. In the month when 72% of the business indicators are exceeded, the excess part shall be accrued by 2%; In the month when the business target is lower than 70%, the unfinished part will be punished according to 1%, and in the range of 70%-72% of the business target, there will be no reward or punishment. Details are as follows:

(1) The sales manager takes the sales task as the assessment base, and the calculation formula is:

Bonus = (monthly performance of sales department-monthly task of sales department) ×2%

(2) The sales manager takes the task decomposed into individuals as the assessment base, and the calculation formula is:

Bonus = (monthly performance of sales manager-monthly task of sales manager) ×2%

Liquidated damages = (monthly task of sales manager-monthly performance of sales manager) × 1%

(3) Special circumstances shall be reported to the superior company for approval and rewarded separately.

(2) Various commissions: including commission on the number of private rooms, commission on refund, commission on banquets, commission on prepaid cards, etc. The specific commission standards are as follows:

(1) commission for the number of tables in private rooms:

① Lunch: each table (not less than 4 people per table, and the per capita consumption is not less than 150 yuan), and the commission is 15 yuan/table;

② Dinner: each table (no less than 4 people per table, per capita consumption not less than 150 yuan), with a commission of 1 1 yuan/table;

(2) Commission for the returned amount:

(1) The monthly basic salary of the sales manager is 50,000 yuan, and if it exceeds 50,000 yuan (excluding) but is less than 65,438+10,000 yuan (excluding), the commission will be 0.2%; /kloc-0.3% commission for 0/50,000 yuan or more150,000 yuan or less (excluding); /kloc-0.5 million yuan (inclusive) but not more than 200,000 yuan (exclusive), with a commission of 0.4%; 200,000 yuan (inclusive) to 250,000 yuan (exclusive), with a commission of 0.5%; More than 250,000 yuan (inclusive) but less than 300,000 yuan (exclusive), with a commission of 0.7%; 0.8% commission from 300,000 yuan to 400,000 yuan; Above 400,000 yuan (inclusive), commission 1%.

(2) For overdue accounts, the actual payment amount will be reduced by 20% for each month overdue; For example, if it is overdue for one month, it will be calculated according to 80% of the repayment amount; If it is overdue for two months, it shall be calculated as 60% of the repayment amount, and so on; If it is overdue for five months, it will not be included in the repayment amount.

(3) Banquet commission:

In order to improve the attendance rate of weekends, holidays and large-scale catering consumption activities of group units, the policy of selling all banquet staff is implemented.

(1) Wedding banquet, conference banquet, birthday banquet, class reunion, etc. Banquets with per capita catering consumption exceeding 150 yuan (inclusive) and not less than three tables are included in the banquet commission.

② Banquet consumption included in the commission must be settled on the day of reception, and the settlement method does not include debit card and prepaid card settlement.

(3) All banquets that meet the commission standard shall be withdrawn to the employees who introduce the business according to 4% of the settlement amount. When the banquet introduced by employees cannot independently complete the reception and coordination task (reception and coordination cannot affect their own jobs), they must be received by sales staff, and the ratio of sales staff responsible for reception to employees introducing business is 4:6.

(4) The consumption received by the sales staff that has been included in the banquet commission is not included in the commission of the current month, nor is it included in the commission of the number of tables.

(4) Prepaid card commission:

(1) a one-time recharge of 3000 to 10000 yuan (excluding) is 2%;

(2) One-time recharge 1 10,000 yuan to 30,000 yuan (excluding) is 2.5%;

③ One-time recharge of 30,000 yuan to 50,000 yuan (excluding) is 3%;

(4) A one-time recharge of 50,000 yuan to100,000 yuan (excluding) is 3.5%.

⑤ The percentage of commission for one-time recharge100000 yuan is 4%.

6. The consumption of prepaid cards is not included in the commission amount, but can be included in the sales performance of the month and enjoy the commission of the number of tables. The banquet consumption settled by prepaid cards is not included in the banquet commission.

Article 5 The company selects the 1 sales champion every year and rewards it according to the standards of excellent employees. It is required to abide by the rules and discipline, be loyal to the company, love their jobs, have a good mass base, and rank first in the company in annual sales performance.

Article 6 Sales management

(1) If the monthly sales performance of the sales manager (excluding the probationary employees) is less than 50,000 yuan, after deducting the performance salary, the sales manager will be dismissed if he fails to achieve the basic sales performance for two consecutive months.

(2) During the probation period, the salary of the sales manager is paid at 80% of the salary standard and enjoys the company's sales commission. If the repayment amount is less than 50,000 yuan (inclusive), the handling fee is 0.2%.

(3) Visit customers at 9: 00-1:00, 14:00- 17:00 every day. The sales manager visits customers at least three times a day (except holidays), and each customer will be deducted points.

(4) The sales manager must register the day's visit and submit the visit record to the head of the sales department for review before coming off work every afternoon.

(5) When the sales staff leaves work every afternoon, they must notify the person in charge of the sales department in person or by SMS.

(6) Sales personnel should take the initiative to contact and communicate with the agreed customers, and must pay a return visit by phone or SMS once a week. The company provides the sales manager with a unified mobile phone card, which the sales staff must use when communicating with customers. The telephone reimbursement documents shall be based on this card, and the mobile phone card shall be submitted at the time of resignation.

(7) Any agreed customer who has not been in the store for two consecutive months will be automatically converted into a non-agreed customer, and other salespeople can redevelop it.

(eight) the sales staff must do a good job of sorting out the customer files, improve the relevant content, and report the customer's departure (return) and the signing of the agreement every month.

Article 7 In-store maintenance management

(a) the sales manager is responsible for the maintenance of customers entering the store in the responsible area and the issuance of business cards, and completes the pre-meal positioning as required, and actively assists the front office staff to guide customers into the store.

(2) Personnel who are not on duty that day, if there is an agreement or an appointment with customers, must gather in the front hall to provide guidance and tracking services.

(3) The sales manager is responsible for ordering food and standard catering in the guest room (zero point) in the responsibility area, submitting the menu to the guests for confirmation and soliciting opinions, recommending the company's characteristics and advantages to the guests, narrowing the distance with the customers and doing a good job of communication and coordination. Customers who enter the store for the first time will not be regarded as the sales manager's desk number and performance commission.

Chapter III Complaints and Supplementary Provisions

Article 8 If an employee disagrees with the assessment results, he may file a written complaint with the Administration and Personnel Department.

Article 9 This plan shall be implemented as of the date of issuance, and the administrative personnel department shall be responsible for the implementation and have the final interpretation right.

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