Performance Appraisal Program Sample (General 6)

In order to ensure that things or work safely and smoothly, often have to be based on the specific circumstances of the pre-formulated program, the program is from the purpose, requirements, ways, methods, progress and other aspects of the arrangement of the written plan. So what kind of program is good? The following is my carefully organized performance appraisal program sample (General 6), welcome to read, I hope you can enjoy.

Performance Appraisal Program 1

I. Purpose of the assessment:

To improve the quality, competence and work enthusiasm of the cafeteria staff through effective performance appraisal mechanism. Promote communication and exchange between managers and staff, and form an atmosphere of openness, active participation and active communication within the school to enhance team cohesion.

Second, the assessment of the week period

Monthly assessment: the performance of the month's assessment, the assessment of the time before the 5th of the next month, postponed in case of holidays.

Final assessment: 50% of the mean value of the average score of the monthly assessment of each item in the semester and 50% of the total assessment results at the end of the total, the assessment time for the first day of the completion of the unified examination of students in each semester.

The main assessment indicators

The performance assessment indicators of the cafeteria staff are shown in the "Regulations for the Implementation of Cafeteria Personnel Performance Assessment".

Fourth, the use of assessment results

1, the monthly assessment results

to 100 points as a standard, and 50% of the average of the assessment results into the final assessment

2, the final assessment results

The final assessment results by the 50% of the average of the results of the assessment of the month and the final assessment results of 50% of the assessment results and will be assessed in the final The results of 50% of the results and its results as the cafeteria staff promotion, year-end bonuses issued as an important basis.

Fifth, the assessment of complaints

cafeteria personnel have objections to the monthly performance appraisal, can be appealed to the assessment of the leading group, the assessment of the leading group will be received within three working days to respond to the complaint.

Performance appraisal program 2

In order to enhance the management level of the hotel, fully mobilize the enthusiasm and initiative of the staff of the Department of Food and Beverage, and constantly improve the quality of service of the staff and the overall performance level of the enterprise, combined with the actual situation of the hotel, the development of this approach.

First, the wage structure

Catering Department employees wages = basic salary + legal holidays wages + performance pay

Second, the basic wage

Catering Department employees basic salary of 200 yuan per month.

Third, statutory holiday wages

Statutory holiday wages = the number of days of statutory holidays in the month × 50 yuan / day, the shortfall in performance pay to supplement.

Fourth, performance pay

1, performance pay for the implementation of the monthly assessment, employee performance pay and the month's food and beverage revenues as well as the completion of the work of the department is closely linked.

Performance pay = performance pay base × performance pay coefficient × performance appraisal score

2, performance pay base

Catering Department foreman monthly performance pay base of 1300 yuan / month, the intern monthly performance pay base of 600 yuan / month, other waiters monthly performance pay base of 1100 yuan / month.

3, performance pay coefficients

The hotel according to the month's total food and beverage revenue (after deducting the amount of banquets, Zhang Jinhai, Liu Song consumption), the catering department staff performance level is divided into A, B, C, D, E five levels, corresponding to the performance pay coefficients are as follows:

4, performance appraisal scores

The hotel based on the catering department of the work of the assessment and evaluation. At the end of each month to give the score of the month, the total score is 1 point, can be appropriate to give awards.

performance appraisal program 3

A performance appraisal system principles

1, consistency: within a period of continuous time, the assessment of the content and standards can not have a big change, at least should be maintained within 1 year assessment of the ` method of consistency.

2, objectivity: assessment should objectively reflect the actual situation of employees, to avoid errors due to the halo effect, newness, bias and so on.

3, fairness: the same performance appraisal standards for employees in the same position.

4, openness: employees should know their own detailed assessment results

Second, the content of the performance appraisal system

1, the important task: the important work completed in the quarter, the assessment of the work of no more than x, by the task set up for the assessment.

2, job work: job duties described in the job content, by the direct superior to carry out the assessment.

3, work attitude: refers to the spirit of collaboration within the job, positive attitude, etc.. By colleagues within the department or the person being served for assessment.

Third, the performance appraisal system procedures

1, the employee's immediate superior for the employee's appraisal of the person in charge of the specific implementation of the performance appraisal process.

2, the staff of the "job work" and "work attitude" part of the self-assessment, self-assessment is not included in the total score.

