In order to ensure the scientific and orderly progress of things or work, it is often necessary to prepare plans in advance. A plan is a written plan with clear content and clear steps. So how do we write the plan? The following is my collection of performance appraisal schemes for real estate companies (generally five), which are welcome for your reference and I hope to help you.
Performance Appraisal Scheme for Real Estate Companies 1 I. Appraisal Purpose
The direct purpose of 1. 1 is to objectively analyze and evaluate the performance of employees' job responsibilities and the actual effect of their work, provide real and reliable data on human resource management and development, correctly implement rewards and punishments according to the assessment results, rationally allocate human resources, comprehensively improve employees' performance, and ensure the sustainable development of the company;
1.2 adopts the management mode of target management system, and the company sets the overall development goal and then decomposes it layer by layer;
Second, the evaluation principle
2. 1 Absolute assessment principle: based on work tasks and work objectives, employees' work behaviors are assessed according to job responsibility standards, rather than comparative assessment among people.
2.2 Analysis and assessment principle: Set assessment elements and assessment priorities according to job functions, and conduct assessment item by item, instead of making a vague overall evaluation of people.
2.3 One-subject principle: adopt the method of supervisor assessment, based on the assessment results confirmed by supervisors and subordinates.
2.4 An auxiliary principle: the final assessment results of employees and department managers are influenced by the overall assessment results of the department.
Third, evaluate the organization.
3. 1 the company set up an assessment leading group, which is composed of members of the president's office, and its daily office is located in the enterprise management department, which is specifically undertaken by the performance supervisor of the enterprise management department.
3.2 If all departments have different opinions on the evaluation, they can directly make a written statement to the President, who will make a ruling.
Fourth, the evaluation method.
4. 1 The overall evaluation and post responsibility assessment are adopted for employee assessment, and the management by objectives (the completion of the overall work objectives of the department) is adopted for department assessment.
4.2 The employee assessment shall be conducted by the competent leader, and the final assessment result of the employee shall be determined in combination with the departmental assessment results;
4.3 Establish departmental work objectives according to the quarterly work objective decomposition table issued by the company, and the direct leader will assess the achievement of departmental work objectives, and determine the final assessment results in combination with the evaluation of relevant departments.
4.4 Use quarterly assessment and year-end assessment.
Verb (abbreviation for verb) evaluates the content
5. 1 Main assessment contents of employees:
Professional knowledge and working ability, the performance of post responsibilities, and the performance of departmental responsibilities.
5.2 Main assessment contents of the department:
The completion of departmental work objectives, as well as the cooperation and coordination between departments.
5.3 Assessment of senior leaders:
The assessment results of the departments under their jurisdiction shall prevail, and the heads of multiple departments shall be calculated according to the average assessment score.
Evaluation procedure of intransitive verbs
6. 1 As the basis of quarterly and annual assessment, employees shall submit weekly work reports to their superiors every week, and the supervisors shall evaluate and sign them after reading them, and record relevant information as the basis for quarterly assessment of subordinates.
6.2 During the assessment at the end of the quarter, the department head shall fill in the Employee Assessment Form according to the recorded information and the completion of employees' work objectives, score and sign it, and submit it to the enterprise management department. The examination form for department heads shall be examined by the competent leader.
6.3 Every Friday, the department fills in the Assessment Form of Weekly Work Objectives of the Department, and ensures that the communication with the competent leader is completed. Every quarter, the department fills in the Quarterly Work Target Assessment Form, and then submits it to the superior leader for assessment.
6.4 After each department's assessment forms are scored, they shall be submitted to the enterprise management department for statistics, and the statistical results shall be signed and confirmed by employees and departments, and then quarterly assessment wages shall be tabulated and distributed.
Seven. Matters needing attention in evaluation
7. 1 quarterly employee assessment is organized by the enterprise management department. The appraisal results are jointly completed by the appraisee and the supervisor, that is, the direct supervisor of the appraisee must communicate with the appraisee at least once every appraisal. The department assessment is organized by the enterprise management department to carry out relevant communication and statistical work.
7.2 Before the 4th day of the first month of each quarter, each department shall submit the appraisal scale and departmental appraisal form of each employee in the last quarter to the enterprise management department, which shall complete the data statistics.
