In order to ensure the effectiveness of our efforts, we often need to make a plan in advance, which is the detailed rules, steps and arrangements for implementing a specific action. How to make a plan? Here are five performance appraisal schemes I have compiled for you. Welcome to share.
1 performance appraisal scheme article 1 these measures are formulated in order to establish an effective performance incentive mechanism and an objective and true evaluation system, make a reasonable evaluation of employees' work in time, build a fair and just self-restraint employment mechanism, stimulate employees' potential and work enthusiasm, realize the optimal allocation of employees in various positions within the company, ensure the smooth realization of the company's business objectives, and create a high-quality, lean and efficient workforce.
Article 2 The performance appraisal shall be based on the principle of combining monthly assessment with year-end assessment, and the assessment results shall be linked with employee salary, rewards and punishments, post adjustment, on-the-job training, organizational development and annual leave.
The basic principles are:
1, adhere to the principle of content determination. According to the job responsibilities and work standards, determine the assessment content realistically and comprehensively assess the company's employees.
2. Adhere to the principles of openness and fairness. Try to be reasonable, rigorous, scientific and transparent in the assessment contents, methods and standards.
3. Adhere to the principle of quantitative scoring. Score the assessment contents one by one and quantify the assessment results to specific scores.
Article 3 This assessment method is applicable to all employees of the company, including department managers, Yishenggang employees, public security bureau employees and contract employees of the company.
Article 4. New employees will take part in the monthly assessment after three months, and employees who are less than half a year will not take part in the annual assessment.
Chapter II Evaluation Methods and Forms
Article 5 Examination Form
Monthly assessment takes the form of performance appraisal and scoring.
The annual assessment consists of four parts: the assessment leading group review, peer review, upper (lower) employee rating and total score of performance assessment.
Article 6 Evaluation Methods
1. Key indicator method: monthly assessment is based on key indicator assessment method, broken down by assessment elements, and scored according to different standards.
3. Work debriefing method: Work debriefing method is adopted in the annual assessment, and work reporting system is adopted at the same time of assessment and scoring to summarize the main work performance.
Chapter III Organizational Structure and Responsibilities
Article 7 The members of the assessment leading group are composed of the party and government leaders of the company and the department managers, who supervise, inspect and guide the assessment work of each department and coordinate the handling of major issues in the assessment.
Eighth assessment leading group under the office, under the direct leadership of the assessment leading group to carry out the work, responsible for the formulation and revision of assessment methods, formulation and deployment of assessment, examination work schedule; Statistics, summary and archiving of evaluation results; Accept all kinds of reports and complaints, and report to the assessment leading group; Follow up and supervise the implementation and application of the evaluation results.
Article 9 Employees in Yisheng Port shall be assessed by the company assessment system and the assessment leading group of the Public Security Bureau.
Chapter IV Organization and Implementation of Evaluation
Implementation time of the tenth evaluation
1. Monthly assessment: The monthly assessment is organized and implemented by each department, and the assessment time is 20th of each month. The assessment results shall be submitted to the company for filing before 25th of that month.
2. Annual assessment: The assessment leading group of the company will organize and implement it in a unified way, and the assessment will end before February 20th of that year.
Article 11 The department manager shall be the person responsible for the assessment of the employees of the department, and the party and government leaders of the company shall be the person responsible for the assessment of the department manager.
Article 12 The person in charge of assessment shall make a quantitative and qualitative assessment of the assessed according to the specific items in the assessment form every month, and give a reasonable score and objective evaluation opinions.
Thirteenth assessors according to the specific project evaluation form, quantitative and qualitative evaluation, and issue a reasonable score and evaluation opinions.
Article 14 During the assessment period, if the assessed person has been transferred from the original department for more than three months due to job changes, the new department will conduct the assessment; If the transfer is less than three months, it will be assessed by the original department.
Article 15 Responsibilities of appraisers
1, the examiner must stand in an objective and fair position, and pay special attention to the emphasized assessment items and the scores and comments on matters that have a significant impact on the assessment results.
2. The company is responsible for summarizing and archiving the evaluation results.
3. If there is any dispute about the assessment results, it shall be submitted to the assessment leading group of the company for review and determination.
Chapter V Evaluation Process
Article 16 According to the assessment work plan, the annual assessment notice of employees shall be issued every year (the monthly assessment is a normal assessment, and no other notice will be issued), explaining the purpose, object, method, content and assessment schedule of the assessment.
