How to use performance appraisal to motivate team management

Employee performance appraisal.

In order to evaluate the performance of employees objectively, justly, fairly and realistically, the following performance appraisal form is formulated:

Performance appraisal form.

Employee's name and position.

Department Assessment interval YYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYY

Evaluation scale and score: Excellent (10 points), Good (8 points), Fair (6 points), Poor (4 points), Very poor (2 points).

Evaluation Items Criteria & Requirements Scoring Weighting.

Self-Rating Direct Rating Manager Rating General Manager Rating This column Average score.

Work performance. 1 Work goal achievement (per capita production capacity target, management target) 4

2. Production safety management effect (safety status of human-machine environmental method).

3 Related technologies Quality control or improvement.

4. The stability of the team, the smooth operation of the work, and the discipline of the subordinate personnel.

5 6S management, ISO implementation, system implementation.

Job skills. 1 Business knowledge and skills, management decision-making ability 2

2. Ability to organize and lead.

3. Ability to communicate and coordinate.

4. The ability to pioneer and innovate.

5. Ability to implement and follow.

Quality of work. 1 Work hard and do your best to accomplish task 2

2. Work hard and work very well.

3. Strong sense of responsibility, able to work automatically and spontaneously, and play an exemplary role.

4. Professional ethics and conduct, pay attention to personal behavior, and maintain the company's image.

5. Responsibility and dedication to the company.

Work attitude. 1. Obey the work arrangement, be diligent and sincere, 2. Unite and cooperate, and have a sense of teamwork.

3. Punctuality, pragmatism, initiative and proactiveness.

4 No waste of time, no fear of toil, no complaints.

5. Work spirit: whether it is optimistic and enterprising.

Signature of the evaluator I: Directly subordinate: Manager: General Manager:

Assessment Score Average score for job performance 4 + average score for job skills 2 + quality of work 2 + attitude towards work 2= points.

Attendance, rewards and punishments.

Information provided by human resources) Attendance: Late arrival, early departure + absenteeism 4 + personal leave + sick leave days.

Penalty: Fine, Warning, 1 + 3 Minor Offenses + 9 Major Offenses = Points.

Reward: Praise 1 + Minor Effort 3 + Major Effort 9 = points.

Total Score Assessment Score Score - Score - Score + Score = Score.

Classification A (above standard or up to standard Excellent or Good): 90 100 points;

Grade B (basically meeting the standard requirements General): 80 89 points;

Grade C (close to the standard or almost passed): 70 79 points;

Grade D (well below the required standard deviation and needs to be improved): 69 points or less.

In fact, the performance appraisal management of other personnel is the same, first of all, according to the different responsibilities and tasks of the management personnel, the establishment of performance appraisal standards; Second, the remuneration of management personnel is divided into two parts: basic salary and performance salary from fixed salary; 3. Establish an appraisal cycle, such as monthly basic appraisal, semi-annual comprehensive performance appraisal, and year-end annual overall performance appraisal. Then, according to the performance appraisal results, the performance salary can fluctuate up and down, and the performance coefficient can be set up according to the different degrees of performance compliance, such as: etc., the basic standard can be set to 1, and the degree of exceeding the target can be calculated according to the coefficient of more than 1, and the work target is of course lower than the coefficient 1.

For the performance appraisal of half a year, salary increase and reduction can be carried out according to the performance appraisal results, that is, the salary scale is raised and lowered; Year-end performance reviews can be used for promotions and raises. In this way, through the performance appraisal of the management, we will have a clear understanding of the morality, diligence, performance, ability and qualifications of the management, which is also conducive to talent and training.