7.3 The Enterprise Management Department shall report the assessment results of each employee in the last quarter to the Finance Department before 6th, and the Finance Department shall pay performance pay to employees before 8th.
Eight. Examination form
8. 1 The evaluation work uses the evaluation form uniformly printed by the enterprise management department of the company.
8.2 The evaluation standard of this evaluation form is formulated by the enterprise management department according to the functions to be performed by the department and the abilities and job responsibilities required by employees.
8.3 In the statistical work of the assessment form, the scores of post responsibility assessment and target management assessment are calculated with a percentage system, and the final assessment score of employees = individual assessment score ×80%+ department assessment score × 20%; Department head assessment score = individual assessment score ×50%+ department assessment score ×50%.
Nine. Evaluation results
9. 1 If you are dissatisfied with the assessment results, you can submit a written complaint to the enterprise management department within 2 days from the date of receiving the results. If no objection is raised within the time limit, it shall be deemed as consent. For complaints, the enterprise management department and the complainant's superior shall negotiate and investigate and solve them, and the president's office shall make a final decision if necessary.
9.2 In the year-end assessment, the assessment result is the average of quarterly assessment scores, that is, annual assessment score = ∑ quarterly assessment score ÷4.
X. Assessing responsibility
10. 1 In principle, the person in charge of the department is responsible. The head of the department shall be assessed by the competent leader.
10.2 If it cannot be handed in within the specified date, it will be regarded as a work error of the appraiser, and the responsibility for not paying performance pay on time caused by it will be borne by the appraiser. The enterprise management department has the right to impose a fine on the appraiser who fails to deliver the appraisal form on time, and the fine amount is 10% of his performance salary.
XI。 distribute
1 1. 1 Performance pay accounts for 20% of the total salary, and quarterly assessment pay = monthly performance pay × assessment score %×3.
1 1.2 Performance pay will not be paid during the assessment period. At the end of the assessment period, performance pay will be paid according to the quarterly assessment results, and the performance pay will be paid together with the salary of the last month of each quarter.
score chart
The assessment score corresponds to the payment of performance pay.
60- 100 60- 100%
Performance pay is not paid below 59.
Twelve. supplementary terms
12. 1 This system has been implemented since June 2003 10;
12.2 The trial operation period is in the fourth quarter of 2003;
12.3 the enterprise management department is responsible for the interpretation of this system.
Thirteen. supporting documentation
13. 1, employee work week.
13.2, departmental weekly (quarterly) work target assessment form
13.3, responsibilities of each department and post specifications of employees
13.4, the company's target management system
Fourteen appendix
14, 1, identification sample table
Real estate company performance appraisal scheme 2 Because of the special position of sales staff, their appraisal mainly focuses on their work performance. Sales personnel participate in the monthly and annual assessment of the company and the assessment of project sales commission.
I. Company Evaluation
The forms of monthly performance appraisal and annual appraisal are the same as those of other employees of the company. Sales personnel participate in the appraisal except the basic bonus and annual bonus (excluding sales commission).
Second, the project sales commission assessment
(1) Under the premise of ensuring the average sales price set by the company, it is divided into the following grades according to the proportion of task completion:
1. If the sales task is completed below 50%, the assessment coefficient is 0.5;
2. The sales task is completed by 50% (inclusive) -80%, and the assessment coefficient is 0.6;
3. The sales task is 80% (inclusive) -90%, and the assessment coefficient is1.0;
4. The sales task is 90% (inclusive)-100% (inclusive), and the assessment coefficient is1.1;
5. When the sales task is completed 100 or more, the assessment coefficient is 1.2.
(2) On the premise of average sales price and task completion:
1. Give the sales manager a commission of seven ten thousandths of the sales during the assessment period;
2. Give the case manager and assistant a commission of two thousandths of sales during the assessment period;
3. Give 1/1000 commission to gaos thought consultants and property consultants.
4. On the premise of ensuring that 100% completes the task, the average sales price exceeds the established average sales price of the company, and the property consultant is given a commission of three thousandths of the excess sales.
The calculation formula is: sales commission = sales volume × commission ratio × assessment coefficient.
3. Description
1. Company customers or customers who have paid for the project.
1) There is no sales commission for companies that have not been introduced by real estate consultants or customers who have paid money, but it can be used as a sales indicator for sales personnel to participate in target assessment.
