At the beginning of the year, the company formulates the "Department Work Schedule" according to the company's work outline, the specific work content and requirements of each department, and assesses the completion of the work of the "Department Work Schedule" of each department at the end of the year:
Appraisal standards
1."Department work schedule" agreed on the assessment of the department head or in the table to explain the performance appraisal of department members, the department bonus refers to the assessment of the department (designated to the person, the department does not participate in the bonus distribution) The manager can evaluate the subordinate departments or employees, and the purpose of the assessment manager is to cash the year-end bonus of the manager Party B and the entire department, and whether the next year can be posted, promoted, increased or dismissed.
Performance evaluation
2. "Department Work Schedule" is 100 points, and the lowest score for the company's assessment is 80 points, and the highest score is 100 points. If the year-end assessment is less than 80 points, the performance salary will be zero; between 80~84 points, 60% of the performance salary; between 85~89 points, 70% of the performance salary; between 90~94 points, 80% of the performance salary; 90% of the performance salary for more than 95 points; 100 points will be full of performance salary.
Performance increase
3. At the end of the year, if the assessment is more than 95 points, the department manager.
Decreased performance
4.If the year-end assessment score is between 80 points and 70 points, the basic salary of the department manager will decrease by 1% year-on-year for each point missing. If the score is less than 70, the company will give the department manager a salary reduction and demotion, and if the score is less than 65, the department manager will not be retained.
Assistant Assessment
5.Assessment of the manager of the competent department: The chairman and the assistant of the chairman will assign personnel from relevant departments to conduct regular assessment according to the schedule. If the assessed personnel are on the business trip, they can be assessed through Internet video and confirmed by the other party according to the assessment time. The management ability needs to be evaluated by the department and signed with other departments, and finally the chairman and the assistant of the chairman will evaluate the assessment result of the department head.
Member assessment
6.Assessment of department members: The department manager shall evaluate the members of the subordinate department, and the assessment results shall be decided by the department manager and announced after signing the document.
Assessment announcements
7.Any department should announce the assessment results in the form of quarterly announcements, and at the same time publicize the unfinished affairs together to prompt completion.
Settlement date
8.The assessment time is monthly, quarterly evaluation, and year-end summary evaluation. The quarterly evaluation is not used as the final evaluation, nor as the basis for settlement, but only as a kind of data for the transaction process. Due to the possibility of adjusting working hours and changing the plan, the department manager needs to make a timely allocation of the work content according to the annual work plan, and the assistant to the chairman needs to decide whether to change the work plan of the department according to the size of the work.
