How to design the performance appraisal of the R D department

The following aspects need to be considered in the performance appraisal design of the R&D department:

1.Determine the assessment indicators: According to the work characteristics and responsibilities of the R&D department, determine the assessment indicators, including the technical level, innovation ability, project progress and quality of the R&D personnel.

2.Set weights: Set the weights of each indicator according to the importance and priority of each indicator to ensure the accuracy and fairness of the evaluation results.

3.Design appraisal methods: Determine appraisal methods, including regular evaluation, project evaluation, performance appraisal, etc., to ensure the objectivity and credibility of appraisal results.

4.Formulate assessment standards: Formulate clear assessment standards and processes, including assessment time, assessment methods, assessment standards, etc., to ensure the fairness and credibility of the assessment.

5.Establish a reward and punishment mechanism: Establish a corresponding reward and punishment mechanism to reward individuals and teams with excellent performance, and punish and improve individuals and teams with poor performance.

6.Do a good job of communication and feedback: Establish a good communication and feedback mechanism, so that R&D personnel can understand the company's performance appraisal policies and systems, give timely feedback and suggestions to R&D personnel, and improve the job satisfaction and loyalty of R&D personnel.

When designing the performance appraisal of the R&D department, it is necessary to fully consider the work characteristics and responsibilities of the R&D personnel, and repeatedly test and adjust the assessment indicators and methods to ensure the scientificity, fairness and operability of the assessment.

The performance appraisal of R&D personnel is mainly based on work attitude and supplemented by work performance.

Methods of performance appraisal:

1. Based on the assessment of R&D personnel's competency, establish a competency model of R&D personnel, and evaluate the ability of R&D personnel from the perspective of behavior.

2. The performance assessment of R&D personnel is more based on the quantitative assessment of the performance made by the R&D department, and the performance-based assessment can enable the R&D department and personnel to correct the deviation of their own output results in a timely manner in the short and long term.

3. The point system of R&D personnel project commission is subject to the assessment of working hours, and the performance appraisal is formed, and the assessment results are linked to the performance bonus.

The principle of performance appraisal: the performance appraisal of the R&D personnel of Yunji orange should be based on the result assessment, supplemented by the ability assessment and behavior assessment; R&D the construction of the performance appraisal system for side personnel.

It can be passed through three aspects: result assessment + process assessment + bonus points.

Result assessment: The completion of the R&D plan can be based on whether the planned node tasks are completed on time and with quality.

Process assessment: Sometimes the R&D work cannot have a clear result in a certain period of time, you can consider formulating a weekly plan and assessing it according to the completion of the weekly bridge plan. It is best to include a clear and observable plan to complete the mess in the weekly plan as the basis for assessment data.

Bonus points: R&D work is innovative work, and innovation must be rewarded. However, there must be an innovative identification mechanism, and the identification process should be simple and fast, and the identification should be accurate.

After the assessment results are obtained, it is easier to formulate how to use them as the basis for incentives.

Technical staff performance appraisal program, program name controlled country number.

First, the overall design idea, the purpose of the nuclear is to comprehensively and concisely evaluate the work results of the company's R&D technical personnel, implement the company's development strategy, and formulate this plan in combination with the work characteristics of R&D technical personnel. Scope of application: All R&D technicians of the company. According to the nature of the work of technical R&D, the assessment content of R&D personnel with technical difficulties is divided into work performance, work attitude and work ability assessment.

The specific evaluation period is shown in the table below.

Assessment Cycle Distribution Table: Type of Assessment Indicators, Work Performance, Work Attitude, Work Ability, Assessment Cycle, Project End, Year, Month, Year, Year, Year The person in charge of the assessment relationship, the person in charge of the technology R&D department, together with the HR manager and the appraiser, will form an assessment team to assess the production personnel. Evaluation content design, work performance indicators, work performance evaluation form, personnel type key performance indicators, evaluation target value weight score r&d, personnel new product development cycle, the actual development cycle is 30 days ahead of the planned cycle, technical review pass rate The technical review pass rate reaches 100%, <

The project plan completion rate, the project plan completion rate reached 100 design productivity, and the results could not be put into production. The number of occurrences is less than 15, the cost reduction rate, the cost reduction rate reaches more than 10% of the technical design of technical personnel, the completion rate of the technical program reaches more than 30%, the rate reaches more than 25% of the technology, the transformation cost control rate reaches more than 10, the technical service satisfaction and related departments, the technical service satisfaction evaluation score is more than 10, the timely rate of technical data archiving, and the timely rate of technical data archiving reaches 100. Work Attitude Index, > Work Attitude Test Nuclear Indicators, Name Assessment Criteria Total Score Excellent Average Score Standard, Strong Sense of Responsibility for Score Achievement, Work Ability Index, Work Ability Appraisal Form Index, Name Assessment Standard Total Score Excellent Average Score, Standard Score Full Score Analysis Ability is Very Strong, Annual Performance Appraisal, Annual Performance Appraisal Form, Candidate Department Post Evaluator Department Post Index, Type Average Score Weight Fold, Total Score 70% of Work Performance. Work attitude 15%. 15% of the working capacity, a total of 100% special bonus points sensitive Plum number certifier Note:

Special bonus points must be accompanied by relevant supporting materials.

First of all, we must set performance goals, and we must formulate the corresponding finger and grasp standards, we must formulate the corresponding system, and we must refine it, we must evaluate it reasonably, and we must pay attention to the feedback of information, we must improve the system in a timely manner according to the situation on the spot, we must understand the ideas of employees, and correct them in time according to the ideas of employees.

First of all, you must design a goal. Then it is necessary to design the indicators of performance, design the indicator system, and the human system is divided into business knowledge, business skills, planning ability, judgment ability, ability to solve problems, adaptability, interpersonal skills, and learning ability.

First, they will conduct a spinal investigation and study of their work content, and then check the work status and work efficiency of most of the staff, and then formulate a suitable performance before infiltrating.

Some performance goals will be set for R&D personnel, and development goals will also be set for R&D personnel, which may be developed by departments or by a single person.

Generally, we will summarize our performance based on our ability to work and the efficiency of our work, and then give a reasonable report.

1.Develop a holistic strategy

The first step in performance management is to understand what the overall strategy is, which is generally related to the actual situation of the team and the company. For example, a small team of less than 10 people and a large team of more than 100 people, the former must seek the most direct and effective management method, while the latter needs a more complex management method with a laughing system.

2.Goals and OKRs

The setting, guidance, and monitoring of performance goals have to mention OKRs. OKRs are a simple and powerful way to manage goals and help employees establish a clearer goal than KPIs.

On the one hand, the O in OKR can keep the team focused for a period of time; On the other hand, KRS provides flexibility in how the target is achieved. Overall, OKRs maintain a balance between focus and flexibility.

3.Performance appraisal

While there is no silver bullet in terms of development metrics, there are some guidelines to follow. The book Accelerate refers to the measure of software development and delivery as software delivery performance. It can be divided into two categories: Simplified Basics.

Rhythm:

Lead time: The time it takes from submission to run successfully in production.

Deployment frequency: How often your team deploys**.

Stability:

Change failure rate: The number (percentage) of the changes they make to the primary application or service that result in a service degradation or subsequent need for remediation (e.g., resulting in a service impairment or outage that requires patches, rollbacks, or patches).

Using these two guidelines as a guide, appropriate assessment indicators can be developed according to the actual situation of the team. Then, combined with the ONES Performance performance management tool, it helps to measure the performance of developers and make continuous improvement of performance.

Various R&D efficiency assessment indicators.