Human resources department management system template collection

Chapter 18 Performance Appraisal Management (2)
D will not be upgraded and will be issued based on the bonus factor of 08
E is downgraded by 1 level or dismissed according to the bonus factor of 05
Remarks
① The range of rewards and punishments for the assessment should be modified and changed at any time depending on the specific situation.

② Those who have been listed as E grade for two consecutive annual assessments shall terminate their employment relationship.

No.13 Approval of powers and responsibilities.

The responsibilities of employee appraisal and verification are as follows:
(1) Personnel at the departmental, factory, and department levels who are directly responsible to the general manager will not be assessed.

(2) The initial review of employees and management personnel shall be in the charge of their direct supervisors, and the review shall be in the charge of department, factory, office or department managers. After review, the review results shall be blindly sent to the management unit and submitted to the general manager for final review.

No.14 Other matters:

(1) After the end of the probationary period for new recruits, or after the end of the probationary period for in-service employees who are transferred to other positions, their department heads should fill in the "Expiration Evaluation Form for Probationary Period" and send it to the management department for review. Reference.

(2) The assessment of employees is supervised and reviewed by the Human Resources Department to ensure fairness and impartiality.

(3) The evaluation personnel shall conduct the evaluation in accordance with the principle of fairness and fairness, and shall not leak or favoritism, and offenders shall be punished.

(4) The "Employee Evaluation Form" is kept confidential by the Human Resources Department, and other personnel except the general manager and the head of the management department have no right to consult it.

by-laws
No.15 The right to interpret this management method belongs to the Human Resources Department.

(Continued)
Article No.16 These administrative measures shall come into force on the date of promulgation.

No.17 Attachments
Attachment 1: "Employee Monthly Assessment Form" (omitted)
Attachment 2: "Employee Evaluation Form" (omitted)
Attachment 3: "Evaluation Form for Expiration of Trial Period" (omitted)
Grass-roots personnel performance appraisal management process
When an enterprise conducts the performance appraisal of grassroots personnel, the key steps are: the implementation of the appraisal standard, the interview analysis after the appraisal, and the guidance to the employees after the appraisal.

×× company performance appraisal process
Executive department file number
Approver Approval Date
General Manager, Employee Human Resources

Grassroots personnel performance appraisal management form
Among the forms for performance appraisal of grassroots personnel, the forms related to assessment standards, assessment and evaluation forms, and assessment interview forms are the most widely used.

Important Task Evaluation Form

Important Task Evaluation Form

Fill in the department file number
Evaluator: direct supervisor

Assessment instructions
Only evaluate one job at a time.

The performance of the entire evaluation period should be used as the basis, and the evaluation of only recent isolated incidents should be avoided.

The evaluation should be carried out collectively for all the persons being evaluated in the same matter, not one by one.

The highest score for the assessment is 100 points, the general score is 50 points, and the lowest score is 0 points.

Note: When there is more than one important task to be assessed, the assessment shall be carried out separately first, and then the weighted average shall be determined according to the importance of the tasks.

(1) Major (50)

Complete the task ahead of time (100 points) complete 40% 60% (50%)

Completed on schedule (100%) 20% 40% (35%) completed

完成80%100%（90%）完成5%20%（20%）

完成60%80%（75%）完成5%以下（0%）

(2) Larger (40)

Complete the task ahead of time (60 points) complete 40% 60% (50%)

Completed on schedule (100%) 20% 40% (35%) completed

完成80%100%（90%）完成5%20%（20%）

完成60%80%（75%）完成5%以下（0%）

(3) Normal (30)

Complete the task ahead of time (50 points) complete 40% 60% (50%)

Completed on schedule (100%) 20% 40% (35%) completed

完成80%100%（90%）完成5%20%（20%）

完成60%80%（75%）完成5%以下（0%）

(Continued)
(4) smaller (20)

Complete the task ahead of time (40 points) complete 40% 60% (50%)

Completed on schedule (100%) 20% 40% (35%) completed

完成80%100%（90%） 完成5%20%（20%）

完成60%80%（75%）完成5%以下（0%）

(5) extremely small (10)

Complete the task ahead of time (30 points) complete 40% 60% (50%)

Completed on schedule (100%) 20% 40% (35%) completed

完成80%100%（90%）完成5%20%（20%）

完成60%80%（75%）完成5%以下（0%）

General project appraisal form for employees

General project appraisal form for employees

Fill in the department file number
Number of the person being assessed: Name of the person being assessed: Date of assessment: Year, Month, Day
Assessment
Project assessment elements assessment specific content standard score

