Management Measures for Rating and Performance Appraisal of Credit Union Employees

Chapter 1 General Provisions

Article 1 In order to establish and modern financial These measures are formulated to establish institutional efficiency evaluation and employee management mechanisms that are compatible with the requirements of enterprise systems and market competition, reform the salary distribution methods for employees of rural credit cooperatives in our city, and give full play to employees' work initiative, enthusiasm and creativity.

Article 2 The employees referred to in this "Measures" refer to on-the-job cadres and employees below the middle level (inclusive) who have signed a "Labor Contract" with the Municipal Federation; the institutions referred to refer to the credit directly managed by the Municipal Federation subsidiaries (sales department, loan center) and branches.

Article 3 Organizational Level Employee Level refers to the organizational management level determined through qualitative and quantitative assessment of directly managed organizations and on-the-job employees based on the pre-set assessment indicator system and using a hundred-point assessment method. times and overall quality levels of employees.

Article 4: The organizational level is the basis for determining the annual salary standard for the head of the organization and the proportion of employee levels. The employee level is the basis for determining the annual salary standard for employees.

Article 5: Principles for implementing employee grade annual salary:

(1) Determine employee grades based on performance, reflecting the principle of different pay for employees at different grades.

(2) Determine the grades of credit cooperatives with efficiency as the center, reflecting the principle of different salary levels for responsible persons and different proportions of employees at each level among cooperatives of different levels.

(3) Implement an annual grade review and assessment system, and the principle of salary fluctuating with grade.

(4) The principles of openness, transparency, fairness and reasonableness in grade evaluation and salary assessment.

(5) Salary accounting and payment adhere to the principle of auditing first and cashing later.

Chapter 2 Determination of Institutional Level and Treatment

Article 6 Credit Cooperative (including directly managed branches, the same below) Grade Assessment Method

(1) The grade of a credit union is determined based on the percentage score in the assessment. The specific standards are as follows:

Assessment score: 120 points or above (inclusive) 100-119 points (both inclusive) 80-99 points (both inclusive) 79 points (inclusive) or below

Organization Level one, level two, level three, level four

(2) Credit union level assessment indicators are divided into scoring indicators and deducted point indicators, among which: the scoring indicator is 100 points, and the deducted point indicator is 30 point.

Article 7 The credit union grade shall be determined in accordance with the procedures of self-assessment declaration and joint association review.

Article 8 Determining the treatment of graded credit unions follows the principle that the higher the grade of the credit union, the remuneration of the person in charge will be relatively high, and the proportion of high-level employees of the company will be relatively high, and vice versa. The annual salary standards for the heads of credit unions at different levels are determined based on the operating performance of the entire jurisdiction. The distribution of employee levels at different levels of credit unions is shown in the following table:

Institutional level: first-level employees, second-level employees, third-level employees, fourth-level employees, fifth-level employees, and sixth-level employees

Proportions, proportions, proportions Proportional ratio

First-level credit cooperatives’ joint assessment 255025—Union evaluation

Second-level credit cooperatives’ joint evaluation 15403510 joint evaluation

Third-level credit unions Associated Press Rating 10304515 Associated Press Rating

Four-level Credit Union Rating 5205520 Associated Press Rating

Associated Press Association Rating 3050 - Associated Press Rating

Article 9 Determination of branch level and treatment of funds of each single organization in the urban area.

(1) For those who have both a total deposit of 30 million yuan (exclusive) and a per capita deposit of 6 million yuan (exclusive) and above, the employee level shall be determined based on the proportion of employees at each level of the third-level credit cooperative, and the responsible person shall People enjoy the treatment of first-class employees.

(2) If the standard is lower than any of the standards in paragraph (1), the employee level will be determined based on the proportion of employees at each level in the four-level credit cooperatives, and the person in charge will enjoy the treatment of second-level employees.

Chapter 3 Employee Level Determination and Treatment

Article 10 Employee Level Determination

The employee level determination procedure shall be based on public examination-self-evaluation declaration-democracy The steps of evaluation - performance appraisal - evaluation of the unit leader - evaluation by the credit cooperative evaluation team - final review and grading by the municipal federation are carried out.

The number of employees at each level assessed by each company shall not exceed the plan issued by the Municipal Association.

Article 11 Employees of credit unions in the city are divided into six levels. The salary standards for employees at each level are reasonably determined based on the operating performance of each year.

Article 12 Starting from 20__, employees who no longer hold the position of middle-level management cadres due to age restrictions and employees who have made special contributions and business backbones in key positions can be assessed as first-level employees, and their assessment rights are in the Municipal Federation. In the company, employees who no longer hold deputy positions as middle-level management cadres due to age restrictions are subject to the treatment standards for second-level employees. The current middle-level cadres of the Associated Press, as principals and deputy cadres, enjoy the annual salary for their position during their tenure. If there is no promotion or demotion when leaving the company, they will be uniformly determined as second- and third-level employees and enjoy the annual salary and wages corresponding to the determined level.

Employees with the following circumstances are classified as Level 6 employees: the last two employees who failed the job skills test; employees who received demerits (excluding) or above due to violations of regulations and disciplines; employees who have expired the probationary period and become regular employees, Employees whose grades are determined for the first time (the wage policy stipulated by the Provincial Association shall be followed during the probation period).

Article 13 In order to take care of the treatment of employees of credit cooperatives in mountainous areas, the annual salary standard for employees working in credit cooperatives in mountainous and mid-level mountainous areas will be increased by 0.5 to 1 level according to the assessed level.

