最新的考核制度中英文

1、第一章 總則第一條 公司員工考核目的1. 對(duì)員工在一定時(shí)期內(nèi)擔(dān)當(dāng)職務(wù)工作所表現(xiàn)出來(lái)的能力、努力程度以及工作實(shí)績(jī)進(jìn)行分析，做出客觀評(píng)價(jià)，把握員工工作執(zhí)行和適應(yīng)情況，確定人才開(kāi)發(fā)的方針政策及教育培訓(xùn)方向，合理配置人員，明確員工工作的導(dǎo)向；2. 給予員工與其貢獻(xiàn)相應(yīng)的激勵(lì)以及公正合理的待遇，以促進(jìn)科技管理的公正和民主，激發(fā)員工工作熱情和提高工作效率。第二條 公司員工考核的評(píng)定結(jié)果主要有以下幾方面用途：1. 合理調(diào)整和配置人員；2. 職務(wù)升降；3. 提薪與獎(jiǎng)罰；第二章 考核對(duì)象和考核周期第三條 公司全體員工均參加考核，大致非為生產(chǎn)員工與非生產(chǎn)員工。第四條 考核分為月度考核、半年度和年度考核。1. 月度

2、考核：月度考核是對(duì)被考核者每月內(nèi)的工作績(jī)效、工作態(tài)度和工作能力進(jìn)行考核。月度考核結(jié)果與月度獎(jiǎng)金直接掛鉤。2. 半年度考核：半年度考核是對(duì)被考核者在半年度內(nèi)的工作績(jī)效給予評(píng)價(jià)，3. 年度考核：年度考核是對(duì)被考核者在年度內(nèi)的工作績(jī)效與獎(jiǎng)罰情況給予評(píng)價(jià)，并統(tǒng)計(jì)、匯總各月或半年度績(jī)效考核的得分后，得出被考核者本年度績(jī)效考核的最終得分。第五條 各部門的具體績(jī)效考核的時(shí)間安排由人力資源部負(fù)責(zé)通知和組織，各部門進(jìn)行配合。第三章 考核方法、考核主體、考核評(píng)分第六條 考核方法是指針對(duì)被考核對(duì)象所采取的考核方式、考核主體是指對(duì)被考核對(duì)象進(jìn)行考核的人1. 由于日常工作中被考核對(duì)象的工作性質(zhì)不同，其工作業(yè)績(jī)的表現(xiàn)形式

3、也不同，因此對(duì)于不同的被考核對(duì)象，考核方法也應(yīng)不同。2. 根據(jù)員工的工作性質(zhì)，對(duì)生產(chǎn)員工實(shí)行月度考核及年度考核，對(duì)非生產(chǎn)員工實(shí)行半年度及年度考核。 第七條 公司對(duì)不同級(jí)別的員工考核的側(cè)重點(diǎn)不同，因此考核的評(píng)分標(biāo)準(zhǔn)也不同。考核必須依據(jù)被考核者的級(jí)別確定相應(yīng)的評(píng)分標(biāo)準(zhǔn)，評(píng)分標(biāo)準(zhǔn)分甲類人員，乙類人員。1. 人員級(jí)別甲類人員：非生產(chǎn)人員：財(cái)務(wù)經(jīng)理，采購(gòu)經(jīng)理，人事經(jīng)理，生產(chǎn)經(jīng)理，倉(cāng)庫(kù)經(jīng)理，人事助理，市場(chǎng)助理，司機(jī)，清潔工，廚師 乙類人員：生產(chǎn)人員 ：玻璃鋼員工，木工組員工，安裝組員工2. 各類人員考核表A 甲類人員的考核評(píng)分表包括：工作態(tài)度、計(jì)劃能力、組織能力、培養(yǎng)下屬能力、溝通協(xié)調(diào)能力、改善創(chuàng)新能力（