Add/deduct points
self
Evaluation
group assessment
Score
Career
Ethics
(25 minutes)
Loyal to duty and love the job 5
Work quality Love the collective, respect superiors, cooperate and support work 5
Teamwork Caring for colleagues, able to work together5
Business learning and research business, studious and diligent, the pursuit of progress 5
Service attitude is warm and thoughtful to customer service5
jobs
attitude
(25 minutes)
Strictly abide by the system and abide by the company's rules and regulations5
Attendance status Attendance on time 5
Positive performance and enthusiasm to do business work within the scope of duties 5
Sense of Responsibility Continuity and sense of responsibility to complete the job 5
Coordination Ability to work collaboratively with colleagues and leaders5
(Continued)
jobs
Achievement
(32 minutes)
Completion of tasks Ability to complete tasks with quality and quantity as planned10
Cost awareness saves time and avoids waste8
Innovative ability to make suggestions for work improvement5
Special contributions have solved major problems for the company5
Talent development Participated in training or trained others4
Others
Management
(18 minutes)
Energy management Conservation of energy (water, electricity, etc.)3
Equipment management Take good care of the company's equipment and maintain the equipment with all your heart 3
Financial management saves expenses, counts carefully, and abides by the financial system 3
Material management can receive materials according to plan 3
Safety and fire safety Strong fire safety awareness 3
Family Planning Strictly implement the family planning policy3
(1) Through the scoring of the above items, the employee's comprehensive score is: points

(2) The grade the employee should be in is: A[]B[]C[]D[]
A: Above 90 points B: 8090 points C: 7080 points D: Below 80 points

(3) Reviewer's opinion

Examiner's signature: Date: Year Month Day
The following parts need to be filled by the Human Resources Department and the general manager

Comments from the Human Resources Department:
Comments:

finally

Assessment
The result determines that the employee:
□Certificate: On the date of year, month, took office

□Promoted to the first grade, appointed

□ Renewal of the labor contract from year, month, year to year, month, day

□Demoted to
□Salary increase (or salary reduction) is RMB
□ fired

□Other

Signature of Human Resources Manager: Date: Year Month Day
Review opinion of general manager:
Signature of General Manager: Date: Year Month Day
Indirect Employee Performance Appraisal Form

Indirect Employee Performance Appraisal Form

Fill in the department file number
Employee's name, position, department, entry date

Performance appraisal item performance appraisal description maximum score performance appraisal score
working performance
Execution Completion of assigned tasks on time or ahead of schedule 10
Quality of work Thoroughly complete assigned tasks 10
Reliability Assignments and Report Reliability 10
Problem-solving ability Ability to analyze and deal with problems10
Professional knowledge has the professional technology and skills to deal with the problem10
work quality
Spontaneity Have an attitude of actively discovering things 10
Cooperative Ability to work with others 10
Loyalty Loyal to the profession and able to strictly keep business secrets 10
Leadership has the ability to direct or arrange work for subordinates 10
Disciplinary Ability to strictly abide by company rules and regulations5
Comprehension Ability to comprehend problems and work 5
Total 100 [-]
Description of job potential:

Comments from the supervisor (including supplementary instructions for the training and the above-mentioned assessment):

From year month to year month original salary standard:
It is recommended to adjust to:
Salary promotion ratio:

Comments from the Human Resources Department:
Review opinion of general manager:
Signature of General Manager: Date:

self-evaluation form

self-evaluation form

Fill in the department file number
Filling date: year month day
Employee Name Department Position Entry Time

Current Working Hours Wage Standard Education Date of Birth
Project reasons and suggestions Manager's opinion General manager's opinion

current
Job Do you think you are suitable for the current job?
□Suitable □Alright □Not suitable
Do you think the current workload is appropriate?

□Too much □Appropriate □Less

Do you find it difficult to work?
□ Yes □ Occasionally Yes □ Never
jobs
What kind of work do you think you are suitable for?What kind of work is it not suitable for?What is the best job for you?
What are your expectations for the current working situation (such as job transfer, etc.)?
What are the work goals you have set for yourself?
How is progress on this goal?
Salary
Do you think you are being paid a reasonable salary for the position?
□reasonable □unreasonable

Do you think it is reasonable for you to take this position?

□reasonable □unreasonable

Do you think your job title is justified?

□reasonable □unreasonable

If you think it is unreasonable, please indicate the specific reason.

Education
Training Have you participated in the company's internal training this year?

□Participated □Not participated

What kind of training have you participated in?

What other areas of training would you like to receive?
What is your opinion on the training of this company?

