Article 1 In order to implement the responsibility of state-owned assets management, promote the improvement of enterprise management level, objectively and accurately evaluate the work performance of departments and employees, and mobilize and give full play to the work enthusiasm and initiative of enterprise employees, these measures are formulated in accordance with the Group's Measures for Performance Appraisal of All Employees and combined with the actual situation of the company.
The second important significance
The core of fully implementing the performance appraisal of all employees is to implement the general target management and the general responsibility management, which is an important measure to improve the performance appraisal system, and is the institutional guarantee that the responsibility is implemented in every department, the pressure is transmitted to every post, and the rewards and punishments cover every employee. The purpose is to introduce management by objectives, standardize operation procedures, effectively implement control and ensure the realization of strategic objectives of enterprises.
Article 3 Evaluation principle
(1) Adhere to the principles of fairness, impartiality and openness.
(two) adhere to the principle of unified leadership and graded responsibility.
(three) adhere to the principle of full coverage and the unity of responsibility and rights.
(four) adhere to the principle of enterprise management oriented evaluation work.
Article 4 These Measures shall apply to the company headquarters and its subordinate (holding) companies.
Second, the management organization and responsibilities
Article 5 Management institutions
In order to strengthen the performance appraisal management of all employees and promote the orderly development of performance appraisal management at all levels, the company established a leading group for performance appraisal of all employees:
Team leader: chairman of the company.
Deputy Head: General Manager of the Company
Member: Deputy General Manager and Chief Financial Officer of the Company.
The company's leading group for performance appraisal of all employees has an office, which is subordinate to the Party-masses Work Department, and is the specific organization and executive body of the appraisal work. Its members are:
Office director: the leader in charge of personnel assessment.
Deputy Director of the Office: Director of Party-mass Work Department.
Member: Human Resource Manager-Manager of Party-Mass Work Department.
Article 6 Duties
(1) Responsibilities of the leading group:
1. Be responsible for reviewing the formulation, revision and release of performance appraisal management measures for all employees of the company and related important systems;
2. Be responsible for the examination and approval of the performance appraisal scheme of the deputy leaders of the company, the middle managers of the department and the heads of subsidiary (holding) companies, and the comprehensive evaluation and release of the appraisal results;
3. Responsible for the final handling of employee assessment complaints.
(two) the leading group office responsibilities:
1. Train and guide the work of performance appraisal management;
2. Supervise and inspect the evaluation process;
3. With the cooperation of various departments, be specifically responsible for the summary and statistics of the assessment data of the middle-level managers of the department and the heads of subsidiary (holding) companies, complete the preliminary examination and approval, and put forward suggestions on rewards and punishments;
4. Responsible for the feedback of the assessment results of the middle managers of this department and the heads of branches (holding companies);
5. Coordinate and handle the specific work of the responsible persons of functional departments, employees and the responsible persons of branches (holding companies) on the assessment of complaints;
6. Summarize statistical assessment results and establish assessment files as the basis for salary adjustment, job promotion, job training, rewards and punishments, etc.
(three) the responsibilities of the person in charge of the functional departments of this department:
1. Responsible for the appraisal management of employees in this department. Including formulating detailed rules for the implementation of the assessment, defining the assessment scoring method, establishing employee assessment files, and being responsible for the assessment complaints of employees in this department;
2. Provide information collection, participate in assessment and scoring, and put forward suggestions on assessment, rewards and punishments for the performance assessment of the heads of branches (holding companies) within the functional scope of this department;
3. Participate in the assessment and scoring of the company's deputy leaders.
(4) Responsibilities of the person in charge of the branch (holding company):
1. Be responsible for the overall organization, supervision and management of the performance appraisal of all employees in this unit with reference to the relevant management measures of the company. Including the formulation, organization and implementation, assessment and complaints of the employee assessment management measures of this unit.
2. Participate in the assessment and scoring of the company's deputy leaders.
Third, employee assessment management.
(A) the company team deputy assessment management
Article 7 Evaluation indicators
The deputy of the leading group is mainly carried out from five dimensions: key performance, quality and ability, party style and clean government, management cooperation and diligent work.
