績效考核辦法績效考核制度中英文

1、績效考核辦法PerformanceAppraisalProcedure、目的Purpose為了調(diào)動(dòng)員工積極性，不斷提升工作技能，增強(qiáng)工作責(zé)任心，同時(shí)實(shí)現(xiàn)人員優(yōu)勝劣汰，特制定績效考核辦法。Inordertomobilizetheenthusiasmofemployees,constantlyimprovetheirworkskills,enhancetheirsenseofresponsibility,andachievethesurvivalofthefittest.TheCompanyconstitutedthisprocedure.二、考核方式Assessmentmethod以部門為單位組

2、織考核，每月/季度考核一次，年度內(nèi)所有月度/季度考核得分的平均分作為年度考核得分。Wehaveannualassessmentandmonthlyassessment.Anddepartmentsorganizestheassessmentseachmonth.Theaveragescoreofallmonthsassessmentscoresintheyearistakenastheannualassessmentscore.三、適用范圍Scope本辦法適用公司所有白領(lǐng)員工以及生產(chǎn)領(lǐng)班。ThisprocedurecoversallHTSolarwhitecollaremployeesands

3、hiftleaders.四、績效考核管理委員會(huì)PerformanceAppraisalmanagementCommittee領(lǐng)導(dǎo)：,總經(jīng)理Committeeleader:GeneralManager成員：行政副總、運(yùn)營總監(jiān)、人力資源經(jīng)理CommitteeMember:AdminViceGeneralManager、OperationDirector、HRManager.五、績效工資比例及月度績效工資核算績崗位崗位工資比例績效工資比例月度效工資二工PositionpositionsalaryratioPerformancesalaryratio資標(biāo)準(zhǔn)*績ViceGeneralManager、Di

4、rector50%50%效工資比例*Departmentmanager/Vicemanager70%30%月度績效得Supervisorandbelow80%20%分*100%Monthlyperformancesalary=standardsalary*performancesalaryratio*monthlyperformancescores/100六、考核周期：Assessmentcycle月度考核：自每月1日到月末最后一天。Monthlyassessment:from1stdaytothelastdayofeachmonth.季度考核：每季度第一天至最后一天。Quarterlyass

5、essment:fromthefirstdaytothelastdayofeachquarter.年度考核：每年1月至12月。Annualassessment:fromJanuarytoDecember.七、考核人、被考核人及考核方式Theappraiserandtheappraisedperson1 .總經(jīng)理考核副總經(jīng)理及總監(jiān)，實(shí)行半年度、年度工作述職的方式進(jìn)行考核。TheGeneralManagerassessesandevaluatetheVicegeneralmanagerandDirectorbysemiannualandannualworkreportingmethods.;2 .

6、副總經(jīng)理/總監(jiān)考核各部門經(jīng)理，實(shí)行月度考核，采用KPI考核表評(píng)分的方式進(jìn)行考核。TheViceGeneralManager/DirectorassessesandevaluatethemanagersofdepartmentsmonthlybyKPIevaluationform.3 .部門經(jīng)理考核部門主管及員工，實(shí)行月度考核，采用KPI考核表評(píng)分的方式進(jìn)行考核。ThedepartmentmanagerassessesthesupervisorandstaffofthedepartmentmonthlybyKPIevaluationform.4 .銷售人員實(shí)行季度銷售業(yè)績考核，由商務(wù)部及人力資源

7、部共同考核。SalespersonwereevaluatedaccordingsalesquarterlybyBusinessdepartmentandHRdepartment.八、考核指標(biāo)AssessmentIndicators1 .KPI指標(biāo)的確定DeterminationofKPIindicators1）公司年度戰(zhàn)略目標(biāo)及KPI指標(biāo)的確定Determinationofthecompany'sannualstrategicgoalsandKPIindicators每年11月由公司高層召開管理運(yùn)營會(huì)議確定次年公司戰(zhàn)略發(fā)展目標(biāo)及公司年度KPI指標(biāo)，并對(duì)未來12個(gè)月公司發(fā)展形勢(shì)評(píng)估，將年

8、度總體目標(biāo)分解到12個(gè)月中。根據(jù)各部門職責(zé)將年度KPI指標(biāo)分解至各部門，以此確定各部門年度KPI指標(biāo)，經(jīng)總經(jīng)理審批后下發(fā)各部門。InNovembereachyear,thecompany'sseniormanagementoperationmeetingtodeterminethecompany'sstrategicdevelopmentgoalsandtheannualKPIindicatorsforthenextyear,decomposingtheannualoveralltargetinto12months.Thecompany'annualKPIindicat

9、orsaredecomposedintoeachdepartmentsaccordingtotheirresponsbility,.ThendeterminetheannualKPIindicatorsforeachdepartment.Aftertheapprovalofthegeneralmanager,itwillbesendtoalldepartments.2)部門KPI指標(biāo)的確定DeterminationofdepartmentalKPIindicators各部門依據(jù)部門年度KPI指標(biāo)，運(yùn)用魚骨圖法對(duì)指標(biāo)進(jìn)行分解，制定部門詳細(xì)的、可執(zhí)行的二級(jí)指標(biāo)，并將指標(biāo)分?jǐn)偟?2個(gè)月中，制定出部門