(Continued)
jobs
Assignment Do you think the assignment of work to you is reasonable?

□reasonable □unreasonable

What areas do you think need improvement?
special
Contribution Do you have a special contribution to the company?

What is your contribution?
jobs
Imagine what good ideas do you have in your job?Please explain in detail:
Others
Please arrange and interview on your behalf.

My hope or suggestion is:
employee stage performance appraisal form

employee stage performance appraisal form

Fill in the department file number
Employee Name Position Entry Date Age Gender
salary
recording
yyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyyymm
Project
评分
finish early

Complete the task on time
to complete the task must be urged
Complete overdue
And the speed is slow and the urging is still not

can complete

preliminary review review final

Approved
敏捷3025分2419分1813分127分60分

勤勉3025分2419分1813分127分60分

领导力5分4分3分2分10分

责任感5分4分3分2分10分

计划性5分4分3分2分10分

合作性5分4分3分2分10分

A. Total score (80%):
(Continued)
attendance
评分
20%
sick leave:

buckle

05 minutes/day

personal leave:

buckle

1 minutes/day

be late:

buckle

05 minutes/day

Leaving early:

buckle

05 minutes/day absent from work:
3 points per day (15 points for less than one day)
Total B. Actual points (20 points - total deductions)

Total score (100%) (A+B):
A major meritorious deed or a major demerit ± 9 points, a minor merit or a minor demerit ± 3 points, a reward or admonishment ± 1 point

Final performance appraisal results □Promoted to () level □Promoted grade □Reserved
□Removed

total extra points
supervisor review opinion
Employee Conduct Evaluation Form

Employee Conduct Evaluation Form

Fill in the department file number
employee name position
Project Specific Inspection Content Negative Evaluation Comment Guidance
work attitude
无故缺席、迟到、早退4 3 2 1 0
上班时间沉溺于娱乐活动4 3 2 1 0
在工作内容不变的前提下，业绩大幅度下降4 3 2 1 0
外出时无法取得联系4 3 2 1 0
经常从事兼职事业4 3 2 1 0
dating life
attitude
有很多私人访客4 3 2 1 0
经常接听私人电话4 3 2 1 0
突然变得奢侈4 3 2 1 0
未经报告而接受别人招待4 3 2 1 0
有花边新闻4 3 2 1 0
(Continued)
money item
deal with
没写出货单就出货4 3 2 1 0
没写退货单就处理货4 3 2 1 0
申请费用时，无收据的款项多4 3 2 1 0
有伪造收据日期或金额的现象4 3 2 1 0
有销售折扣理由不充分的现象4 3 2 1 0
degree of complaint

经常抱怨上级或同事4 3 2 1 0
顾客对其的业务活动有很多抱怨4 3 2 1 0
怀疑给顾客的回扣是否合理4 3 2 1 0
有应收账款未收回的现象4 3 2 1 0
有挪用收回款项的现象4 3 2 1 0
personal

talk

经常把辞职挂在嘴边4 3 2 1 0
谈话中透漏出为借钱而烦恼4 3 2 1 0
有关私人的事情变多4 3 2 1 0
经常赌博4 3 2 1 0
有敲诈顾客的传言4 3 2 1 0
negative comment
Score Total Assessor Signature Date of Assessment

Description:

评定级别：30分以下为A级；3035分为B级；3545分为C级；4555分为D级；5565分为E 级；65分以上为F级。

Employee monthly assessment statistics

Employee monthly assessment statistics

Fill in the department file number
Department: Preliminary Examination Period: Month to Month Assessment Date:

Number Employee Name Gender Date of Birth Position Level Education Business Ability Performance Contribution Work Attitude
preliminary review
total grade total grade
Personnel Approval Assessment Comments
(Continued)
Remarks (1) Please send this form to the Human Resources Department of the company in secret before the 3rd of each month.

(2) Those who are in the preliminary examination should abide by the assessment regulations, otherwise they will be returned for re-examination, especially pay attention to the percentage of assessment.Attendance, rewards and punishments are not assessed.reviewer reviewer

Periodic Performance Appraisal Summary Form
Periodic Performance Appraisal Summary Form
Fill in the department file number
Employee's name, gender, age, entry date, position, department, salary standard, last performance appraisal
复评
Increase or decrease of the amount of rewards and punishments proposed by the score level
Remarks for general manager review of salary after performance appraisal

Performance Appraisal Interview Form

Performance Appraisal Interview Form

Fill in the department file number
Employee Name Position Department

Examination Date Year Month Day

question answer
Where do you think you have been more successful in your work?
What do you think you need to improve in your work?
What is the position of your work in this department?
Do you think there is a need for relevant training?

