How to write the year-end performance appraisal for engineers and technicians?

Conduct performance appraisal 100

Tags: Performance, Evaluation, Work

Employee self-evaluation

Work performance

Need improvement

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Uncle, I am an employee, not a boss. 2008- 12-0 1 20:43

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Importance of performance appraisal

Generally speaking, the importance of performance evaluation is mainly reflected in three aspects.

Affect the productivity and competitiveness of the organization. The influence of employee performance on the productivity and competitiveness of an organization is very important. Job performance can be measured from the following three aspects: work results, actions at work and work attitude.

As an indicator of personnel decision-making. Performance evaluation is an important reference index when making personnel decisions, such as promotion and dismissal, job transfer, salary increase and reduction, etc., all of which involve performance evaluation.

It is helpful for better staff management.

1, evaluate the employee's work performance:

(1) Performance measurement. Performance level reflects the individual's contribution to the organization, which provides a basis for personnel decisions such as appointment, dismissal and promotion.

(2) compensation. According to the evaluation of work performance, how much salary and bonus can be decided, and reasonable and equal compensation can be made for the labor they have paid.

(3) incentives. This is the companion of an effective evaluation system. As long as the evaluation is reasonable and the rewards and punishments are clear, it will naturally have an incentive effect.

2. Help employees develop:

(1) Strengthen the self-management of employees. Because performance evaluation strengthens the clear job requirements for employees, it makes employees feel more responsible and knows what they should do to better meet expectations.

(2) Explore the potential of employees. By evaluating the potential of employees, they can be transferred to more challenging or more potential jobs, and unexpected results may be achieved.

(3) To achieve better communication between employees and superiors. Performance evaluation provides an opportunity for communication between superiors and subordinates, which helps superiors to better understand the ideas of subordinates and subordinates to better understand the expectations of superiors for his work. Such a communication process can promote more consistent goals and tacit cooperation between superiors and subordinates.

(4) Improve employees' work performance. Through performance evaluation, employees can make clear their achievements and shortcomings in their work, which can encourage them to play their strengths in future work, strive to improve their shortcomings, and further improve their overall work performance.

The standards of performance evaluation include absolute standards, relative standards and objective standards, each of which may have very detailed requirements, but there are only two general principles to measure performance: (1) whether to maximize the work results; (2) Whether it helps to improve organizational efficiency. For example, evaluate the work of a bank loan officer. The behavior standard of this work may include "preparing all kinds of credit documents for customers in time", and from the perspective of work results, the performance standard may be: "lending 5 million yuan of low-risk loans every month". Compared with these two standards, it is obviously the latter that is really important. If the loan officer can lend 5 million yuan of low-risk loans every month, his work will still be appreciated by his superiors. If the loan officer can "prepare all kinds of credit documents for customers in time" every time and fail to meet the requirements of work results, his work is still unsatisfactory.

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First, the purpose of assessment

In order to further improve the company's distribution management system, strengthen the company's employees' sense of responsibility and achievement, and use this evaluation method to guide, help, restrain and motivate the employees, so as to truly realize the distribution principle that income depends on contribution.

Second, the scope of application

These Measures are applicable to all employees who sign labor contracts with the Company. Holding and shareholding companies' subordinate enterprises, affiliated enterprises or companies shall be implemented by reference.

Third, the assessment basis and content

The assessment is based on employees' positions, and * * * is divided into five categories: managers, engineers and technicians, basic production personnel, auxiliary production personnel and service personnel. The secondary salary management committee of each department is responsible for the specific assessment methods of this department, and the company salary management committee is responsible for supervision and management. Each department can formulate corresponding assessment rules and implement them according to the specific conditions of the unit.

On the basis of job responsibilities, managers should carefully check the workload of each post, specifically the score of each job, and implement quantitative assessment from the aspects of work objectives, quality, methods, progress, feedback, innovation, implementation, decision-making, adaptability, integrity, solidarity and mutual assistance, and sense of responsibility.

For engineering and technical personnel, according to technical projects, the workload is verified by factors such as the leading degree of technology, difficulty, completion time, and completion of sanctions, and quantitative standards that are easy to operate are formulated, quantitative scores are quantified, and assessment is carried out.

The quantitative assessment of basic production personnel is based on the working hours quota, quality, material consumption, safety and labor discipline of each post, and combined with assessment elements.

The quantitative assessment of auxiliary production personnel is mainly based on work tasks, quality, material consumption, safety and labor discipline, and combined with assessment elements. The quantitative assessment of service personnel should be based on the job objectives and responsibilities, and combined with assessment elements in terms of work tasks, quality, integrity, unity and mutual assistance, and sense of responsibility.

The implementation of employee assessment must correspond to the position I am engaged in. It is strictly forbidden for employees to engage in low-level jobs with post remuneration. Anyone who finds this violation will be punished by the department and employees.

Fourth, assessment management

(A) the comprehensive assessment of individual monthly performance

1.The monthly assessment is based on the appraiser's work plan completion, work quality, work attitude, work cooperation and other four aspects, sixteen assessment elements and other factors. The assessment indicators should be as reasonable as possible, easy to operate, and the assessment should be objective, true, fair and open.

2. The individual assessment shall be organized by the unit (department) to which it belongs, and the assessment results shall be reported to the Personnel and Labor Department of the company, and shall be posted in the unit (department) after confirmation.

3. When the personal assessment score is less than 50, M3=0, that is, the post performance salary is zero.

4. The post performance salary is paid on a monthly basis, and the unit (department) conducts secondary distribution according to the individual assessment results, and the balance is used as the reward fund of the unit (department).

5. When assessing basic production workers, if the number of working hours completed in the current month exceeds the quota, each unit (department) may formulate corresponding reward regulations.

(2) Monthly comprehensive assessment of units (departments)

1.The comprehensive monthly assessment of units (parts) shall be instructed by the comprehensive management department of the company to formulate specific assessment rules and be responsible for their implementation.

2. The comprehensive assessment score of branch management project is 100, including 40 points for production management, 30 points for cost management, 0/5 points for quality management and 0/5 points for quality control.

3. The full score of comprehensive assessment of departmental management projects is 100. Among them, the branch factory will assess the relevant work style 20 points, the management cost 30 points, the work efficiency 20 points and the quality system (work quality) 30 points.

4. The comprehensive management department is responsible for the review and confirmation of the assessment, and the personnel and labor department is responsible for calculating the amount, and the finance department is responsible for issuing it.

5. When the comprehensive assessment score of the unit (department) is less than 60, N2=0, that is, the post performance salary of all personnel in the unit is zero.

V. Assessment and salary adjustment management

(1) Employees shall implement the system of assessment and promotion, which shall be adjusted once a year. See the Annual Assessment System for Employees of the Company for the assessment methods and standards.

(two) according to the principle of competition for posts and contribution for income, the system of promotion, demotion and elimination at the end of the examination shall be implemented.

(3) Employees with "excellent" year-end assessment results can be promoted to a salary in this position.

(4) Employees who have been assessed as "good" for two consecutive years can be promoted to a salary in this position.

(5) Employees whose assessment results are "average" for two consecutive years or "poor" at the end of this year will be reduced by one grade in their posts.

(six) for employees who have reached the highest salary of the post, they will not be promoted during the annual assessment.

(VII) Employees whose year-end assessment results are "poor" and are eliminated at the end of this year shall be implemented according to the relevant regulations of the company.

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