Article 17 The appraiser shall quantify the appraisee according to the items listed in the evaluation form, fill in the relevant evaluation form and sign it by the appraisee. After the annual assessment, submit the assessment results to the assessment leading group of the company for examination and approval, and then publicize them for seven days.
Article 18 Evaluation
Every six months, the department manager will make a written evaluation of employees' work performance, actual performance, advantages and disadvantages, future improvement direction, etc., and submit it to the company together with the monthly evaluation form.
Article 19 Complaints
If employees have questions or complaints about the annual assessment results, they can submit them to the assessment leading group in writing during the publicity period. After the review, the assessment leading group will inform the employee's department and the employee himself of the review results.
If the employees of Yishenggang Company still have different opinions on the assessment results after reconsideration, they can apply for a second reconsideration to the assessment leading group of the Public Security Bureau through the assessment leading group of the company, and the assessment leading group of the Public Security Bureau will organize verification.
Article 20 The results of monthly assessment and year-end final accounts of part-time policemen and Yishenggang employees shall be reported to the Political Department of the Public Security Bureau and the company for the record respectively. The assessment results of contract employees in the company are stored in personal and company files.
Chapter VI Evaluation and Calculation
Twenty-first assessment index weight
The evaluation is based on a percentage system.
The monthly assessment consists of two parts: work performance and work performance, with 70 points for work performance and 30 points for work performance.
The annual assessment of part-time police consists of three parts: performance assessment, democratic appraisal and basic theory assessment, in which performance assessment accounts for 60 points, democratic appraisal accounts for 30 points and theoretical assessment accounts for 10.
Among them, the performance appraisal results are obtained by converting the average monthly appraisal score in proportion. In the democratic evaluation, 60% is evaluated by company leaders, 20% by colleagues at the same level and 20% by junior employees. The assessment of basic theory projects shall be organized and implemented by the Bureau.
The annual assessment of Yishenggang employees consists of four parts: performance assessment, basic theory assessment, practical operation skills and democratic appraisal. Among them, performance appraisal scores account for 50 points, democratic appraisal accounts for 20 points, theoretical appraisal accounts for 15 points, and practical operation skills account for 15 points. The results of performance appraisal are obtained by proportional conversion of the average monthly appraisal score. The rating of the manager of the democratic appraisal department and peer review each account for 50% of the weight. The basic theory item is organized and implemented by the bureau assessment leading group, and the practical operation skill item is organized and implemented by the company assessment leading group.
The company's annual assessment of contract employees includes three parts: performance appraisal results, democratic appraisal and practical skills, in which performance appraisal results account for 60 points, democratic appraisal accounts for 20 points and practical skills account for 20 points. The assessment weights and methods refer to Yisheng Port employees.
Chapter VII Evaluation Results and Application
Article 22 Determination of annual assessment results
The final assessment result is determined by the assessment leading group, and the assessment order is: excellent, excellent, good, basically competent and incompetent. Excellent: as far as my post is concerned, I have made great contributions to creativity, and my assessment score is above 95 points.
Excellent: Exceeding the requirements of the regular post, reaching the work goal beyond expectations, and the assessment score is above 95 points.
Good: Meet the requirements of post routine, complete the work objectives in an all-round way and overfulfil them. The assessment score is between 80 and 89. Competent: meet the post requirements, be able to complete the work target on time with good quality and quantity, and the assessment score is between 70 and 79. Incompetence: incompetent for the post, and the assessment score is below 70 points.
Twenty-third assessment results belong to the assessed himself. In the process of assessment, the assessment leading group shall be responsible for keeping the original assessment confidential, and shall not disclose the appraiser's evaluation of the appraised person, so as to ensure the objectivity and fairness of the assessment results. Appraisers must be responsible for their own evaluation results.
Article 24 Use of evaluation results
1, the main reference for post adjustment of employees;
2. Directly linked to employees' wages and benefits;
3. It is linked to welfare such as training development, academic education, vacation and recuperation;
4. Giving rewards and punishments to employees is the basis of organizational development;
5, part-time police did not complete the business indicators, the first year of the annual assessment of incompetence, given a warning; Those who are incompetent for two consecutive years will be given rotation;
6. Remind or transfer other employees who are basically competent in the annual assessment; If the annual assessment is incompetent or basically competent for two consecutive years, it will be transferred to the post.
