Ningbo Qiaopu Electric Co. employees year-end awards assessment methods

First, the evaluation aims
Measures to improve the supervision and work for the purpose, the purpose of assessing the work performance of employees Qiaopu as rewards and punishments, transfer, promotion, resignation, etc. basis and staff to understand and assess spiritual potential as a training and Development of reference.
Second, the examination procedures
1, Qiaopu year as a staff appraisal, as year-end performance appraisal;
2, the annual performance appraisal matters supervision by the General Manager's Office, Human Resources Executive, with the various departments.
3, the performance of the unit in charge of the early review by the general manager;
4, 6, before the Spring Festival, general manager of all the review is completed, forwarded by the Human Resources units, each aware of;
5, 15 days before the Lunar New Year holidays, the Human Resources Department evaluation form distributed to all units, each unit must be in charge before the Spring Festival early on the 10th assessment is completed, submit statistical forms to the General Manager's Office consolidation, and then presented, general manager of Xiamen review instructions;
Third, the performance grading
Divided into four annual performance appraisals, etc.: 90 points or more for the Principal; 80 to 89 are divided into Class A; 76-79 is divided into B; 70 to 75 are divided into C class.
Fourth, the assessment limit
1, in the year of the following circumstances, their performance may not as A-level.
(1) above who have been punished had not been revoked by a demerit;
(2) late and leave early base 20 times in total (including) persons;
(3) absenteeism Kui 2 years or more selected (sub) by.
(4) limit the number of: ① Principal: number of 5 or fewer units, the highest number of Principal performance is limited to one person. Number of 5 or more units (sadness), the highest number of Principal performance is limited to 2 people. Type of Application performance for the Principal who was the department manager to be another "Principal Performance Appraisal Report" was to the general manager. ② departments test scores may not exceed the average total multicolored 80 (example: a unit 8, the total score may not exceed 8 × 80 = 640 points.) But if the manager thinks that the department has performed extremely well, very large umbrella for stalls was General Manager edge show, were approved as an exception, but still not exceed the total score 85 points (inclusive). Note: Principal performance appraisal scores are not incorporated into the unit's accounting of the total score.
2, staff and managers in the year of the following circumstances, their performance may not as Principal.
(1) year in the performance of any disciplinary action who have been those who were not revoked;
(2) late and leave early base totaled 13 or more years (including) persons;
(3) absenteeism Kui was elected on the 1st or more (sub) by.
Fifth, changes in scores
1, changes in the item scores, the average performance independent of the Article IV total score (80-85 points) outside the limits.
2, employees in the year, who have been rewards and punishments, their annual performance appraisal should perform addition and subtraction scores, according to the following provisions:
(1) great service or great mind once were: plus or minus 5 points;
(2) I remember once were minor merits or small: plus or minus 3 points;
(3) reward or reprimand a person: plus or minus 1;
(4) absenteeism 1 by: subtract 2 points;
(5) late more than 13 times the number of persons (inclusive), more than once every 05 points deducted.