4、見(jiàn)考核表1-1）。B 乙類人員的考核評(píng)分表包括：工作態(tài)度，計(jì)劃能力，控制能力，溝通協(xié)調(diào)能力，分析能力，接受能力，創(chuàng)新能力及工作業(yè)績(jī)（見(jiàn)考核表1-2）。第四章 考核程序第八條 被考核者分別由直接上級(jí)對(duì)其定性指標(biāo)進(jìn)行考核評(píng)分，并分別填寫甲、乙類人員評(píng)分表（見(jiàn)考核表1-1、考核表1-2）。在公司內(nèi)所有參加考核的員工，根據(jù)其績(jī)效考核的得分（得分由百分制計(jì)算得出）分為五個(gè)等級(jí)（A級(jí)優(yōu)秀、B級(jí)良好、C級(jí)合格、D級(jí)需改進(jìn)、E級(jí)不合格），所處等級(jí)不同，所對(duì)應(yīng)的績(jī)效系數(shù)亦不同。A級(jí)-優(yōu)秀（考核分?jǐn)?shù)91-100分，）(系數(shù)為1.2) ； B級(jí)-良好（考核分?jǐn)?shù)81-90分，） (系數(shù)為1.0) ； C級(jí)-合格（考核

5、分?jǐn)?shù)71-80分，）（系數(shù)為0.8）； D級(jí)-需改進(jìn)（考核分?jǐn)?shù)61-70分）（系數(shù)為0.65）； E級(jí)-不合格（考核分?jǐn)?shù)60分以下，）（系數(shù)為0.5）第十條 績(jī)效獎(jiǎng)金計(jì)算方式與公式方式1、 在試用期的員工無(wú)當(dāng)年年終獎(jiǎng)2、 已過(guò)試用期，但未滿一年的員工的年終獎(jiǎng)，以實(shí)際到職的月份為主。公式 年度績(jī)效獎(jiǎng)金=員工月工資×實(shí)際考核所得績(jī)效系數(shù)第五章 申訴及其處理第十一條 被考核人如對(duì)考核工作或結(jié)果有重大疑義，可以向主管或經(jīng)理或人力資源提出申訴，最終報(bào)備至總經(jīng)理室。第十二條 人力資源會(huì)同部門經(jīng)理對(duì)被考核人的申訴意見(jiàn)進(jìn)行調(diào)查核實(shí)，重新核算，重新核實(shí)的考核分即為最終考核分，最終由總經(jīng)理室審批?？己吮?/p>

6、1-1 甲類人員考核評(píng)分表 被考核人： 考核時(shí)間：考核 內(nèi)容考核要素分值得分A.工作 態(tài)度35分A1.原則紀(jì)律性堅(jiān)持原則，服從上級(jí)指示和安排；嚴(yán)格按規(guī)章辦事，處事公平合理；保守公司秘密，維護(hù)公司利益；嚴(yán)格遵守公司各項(xiàng)規(guī)章制度，不遲到、早退，一年中請(qǐng)事假不超過(guò)7天，病假不超過(guò)15天。19A2.工作效率保證提供給上級(jí)領(lǐng)導(dǎo)的資料的準(zhǔn)確性，及時(shí)性。19A3.工作積極性工作積極進(jìn)取，盡心盡責(zé)，主動(dòng)與領(lǐng)導(dǎo)溝通。工作中勤于思考，考慮細(xì)致周到。積極要求上進(jìn)，不斷提高自身的技能。19A4.責(zé)任心工作盡心盡責(zé)，勇于接受艱巨任務(wù)，承擔(dān)責(zé)任。18B.工作 能力35分B1.計(jì)劃能力對(duì)任務(wù)能設(shè)定合理的目標(biāo)和期限，部門工作