7. If the appraised person violates the national laws and regulations and the relevant regulations of the company, it shall be handled according to the relevant regulations.
The warehouse process of e-commerce is basically the same, but there are still great differences in operation details for different overseas warehouse systems and commodity management. In addition, everyone's management style is different, you can refer to it.
First of all, the weekly meeting system. Before contacting the weekly meeting system, I thought it was a time-consuming and torturous thing, and now I fully realize its positive significance.
First, the weekly meeting system, in which every Monday, all department personnel gather for a working meeting.
The content involved in the meeting can basically be discussed as long as it is work, but there must be meeting objectives, that is, what the host wants to achieve through this meeting.
Specific contents may include:
1. Communicate the activities announced by the company, management requirements, visitors' visits, etc. Strengthen the attention of department personnel.
2. Formulate tasks and break them down into groups and individuals. Emphasize the importance of the task, ask questions about the task to department members, and give clear answers in time for confirmation.
3. Review last week's work, analyze the outstanding problems one by one, put forward opinions and even criticize the responsible person (criticize by name, suggest managers to use less and understand the meaning by themselves).
4. Publicize performance appraisal, solicit feedback from department personnel, and explain the problem in detail.
5. Solicit the opinions and suggestions of the members of this department (not limited to this department), discuss the business involving this department and other departments at the meeting and propose solutions.
6. If new members join, they should be introduced to the department staff before the meeting, and the department staff should also introduce themselves. At the same time, an old employee should be designated as a "guide" for new members.
Second, the performance appraisal system (KPI), in the case of increasing department personnel, performance appraisal helps the supervisor to restrain the work operation behavior of department personnel.
Performance appraisal does not have to be comprehensive. The key is that the content can restrain the illegal behavior of the department staff first, and then stimulate the work enthusiasm, so the assessment content is mainly practical.
Specific evaluation contents and requirements:
1, the site EIA has 5S requirements (there are other 6s, 7s, 8s, etc. , mainly practical, but not necessarily many).
2. Quantify the quality of work (error rate) and the number of tasks (completed workload, working hours, number of employees, etc.). ) according to the requirements of work efficiency.
3, the work spirit, cooperation, work attitude, work transfer assessment.
4, the work administrative system, discipline assessment.
The first two of the above four items are the main ones, and the last two are the auxiliary ones. In addition, in the assessment, the examiner's subjective judgment should be reduced as much as possible, mainly based on data, so that the assessment becomes a mere formality and the department personnel pay more attention to the assessment content. In addition, the assessment also includes incentives.
Three, post responsibility system, job rotation system (this one may only apply to small e-commerce)
With the increase of department staff, there will be some problems in management, such as inadequate supervision and eating the same pot.
1, post responsibility, responsibility to people. Through the process combing, the work is decomposed and divided, the scope of personnel and responsibilities is clear, and there are clear procedures for process handover. Designate a special person to be responsible for the division of work areas, and implement the 5S responsibility requirements to individuals. Significance: Every department will inevitably have a lump of mouse excrement, which is not terrible, but it will pollute the environment of the whole department. Through a clear division of responsibilities, we can find this rat shit in time and distinguish employees with strong self-discipline, so that there will be no problems and the enthusiasm of employees will not be dampened.
2. Appropriate rotation of departmental personnel positions. The purpose is: a, to familiarize personnel with the whole operation of the warehouse and increase the cooperation ability of each link. B, in order to cope with the sudden increase in workload and personnel crisis, personnel can be deployed in time, and the transferred personnel can enter new post roles in time. C, warehouse is a boring job, moderate rotation, change the working environment of members, increase the freshness of employees, and enhance their thirst for knowledge.
Fourth, the employee exchange system (this depends entirely on your own understanding)
Employee exchange is not only an activity funded by the company, but also a dinner party with self-pay or departmental AA system. In addition, there are private work exchanges with department members. These are mainly to enhance the feelings between employees and find some work problems. Here, communicating with employees is like a mirror, and you can find problems that you have neglected. However, some employees do not accept communication in the above environment, mainly because of some introverted or reserved employees. Therefore, through the examination paper form (included in the assessment content, only plus points, no deduction points), the opinions of all members are publicly solicited. This allows employees to calmly and systematically explain their own problems and solutions. Large game console manufacturer
Verb (abbreviation of verb) problem reporting system
Any problems will occur at any time in the work. Front-line employees are often the first to find problems in time, which requires timely handling of problems in the bud. Those who exceed their functions and powers should report in time and not delay the expansion of the problem and cause serious impact. Take the responsibility system of reporting problems step by step and incorporate them into the assessment content.
