员工考核制度（Staff assessment system）.docVIP

员工考核制度（Staff assessment system） Employee performance appraisal system Chapter I General Provisions First in order to maximize inspire potential, to improve the performance of employees, and improve the overall efficiency of the group company, for staff salary, position adjustment and capacity development and provide scientific and reasonable basis for the management, the system is formulated. Second, this system applies to all employees who sign labor contracts with group companies. The third human resources department is responsible for the assessment and evaluation of the staff on the group. The second chapter is the content of employee performance appraisal Fourth principles of employee performance appraisal Employee performance appraisal must adhere to the principles of openness, impartiality and fairness. Namely: the evaluation of the content, time, standards and procedures of publicity; in accordance with the regulations of the company and personnel records, objective and impartial evaluation of comprehensive performance of employees; the principle of fairness evaluation score gap between appropriate and realistic. Fifth, employee performance appraisal content Employee performance appraisal is divided into two categories according to the purpose of evaluation: Types of evaluation, purpose of evaluation, content of evaluation, frequency of evaluation Annual assessment, job adjustment ability, development work performance + work attitude + work ability 1 times / year Monthly assessment bonus evaluation work + work attitude 1 times / month I. middle-level leading cadres Middle-level cadres performance appraisal in the assessment of economic indicators in accordance with the provisions of companys economic responsibility assessment system, as a basic income and cash in annual income risk basis; the annual performance appraisal according to the implementation of the system, as a comprehensive evaluation of the quality of the middle-level cadres on the basis of. Two