1. Key performance: At the beginning of each year, according to the Performance Appraisal Target of Responsible Person issued by the Group and the performance appraisal management measures of the company, the key work of deputy leaders is decomposed and clarified. At the end of the year, according to the completion of various tasks, other members of the assessment leading group will be assessed and scored with a weight of 60%;
2. Quality and ability: mainly reflect the comprehensive quality and ability of deputy leaders during the assessment period. Specifically, it includes management learning ability, communication and coordination ability, analysis and decision-making ability, plan execution ability and so on. , by other members of the assessment leading group, in charge of the leadership of the department, branch (holding company) responsible for the assessment score, the weight of 65,438+00%;
3. Party style and clean government: it mainly reflects the performance of ideological and moral cultivation, honest practice and party building work. , by other members of the assessment leading group, the head office and the branch secretaries of all (holding) companies, with a weight of 65,438+00%;
4. Management cooperation: mainly reflected in work distribution, staff development, cooperation and cooperation among team members. Other members of the assessment leading group, heads of departments and functional departments, and heads of subsidiary (holding) companies will be assessed and scored with a weight of10%;
5. Diligence: It mainly refers to diligence and hard work, which is assessed and scored by other members of the assessment leading group, heads of functional departments of departments and principals of subsidiaries (holding companies), with a weight of 65,438+00%.
Article 8 Evaluation Methods
In order to comprehensively and objectively reflect the performance of deputy leaders, a 360-degree assessment method is adopted, that is, the main leaders of the company, deputy members of other teams and heads of functional departments, the main heads of branches (holding companies) and other relevant personnel participate in the assessment and scoring.
Article 9 Assessment cycle: The assessment of business performance takes one year as the cycle.
Article 10 Assessment procedure: The Party-mass Work Department of the Company is responsible for collecting relevant assessment information, organizing relevant personnel to make initial assessment and scoring, summarizing statistics, and putting forward suggestions on assessment rewards and punishments; Submit it to the assessment leading group for comprehensive examination and approval (the assessed leader does not participate in the examination and approval of his own assessment results), and the leader of the assessment leading group will feed back the final assessment results to the assessed deputy leader.
Article 11 Application of assessment results and complaints: the assessment results should be objective and fair, reflecting the differences in labor achievements, and the annual reward performance of deputy leaders should be appropriately widened. If there is any objection to the assessment process or results, the leader of the performance assessment leading group shall be responsible for handling the assessment complaints.
(two) to assess and manage the heads of functional departments of ministries and agencies.
Article 12 Evaluation methods
The performance appraisal of the heads of functional departments adopts the method of combining quarterly assessment with annual assessment.
Thirteenth quarterly assessment. Mainly according to the quarterly key work completion of the department, the Party-masses Work Department will conduct assessment and score, and report to the assessment leading group for approval and implementation.
Article 14 Annual evaluation
The annual assessment indicators of functional department heads of this department are divided into: performance appraisal, management cooperation and diligent and honest administration.
1. Performance appraisal: The performance appraisal of the heads of functional departments of ministries and agencies is mainly based on the Administrative Measures for Performance Target Appraisal of Government Departments (Yu Sanxiafa [2065438+065438+0] No.97). At the beginning of each year, the company issues annual key tasks for all departments, and defines key work items and completion requirements as the main criteria for year-end performance appraisal. At the beginning of the following year, the Party-masses Work Department made statistics on the assessment information, made a preliminary assessment score, and reported it to the assessment leading group for approval and implementation, with a weight of 70%;
2. Management cooperation: reflecting the performance of management ability, work distribution and inter-departmental cooperation. Through the annual debriefing of functional department heads and the evaluation of people and things, the weight is 20%;
3. Diligence and honesty: mainly refers to the construction of a clean and honest party style, diligent work, and law-abiding. The assessment leading group is responsible for assessment and scoring, with a weight of10%;
Article 15 Application of evaluation results. The assessment score of the person in charge of the functional department is directly linked to my job promotion and annual bonus distribution. The percentage of assessment scores is used as the distribution coefficient of my annual bonus, and the gap is appropriately widened.