7、計(jì)劃和方案有系統(tǒng)性且符合實(shí)際可行。15B2.控制能力工作有秩序，有條理，在壓力下沒(méi)有慌亂而失去控制。15B3.溝通協(xié)調(diào) 能力對(duì)上下級(jí)和同級(jí)之間口頭與書面溝通能有效傳達(dá)；具有整體意識(shí)，考慮問(wèn)題不局限于局部利益；善于處理人際矛盾和沖突，與上下級(jí)、同級(jí)和其他部門保持和諧的關(guān)系而達(dá)成工作目標(biāo)。16B4.分析能力能過(guò)濾既有信息，做出系統(tǒng)的分析并制訂合理的決策。16B5.組織領(lǐng)導(dǎo) 能力能正確對(duì)待下屬下達(dá)任務(wù)和指示；適當(dāng)授權(quán)，分配工作與權(quán)力，采取有效的方法組織、激勵(lì)下屬完成目標(biāo)和任務(wù)；善于做員工思想工作，使集體具有凝聚力。16B6.創(chuàng)新能力善于發(fā)現(xiàn)問(wèn)題，提出建設(shè)性意見(jiàn)和方案，有效改進(jìn)工作程序和方法；創(chuàng)造條件

8、，鼓勵(lì)屬下進(jìn)行技術(shù)創(chuàng)新或管理創(chuàng)新。17C.工作 業(yè)績(jī)30分C1.工作完成度能如期完成領(lǐng)導(dǎo)下達(dá)的工作任務(wù)；在工作的數(shù)量、質(zhì)量和效果、效率方面能達(dá)到規(guī)定要求。110C2.員工隊(duì)伍 建設(shè)營(yíng)造一個(gè)和諧公平、互相幫助的工作環(huán)境；在員工工作安排、考核、評(píng)價(jià)等方面公平、公正、公開(kāi)；下屬員工無(wú)經(jīng)常缺勤或違反公司規(guī)定的情況；所屬員工有凝聚力和團(tuán)隊(duì)精神；員工工作滿意度較高。110C3.人才育成重視員工培訓(xùn)；積極指導(dǎo)培養(yǎng)下屬；挖掘下屬潛能，提高部門員工的整體素質(zhì)。110合計(jì)100。乙類人員評(píng)分考核表被考核人： 考核時(shí)間：考核要素分值得分A1.原則紀(jì)律性堅(jiān)持原則，服從上級(jí)指示和安排；嚴(yán)格按規(guī)章辦事，嚴(yán)格遵守公司各項(xiàng)規(guī)

9、章制度，不遲到、早退，一年中請(qǐng)事假不超過(guò)7天，病假不超過(guò)15天。18A2.工作質(zhì)量自身的技能達(dá)到質(zhì)量標(biāo)準(zhǔn)，能夠保證產(chǎn)品的生產(chǎn)質(zhì)量18A3.工作態(tài)度工作積極進(jìn)取，盡心盡責(zé)，主動(dòng)與領(lǐng)導(dǎo)溝通。工作中勤于思考，考慮細(xì)致周到。積極要求上進(jìn)，愿意學(xué)習(xí)，且不斷提高自身的技能。18A4.工作的效率能如期完成領(lǐng)導(dǎo)下達(dá)的工作任務(wù)；在工作的數(shù)量、質(zhì)量和效果、效率方面能達(dá)到規(guī)定要求。18A5.環(huán)境整潔度保持工作環(huán)境干凈，整潔16A6.節(jié)約成本用料盡量節(jié)約，節(jié)約公司成本，不浪費(fèi)16A7.使用工具使用公司的工具，盡量小心，保護(hù)好工具16A8.溝通合作 能力對(duì)上下級(jí)和同級(jí)之間口頭與書面溝通能有效傳達(dá)；具有整體意識(shí)，善于處理

10、人際矛盾和沖突，與上下級(jí)、同級(jí)和其他部門保持和諧的關(guān)系而達(dá)成工作目標(biāo)。17A9.接受能力能正確對(duì)待領(lǐng)導(dǎo)下達(dá)任務(wù)和指示采取有效的方法完成目標(biāo)和任務(wù)，使公司更具有凝聚力。17A10.創(chuàng)新能力善于發(fā)現(xiàn)問(wèn)題，提出建設(shè)性意見(jiàn)和方案，有效改進(jìn)工作程序和方法；創(chuàng)造條件。16A11.工作技能熟練的操作技能，出口到國(guó)外的船艇無(wú)返工情況.110A12.企業(yè)歸屬感營(yíng)造一個(gè)和諧公平、互相幫助的工作環(huán)境；對(duì)企業(yè)有較強(qiáng)的歸屬感，在上班期間，把公司的利益永遠(yuǎn)放在首位。110A13.提高自身素養(yǎng)積極參與員工培訓(xùn)；提高自身的潛能，提高員工的整體素質(zhì)。110100。Chapter I General RulesArticle O