3, the direct superior is generally responsible for the evaluation of the employee.

4. At the end of the evaluation, the person in charge of the evaluation must communicate with the employee individually.

5, the specific appraisal steps in the evaluation of each position in the implementation details of the specific provisions of the appraisal.

Performance Appraisal Program 4

In order to improve the driver's work enthusiasm and initiative, reflecting the principle of more work, more pay, according to the distribution of labor. At the same time regulate the driver's work behavior, combined with the actual situation of the company's operations, specially formulated this performance appraisal program:

First, the wage composition

1, bus driver

Monthly basic salary + monthly overtime pick-up and delivery of employees to and from the number of times the subsidy + drive a small car kilometers of subsidies + 100 yuan (safety incentives) × assessment Project rules score percentage

2, small car driver

Monthly basic salary + vehicle driving kilometer subsidies + 100 yuan (safety incentives) × assessment of the project rules score percentage

Second, the relevant provisions

1, bus driver overtime in accordance with the number of times to pick up and drop off employees round-trip, every Overtime car round trip a subsidy of 12 yuan, normal work pick up and drop off employees do not count subsidies;

2, kilometers calculated according to the 0.2 yuan / kilometer, bus driver motorized adjustments to drive a small car, counting kilometers in accordance with this standard.

3, monthly vehicle kilometers and the actual amount of fuel consumption accounting, if the fuel consumption standard anomalies, will be based on the severity of the problem to be punished;

4, safety incentives, that is, when the monthly safety accidents for zero, if there is one or more safety accidents, the incentives canceled.

Performance appraisal program 5

I. Purpose:

Enhance the overall management level of the team and the end of the period results; the team members of the performance of the work of the objective, fair evaluation, strengthen the team's sense of responsibility and goal-oriented, to promote the team members to continue to improve and enhance the ability to learn, work efficiency; and ultimately, become a goal of the team of excellence.

Second, the scope:

Houde team all personnel

Third, the content of the assessment:

Each team member of the base score of 100 points, according to the team members throughout the semester's performance, respectively, from the team building and conflicts, attendance, classroom performance, activities and assignments in four aspects of the following rules:

The team members of the team, the team members of the team, and the team members of the team, and the team members of the team.

1. Attendance and performance in each class.

2, the quality of homework completed after each class

3, the enthusiasm of each member to participate in the activities

4. Assessment of performance:

1, the performance assessment scoring criteria to be adopted by the entire membership to take effect;

2, Need to supervisors, vice captains and captains to do a good job of attendance, published once a week in the team;

3, members of the public announcement of the results of the dissenting views of the team within three days from the date of the announcement of the complaint; supervisors in the receipt of the complaint, should be with the captains, vice captains *** with the same discussion, within 1 working day to respond to the case of the supervisors, captains and vice captains can not correctly fulfill the duties, according to the performance appraisal scoring criteria to implement the appropriate measures.

Performance appraisal program 6

Appraisal objectives:

In order to motivate the majority of health care workers to work enthusiastically, follow the patient-centered, hospital interests as the goal of the purpose of reflecting the distribution of fairness, the principle of more work, more pay, and promote the harmonious development of doctor-patient relations.

Appraisal organization and division of responsibilities:

I. Appraisal group:

Group leader, deputy leader, office

Members: hospital office, medical department, nursing department, hospital office, financial department, general affairs department and the clinical medical department director, head of nurses.

Second, the responsibility:

Administrative implementation:

led by the dean, in conjunction with the vice president, the office of the departmental section of the assessment, organized by the office;

Medical quality:

Mainly by the dean of the business, in conjunction with the medical section, the Department of Nursing organization assessment;

Financial indicators:

Assessed by the business dean in conjunction with the Medical Department, Nursing Department, and Finance Department, and organized by the Finance Department;

Department management:

Assessed mainly by the business dean, Medical Department, Nursing Department, and the hospital office, and organized by the Medical Department;

Patient satisfaction:

Assessed mainly by the Medical Department, Nursing Department, and the hospital office, and organized by the hospital office.

Continuing education:

Mainly assessed by the hospital office, medical department, nursing department and other departmental sections, organized by the medical department.

Appraisal based on:

Relevant regulations of the national government; hospital management systems and the spirit of the meeting; job duties and workflow of each department; the responsibility of each department's goals and targets of business tasks.

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