Rural commercial bank performance appraisal approach

Rural commercial bank performance appraisal methods

First, the guiding ideology

The provincial federation performance appraisal of the relevant spirit as a guide, and the municipal federation of the reform of the personnel system, the labor system, combined with the assignment of the accountant to carry out the supervision of the municipal federation of the direct assessment, and reasonably determine the community and the community, the job and the job content of the standard, the distribution gap, the establishment of "incentives, constraints and effective" distribution mechanism to promote the city's rural commercial bank and fast growing. The company's goal is to provide the best possible service to its customers by providing them with the best quality products and services in the marketplace.

Second, the basic principles

(a) the principle of content pay. According to the city's credit union performance payroll, the various business plans and other factors, to determine a unified content standard, according to which the standard calculation of the credit union actually complete the number of tasks due to performance pay. The director of the credit union and the deputy director of the credit union, according to the work duties and division of labor, its performance payroll to implement the percentage assessment.

(ii) the principle of quality and efficiency priority. The level of salary increase in each society should be compatible with the fulfillment of business targets and asset quality.

(C) the principle of risk prevention. Any case or asset loss, according to the amount of money involved in the case or the size of the loss, according to the provisions of the corresponding deduction of performance pay.

(D) the principle of staffing. At the end of the year performance appraisal checkout, the number of people who have been set up to calculate the part of the checkout per person appraisal.

(E) the principle of monthly closing. Municipal federation on a monthly basis to the completion of the business plan for the assessment of the community, in which the collection of interest on a monthly basis the full amount of performance pay, other assessment items according to the current period of accrued performance pay '70%, credit unions based on the performance of the staff assessment to the person. The year rolling settlement, year-end closing general account.

(F) the principle of meritocracy. In one of the following cases, the director and the sub-director of the director on the spot removal:

1, deposits did not complete the net increase of 50% of the plan;

2, interest income did not complete the plan of 80% or year-on-year decline;

3, non-performing loans do not decline but increase;

4, the current year maturity of the loan return rate of less than 90% of the (five-level classification).

Three, performance assessment object

Performance assessment object for all on board in the post to undertake the task of the business objectives of the staff, does not include waiting for the post, the internal retirement and administrative open stay personnel. Seconded personnel performance pay according to the credit union where the per capita performance pay to determine, by the municipal federation another increase in the total amount of wages related to the community.

Four, the composition of the wage and assessment

(a) basic salary

according to the number of fixed number of people per person per month x yuan standard (including the "three gold"), waiting for the staff to pay the cost of living x yuan.

(B) performance pay

1, 20xx city credit union performance assessment indicators for the annual net increase in average deposits, interest income, non-performing loan collection (five classification). Performance pay content standards for the average net increase in deposits of x yuan / million yuan, interest income of x yuan / million yuan (business department according to x yuan / million yuan assessment), non-performing loan recovery of x yuan / million yuan.

2, the director of the credit union, deputy director of performance pay for the implementation of the percentage assessment, the wage base for the entire community business personnel per capita performance pay.

(1) Director assessment items:

Deposit year-end net increase of 25 points, 30 points of interest collection, 25 points of non-performing loan clearance, 10 points of the return rate, 10 points of safety and other work (urban community deposit year-end net increase of 35 points, 45 points of interest collection).

(2) the deputy director in charge of credit assessment project:

35 points of interest income, 35 points of clearance, 20 points of the rate of return of maturing loans, 10 points of credit management (50 points of credit investment in the urban community, 40 points of the rate of return of maturing loans, 10 points of credit management).

(3) Deputy director in charge of deposits assessment items:

Deposits year-end net increase of 40 points, average net increase of 40 points, security and other management 20 points.

The above quantitative indicators according to the actual completion of the proportion of points, over the proportion of additional points can be counted, the maximum number of additional points does not exceed 30% of the original score; loan recovery rate of less than 99%, every difference of 0.5 percentage points deduction of 1 point. Qualitative indicators by the relevant functional departments of the Municipal Federation according to the usual assessment points.

V. Determination of wage coefficients

The base of the wage coefficient of the director of the credit union is 1.8, according to the results of the percentage of the assessment of the assessment of the up and down range of [1.3, 2.1]; the base of the coefficient of the deputy director of the 1.5, after the assessment of the up and down range of [1.1, 1.7], and the wage coefficients of the other personnel by the society according to the situation to determine their own. The other personnel salary coefficients are determined by each society according to the situation.

Six, performance pay deduction project

(a) the year due to the loan recovery rate of less than 99%, according to the absolute amount of the standard 10% deduction of total performance pay.

(ii) costs over the plan, over the proportion of the part, the full deduction of credit union director performance pay.

VII, special instructions and provisions

(a) City Federation at the end of the year will be based on the average net increase in deposits ten days x yuan / million yuan, interest income x yuan / million yuan of the standard increase in the total amount of costs of each society, as the organization of deposits, increase interest income of the special public relations costs.

(b) Each society should distinguish between different positions, the establishment of individual performance accounts, detailed registration of employees personal deposit collection, loan collection, interest collection performance, as the basis for the calculation of performance pay.

(3) credit union director, deputy director of the organization of the public and large deposits, the collection of large loan interest and large non-performing loans is a public **** performance, the corresponding performance of the salary should be distributed proportionally.

(d) If the total amount of performance pay calculated in accordance with this method is lower than the total amount of wages approved by the provincial federation, the total amount of wages approved by the provincial federation shall prevail, and the corresponding increase in the total amount of performance pay for each society; and vice versa, the corresponding reduction in the total amount of performance pay for each society.

Eight, the organization and implementation

This assessment is organized by the municipal federation of the Department of Finance and Statistics, the municipal federation of the audit brigade is responsible for the completion of the business plan of the community to conduct an audit and assessment and calculate the annual entitlement to performance-based pay, the Department of Finance and Statistics notification of the payroll.

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