10、月度KPI考核表。經(jīng)考核委員會(huì)審議后開始實(shí)施。Accordingtothedepartment'sannualKPIindex,eachdepartmentusesthefishbonediagrammethodtodecomposetheindicatorstomakedetailedandexecutablesecondaryindicatorsofthedepartment,anddistributestheindicatorsto12months.MakethemonthlyKPIassessmentformofthedepartment.Itwasimplementedaft

11、erreviewbytheperformanceappraisalcommittee.部門經(jīng)理對(duì)部門KPI指標(biāo)的達(dá)成負(fù)全部責(zé)任。ThedepartmentmanagerisfullyresponsiblefortheachievementofthedepartmentalKPIindicators.3)員工考核指標(biāo)的確定Determinationofemployeeassessmentindicators員工考核指標(biāo)包括：部門指標(biāo)經(jīng)分解后的KPI指標(biāo)、階段性重點(diǎn)工作任務(wù)、工作態(tài)度、獎(jiǎng)懲指標(biāo)等，具體指標(biāo)確定和考核由部門確定，但需提交人力資源部審核。Theemployeeassessmentind

12、icatorsinclude:KPIindicatorsafterthedecompositionofdepartmentalindicators,importanttasks,workattitudes,rewardsandpunishments,etc.Thespecificindicatorsaredeterminedandassessedbythedepartmentmanager,butmustbesubmittedtotheHumanResourcesDepartmentforreview.2 .考核指標(biāo)的調(diào)整Adjustmentofassessmentindicator3 )公司

13、KPI指標(biāo)的調(diào)整AdjustmentofcompanyKPIindicators當(dāng)市場(chǎng)發(fā)生變化時(shí)，公司根據(jù)實(shí)際運(yùn)營情況，對(duì)年度KPI指標(biāo)進(jìn)行適當(dāng)調(diào)整，各部門根據(jù)調(diào)整后的公司KPI指標(biāo)修改部門KPI指標(biāo)，并制定新的部門KPI考核表。Whenthemarketchanges,thecompanywilladjuststheannualKPIindicatorsaccordingtotheactualoperationsituation.EachdepartmentmodifiesthedepartmentKPIindicatorsaccordingtotheadjustedcompanyKPIin

14、dicators,andmakenewKPIassessmentformofdepartment.4 )員工考核指標(biāo)調(diào)整Staffassessmentindicatoradjustment當(dāng)部門KPk崗位工作重點(diǎn)發(fā)生變動(dòng)，或者上級(jí)分配階段性重點(diǎn)工作時(shí)，必須對(duì)員工考核指標(biāo)進(jìn)行調(diào)整，并形成新的考核表。Whenthedepartment'sKPI,postworkfocuschanges,orthesuperiorassignsphasedkeywork,theemployeeassessmentindicatorsmustbeadjustedandmakenewassessmentform

15、.5 .員工獎(jiǎng)懲指標(biāo)Employeerewardandpunishmentindicator1）懲罰Punishment:對(duì)于當(dāng)月遲到、早退扣2分/次，曠工每次扣5分，被公司或其他部門警告的員工，當(dāng)月考核扣5分/次。Forthosewhoarelateorearlyleavewillbededucted2points/time,absenteeismwillbedeductedby5points/time.Theemployeeswhoarewarnedbythecompanyandotherdepartmentswillbededucted5points/time.2）獎(jiǎng)勵(lì)Reward:對(duì)公

16、司工藝改進(jìn)、工作業(yè)績突出、挽救公司財(cái)產(chǎn)損失有功、見義勇為等行為被公司表彰的給予5分獎(jiǎng)勵(lì)，當(dāng)月獲得總經(jīng)理提名獎(jiǎng)的員工加5分。5pointsofrewardforthecompany'sprocessimprovement,outstandingworkperformance,savingthecompany'spropertylosses,andbeingwillingtobecommendedbythecompany,And5pointsforemployeeswhoreceivedtheGMSpotAwardinthemonth.6 .銷售人員指標(biāo)Salespersonind

17、icator銷售人員實(shí)行以銷售指標(biāo)為導(dǎo)向的考核方式。Weevaluatethesalespersonbysalesindicator.試用期指標(biāo)：根據(jù)試用期確定的銷售指標(biāo)考核。Probationperiodindicator:evaluationofsalespersonaccordingtosalestargetdeterminedinprobationperiod.試用期后指標(biāo)：將年度銷售指標(biāo)分解到各個(gè)季度，確定季度考核指標(biāo)。Theindicatorafterprobationperiod:Decomposetheannualsalesindicatorsintoquartersandde

18、terminequarterlyassessmentindicators.九、具體考核：Assessmentprocess1 .每月2日前由考核人對(duì)被考核人上月工作表現(xiàn)進(jìn)行考核評(píng)分，并將考核結(jié)果反饋給被考核人，由被考核人簽字確認(rèn)。Before2nddayofeachmonth,theassessorassessetheperformanceoftheassessedpersonlastmonth,andfeedbacktheresultstotheassessedperson,whichisconfirmedbytheassessedperson.2 .考核人應(yīng)向被考核人指出工作中的不足，鼓勵(lì)

