How to establish a financial work assessment mechanism and system

Performance appraisal system.

Performance appraisal (hereinafter referred to as "appraisal") refers to the use of systematic methods and principles to evaluate and measure employees' work behavior and work effect in their positions.

1. The purpose and use of the evaluation.

1. The ultimate purpose of appraisal is to improve the work performance of employees, so as to achieve the business goals of the enterprise, and improve the satisfaction of employees and their sense of achievement in the future.

2. The results of the evaluation are mainly used for work feedback, compensation management, job adjustment and work improvement.

Second, the principle of evaluation.

1. Consistency: Within a period of continuous time, the content and standards of the evaluation should not change significantly, and the evaluation method should be consistent within at least one year;

2. Objectivity: The evaluation should objectively reflect the actual situation of the employees and avoid errors caused by halo effect, recency, bias, etc.;

3. Fairness: use the same evaluation standards for employees in the same position;

4. Openness: Employees should know their detailed evaluation results.

3. The content and score of the evaluation.

1. The content of the assessment is divided into the following three parts:

1) Important tasks: The important work completed in this quarter, the evaluation of no more than 3 tasks, by the task assigner for evaluation;

2) Job work: The work content described in the job responsibilities shall be evaluated by the direct superior;

3) Work attitude: refers to the spirit of cooperation and positive attitude in their own work. Evaluated by colleagues within the department or by those served.

2. Score calculation.

In principle, the total score is 180 points, the important task is 90 points, and the post work and work attitude are 45 points. For positions without "important tasks", in principle, the scores of the other two items are multiplied by 200% to make the total score.

Fourth, the general procedures of evaluation.

1. The employee's direct supervisor is the person in charge of the employee's evaluation, and the evaluation procedures are implemented;

2. Employees conduct self-evaluation of "job work" and "work attitude", and self-evaluation is not included in the total score;

3. The direct supervisor is generally the person in charge of the employee's evaluation;

4. At the end of the evaluation, the person in charge of the evaluation must communicate with the employee separately;

5. The specific evaluation steps are specified in the detailed rules for the implementation of the evaluation of each post.

5. Confidentiality. 1. The evaluation results are only disclosed to the person in charge of the evaluation, the person being evaluated, the person in charge of personnel, and the (deputy) general manager;

2. The evaluation results and evaluation documents shall be filed by the Human Resources Department;

3. No one shall tell the evaluation results to unrelated personnel.

6. Other matters.

1. The company's performance appraisal is responsible for the human resources department;

2. The evaluation is conducted once a quarter, in principle, in March, June, September and late December;

3. The person in charge of the evaluation should participate in the evaluation training (organized by the Human Resources Department) before the first evaluation work;

4. The detailed rules for the implementation of the evaluation of each position shall be jointly formulated by the Human Resources Department, the person in charge of the evaluation and the person being evaluated on the basis of this system.

7. This system shall be implemented from the date of promulgation.

8. The Human Resources Department is responsible for the interpretation of this system.

Nongni Yiyi.

In fact, the performance appraisal system is a program, there is no complete and incomplete concept, completely according to the company's requirements, to do performance appraisal, first must be determined according to the company's requirements to determine the work content of the department, and then according to the work content to determine the work indicators, the focus of the work indicators at each stage and time will be different, completely according to the management requirements to determine the focus of the indicators, and allocate points, and then determine the actual performance of each person for comparative analysis, to determine the performance, the so-called performance appraisal is the comparison of standards and performance, so when comparingIn addition, because everyone's energy is limited, it is impossible to grasp all the problems at a certain time, so we can only grasp nothing well, so we must do a good job in the analysis of the 2080 principle and determine the real phased control focus, preferably around 5. Examples:

The work content of the finance department: there are bookkeeping, cost accounting, cashier, financial management and analysis, financing, etc., a certain period of time, the department should focus on the problem of weak books before several projects: 1

The bookkeeping is not timely, and there are many omissions to make up for the omissions, 2There are always mistakes in reconciliation, 3Material costing always goes wrong, 4

The cashier procedures are not rigorous, and the approval is not in place, 5At present, the withdrawal of funds is unreasonable, and the return on investment is too lowCash flow control is not strict.