Performance appraisal scheme 3 I. Purpose of employee performance appraisal
1, as the basis for promotion, dismissal and post adjustment, focusing on the performance appraisal of ability, ability play and work performance.
2, as the basis for determining performance pay.
3, as the basis of potential development and education and training.
4. As the basis for adjusting personnel policies and incentives, promote communication between superiors and subordinates.
Second, the principle of employee performance appraisal
1. Evaluate the employees formally employed by the company. The performance appraisal requirements and emphasis of employees at different levels are different.
2. The assessment is based on the company's various systems, employees' job descriptions and work objectives, and the assessment must be open, transparent, equal and equal.
3. The appraisal scheme should be operable, objective, reliable and fair, and should not be mixed with the personal likes and dislikes of the appraisers.
4, advocate to meet with the assessed in different ways, make them sincerely accept the evaluation results, and allow them to appeal or explain.
Third, the contents and methods of employee performance appraisal
1, work task assessment (monthly).
2, comprehensive ability assessment (by the assessment team once a month).
3, attendance and rewards and punishments (by the administrative department in accordance with the company's internal management regulations to carry out the assessment).
Four. Appraisers and performance appraisal indicators
1, set up a company evaluation team to conduct a comprehensive evaluation and evaluation of employees.
2, self-identification, employees to evaluate themselves and write a personal summary.
3. Performance appraisal indicators, employees' work plans, tasks, attendance and rewards and punishments in internal management regulations.
Verb (abbreviation of verb) feedback of enterprise performance appraisal results
Performance appraisal should meet with me, tell the examinee the advantages and disadvantages of the appraisal results, and encourage them to carry forward their advantages, correct their shortcomings and create new achievements.
Chapter IV Performance Appraisal Scheme According to the regulations of the hospital on performance appraisal, the implementation scheme of performance appraisal in clinical laboratory is formulated, please follow it.
I. Evaluation objectives and principles
Objective: Through performance appraisal, to further clarify work tasks and behavior norms, improve professional quality and work enthusiasm, reward diligence and punish laziness, and eliminate the fittest.
Principle: adhere to the principle of seeking truth from facts, objectivity and fairness, and adhere to the principle of combining qualitative assessment with quantitative assessment.
Second, the evaluation object and time limit
From August 1 day of 20xx, all employees in the clinical laboratory will implement a performance appraisal system, which will be assessed once a month. New employees will be included in the assessment in the month after they become full members.
III. Main contents of the assessment
(1) Work discipline: strictly abide by the employee handbook and various rules and regulations of the hospital, love your job and have a sense of responsibility.
(2) Medical quality: strictly abide by health laws and regulations, health administrative rules and regulations, and medical ethics, and strictly implement the check-up system and operating procedures for diagnosis and treatment to ensure medical quality and safety.
(3) Service quality: the service language is civilized and standardized, the service attitude is good, and there is no "raw, cold, hard, top, push and drag" phenomenon. Conscientiously implement the service commitment, strengthen communication with patients, consciously accept supervision, and build a harmonious doctor-patient relationship.
(4) Clinical communication: strengthen communication and coordination with clinical departments, complement each other's advantages, advocate good, harmonious and simple interpersonal relationships, seek common ground while reserving differences, and enhance the cohesion of work.
(5) Attendance: Encourage employees to attend attendance to improve work efficiency.
(six) bonus points: including the praise of administrative departments at all levels, the media or patients, and the professional and technical qualifications of health.
Fourth, the evaluation method.
(a) the performance appraisal basis is divided into 80 points, and the professional qualification is 20 points. According to the main contents of the assessment, the assessment is divided into four items and scored separately. At the same time, refine and quantify the assessment content, set assessment indicators and standards, and set up criteria for adding points and deducting points. The evaluation is divided into basic points+professional qualification points+bonus points.
(two) the evaluation work is divided into two steps:
1. Department evaluation. The department shall establish a record of employees' daily work behavior, and designate a special person (or supervisor) to make a daily record of employees' work behavior in this department. Department according to each person's daily work behavior control "clinical laboratory performance appraisal standard" for scoring assessment, before the 5th of each month, the assessment results will be submitted to the hospital office.
