assessment system

1. Objective: To improve post efficiency, evaluate the work skills and performance of employees in craft posts, and guide their work direction.

2. Method: Evaluation by superior supervisor and approval by general manager.

Three. Content: performance, technology and cooperation

4. Time: once every quarter, in the last week of each quarter, the office will issue the evaluation form, three days later.

Recycling evaluation form, excellent in the company's quarterly meeting praise, unqualified by the general manager personally met.

Five, the evaluation is divided into five grades and rewards and punishments:

Excellent 9 1- 100 points-1- 1 500 yuan prize, and the winners were promoted for three consecutive times.

Okay, 8 1-90 points -2 places-1 times 200 yuan.

Qualified 7 1-80 points-none

To be promoted: 6 1-70 points-those who continue for 3 times will be demoted.

Unbearable score below 6 1-those who fail to improve for three consecutive times will be dismissed.

Six, the evaluation criteria are shown in table.

Seven, the evaluation criteria can be adjusted quarterly according to the target, and will be announced separately before the adjustment.

Eight, the implementation time:

Nine. Explanation: explained by the office of beauty and bodybuilding center.

Attached table: 1, technical appraisal table

2. Work Performance Appraisal Form

Employee Performance Evaluation Form (Manager)

1) performance: comprehensive performance 10 1% or more -80 points.

80- 100%-60 points

6 1-80%-30 points

Comprehensive performance indicator: the standard score is 80 points.

1. Quarterly target business completion rate: three-month cumulative turnover, calculated on average. The coefficient is 0.48.

2. Frequent customers increase: the coefficient is 0.32.

3. Performance indicators of human resources: determined according to the requirements of personnel growth in each quarter, with a coefficient of 0.2. For example:

This information comes from 138job China Beauty Talent Network.