Performance Apprisal-績(jī)效評(píng)估

1、Performance AppraisalPerformance Appraisal Nov. 2012Introduction PurposeImprove the performance in next year BenefitA communication opportunity between employee and superior / managerCompare what has been achieved and company expectation Agree on the objectives of next year Introduction Usea referen

2、ce to give out year end bonus A reference for salary adjustment (if needed)IntroductionScope Applicable criteria Office personnel, logistic workers and maintenance workers, line leaders, shift leaders and internal trainers in the Italsofa, Natuzzi China and Softaly. staff whose entry date is no late

3、r than Mar. 31 of the year. After the performance evaluation, if the employee will get a bonus, the bonus will be pro-rated to the actual service months in the year. IntroductionPerformance Appraisal Content The performance appraisal includes 4 parts Part 1: Self assessmentPart 2: Superiors comments

4、 on employee accomplishment Part 3: Action Plan for future growth Part 4: Acknowledgement Performance Appraisal ContentPart 1: self assessment Work accomplishment in year 2007 Other contributions Performance Appraisal Content Part 2: Superiors comments on employee accomplishment Performance result (

5、score) Personal competence and attitude (score) Performance summary on strength and weakness Overall performance grade of evaluation resultPerformance Appraisal Content Part 3: Action Plan for future growth Job objectives for next year Training needs for improvementPerformance Appraisal Content Part

6、 4: Acknowledgement Superior shall discuss the evaluation result with employee and both sides agree Both shall sign as acknowledgement Performance Appraisal ContentPerformance Rating Guideline The performance rating shall meet the guideline of following distribution.Performance Rating Guideline Year

7、ly bonus = Monthly Basic salary of Dec. 2007 * Performance rating Performance rating PaymentTeam Moltiplicator The team moltiplicator is introduced for staff personnel If managers score reached to at least equal to the level C , all the collaborators of his determined office or direction will get an

8、 increase of the amount of the year end bonus . Increase criterion: Manager rating - Staff bonus moltiplicator A 15 % B 10 % C 5%In order to better achieve the yearly work objectives, a Mid-year performance review is introduced since year 2008 In June, superior will review the work objectives accomp

9、lishment status with the subordinates, and take necessary measure Appraisal ReviewPayment Payment of the year end bonus will be done respectively in two times First Payment: in January next year for Bonus But no pay if leave before Dec.01of this year Second Payment: in July next year for another Bon

10、us But no pay if leave before June.01of next year Only for 2007 Bonus First Payment 2/3 Bonus Second Payment 1/3 BonusPayment2007ExamplesPaymentExample 1ManagerScore 92Monthly Basic Salary 9000Performance grade B rating 2.7Year end bonus = 9000 X 2.7 = 243001st payment = January 10th = 2/3 Bonus=16200 2nd payment = July 10th = 1/3 Bonus=8100PaymentExample 2StaffScore 86Monthly Basic Salary 3000Performance grade C rating 2.4Manager performance grade B team moltiplicator increase 0