(Draft for Comment)

In order to facilitate the assessment of the work performance and status of business personnel, fully mobilize the enthusiasm of business personnel and ensure the smooth realization of the company's work objectives, the management measures are formulated as follows:

First, the main content of the assessment is changed from simple sales performance assessment to performance assessment, and the assessment content is quantified and given a score, so as to fully grasp the work situation of business personnel and obtain valuable market information from it. Details are as follows:

1, sales evaluation:

A. The sales volume in this period is () units, accounting for ()% of the tasks in that month. Whether the sales target of this period is achieved () and whether it meets the schedule requirements (), your target sales volume for the next assessment period is ().

B. Compared with the previous period, the sales volume in this period increased or decreased by () units, or increased or decreased by ()%.

C, the proportion of various models sold in this period is (), whether it meets the company standard ().

D. The model that is most helpful to increase sales in this period is (), and the model that is most hindered to increase sales is ().

E. The most valuable customer in this period is (), and the most hindered customer is ().

Note: If you answer "Yes" in the evaluation of sales status, add 2 points; Otherwise you won't get 0 points; If other contents are left blank, you won't get 0 points, and the total score is 16 points.

In the evaluation of sales situation, according to the prescribed scoring standard, you deserve () points.

2. Evaluation of market conditions:

A. In this issue, the market share of our drivers (keys) in the local market is () respectively, and whether it meets the standard that the company is seeking ().

B, the sales volume of several competing products you counted in this issue is ().

C. In this issue, the competing product model that you think poses the greatest threat to our distribution model is (), and the reason is ().

D. In this issue, you think our biggest competitor is () because ().

E, your key research customer in the next evaluation period is ().

Note: If the answer to the market evaluation is "Yes", 2 points will be scored; Otherwise you won't get 0 points; If the other contents are left blank, you won't get 0 points, with a total score of 9 points.

In the evaluation of market conditions, according to the prescribed scoring standard, you deserve () points.

3, work attitude and personal quality evaluation:

A. Did you provide valuable information for the company in this issue? If there are examples.

B during this period, what effective work have you done to improve and strengthen the relationship with the manufacturer's business personnel? If there are examples.

C. Can you arrange your working hours scientifically, reasonably and effectively during this period and finish the tasks assigned by your superiors on time? If there are examples.

D. In this period of work, can you develop team spirit, pay attention to cooperation with others, and put the interests of the company first? If yes, please give examples.

E. Have you read at least one meaningful book (article) in this issue? If yes, please give an example to illustrate the guiding significance for your work.

Note: Each of the above five questions will get 5 points. If the answer is no, you won't get any points. If the answer is yes, score 2 points first. If an example is cited, the evaluator can score it by himself according to the actual situation (the standard is 1-3), with a total score of 25 points.

In the evaluation of work attitude and personal quality, you deserve () according to the prescribed grading standard.

According to the above three assessment contents, your total score is (). Note: During the assessment period, if any violation of the company's labor discipline and rules and regulations (such as attendance system and regular meeting system) is recorded or punished, the total score of each person will be reduced by 2 points; If there is any violation of the company's policies and regulations, which causes great economic and reputation losses to the company, the score will be reduced by 5- 10.

During this appraisal period, you will be deducted () points for violating discipline, and your final actual score will be ().

Second, special instructions:

1. The above assessment contents can be made into forms or questionnaires, which are filled in by the assessed personnel in detail and handed over to the appraisers within 2 days after the end of each assessment period.

2. All kinds of "standards stipulated by the company" that need to be compared in the assessment can be provided by our department at the beginning of the assessment according to the situation. Such as market share standards.

3. For the above-mentioned assessment contents, the item of "comments by supervisors and department managers" can be added, and supervisors at all levels will score according to the usual work performance of business personnel, and adjust the scores of various assessment contents accordingly.

4. The assessment cycle can be set as a big cycle every month, twice a month (once every half month). After each assessment, the assessment results will be filed for future reference and published. At the end of the month or the beginning of next month, calculate the average score of the two assessment results of this month (keep 2 decimal places), and determine the assessment results according to the average score.

5. If you fail to fill in or provide false figures (information) carefully and submit them more than one day late, the assessment result will be 0.

A score above 6.45 is excellent, a score of 40-45 is good, a score of 35-40 is good, a score of 30-35 is pass, and a score below 30 is fail.

Three, the monthly assessment results can be combined with the sales performance of the month to make the following rewards and punishments for business personnel:

1. Those who meet the following conditions can be promoted from ordinary business representatives to one-star business representatives (or from one-star business representatives to two-star business representatives), at the same time, the basic salary will be increased and certain spiritual and material rewards will be given. If you are a supervisor, you can be promoted to a senior supervisor.

A, the assessment results for three consecutive months are excellent and ranked in the top three;

B, the cumulative assessment results of 6 times in one year are excellent, ranking the top 3 for 6 times.

C, for 2 consecutive months (or 3 months) the task completion rate ranked first.

2. If the assessment results of the month are excellent and rank first or the task completion rate of the month ranks first, a certain cash reward can be given directly in the month.

3, the implementation of the red and yellow card system, according to the business personnel to get the red and yellow card to give corresponding punishment.

(1) If the following conditions are met, the company may give the relevant business personnel a red card (put on record).

A. those who failed the examination in the current month;

B, the assessment results for two consecutive months ranked in the last two;

C, 6 times in the last 2 years;

D, the month task completion rate is less than 30%.

(2) Deal with the business personnel who get the red card as follows:

A, the senior supervisor is reduced to the supervisor;

B, the supervisor is reduced to two-star business personnel;

C, two-star business personnel reduced to one-star business personnel;

D, one-star business personnel reduced to ordinary business personnel;

E on-the-job training for general business personnel.

(3) If the following conditions are met, the company may give a yellow card warning (record a big demerit).

A, for 2 consecutive months, the assessment results only passed;

B, the cumulative assessment results of 6 times in one year only pass;

C. the sales volume for two consecutive months is between 30% and 50%.

(4) If you get a yellow card warning twice in a year, it is equivalent to getting a red card.

4. Focus on assessing the sales performance of business personnel, implement the gold and silver card system, and give corresponding rewards according to the gold and silver cards obtained by business personnel.

(1) Those who meet the following conditions can get a silver medal (record).

A. The task completion rate is above 90% for two consecutive months;

B, the cumulative completion rate of the three tasks within one year is above 100%;

C, the task completion rate in that month is above 120%.

(2) A silver medal can offset a yellow card.

(3) The performance calculation within one year cannot be repeated.

(4) Two silver medals can be exchanged for a gold medal.

(5) The business personnel who won the gold medal will remain in their posts, but their level can be promoted. If the two-star business personnel win the gold medal, the level can be upgraded to the supervisor level, but they still work as business personnel.

Four, the implementation of the "red Huang Ka system" and "gold and silver card system":

1, the red and yellow card system is the embodiment of the company's incentives in discipline. Business personnel should abide by the company's rules and regulations, strive to improve their overall quality as the basic requirement, and fulfill the sales task as their first duty. If they are incompetent, they will be demoted or laid off.

2. The gold and silver card system reflects the company's timely encouragement to employees, which can be realized immediately. It shows the opportunity for each employee to compete fairly and to allow mistakes and correct them-that is, the yellow card can be offset by hard work.

The above is the management measures for performance appraisal of business personnel drafted by our department (draft for comments). I hope the company leaders will criticize and correct me.