Article 16 Evaluate complaints. If the person in charge of the functional department disagrees with the assessment process and results, he can appeal to the assessment leading group office within 10 working days after the assessment results are issued. Unable to coordinate, the assessment leading group office reported to the assessment leading group.
(3) the assessment and management of the person in charge of the branch (holding company)
Seventeenth of the subsidiary (holding company) the main person in charge of the business performance assessment, based on the annual assessment cycle as the main basis, with quality and ability, management cooperation, party style and clean government, diligent work and other indicators, the implementation of 360-degree assessment.
1. Performance target: At the beginning of each year, the performance target of the responsible person of each subsidiary (holding company) shall be defined according to the Performance Appraisal Target of the Responsible Person of each subsidiary (holding company) and the Company Performance Appraisal Management Measures. At the end of the year, according to the completion of various tasks, the Party-Mass Work Department is responsible for collecting information and reporting it to the company's assessment leading group for assessment and scoring, with a weight of 60%;
2. Quality and ability: it mainly reflects the comprehensive quality and ability of the person in charge of the branch (holding company) during the assessment period. It is composed of functional department heads of the department and other team members of the branch (holding company), with the weight of10%;
3. Management cooperation: mainly reflected in work distribution, staff development, cooperation and cooperation among team members. It is composed of functional department heads of the department and other team members of the branch (holding company), with the weight of10%;
4. Party style and clean government: it mainly reflects the performance of ideological and moral cultivation, honest practice and party building work. , assessed and scored by other team members and middle managers of each branch (holding company), with a weight of 65,438+00%. , weight10%;
5. Diligence: it mainly refers to diligence and hard work, which is assessed and scored by other team members and middle managers of each branch (holding company) with a weight of 65,438+00%.
Article 18 The performance appraisal of the deputy, middle-level managers and other employees of the branch (holding company) shall be formulated by the branch (holding company) itself and reported to the company for the record.
(D) Department staff assessment management
Article 19 For the performance appraisal of employees in this department, each functional department is responsible for formulating detailed rules for the implementation of the appraisal, defining the appraisal scoring method and establishing employee appraisal files. Take a combination of monthly assessment, quarterly assessment and year-end assessment.
Fourth, supervision and inspection.
Article 20 supervision and inspection. The office of the leading group for performance appraisal of all staff will supervise and inspect the performance appraisal management of all departments and subsidiaries (holding companies) from time to time, at least twice a year, to ensure that the appraisal management of personnel at all levels is legal, compliant, objective and fair, and to correct, guide and punish violations during inspection.
Verb (abbreviation for verb) evaluates feedback.
Article 21 Evaluation feedback. The performance appraisal of personnel at all levels must feed back the appraisal results to each appraisee within five working days after the announcement of the appraisal results, communicate with the appraisee at the same time, listen to the opinions and suggestions of the appraisee, seek the direction of improvement, and reach an agreement on the work objectives for the next stage.
Article 22 information disclosure.
(a) the performance appraisal management measures and related systems at all levels shall be made public to the employees of the unit, so as to ensure that the assessed at all levels are fully aware of the relevant working institutions, assessment methods, operation methods and other provisions;
(2) The performance appraisal results of personnel at all levels must be made public within a certain range, to ensure compliance, to accept questions from relevant personnel, and to let the assessed know their position and gap among the assessed at the same level.
Supplementary clause of intransitive verbs
Article 23 These Measures shall be implemented as of the date of issuance, and the Party-Mass Work Department of the Company shall be responsible for the interpretation. The outstanding matters shall be decided by the performance appraisal leading group of all employees of the Company.
Highlights of articles related to the detailed rules for the implementation of performance appraisal:
★ Detailed implementation rules
★ 20 17 implementation plan for performance appraisal of public institutions
★ 20 17 performance appraisal scheme for government agencies and units
★ Detailed Rules for Performance Appraisal of Jiangsu Procuratorial Organs in Handling Cases
★ Implementation plan for employee year-end performance appraisal
★ Notice of performance appraisal results
★ Summary of performance appraisal of government departments in 2065438+06
★ Model performance salary system
★ Speech at the performance appraisal work conference
Taken the medical staff assessment rules (2)