11、ne Company staff Performance Appraisal purposes1.To analyze the effort and work performance staff demonstrated in a given period and to make an objective assessment on their performance. To define the policies for talents development and direction for educational trainings, to make rational allocati

12、on of staff, and to clarify employees' working orientation.2. To offer employees with incentive corresponding to their contribution and with fair and equitable treatment, by this means,to promote the justice and democracy of scientifical management and to stimulate employees working enthusiasm a

13、nd working efficiency. Article Two Company staff appraisal assessment results are mainly as following aspects:1. reasonablize staff allocation 2. staff promotion and demotion3. salary increase and penaltyChapter II Appraisal objects and Appraisal periodsArticle Third All the company staff shall be a

14、ppraised, both production staff and non production staff.Article Four Appraisal including monthly appraisal, half-year appraisal, and annual appraisal.1. Monthly Appraisal Monthly appraisal is to assess the working performance, working attitude, working effort of the appraisal objects. Monthly appra

15、isal result is directly linked together with monthly reward.2. Half-year Appraisal Half-year appraisal is to make assessment on half year's working performance of appraisal objects.3. Annual Appraisal Annual appraisal is to evaluate the working performance and reward and penalty condition of the

16、 staff, and to add up, and to summarize monthly or half year performance appraisal scores, so that the yearly appraisal performance is scored. Article VITime arrangement of appraisal performance will be announced by HR department, each department shall take cooperation.Chapter III Appraisal method,

17、appraisal object, appraisal scoreArticle Six Appraisal method means the method applied to evaluate performance of the appraisal object. Appraisal object means the staff who are to be appraised.1. Due to the different work nature of the appraised staff,their working performance manifestation can be d

18、ifferent,thus,different appraisal methods shall be applied for different appraised staff.2. Due to the different working nature of staff, monthly appraisal will be applied for production staff, and half-year appraisal and annual appraisal will be applied for non production staff.Article SevenThe app

19、raisal content will be differently emphasized for staff of different levels, thus, the score standard can be different too. Score standards include score standard A and score stand B. A for Staff level A, B for staff level B.1. Staff levelsA level staff: non production staff: financial manager,purch

20、asing manager, HR manager, production manager, warehouse manager, HR assistant, marketing assistant, driver, cleaner, chef.B level staff: production staff: FRP staff, woodwork staff, installation staff.2. Appraisal forms for staff level A and staff level B.A. Appraisal form for staff level A include

21、s: working attitude, planning ability, organization ability, ability to improve subordinators' skills, communication and coordination ability, and creative ability(check appraisal form 1-1）B. Appraisal form for staff level B includes: working ability, planning ability, control ability, communica

22、tion and coordination ability, analyzing ability, comprehensive ability, creative ability and working performance(check appraisal form 1-2).Chapter IV Appraisal Procedure Article Eight The appraised staff shall be scored by their direct superior on the pointed categories(check appraisal form1-1, app

23、raisal form 1-2). All the staff that be appraised shall be scored according to their working performance(graded by percentages), including five levels(A level-excellence, B level-good, C level-passed, D level-need improvement, E level-unqualified), coefficients will be different as per staff levels.

