How to write the performance appraisal plan?

This problem is bigger. Different industries and enterprises have different requirements. The first performance is different from the second performance, and the performance of enterprises at different stages of development is also different, so the key lies in the way of thinking. I'll give you a detailed explanation here.

Generally speaking, a good performance appraisal scheme includes the following parts:

I. Purpose

The purpose is why to do performance, and what is the motivation for doing performance. The purpose can be multidimensional, but not too empty! For example, in order to reasonably evaluate everyone's post contribution value, to achieve organizational management goals, to decode strategies, to allow managers to flexibly use performance management tools, or to solve problems left over from the previous performance cycle.

Different purposes determine the strategy and focus of your next writing plan!

Second, the goal.

In order to achieve the purpose of different dimensions, you can set multiple goals, and the goals should conform to the Smart principle! For example, how to realize strategic decoding can be divided into several stages: 1, clear strategic map 2, pragmatic strategic propaganda and communication 3, and operational strategic action strategy.

Third, the performance work plan

Make a specific performance work plan around the goal, and the work plan must match the action strategy and resource budget! There must be a clear task schedule! Action strategy means that your steps and methods to achieve your goals must be measurable and can be designed with OKR tools! Resources and budget are the core and foundation of performance management. Without resources and budget, no matter how good the performance plan is, it is no use!

Fourth, the design of performance rules.

Performance rules include: Who is the subject of performance appraisal? How to clarify responsibilities and rights? Assessment cycle, assessment process (PDCA), assessment scoring rules, assessment content and index design, application of assessment results and so on!

Verb (abbreviation for verb) performance monitoring plan

This is the core and the key point. Generally, there are several points to consider: 1. What are the benefits of performance management for managers? How to achieve them is more acceptable. 2. How to solve the problems that may occur in the actual implementation process? For example, it is difficult to reach an agreement on goals, managers have objections to assessment rules, and the statistical caliber of performance data is inconsistent. We should consider the solution in advance. 3. Performance management plan. For unknown problems, there must be solutions and processes! For example, at the performance publicity meeting, some department leaders have selfish departmentalism. Should we continue to argue at the meeting or have a process to solve similar problems?

VI. Performance improvement and enhancement

This is relative to the second performance, we should compare the first performance, and what problems need to be improved and improved, that is, we should review and improve our performance! Remember to have data and arguments to verify! Sometimes it is necessary to refer to industry data and learn from peer experience!

Seven. additional

1, Work Plan List

2. Draft process of performance evaluation system

3. Performance diagnosis or review analysis report

The above is just the basic logical framework. The actual operation should be based on the actual situation of the enterprise. The most important thing is to communicate with the boss more, make clear the goals and objectives, and then write the plan!