績效考核辦法績效考核制度中英文

1、績效考核辦法Performance Appraisal Procedure、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。In order to mobilize the enthusiasm of employees,constantly improve their work skills, enhance their sense of responsibility, and achieve the survival of the fittest.The Companyconstituted this procedur

2、e.二、考核方式 Assessment method以部門為單位組織考核，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。 We have annual assessment and monthly departments organizes the assessments each month. The average score of all months assessment scores in the year is taken as the annual assessment score.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。Thi

3、s procedure covers all HTSolar white collar employees and shift leaders.四、績效考核管理委員會(huì) Performance Appraisal management Committee領(lǐng)導(dǎo)：,總經(jīng)理 Committee leader: General Manager成員：行政副總、運(yùn)營總監(jiān)、人力資源經(jīng)理 Committee Member: Admin Vice General Manager Operation Director 、HR Manager.五、績效工資比例及月度績效工資核算岡位Position崗位工資比例posi

4、tionsalary ratio績效工資比例Performance salary ratioVice General Manager 、Director50%50%Department manager/Vicemanager70%30%Supervisor and below80%20%月度績效工資=工資標(biāo)準(zhǔn)*績效工資比例*月度績效得分*100%Monthly performance salary = standard salary * performance salaryratio * monthly performance scores /100六、考核周期：Assessment cycl

5、e月度考核：自每月 1日到月末最后一天。 Monthly assessment: from 1st day to the last day of each month.季度考核： 每季度第一天至最后一天。Quarterly assessment: from the firstday to the last day of each quarter.年度考核： 每年 1 月至 12 月。Annual assessment: from January to December.七、考核人、被考核人及考核方式The appraiser and the appraised person1 .總經(jīng)理考核副總

6、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。TheGeneral Manager assesses and evaluate the Vice general manager and Director by semi annual and annual work reporting methods.;2 .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考核表評分的方式進(jìn) 行考核。The Vice General Manager/Director assesses and evaluate the managers of departments monthly by KPI e

7、valuation form.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考核表評分的方式進(jìn) 行考核。The department manager assesses the supervisor and staff of the department monthly by KPI evaluation form.4 .銷售人員實(shí)行季度銷售業(yè)績考核，由商務(wù)部及人力資源部共同考核。Salesperson were evaluated according sales quarterly by Business department and HR department.八、考核指標(biāo) A

8、ssessment Indicators指標(biāo)的確定 Determination of KPI indicators1）公司年度戰(zhàn)略目標(biāo)及 KPI指標(biāo)的確定Determination of the company's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)，并對未來12 個(gè)月公司發(fā)展形勢評估，將年度總體目標(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。In November each year, the company's senior managemen

9、t operation meeting to determine the company's strategic development goals and the annual KPI indicators for the next year, decomposing the annual overall target into 12 months. The com panysannual KPI indicators are decomposed into eachdepartments according to their responsbility,.Then determin

10、e the annualKPI indicators for each department. After the approval of the general manager, it will be send to all departments.2）部門KPI 指標(biāo)的確定Determination of departmental KPI indicators各部門依據(jù)部門年度KPI 指標(biāo)，運(yùn)用魚骨圖法對指標(biāo)進(jìn)行分解，制定部門詳細(xì)的、可執(zhí)行的二級指標(biāo)，并將指標(biāo)分?jǐn)偟?12 個(gè)月中，制定出部門月度KPI 考核表。經(jīng)考核委員會(huì)審議后開始實(shí)施。 According to the departme

11、nt's annual KPI index, each department uses the fishbone diagram method to decompose the indicators to make detailed and executable secondary indicators of the department,and distributes the indicators to 12 months. Make the monthly KPI assessment form of the was implemented after review by the

12、performance appraisal committee.部門經(jīng)理對部門 KPI 指標(biāo)的達(dá)成負(fù)全部責(zé)任。 The department manager is fully responsible for the achievement of the departmental KPI indicators.3）員工考核指標(biāo)的確定Determination of employee assessment indicators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。 The employee

13、 assessment indicators include: KPI indicators after the decomposition of departmental indicators, important tasks, work attitudes, rewards and punishments, etc. The specific indicators are determined and assessed by the department manager, but must be submitted to the Human Resources Department for

14、 review.2. 考核指標(biāo)的調(diào)整Adjustment of assessment indicator1）公司 KPI 指標(biāo)的調(diào)整Adjustment of company KPI indicators當(dāng)市場發(fā)生變化時(shí)，公司根據(jù)實(shí)際運(yùn)營情況，對年度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。When the market changes, the company will adjusts the annual KPI indicators according to the actual operation situat

15、ion. Each department modifies the department KPI indicators according to the adjusted company KPI indicators, and make new KPI assessment form of department.2）員工考核指標(biāo)調(diào)整Staff assessment indicator adjustment當(dāng)部門KPI、崗位工作重點(diǎn)發(fā)生變動(dòng)，或者上級分配階段性重點(diǎn)工作時(shí)，必須對 員工考核指標(biāo)進(jìn)行調(diào)整，并形成新的考核表。 When the department's KPI, post wo