2. Overall evaluation of the hospital. Organized and implemented by the hospital performance appraisal working group, according to the examination results of departments, the specific conditions reflected by daily inspection, questionnaire survey, patient response, complaints and reports, praise and reward are taken as an important reference for evaluating each employee and making performance appraisal conclusions.
Application of verb (abbreviation of verb) evaluation results and related requirements
(1) The results of performance appraisal shall be incorporated into employees' personal files as an important basis for year-end appraisal.
(2) Performance appraisal results are linked to bonuses. Divide the bonus of the department by the total score of the department. (2) Calculate the salary per minute, and then multiply the employee performance appraisal score by the salary per minute to calculate the employee's personal bonus.
Salary per minute = total bonus ÷ total department score.
Employee personal bonus = employee performance appraisal score × salary value per minute.
(3) Rank the performance appraisal results, select the best candidates and give fixed extra rewards. If the score of two consecutive performance appraisals is lower than 70, or the score of three or more performance appraisals in a year is lower than 70, the employee will be interviewed.
Performance appraisal can fully reflect employees' work achievements and values, sum up work gains and losses, and improve work level. At the same time, performance appraisal strengthens the communication between superiors and subordinates, improves the management level of hospitals and departments, and is an important way to build a harmonious corporate culture. Everyone should fully understand the importance of performance appraisal, study hard, make clear the work requirements, and do a good job in performance appraisal of employees in this department. Measures for Performance Appraisal of Cadres and Workers of County Bureau of Commerce Implementation Plan for Performance Appraisal of Primary Schools Hospital Network Marketing Performance Appraisal Plan
The purpose of the fifth chapter of the performance appraisal scheme is to improve the salary management system, improve work performance, provide a basis for post adjustment, salary and welfare, training and bonus verification of employees, and strengthen performance management and performance promotion. Let's take a look at the year-end performance appraisal plan.
I. Evaluation principles
1, performance-oriented principle.
2. The principles of fairness, justice and openness.
3. The principle of combining assessment with evaluation.
4. The principle of seeking truth from facts and striving for perfection.
Second, the evaluation object
1, department general manager and assistant general manager.
2. All employees.
3, the project department production manager above leadership.
4, the project department personnel.
Third, assessment agencies.
1. The chairman and general manager of the company are the general leaders of the year-end performance appraisal.
(1) is responsible for approving the year-end performance appraisal implementation plan.
(2) Supervise and inspect the year-end performance appraisal process.
(3) Determine the results of year-end performance appraisal.
2. Administration Department is the organization department of year-end performance appraisal.
(1) Formulate the implementation plan of year-end performance appraisal.
(2) Organize and guide all departments to implement year-end performance appraisal.
(3) Summarize the results of year-end performance appraisal.
3. The general manager and project manager of each department are the first responsible persons for the year-end performance appraisal of this department.
(1) Organize and lead the overall work of year-end performance appraisal of this department.
(2) Set up an assessment team consisting of 2-3 people to interview all employees in the department, fill in the year-end performance assessment form truthfully, and forward it to the Administration Department after summarizing it.
(3) Organize the annual work summary meeting of the department.
Four. The allocation of evaluation grades b+ B- C+ shall be determined after the evaluation results are summarized.
Evaluation score
More than 90 points
70-89 points
60-69 points
Below 60 points
Evaluation grade
A
B
C
D
Weight proportion
10%
40%
40%
10%
1, if the assessment score is 85-89, the assessment grade is determined as B+, and B+ does not exceed 20% of the employees in this department.
2. If the assessment score is 75-79, the assessment level is determined as C+, and C+ does not exceed 20% of the employees in this department.
3. The employee has one of the following behaviors. The assessment level shall not be rated as level 1.
(1) Absenteeism without reason or being late for more than 2 times a month or leaving early.
(2) The personal leave for marriage and funeral illness or personal leave exceeds 15 days.
(3) Causing economic losses and adverse effects to the company.
(4) Individuals accept interests and intentionally harm the interests of the company.
(5) Other acts that violate the company's rules and regulations.
4. The assessment level of each department shall not exceed the above ratio, and those exceeding the above ratio shall be re-assessed. Special circumstances exceed the above ratio, and sufficient reasons must be explained.
5. Leading and organizing the year-end performance appraisal, as one of the important achievements of the assessed.
V. Assessment schedule and methods
This appraisal is the annual appraisal of xxx7, and the appraisal time is from February 25th, xxx7 to October 25th, xxx8/KLOC-0.