In response to these problems, the focus is divided and the following indicators are set for the department: 1Timely accounting rate, 2

Accounting Error Rate, 3Accounting error rate, 4Number of verification violations, 5

Return on investment, 6Cash. Determine the annual quarterly, monthly indicators and progress one by one, and then decompose them to each responsible person, determine the work indicators and weights of each responsible person, and then conduct an audit analysis every week and month, and timely counsel and track the deviation of large deviations.

What the hell ... Hehe

Responsibilities of each position in the Finance Department.

1. Responsibilities of the financial manager.

1. Under the leadership of the board of directors of the company, responsible for presiding over the overall work of the finance department, organizing and supervising the department personnel to fully complete the tasks within the scope of the department's responsibilities;

2. Implement the post responsibility system and work standards of the department, closely contact with production, business, procurement, warehouse and other departments, and strengthen cooperation with relevant departments;

3. Responsible for organizing the formulation, modification, supplementation and implementation of the company's financial management system, accounting procedures, cost management accounting supervision and related financial special management systems;

4. Organize and lead the preparation of the company's financial plan and review the financial plan. Formulate a plan for raising and using funds, comprehensively balance funds, open up financial resources, accelerate capital turnover, and improve the effectiveness of fund use;

5. Organize and lead the department to prepare financial accounts according to the regulations and requirements of the superiors;

6. Responsible for organizing the company's cost management. Carry out cost management, control, accounting, analysis and assessment, reduce consumption, save costs, improve the level of profit, and ensure the completion of the company's profit indicators;

7. Responsible for establishing and improving the company's financial audit and audit internal control system, and supervising its implementation;

8. Guide and supervise the warehouse supervisor to do a good job in internal management.

9. Responsible for reviewing the company's statements and accounting vouchers.

10. Responsible for the regular preparation of financial analysis reports, assessment of business results, and timely suggestions, to promote the company to continuously improve the management level.

11. Responsible for reviewing and reporting the tax information of the financial, tax, industrial and commercial, customs and other departments.

12. Responsible for assisting various departments in formulating assessment indicators, analyzing the implementation of each assessment index, and proposing improvement measures in a timely manner.

13. Review the company's business plan and various economic contracts, carefully supervise their implementation, and participate in the company's technology, operation and product development, capital construction, technological transformation and other project economic benefits;

14. Participate in the review of adjustments, wages, bonuses and various programs involving financial revenue and expenditure;

15. Organize assessment and analysis of the company's business results, and put forward feasible suggestions and measures;

16. Responsible for the business training of financial and accounting personnel. Plan the setting up of accounting institutions, accounting professional positions and the allocation of accounting personnel, organize the training and assessment of accounting personnel, and insist that accounting personnel exercise their functions and powers in accordance with the law;

17. Responsible for reporting the financial status and operating results to the board of directors of the company. Regularly or irregularly report on various financial revenues and expenditures, profits and losses, so that the management can make timely decisions;

18. Have the right to propose subordinate candidates to the supervisor and evaluate their work;

19. Complete other tasks assigned by the company's leaders.

The financial operation mechanism refers to the internal correlation and operation mode formed by the interdependence, organic combination and automatic adjustment of various financial elements, which is the main part of the financial mechanism of the enterprise. Theoretically speaking, the financial operation mechanism is the internal manifestation of the law of financial activities and the law of capital operation, the basis for the existence and play of the financial management system, and the combination of macro policy and micro benefits. From a practical point of view, with the establishment of the modern enterprise system, enterprises are given independent financial rights, and enterprises have become entities that operate independently and are responsible for their own profits and losses.