I want to develop an assessment method for the two team leaders enterprises .

Work discipline.

Often arrive late and leave early and do not obey the leader's work arrangement.

In fewer cases, they are late and leave early, and basically obey the leader's work arrangement.

Occasionally arrive late and leave early, obey the leader's work arrangement.

Never be late or leave early, and obey the leader's work arrangement.

Frequently work overtime and actively follow the leader's work arrangement.

Job. Initiative.

Slack work and work performance does not meet work standards.

Able to complete the work well under the supervision of others.

Work actively, can better complete their own work.

Be proactive in your job.

In addition to doing their own work, they often take the initiative to undertake some extra work.

Job. Responsibility.

The work is perfunctory, and when there is a mistake in the work, try to shirk the responsibility.

At work, they are satisfied with basically completing their work tasks, and when there is a mistake in the work, they can realize their mistakes.

Take the initiative to take responsibility at work.

Take responsibility and actively seek solutions to problems at work.

Be a role model to others.

Fourth, the implementation of assessment.

1. Assessment: The appraiser will score the appraisee according to the work performance and assessment standards of the appraisee during the appraisal period.

3. Result feedback: The human resources department will feedback the results of the audit to the appraisee, and the appraisee's direct supervisor will communicate with the appraisee, and discuss the ways and means of performance improvement.

5. Use of assessment results.

1. The top three in the monthly performance appraisal will be awarded the title of "Outstanding Employee" and will be awarded bonuses or prizes.

2. The monthly performance appraisal results will be archived, and employees who have won the title of "Excellent Employee" for three consecutive times will automatically receive the title of "Outstanding Employee of the Year" and will be paid bonuses, and their salary levels will be adjusted at the same time.

3 Employees who rank in the bottom 5% of three consecutive performance appraisals will be transferred to another position, trained, dismissed, etc.

Workshop team leader job responsibilities and assessment rules.

1.You can conduct a poll to score, a team to see the number of people to give a quota, if there are about 30 people, you can send 5 survey papers: (10 points).

2.Attendance is generally not less than 25 days, and proportionally, it is 25 to 30 days, so calculated. 10 points.

3.Whether the team leader's subordinates are stable and united 5 points.

4.Whether the yield quality is up to standard or 10 points ahead.

5.Whether all the accounts of the team are cleared or not, it is related to the salary of employees (piecework), and it is also related to the management of materials 10 points.

6.10 points for 7S condition on the spot.

7.20 points for the ability to complete the work assigned by the superior.

8.How well to train subordinates 10 points.

9.How about the job skills (the team leader must have the skills that the front-line employees will know) 10 points 10 impressions of the superior leader. 5 points.

Collect data on quality and output, 6S, and establish an assessment mechanism with data, try not to look for qualitative indicators of enthusiasm, do not use the purpose of deducting money, do not set too high indicators, slowly improve, and slowly provide difficulty.

At present, the team management in China, the established team assessment performance plan usually includes the following aspects:

1) The purpose of the assessment.

2) The principle of assessment: the principle of fairness and openness; regularization and institutionalization; Combination of quantitative and qualitative; Communication & Feedback.

3) The composition of the performance appraisal (personnel, administration, production department) (4) the performance appraisal content of the team leader of the production workshop.

Establish a performance appraisal form for the relevant position on a monthly and quarterly basis.

5) The setting of the assessment cycle.

6) Implementation of assessment.

7) Application of assessment results: The assessment results of the team leader are divided into five levels, and the results will be used as the basis for the salary adjustment of the human resources department, the training of employees, the adjustment of positions, and the change of personnel to provide an objective basis.

If you want to see the specific performance appraisal plan, you can refer to the China Team Management Research Center Network.