24、A level-excellence(appraisal score 91-100) (coefficient 1.2);B level-good (appraisal score 81-90) (coefficient 1.0);C level-passed ( appraisal score 71-80) (coefficient 0.8);D level-need improvement (appraisal score 61-70) (coefficient 0.65);E level-unqualified (appraisal score below 60) (coefficien

25、t 0.5)Article NineAppraisal bonus calculating method and formula1. No annual bonus for staff who are in probation period.2. For staff who has passed probation period but employed less than one year, mainly based on attended date:annual bonus=monthly salary* obtained appraisal coefficientChapter V Ap

26、peal and treatmentArticle TenIf any doubts about the appraisal system or the appraisal results, staff can appeal to the department managers or HR manager, and finally report to General Manager.Article Eleven HR Manager and department manager will research and check the appeals from appraised staff,

27、and make out the final scores, awaiting general manager's final approval. Appraisal form 1-1 Appraisal Form for Staff Level A Appraised Person ： Appraisal time：Appraisal contentAppraisal main pointspointsscoreA. Working attitude 40pointsA1.Principle and self-disciplineAdhere to the principle, be

28、 obedient to superior 's instruction and arrangements ; strict to the work regulations , doing things fair and reasonable ; be conservative of company secrets , protect company interests ; strictly comply with company rules and regulations , do not be later or leave earlier than one should, unpa

29、id leave should not exceed seven days , sick leave not more than 15 days during one year.10A2.Working efficienceEnsure that the information provided to the superiors of accuracy, timeliness.10A3.Working initiative Work proactively, diligently, take initiative communication with leaders. Be meticulou

30、s and considerate in work . Actively sought to make progress, and continuously improve their skills.10A4.CommitmentWork Conscientiously, be courageous to accept difficult tasks and assume responsibility.10B.Working ability 30 pointsB1.Planning abilitySet reasonable goals and deadlines for tasks, mak

31、e sure departmental work plans and programs are systematic and feasible.5B2.Control abilityBe able to Work under pressure and arrange tasks orderly and methodically.5B3.Communication abilityBe able to convey effectively oral and written communication between superior and subordinate and that of same

32、 ranks ;have group consciousness , considering problems without confining to interests of individuals; adept at handling interpersonal conflicts and clashes with the subordinates, peers, and other departments to maintain a harmonious relationship and reach work objectives.5B4.Analysis abilityBe able

33、 to filter information to make systematic analysis and make rational decisions.5B5.Organizing ability Be able to correctly assign tasks and give instructions to subordinates; make proper authorization , distribution of work and power, take effective way to organize , motivate subordinates to complet

34、e objectives and tasks ;good at communicating with staff , so that the team is of collective cohesion.5B6.Innovative abilityGood at discovering problems , putting forward constructive ideas and programs to effectively improve working procedures and methods ; create conditions that encourage its tech

35、nical innovation or management innovation .5C.working performance 40pointsC1.Working completion levelBe able to complete tasks assigned by leaders; work amount, quality, effectiveness and efficiency can meet the requirements.10C2.Workforce building abilityCreate a harmonious and cooperative working

36、environment; Be fair,just and open in job arrangement, assessment and evaluation. Subordinates should not take frequent absences or violate company policy ;Staff have cohesion and team spirit ; employees are of high job satisfaction.10C3.Staff training Emphasis on staff training ; actively guide and

37、 train subordinates ; excavate subordinates' potential to improve their overall quality.10Total100Appraisal Form for Staff Level B Appraisal form 1-1 Appraised Person ： Appraisal time：Appraisal main pointspointsscoreA1.Principle and self-disciplineAdhere to the principles, be obedient to superio

38、rs' instruction and arrangements ; act strictly according to regulations, comply with the rules and regulations of company , do not be late , leave early, unpaid leave shall not exceed 7 days in one year, sick leave does not exceed 15 days.18A2.Work qualityWith good working skills to ensure prod

39、uction quality18A3.Working attitudeWork proactively, diligently, take initiative communication with leaders. Be meticulous and considerate in work . Actively sought to make progress, and continuously improve their skills.18A4.Working efficiency Be able to complete the assigned tasks in prescript time; work the quantity, quality and effectiveness , efficiency can meet the requirements.18A5.Environment cleanlinessKeep the working environment clean