What else would you like the company to do to help?
What are your next steps to improve your work and performance?
What is your opinion on this assessment?
Interviewer's signature date

Remarks
Description:

(1) The purpose of the performance appraisal interview form is to collect feedback from employees on performance appraisal and ultimately improve employee performance.

(2) The performance appraisal interview should be arranged by the supervisor within one week after the appraisal, and reported to the Human Resources Department for archiving.

Annual assessment score sheet

Annual assessment score sheet

Fill in the department file number
Assessment date:

Employee Name Position Salary Standard Entry Date
This year

Performance appraisal for the year

work leave
(Second-rate)

Arriving late, leaving early, absenteeism, personal leave, sick leave, etc.
This year

功过
(Second-rate)

Rewards for great achievements and small achievements
Highest marks for performance appraisal items

preliminary review
target sub-item target sub-item
(Continued)
expertise and

Knowledge
25%
Job knowledge and skills 25
Work Experience and Insights 25
Special contribution 25
Expertise and general knowledge 25
Ordinary performance appraisal
A score of 75% is averaged after adding all the performance appraisal scores in the current year:
年度
Overall result

performance appraisal results
Points should be deducted for this year's work leave

This year's merits and demerits should be increased or decreased
actual score
grade
should be rewarded and punished
Remarks
The opinion of the head of the department is directly under the opinion of the superior
KPI table

KPI table

Fill in the department file number
Assessment indicators
Grading
Very bad
(040 points) needs improvement
(4160 points) competent
(6180 points) good
(8195 points) excellent
(96100 minutes)
Accuracy of work Slack in work, often make avoidable low-level mistakes Careless work, make more mistakes Generally satisfied, occasionally make small mistakes Work is basically correct and clear, can correct mistakes in time and maintain a high level of work

The work efficiency has never been completed on schedule. The average workload is lower than the average level and meets the requirements. Occasionally, the work speed exceeds the average amount, and the quality exceeds that of ordinary employees.

(Continued)
Knowledge and skills I don’t understand most of the work-related knowledge Some aspects need to be strengthened Can basically cope with the work Can basically solve the difficulties that arise in the work Work with ease
Collaborative ability Reluctant to accept new things, unable to cooperate with others, not easy to get along with, often unable to cooperate with others, basically able to cooperate with others, but occasionally friction Willing to accept new things, able to cooperate with colleagues Able to cooperate efficiently with colleagues, showing positive attitude towards new tasks
Proactiveness needs constant supervision, and can only act according to the rules Often needs supervision, often makes mistakes in handling affairs New tasks need supervision, general work does not need instructions Rarely needs supervision, often handles things witty and flexible Always handles work proactively and flexibly

Learning ability needs repeated guidance, poor learning ability, slow learning, unable to combine knowledge with work Occasionally needs guidance, learning speed is generally strong learning ability, can use it super strong learning ability, can use it flexibly
Sense of responsibility Often lazy, small talk needs supervision when there is opportunity, often neglects work and occasionally needs to be reminded, can stick to the post and is more responsible for work, has always been serious and responsible for work
Attendance Rate Frequent leave, late, early leave leave or late, early leave more occasional leave or late, early leave less leave or late, early leave never leave or late, leave early
Production Department Business Capability Analysis Form

Production Department Business Capability Analysis Form

Fill in the department file number
Rater Scoring Time

Scoring content of assessment items (points)

Strictly follow the production plan 54321
Comply with the established production policy 54321
Departmental headcount allocation appropriate 54321
54321 is only applicable if it can be done
(Continued)
Great efforts to rectify 54321
Mechanical equipment in good working order 54321
Good data management 54321
Security Well Managed 54321
Incident Report Prompt 54321
Perfect quality management 54321
Passionate about technology improvement54321
Strictly abide by the delivery deadline 54321
……

Scoring statistics [] points, the more points, the better
Business Capability Analysis Form for Accounting Department

Business Capability Analysis Form for Accounting Department

Fill in the department file number
Rater Scoring Time

Evaluation Item Scoring Content
Good book management 54321
Good Cash Management 54321
Cash Balance 54321
Prepayment verification is accurate 54321
Good reconciliation of checks 54321
Receipt processing is clear and true 54321
Various calculations are correct and real 54321
Handle payments with care 54321
Good cooperation with the bank 54321
Save money with heart54321
Tax processing is complete and correct 54321
……

Scoring statistics [] points, the more points, the better
(End of this chapter)