The units that enjoy the one-level promotion include: Panwan Credit Union and Wangfan Credit Union.

Units that enjoy half-level promotion include: Niehe Credit Union, Wuyanquan Credit Union, Songmuping Credit Union, Gaobazhou Credit Union, Honghua Credit Union, Yangxi Credit Union, and Dayan Credit Union .

Chapter 4 Calculation and assessment of employee grade annual salary

Article 14 The composition of grade annual salary: The grade annual salary standard consists of two parts: grade base salary and risk annual salary.

(1) Grade base salary is the basic remuneration for annual work. The annual salary standard is determined according to the employee grade. Grade base salary accounts for 30% of the total annual salary of the grade.

(2) Risk annual salary is the risk reward for annual work. The annual salary standard is determined according to the employee grade. Risk annual salary accounts for 70% of the total annual salary.

Article 15: The annual salary assessment of employee grades shall implement "graded management, graded assessment, and quarterly cashing", that is, the municipal association will determine the salary of each unit based on the number of employees of different grades and annual salary standards in each unit The total amount shall be implemented in accordance with the operation and management performance evaluation plan formulated by the Municipal Association in each year. The grade salary of the person in charge of the unit is calculated and distributed directly to the person by the association, while the grade salary of the general employees is assessed and distributed by each unit based on the internal "Responsibility Letter".

Chapter 5 Grade Upgrade and Downgrade and Annual Review System

Article 16: Implement a grade annual review system. Credit union grades and employee grades are reviewed annually based on the natural year as the assessment period. During the annual review, the grade of the employee for the next year is determined based on the grade that has been assessed and the circumstances of promotion and downgrade; based on the credit union grade assessment standards, combined with the current year's operation and management Performance, the credit union's grade will be re-determined for the next year, and the deadline for the annual review is before the end of February of the following year.

Article 17: Implement an employee grade promotion and demotion system.

(1) For employees who have any of the following circumstances, the Associated Press Evaluation Committee may give appropriate downgrades:

1. Employees who have received warnings or demerits will have their grades reduced by one level; Employees who are punished with a major demerit or who fail the annual evaluation will be subject to the six-level employee treatment standard during the punishment period. The level will be re-determined after the punishment is lifted or they are officially employed. Starting from the month following the punishment, employees who are under probation or waiting for work will only be paid a living allowance of 280 yuan per month. After the punishment is lifted or they are re-employed, they will be treated as Level 6 employees.

2. When "four types of cases", economic cases and major liability accidents occur in the unit that year, all employees except the person responsible

will be demoted by one level.

3. Credit union employees whose average score in the current year’s business target assessment is 65 points or below or who experience operating losses will be downgraded by one level from the following year.

4. If any violation of rules and regulations occurs or fails to report the violation, the level of the relevant responsible person will be reduced by 0.5-1 level depending on the circumstances.

(2) Employees with one of the following circumstances may be given appropriate promotion rewards with the approval of the Economic and Social Council Evaluation Committee:

1. Credit for the year’s work that has been summarized and promoted at the municipal level The company rewards 20 employees with one-level improvement indicators, which are evenly distributed among employees at all levels. Employees who have been evaluated as outstanding for two consecutive years will be given priority to enjoy reward promotions.

2. Other outstanding contributors may be awarded a certain level of reward as determined by the evaluation committee.

(3) If there are multiple situations of promotion and downgrade at the same time, the higher standard will be selected for implementation. If there are circumstances of both upgrade and downgrade, the principle of only downgrade but not promotion will be implemented, and the maximum upgrade is to level one. .

Article 18: A credit cooperative grade promotion and downgrade system shall be implemented. Based on the results of the annual review of graded credit cooperatives, their levels will be upgraded or downgraded, with the highest upgrade to level one and the lowest downgrade to level four. Credit unions that meet the conditions 1, 2, and 3 of paragraph 2 of Article 17 will be awarded 5 points, 10 points, and 15 points respectively based on the assessed grade credit union assessment scores and then determine the credit union's grade for the next year.

Chapter 6 Supplementary Provisions

Article 19 The methods for cashing out various special bonuses shall, in principle, be calculated and paid based on the employee grade annual salary standard difference coefficient evaluation and payment in accordance with these measures, and superiors will reward the leadership team of the association Implemented according to the distribution requirements of reward units. The main person in charge of each unit shall not participate in the distribution of wages and bonuses to the employees of the unit.

Article 20 If an employee is transferred to another credit union in the city, his or her grade will still be valid. From the date of transfer, the grade increase will follow the grade increase standard of the transferred unit;

Article 21 The remuneration and benefits for employees who are injured on the job, sick leave, personal leave and during the period of childbirth of female employees shall be implemented in accordance with the "Yi* City Rural Credit Cooperative Labor Management Measures".

Article 22: Units and individuals that engage in fraudulent activities such as false reporting or false reporting to obtain annual salary income during the implementation of graded annual salaries will be disqualified from implementing graded annual salaries for that year, and the annual salary already paid will be recovered. and hold relevant personnel accountable.

Article 23 These Measures shall be implemented after discussion and approval by the Workers’ Congress of the Associated Press. The right to amend and interpret lies with the Municipal Associated Press Evaluation Committee. The "Measures", "Rules" and "Regulations" related to these Measures Plans are all part of this Measures. If there is any conflict with the regulations of the superior management department during the implementation process, corresponding adjustments will be made according to the regulations of the superior management department.

Article 24 Each unit may formulate internal assessment implementation details based on actual conditions and submit them to the Associated Press for approval before implementation without violating the total annual salary assessment. ;