19、并協(xié)助被考核人不斷改進(jìn)，在下個(gè)考核周期中績效有明顯提高。Theassessorshouldpointoutthedeficienciesintheworktotheassessedperson,encourageandassistthemtoimprovecontinuously,andimprovetheirperformanceinthenextmonth.3 .每月3日前各部門將考核表經(jīng)分管副總簽字后統(tǒng)一交人力資源部統(tǒng)計(jì)存檔。Before3rdofeachmonth,thedepartmentswillsubmitthesignedassessmentformstotheHRdepart

20、ment.4 .部門經(jīng)理的績效考核結(jié)果需經(jīng)考核小組審議、考核組長簽字后生效。Theperformanceappraisalresultsofdepartmentmanagersshallbereviewedbytheappraisalcommitteeandsignedbytheappraisalcommitteeleader.5 .銷售人員試用期過后按季度進(jìn)行考核，每季度的第一個(gè)月對(duì)上季度銷售指標(biāo)完成情況進(jìn)行考核，并將考核結(jié)果、處理建議報(bào)總經(jīng)理。Thesalespersonnelwillbeassessedonaquarterlybasisaftertheprobationperiod,an

21、dthefirstmonthofeachquarterwillbeevaluatedforthecompletionofsalesindicatorsinthepreviousquarter.AndreporttheresultsandproposaltotheGeneralManager.十、考核結(jié)果使用Applicationofassessmentresults1 .月度考核結(jié)果使用Theapplicationoftheresultsofthemonthlyassessment廳pNO得分point等級(jí)Grade等級(jí)Grade員工比例Employeeratio190以上Over90A優(yōu)秀O

22、utstandingLess5%280-89B良好Good370-79C渦思Satisfactory460-69D基本滿思Basicsatisfactory559以Under59E差Poor考核結(jié)果為A級(jí)的人數(shù)不能超過部門總?cè)藬?shù)的5%ThepercentageofAgradeshouldnotover5%occupiedinthetotalnumbersofpersonsinthedepartment.1） 績效工資核算Calculateperformancesalary人力資源部將根據(jù)績效結(jié)果計(jì)算績效工資。HRdepartmentwillcalculateperformancesalarya

23、ccordingperformanceappraisalresult.2）崗位晉升Positionpromotion:當(dāng)有空缺崗位需要對(duì)員工進(jìn)行晉升時(shí)，對(duì)于績效考核優(yōu)秀的員工，將優(yōu)先考慮，C級(jí)以下的員工不予晉升。Whentherearevacanciesthatneedtobepromotedtoemployees,employeeswithexcellentperformancewillbegivenpriority,andemployeesbelowCwillnotbepromoted.3）培訓(xùn)依據(jù)Trainingbasis:根據(jù)績效考核結(jié)果有針對(duì)性的安排培訓(xùn)，并跟蹤考核，不斷提升員工工作

24、技能。Accordingtotheperformanceassessmentresults,wewillarrangethetraining,follow-upassessment,andcontinuouslyimproveemployeeworkskills4）崗位淘汰Elimination:對(duì)連續(xù)2個(gè)月或半年內(nèi)有3次考核得分低于59分的，根據(jù)績效評(píng)估對(duì)人員進(jìn)行調(diào)崗或淘汰。Foremployeeswhohavescoresunder59scorein2consecutivemonths,orwhohave3timesunder59inhalfofyear,theemployeewillbe

25、adjustpositionorbeeliminated.2 .年度考核結(jié)果影響年終獎(jiǎng)金及漲薪。Annualassessmentresultsaffectannualbonusandsalaryincreases廳pNO得分Scores等級(jí)Grade等級(jí)Grade員工比例Employeeratio年終獎(jiǎng)金系數(shù)Annualbonuscoefficient190以上Over90AOutstanding10%2280-89BGood50%1370-79CSatisfactory30%0.5460-69DBasicsatisfactory5%0559以Under59EPoor5%01）年度考核結(jié)果按正

26、態(tài)分布，其中A級(jí)不能超過總?cè)藬?shù)10%B級(jí)不超過總?cè)藬?shù)50%,金及約占30%D級(jí)約占總?cè)藬?shù)5%E級(jí)強(qiáng)制5%Theannualassessmentresultsaredistributedaccordingtonormaldistribution.TheAleveldoesnotexceedthetotalnumberof10%.,TheBleveldoesnotexceedthetotalnumberof50%.TheClevelranksabout30%ofthetotal.Dlevelranksabout5%ofthetotal.AndtheElevelismandatory5%.3 ）年度考核D級(jí)以下的員工次年不予漲薪。TheannualassessmentofemployeesbelowtheDlevelwillnotincreasethesalaryforthenextyear.4 ）年度考核為E的員工公司給予解雇處理。TheemployeewhoseannualassessmentisEwillbedismissedbycompany.5 一>考核申訴流程Performanceassessmentappealsproce