company Performance Evaluation system

I. purpose of evaluation

1, through the analysis and evaluation of employees' capabilities, efforts and performance, grasp the implementation and adaptation of staff work, determine the direction and direction of talent development and education and training, rationally allocate personnel, and make clear the orientation of staff work.

2, ensure efficient operation of the company.

3, give full play to the role of incentive mechanism to achieve fair and reasonable and democratic management, stimulate staff enthusiasm and improve work efficiency.

Two, evaluation principles

1. Achievements Guiding principle.

2, the principle of combining qualitative and quantitative assessment.

3, the principle of fairness, fairness and openness.

4, the principle of multi angle evaluation.

Three. Evaluation cycle

1. Monthly assessment: the main content of the monthly assessment is the performance and work attitude of this month. Monthly assessment results are directly linked to wages. Monthly review of production personnel.

2, quarterly assessment: quarterly assessment of the main contents of the quarter's performance and behavior. The quarterly assessment results are directly linked to the monthly floating wages in the next quarter. The annual assessment is conducted in the fourth quarter. Business personnel, marketing personnel, R & D personnel and managers (top management) carry out quarterly assessment.

3, annual assessment: the main contents of the annual assessment are the performance, working ability and work attitude of this year, and carry out comprehensive and comprehensive evaluation. Annual appraisal is the basis for promotion, elimination, evaluation and appointment, as well as the calculation of year-end awards. All employees of the company conduct annual appraisal.

Four, the evaluation procedure: the relevant appraisers put forward the evaluation opinions for the respondents, the personnel department will summarize the results of the assessment, and apply for the approval of the Committee. Feedback from the examination results will be returned to the respondents and the performance and progress will be discussed and directed. The personnel department files the evaluation results and calculates the merit pay and bonus.

Five, result classification: examination grade is divided into five grades, namely, excellent, good, medium, basic and unqualified. According to the number of persons in charge of departments, the higher level leaders should be determined according to the number of persons in charge, but the "excellent" should not exceed 10% of the total number of people in charge. The sum of "excellent" and "good" should not exceed 30% of the total number of people in charge. The basic qualifying and unqualified definition of grade is beyond the requirements of the post routine; the work target has been fulfilled completely and fulfilled the requirements of the post; the work goal has been achieved and the requirements have been surpassed; the quality, quantity and punctually meet the requirements of the job requirements; but there are some deficiencies; basically, the work goal has been achieved, but there is a lack of compliance with the routine requirements of the job. It is not possible to achieve the goal of work. The score is 90 points, 80-89 points, 70-79 points, 60-69 points, and 60 points below.