I need a detailed business performance appraisal plan urgent .

In order to further optimize and improve the performance appraisal system, strengthen the management norms of the xx company, and improve the enthusiasm of employees, the performance appraisal plan of the xx company was formulated in combination with the relevant provisions of the salary management measures of the xx company.

Chapter 1 Purpose and Principles.

Article 1 The purpose of performance appraisal.

1) Link the company's goals with the employees' personal goals, and make them an effective means to achieve the strategy;

2) Provide a basis for the implementation of salary, benefits, promotion, training, recruitment, etc.;

3) Improve the ability of managers to "lead the team" and the work ability of employees;

4) Focus on human resource development, so that employees continue to grow and improve performance.

Article 2 Performance appraisal principles.

1) Adhere to the principles of justice, fairness, openness, and seeking truth from facts, conduct open and full communication between superiors and subordinates, and agree with performance evaluations;

2) Based on the principle of value-driven, establish a corporate culture with value creation as the core, and fully reflect the key performance results of personnel in each position based on the company's business objectives to department objectives, job responsibilities and work in charge;

3) The principle of close integration with the company's strategic objectives, fully reflects the company's business strategic direction and objectives, and the setting of performance indicators and their weights is based on the proposed purpose;

4) Through the evaluation of employees' work results and employees' work behaviors, it is not only to find and solve problems, but more importantly, to let employees have a sense of continuous improvement and improve the confidence of performance value.

5) The combination of monthly assessment, semi-annual assessment and annual appraisal focuses on performance interviews through performance setting, evaluation and feedback, so as to promote the improvement of the work of the assessee, and ultimately realize the improvement of the overall performance of the organization, so that performance management becomes an effective management tool for managers. Article 7 (5) Negative indicators. Violation of the company's relevant systems and major discipline violations, etc., all departments entered.

Performance Appraisal Methods Performance Appraisal and Compensation Management.

The design of the corporate performance appraisal program should be based on the company's strategic goals and values, and should be designed to be continuously improved and adjusted.

1.Define goals and metrics: Make sure your performance review program aligns with your company's strategic goals and values. Based on these goals and values, identify key performance indicators (KPIs) and share them with employees.

2.Set standards and expectations: Set standards and expectations to measure employee performance. These standards and expectations should be clear, measurable, manageable and understandable.

3.Develop an evaluation methodology: Determine a method for evaluating employee performance. This can include self-assessments, peer evaluations, customer evaluations, and management evaluations. 360-degree feedback can also be used to get a comprehensive perspective.

4.Establish a feedback mechanism: Ensure that performance reviews are a two-way communication process.

Employees need to know not only how well they are performing, but also how to improve and enhance their performance. Establish a feedback mechanism where employees can provide feedback and let them know that their voices are heard.

5.Incentives and Rewards: Reward employees for their excellent performance to motivate them to work harder. Rewards can be material, such as bonuses or promotions, or non-material, such as public praise or recognition.

6.Periodic Review and Adjustment: Regularly review performance appraisal programs to understand their effectiveness and employee responses. Based on feedback and evaluation results, make necessary adjustments and improvements.

The above are some basic steps that you can make appropriate adjustments and improvements according to your company's needs.

According to the nature of the work and different job responsibilities, different assessment details are designed, and the assessment method is generally based on a 100-point system, that is, the final score is multiplied by the coefficient multiplied by the pre-set total performance amount as the final assessment amount. It is suggested that the assessment plan should be divided in detail, which is not only convenient for actual operation, but also convenient for assessment, such as dividing one's own work, key work, temporary tasks, daily management, etc. Set different scores according to the nature, and then formulate subdivided scores in combination with specific goals, mainly with quantitative indicators.

The specific situation should be determined according to the actual situation of the enterprise.

There are a lot of templates available online that you can compile based on the actual job description.