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How to develop employee performance appraisal program

I. Appraisal content

1. Quality performance: through the employee's daily work performance and behavior, to examine their sense of responsibility and work attitude;

2. Project performance: mainly with reference to the monthly work plan of each department and based on the work objectives of the appraisal;

3. Attendance appraisal: through the employee's attendance appraisal;

4. Incentive assessment: through the employee's performance and handling of special events in the assessment cycle for assessment.

Second, the assessment cycle

The monthly assessment cycle, monthly assessment, the end of the year for a comprehensive assessment; new employees on probation for the probationary period of assessment, the implementation of this assessment after the transition.

Three, the establishment of the pay system

Do a good job of performance appraisal is the basis for the establishment of a basic pay system, including the company's grade level, as well as with the grade level corresponding to the level of pay. Many companies have not established a pay system corresponding to the grade level, salary determination is also relatively arbitrary, basically by the management or the boss according to the interview to determine the salary of new employees. In the end, to establish a salary system only to find that the enterprise's salary system in a mess.

Expanded:

. p>Performance examination (performance examine), is a part of the enterprise performance management, refers to the main body of the assessment against the work objectives and performance standards, the use of scientific methods of assessment, assessment of the completion of the employee's work, the degree of fulfillment of the employee's work responsibilities and the development of employees, and will assess the results of the process of feedback to the employee. Common performance appraisal methods include BSC, KPI and 360-degree assessment. Performance appraisal is a systematic project. Performance appraisal is a means of performance management process.
Principles:
1, the principle of fairness
Fairness is the prerequisite for the establishment and implementation of personnel performance appraisal system. Without fairness, it is impossible to play the role of performance appraisal should be.
2, the principle of rigor
Performance appraisal is not rigorous, it will be a formality, a sham. Performance appraisal is not strict, not only can not fully reflect the real situation of the staff, but also produce negative consequences. The rigor of performance appraisal includes: there should be a clear standard of appraisal; there should be a serious attitude of appraisal; there should be a strict appraisal system with scientific and strict procedures and methods.
3, the principle of single-head appraisal
The appraisal of employees at all levels, must be assessed by the "direct superior". Direct superiors are relatively the most knowledgeable about the actual performance of the appraisee (performance, ability, adaptability), but also the most likely to reflect the real situation. Indirect superiors (i.e., superiors of superiors) should not make unauthorized changes to the appraisal comments made by their direct superiors. This does not preclude the role of the indirect superior in adjusting and correcting the results of the appraisal. The single-head appraisal makes it clear where the responsibility for the appraisal lies, and makes the appraisal system consistent with the organizational chain of command, which is more conducive to strengthening the command function of the operating organization.
4, the results of the principle of openness
The conclusion of the performance appraisal should be open to the public, which is to ensure that the performance of the important means of democracy. To do so, on the one hand, can be assessed to understand their own strengths and weaknesses, strengths and weaknesses, so that the appraisal of good performance, continue to maintain the advanced; can also make the appraisal of bad performance of the people's hearts and minds, and rise to the occasion. On the other hand, it also helps to prevent the possible bias in the performance appraisal as well as all kinds of errors, in order to ensure that the appraisal is fair and reasonable.
5, combined with the principle of reward and punishment
Based on the results of the performance appraisal, should be based on the size of the work, good or bad, there are rewards and penalties, there are up and down, and this reward and punishment, up and down is not only linked to the spiritual incentives. And must also be linked to material interests through wages, bonuses, etc., so as to achieve the real purpose of performance appraisal.
Reference:

Baidu Encyclopedia - Performance Appraisal p>Baidu Encyclopedia-Performance Appraisal

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