最新的考核制度中英文

1、第一章 总则第一条 公司员工考核目的1. 对员工在一定时期内担当职务工作所表现出来的能力、努力程度以及工作实绩进行分析，做出客观评价，把握员工工作执行和适应情况，确定人才开发的方针政策及教育培训方向，合理配置人员，明确员工工作的导向；2. 给予员工与其贡献相应的激励以及公正合理的待遇，以促进科技管理的公正和民主，激发员工工作热情和提高工作效率。第二条 公司员工考核的评定结果主要有以下几方面用途：1. 合理调整和配置人员；2. 职务升降；3. 提薪与奖罚；第二章 考核对象和考核周期第三条 公司全体员工均参加考核，大致非为生产员工与非生产员工。第四条 考核分为月度考核、半年度和年度考核。1. 月度

2、考核：月度考核是对被考核者每月内的工作绩效、工作态度和工作能力进行考核。月度考核结果与月度奖金直接挂钩。2. 半年度考核：半年度考核是对被考核者在半年度内的工作绩效给予评价，3. 年度考核：年度考核是对被考核者在年度内的工作绩效与奖罚情况给予评价，并统计、汇总各月或半年度绩效考核的得分后，得出被考核者本年度绩效考核的最终得分。第五条 各部门的具体绩效考核的时间安排由人力资源部负责通知和组织，各部门进行配合。第三章 考核方法、考核主体、考核评分第六条 考核方法是指针对被考核对象所采取的考核方式、考核主体是指对被考核对象进行考核的人1. 由于日常工作中被考核对象的工作性质不同，其工作业绩的表现形式

3、也不同，因此对于不同的被考核对象，考核方法也应不同。2. 根据员工的工作性质，对生产员工实行月度考核及年度考核，对非生产员工实行半年度及年度考核。 第七条 公司对不同级别的员工考核的侧重点不同，因此考核的评分标准也不同。考核必须依据被考核者的级别确定相应的评分标准，评分标准分甲类人员，乙类人员。1. 人员级别甲类人员：非生产人员：财务经理，采购经理，人事经理，生产经理，仓库经理，人事助理，市场助理，司机，清洁工，厨师 乙类人员：生产人员 ：玻璃钢员工，木工组员工，安装组员工2. 各类人员考核表A 甲类人员的考核评分表包括：工作态度、计划能力、组织能力、培养下属能力、沟通协调能力、改善创新能力（

4、见考核表1-1）。B 乙类人员的考核评分表包括：工作态度，计划能力，控制能力，沟通协调能力，分析能力，接受能力，创新能力及工作业绩（见考核表1-2）。第四章 考核程序第八条 被考核者分别由直接上级对其定性指标进行考核评分，并分别填写甲、乙类人员评分表（见考核表1-1、考核表1-2）。在公司内所有参加考核的员工，根据其绩效考核的得分（得分由百分制计算得出）分为五个等级（A级优秀、B级良好、C级合格、D级需改进、E级不合格），所处等级不同，所对应的绩效系数亦不同。A级-优秀（考核分数91-100分，）(系数为1.2) ； B级-良好（考核分数81-90分，） (系数为1.0) ； C级-合格（考核

5、分数71-80分，）（系数为0.8）； D级-需改进（考核分数61-70分）（系数为0.65）； E级-不合格（考核分数60分以下，）（系数为0.5）第十条 绩效奖金计算方式与公式方式1、 在试用期的员工无当年年终奖2、 已过试用期，但未满一年的员工的年终奖，以实际到职的月份为主。公式 年度绩效奖金=员工月工资×实际考核所得绩效系数第五章 申诉及其处理第十一条 被考核人如对考核工作或结果有重大疑义，可以向主管或经理或人力资源提出申诉，最终报备至总经理室。第十二条 人力资源会同部门经理对被考核人的申诉意见进行调查核实，重新核算，重新核实的考核分即为最终考核分，最终由总经理室审批。考核表

6、1-1 甲类人员考核评分表 被考核人： 考核时间：考核 内容考核要素分值得分A.工作 态度35分A1.原则纪律性坚持原则，服从上级指示和安排；严格按规章办事，处事公平合理；保守公司秘密，维护公司利益；严格遵守公司各项规章制度，不迟到、早退，一年中请事假不超过7天，病假不超过15天。19A2.工作效率保证提供给上级领导的资料的准确性，及时性。19A3.工作积极性工作积极进取，尽心尽责，主动与领导沟通。工作中勤于思考，考虑细致周到。积极要求上进，不断提高自身的技能。19A4.责任心工作尽心尽责，勇于接受艰巨任务，承担责任。18B.工作 能力35分B1.计划能力对任务能设定合理的目标和期限，部门工作

7、计划和方案有系统性且符合实际可行。15B2.控制能力工作有秩序，有条理，在压力下没有慌乱而失去控制。15B3.沟通协调 能力对上下级和同级之间口头与书面沟通能有效传达；具有整体意识，考虑问题不局限于局部利益；善于处理人际矛盾和冲突，与上下级、同级和其他部门保持和谐的关系而达成工作目标。16B4.分析能力能过滤既有信息，做出系统的分析并制订合理的决策。16B5.组织领导 能力能正确对待下属下达任务和指示；适当授权，分配工作与权力，采取有效的方法组织、激励下属完成目标和任务；善于做员工思想工作，使集体具有凝聚力。16B6.创新能力善于发现问题，提出建设性意见和方案，有效改进工作程序和方法；创造条件

8、，鼓励属下进行技术创新或管理创新。17C.工作 业绩30分C1.工作完成度能如期完成领导下达的工作任务；在工作的数量、质量和效果、效率方面能达到规定要求。110C2.员工队伍 建设营造一个和谐公平、互相帮助的工作环境；在员工工作安排、考核、评价等方面公平、公正、公开；下属员工无经常缺勤或违反公司规定的情况；所属员工有凝聚力和团队精神；员工工作满意度较高。110C3.人才育成重视员工培训；积极指导培养下属；挖掘下属潜能，提高部门员工的整体素质。110合计100。乙类人员评分考核表被考核人： 考核时间：考核要素分值得分A1.原则纪律性坚持原则，服从上级指示和安排；严格按规章办事，严格遵守公司各项规

9、章制度，不迟到、早退，一年中请事假不超过7天，病假不超过15天。18A2.工作质量自身的技能达到质量标准，能够保证产品的生产质量18A3.工作态度工作积极进取，尽心尽责，主动与领导沟通。工作中勤于思考，考虑细致周到。积极要求上进，愿意学习，且不断提高自身的技能。18A4.工作的效率能如期完成领导下达的工作任务；在工作的数量、质量和效果、效率方面能达到规定要求。18A5.环境整洁度保持工作环境干净，整洁16A6.节约成本用料尽量节约，节约公司成本，不浪费16A7.使用工具使用公司的工具，尽量小心，保护好工具16A8.沟通合作 能力对上下级和同级之间口头与书面沟通能有效传达；具有整体意识，善于处理

10、人际矛盾和冲突，与上下级、同级和其他部门保持和谐的关系而达成工作目标。17A9.接受能力能正确对待领导下达任务和指示采取有效的方法完成目标和任务，使公司更具有凝聚力。17A10.创新能力善于发现问题，提出建设性意见和方案，有效改进工作程序和方法；创造条件。16A11.工作技能熟练的操作技能，出口到国外的船艇无返工情况.110A12.企业归属感营造一个和谐公平、互相帮助的工作环境；对企业有较强的归属感，在上班期间，把公司的利益永远放在首位。110A13.提高自身素养积极参与员工培训；提高自身的潜能，提高员工的整体素质。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