2) The company that introduced the transaction through the property consultant or the customer who paid the project payment shall pay the commission according to the self-developed customer.
2. Company employees introduce customers
1) For the customers who fail to make a deal through the introduction of the property consultant by the employees of the company, they shall be paid to the employees of the company in one lump sum according to the commission amount for developing their own customers. Property consultants have no sales commission, but they can be used as sales indicators for sales personnel to participate in target assessment.
2) For the clients introduced by the employees of the company who introduced the transaction through the property consultant, the commission shall be paid in one lump sum according to the commission amount of the self-developed clients according to the ratio of 7 (employees of the company): 3 (property consultant).
3. Exchange settlement principle.
1) check-out: when the customer checks out after paying in full, the transaction is invalid and the royalties are not settled; If bonuses have been paid, they will be deducted or returned when bonuses are paid next month;
2) Housing change: according to the price difference between the front and back of the house, the real house will be settled, and more refunds will be made; The bonus paid is greater than the actual commission bonus after the house change, which will be deducted from the commission bonus next month; The bonus paid is less than the actual commission bonus after the house change, which will be made up in the commission bonus of next month.
Real estate company 3 performance appraisal scheme xxxx mainly carried out the following large-scale work in the first half of the year:
1. Substation project: newly built 1 10kv Ganyintang substation. 1 10kv Huishui Substation integrated automatic transformer. 1 10kv comprehensive self-transformation of Longgang substation. 1 10kv Leigong Beach expansion and reconstruction. 1 10kv Bianyang Substation Expansion and Reconstruction. 1 10kv acropolis substation 35kv expansion project. Reconstruction and expansion of 35kv new store. Modification of 35kv plough transformer. Modification of 35kv undercurrent rheology.
2.ttu installation: integration: 960 units.
Split type: 197 sets.
Reactive power compensation: 49 units.
3. For lines below110kV, there were more than 40 power outages in the past six months.
4. Other work: Road reconstruction project of training center.
Over the past six months, with the correct leadership, care and support of the company's leading group and the coordination of relevant departments, the Biotechnology Room has continued to do all the work with full enthusiasm and positive working attitude, making its own contribution to ensuring the safe and stable operation of the power system.
The fourth performance appraisal scheme of real estate company does not relax the safety work of biological computer room while carrying out production work, and always adheres to the principle of paying equal attention to production and safety, and both hands should be hard. Complete the daily safety work of the team on time and in quality, such as weekly safety meeting, work ticket statistics, various safety summaries, etc. , actively carry out spring, autumn and winter safety inspections and various special safety inspections, actively respond to the instructions of our bureau, and carry out safety evaluation in combination with daily safety evaluation, further consolidating the safety foundation of our biotechnology room.
Looking back on the safety work of the biotechnology room in the first half of xxxx, some achievements have been made, but there are also some problems:
1: In the spring safety inspection and safety evaluation, the biotechnology room actively participated in various safety activities of the bureau and workshop, but the written records of safety management were not standardized and comprehensive enough to truly reflect the activities of the safety team. Under the care and guidance of workshop leaders and safety officers for safety team activities, the safety activities and safety records in our biotechnology room are gradually standardized, the previous safety management work is systematically rectified, and the safety management of the team is strengthened.
2. In this year's work, the relevant personnel did not have much time to arrive at the scene for guidance. Due to work reasons, sometimes they may go to several construction sites a day or coordinate their work with relevant departments of the bureau, and they cannot supervise and guide each project. Through careful analysis and discussion by the whole room staff, if problems are found at the scene in the future, if you can't supervise them in person.
If rectification is carried out, it must be clearly explained to the staff before leaving and recorded. Ask the team leader after the day's work. Is the problem solved? Be aware that. According to the past accidents, from the analysis, the main problem is not the technical problem, but the responsibility of each construction worker. If problems are found in the construction, they can be corrected immediately, which may avoid safety accidents.
Third: basic management work:
The goal of management is to let employees play their advantages and reduce their shortcomings through some systems and means. The following work has been done in management:
1: Special emphasis is placed on the rules at work. For example, we refer to the work ticket management system to issue each work ticket. When going to the site to participate in the team work, special emphasis is placed on the implementation of the working ticket.