16、rk focus changes, or the superior assigns phased key work, the employee assessment indicators must be adjusted and make new assessment form.3. 員工獎(jiǎng)懲指標(biāo) Employee reward and punishment indicator1）懲罰Punishment:對于當(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。 For those who are late or early leave will b

17、e deducted 2 points/time, absenteeism will be deducted by 5 points/time. The employees who are warned by the company and other departments will be deducted 5 points/time.2）獎(jiǎng)勵(lì)Reward:對公司工藝改進(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。 5points of reward for the company's process imp

18、rovement, outstanding work performance, saving the company's property losses, and being willing to be commended by the company,And 5 points for employees who received the GM Spot Award in the month.4. 銷售人員指標(biāo) Salesperson indicator銷售人員實(shí)行以銷售指標(biāo)為導(dǎo)向的考核方式。 We evaluate the salesperson by sales indicator

19、.試用期指標(biāo)：根據(jù)試用期確定的銷售指標(biāo)考核。 Probation period indicator: evaluation of salesperson according to sales target determined in probation period.The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)。indicator after probation period:Decompose the annual sales indicatorsinto quarters and determine quarterly assessment indicators.九、

20、具體考核：Assessment process1 .每月2日前由考核人對被考核人上月工作表現(xiàn)進(jìn)行考核評分，并將考核結(jié)果反 饋給被考核人，由被考核人簽字確認(rèn)。Before 2nd day of each month, theassessor assesse the performance of the assessed person last month, and feedback the results to the assessed person, which is confirmed by the assessed person.2 .考核人應(yīng)向被考核人指出工作中的不足，鼓勵(lì)并協(xié)助被考核人

21、不斷改進(jìn)，在下 個(gè)考核周期中績效有明顯提高。The assessor should point out the deficienciesin the work to the assessed person, encourage and assist them to improve continuously, and improve their performance in the next month.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。 Before 3rd of each month, the departments will submit the si

22、gned assessment forms to the HR department .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。Theperformance appraisal results of department managers shall be reviewed by the appraisal committee and signed by the appraisal committee leader.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。The sales perso

23、nnel will beassessed on a quarterly basis after the probation period, and the first month of each quarter will be evaluated for the completion of sales indicators in the previous quarter.And report the results and proposal tothe General Manager.十、考核結(jié)果應(yīng)用 Application of assessment results6 .月度考核結(jié)果應(yīng)用 T

24、he application of the results of the monthly assessment在舁 廳pNO得分point等級Grade等級Grade員工比例Employeeratio190 以上 Over90A優(yōu)秀 OutstandingLess 5%280-89B良好Good370-79C渦思 Satisfactory460-69D基本滿意 Basic satisfactory559 以 Under59E差 Poor考核結(jié)果為A級的人數(shù)不能超過部門總?cè)藬?shù)的 5% The percentage of A gradeshould not over 5% occupied in

25、the total numbers of persons in the department.1） 績效工資核算 Calculate performance salary人力資源部將根據(jù)績效結(jié)果計(jì)算績效工資。HR department will calculateperformance salary according performance appraisal result.2）崗位晉升 Position promotion :當(dāng)有空缺崗位需要對員工進(jìn)行晉升時(shí)，對于績效考核優(yōu)秀的員工，將優(yōu)先考慮， C級以下的員工不予晉升。 When there are vacancies that need

26、 to be promoted to employees, employees with excellent performance will be given priority, and employees below C will not be promoted.3）培訓(xùn)依據(jù) Training basis :根據(jù)績效考核結(jié)果有針對性的安排培訓(xùn)，并跟蹤考核，不斷提升員工工作技能。According to the performance assessment results, we will arrange the training, follow-up assessment, and con

27、tinuously improve employee work skills4）崗位淘汰 Elimination :對連續(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)績效評估對人員進(jìn)行調(diào)崗或淘汰。For employees who have scores under 59 score in 2 consecutive months, or who have 3 times under 59 in half of year, the employee will be adjust position or be eliminated.2.年度考核結(jié)果影響年終獎(jiǎng)金及漲薪。Annual assess

28、ment results affectannual bonus and salary increases序得分等級等級員工比例年終獎(jiǎng)金系數(shù)號ScoresGradeGradeEmployeeAnnual bonusNOratiocoefficient190以上Over90AOutstanding10%2280-89BGood50%1370-79CSatisfactory30%460-69DBasicsatisfactory5%0559以Under59EPoor5%01）年度考核結(jié)果按正態(tài)分布，其中 A級不能超過總?cè)藬?shù)10% B級不超過總?cè)藬?shù)50%,C級約占30% D級約占總?cè)藬?shù) 5% E級強(qiáng)制5

29、% The annual assessment results are distributed according to normal distribution. The A level does not exceed the total number of 10%., The B level does not exceed the totalnumber of 50%. The C level ranks about 30% of the total.D level ranksabout 5% of the the E level is mandatory 5%.2）年度考核D級以下的員工次年不予漲薪。The annual assessment ofemployees below the D level will not increase the salary for the next year.3）年度考核為 E的員工公司給予解雇處理。The employee whose annualassessment is E will be dismissed by company.H一> 考核申訴流程 Performance assessment appeals proce