1, xxx7 Before February 20th, 2007, the general manager, deputy general manager and assistant general manager of the department submitted their personal debriefing reports to the Administration Department, and other employees submitted their personal work summaries to the general manager of the department.
2. From February 20th to February 25th, 65438, xxx7 year, the Administration Department determined the implementation plan of the assessment, communicated with the general managers of all departments, and informed the assessment process and arrangement.
3.65438, February 25, xxx7 ——65438, XXX 81October 5, the general manager and project manager of each department talked with all the staff of the department individually and filled in the year-end performance appraisal form.
4. The general manager of the general contracting department of the project completes the assessment of all the staff of each project department. Taking the project as a unit, the general contracting department of the project and the assessment team of the project department will talk with the employees for assessment, and fill in the year-end performance assessment form carefully. The department assessment team and the project assessment team score the employee assessment, and the weight ratio is (department general manager: project manager 3: 7).
5, xxx8 years 65438+1October 5-65438+1October 9, each department held an annual work summary meeting, and informed the Administration Department of the meeting time and place, and the Administration Department attended the summary meeting of each department and project department. Hold the annual work summary meeting of the general contracting department of the project with the project department as the unit. At the meeting, all the staff of the project department fill in the annual performance appraisal form and conduct democratic evaluation on the leaders above the production manager. The evaluation results can be used as a reference for the department general manager and project manager to evaluate and grade the employees of the production manager.
6, xxx8 years 65438+1October1October 65438+1October 1 1 held a debriefing meeting of the department general manager, deputy general manager and assistant general manager. Each department selects two employees above the supervisor by lottery to attend the debriefing meeting, and the participants fill in the annual performance appraisal form and score the debriefing leaders by secret ballot.
7. The chairman and general manager are responsible for evaluating the department general manager, deputy general manager and assistant general manager, and filling in the year-end performance evaluation form. The chairman and general manager are responsible for the evaluation and scoring of the department general manager and assistant general manager, and the weight ratio of the employee's secret ballot to the reporting leader's evaluation and scoring is
Chairman and General Manager 6: Voting by secret ballot 4.
8. In xxx8 years, 65438+1October 12 was appraised by the company's administrative department at the end of the year. Unified summary, and report to the company chairman and general manager.
9. The annual work summary meeting of the Company was held in June, xxx8, 8+1October1March.
Sixth, the application of evaluation results.
1, through the performance appraisal, the company has a correct and comprehensive understanding and evaluation of employees, laying the foundation for the use, adjustment and rational allocation of human resources.
2, through the performance appraisal, encourage advanced, spur backward, effectively mobilize the enthusiasm and initiative of employees, improve work efficiency, ensure to do a good job in 2008.
3. The performance appraisal is linked to the year-end award, and there are rewards and punishments.
If the employee has the following attendance problems, the bonus will be deducted appropriately:
(1) If you are late for more than 2 times a month or leave early, the total year-end bonus will be deducted from 50 yuan each time.
(2) If you are absent from work without reason, 500 yuan will be deducted from the total year-end bonus for each day of absenteeism.
(3) If the leave exceeds 15 days, 20% of the total year-end bonus will be deducted, and 5 days will be added, and 10% of the total year-end bonus will be deducted.
(4) If the sick leave for marriage and funeral exceeds 15 days, 10% of the total year-end bonus will be deducted, and 5% will be deducted every 5 days.
The year-end bonus will be deducted if the employee has the following behaviors that harm the interests of the company.
(1) Personal behavior causes economic losses and adverse effects to the company.
(2) Individuals accept interests and intentionally harm the interests of the company.
(3) Causing engineering safety accidents.
(4) causing rework or delay in engineering construction.
(5) Material planning is inaccurate and untimely, resulting in material loss and waste.
Seven, several requirements
1, the year-end performance appraisal work must be serious, don't go through the motions, and do it in a down-to-earth manner.
2. Compared with the past, the year-end performance appraisal should make a qualitative leap to standardize the management of the company, March towards modern enterprises and explore new ways.
3. At the end of the year, all the work is busy, so it needs to be arranged as a whole, alternately, and work overtime when necessary to ensure the effectiveness of performance appraisal.
Eight, the examinee has any objection to the assessment results, can appeal to the administrative department, the administrative department after receiving the complaint as the case may report to the company leaders.
Nine. The administrative department is responsible for the interpretation of this implementation plan.
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