2. Give full play to the mutual supervision and reminding function of the employees in the biotechnology room, and take the "Five Ones" activity as the carrier to achieve the purpose of safe work.
3. Strengthen the team infrastructure. On the premise of busy work, we should be responsible for each other, so that the basic construction of biotechnology room can be incorporated into our daily work, and the dilemma of building a team by surprise at the end of the year can be prevented.
4. We should strengthen training and fully understand the spirit of our bureau on establishing a learning organization.
Fourth: summary:
In the future work, the biotechnology room will further deepen the systematization and standardization of management, completely change the past disadvantages, grasp the development trend of control, and improve the management level of biotechnology room. In addition, we will strictly follow the safety rules of power production, continue to adhere to the policy of "safety first, prevention first" in future work, do a good job in analyzing and controlling dangerous points every day, lay a solid foundation for safety, strengthen management, and successfully complete various production tasks.
Performance appraisal scheme of real estate company 5 I. Basic situation of appraisal
(A) the purpose of the assessment
In order to effectively evaluate the work performance of real estate sales staff, improve and enhance the quality of work in time, motivate outstanding employees, spur backward employees, and comprehensively improve the management level and economic benefits of enterprises, this scheme is formulated.
(2) Evaluation Form
Mainly based on performance appraisal, comprehensive use of a variety of assessment forms.
(3) Evaluation cycle
The sales staff shall be assessed monthly, and the sales manager shall uniformly assess the sales staff.
Second, the performance appraisal operation method
(A) the principle of performance appraisal
The performance appraisal of sales personnel is linked to the departmental sales performance and personal sales performance. The departmental sales performance determines the standard of the total commission amount, and the individual sales performance determines his own income.
Calculation of performance bonus for sales staff
Actual amount of sales performance bonus = total amount of personal performance bonus payable × performance commission ratio.
1. Total personal performance bonus payable
Total individual performance bonus = sales quantity award+sales price award+advance payment award.
(1) Sales Quantity Award
The bonus will be paid in RMB/m2 if the sales staff exceeds the personal task target, and RMB/m2 if the target exceeds 50%. If the transaction is completed, the bonus will be paid at% of the transaction price.
(2) Sales price reward
If the sales staff's operation result is higher than the discount rate stipulated in the payment method, the bonus will be accrued according to% of the difference rate.
(3) Advance payment reward
If the salesperson receives the house payment 10 days in advance according to the payment date specified in the house purchase contract, it will be converted into an area according to the actually received house payment, and the bonus will be paid at RMB/m2. Every five days in advance, it will be converted into RMB per square meter.
2. Performance commission standard
(1) If more than 100% of the planned sales task of the department is completed, it will be paid according to 1 10% of the total personal performance bonus.
② If the planned sales area of this department is over 90% but less than 100%, it will be paid according to 100% of the total personal performance bonus payable.
③ If the planned sales area of this department is more than 70% and less than 90%, it will be paid according to 80% of the total individual performance bonus.
④ If the planned sales area of this department is less than 70%, it will be paid according to 60% of the total individual performance bonus.
Three. Relevant reward and punishment regulations
(1) Incentive clause
(1) If it is well received by customers, it will be rewarded with RMB to RMB as appropriate.
(2) Monthly sales champion award.
(3) quarterly sales expert award yuan.
④ Outstanding contribution award yuan.
⑤ Reward yuan for overfulfilling tasks.
⑥ Administrative verbal praise.
⑦ The company announced the praise.
(2) Penalty clauses
(1) If the salesperson fails to fill in the relevant forms as required by the company, the bonus of RMB to RMB will be deducted as appropriate each time.
(2) If the salesperson fails to complete the sales task, he shall be punished by RMB /m2 until the monthly salary is not less than RMB.
(3) If a regular salesperson fails to complete the sales task for three consecutive months, the employee's treatment is equivalent to that of a probationary employee; Employees on probation will be eliminated if they fail to complete the sales task.
(4) The sales staff will be removed from the list if they collect fees for the customer's transfer formalities without permission.
⑤ If there is any mistake in sales, the relevant personnel shall be punished from RMB to RMB as appropriate.
⑥ If a salesperson does not receive customers in order and is complained by customers, he will be warned for the first time, fined RMB for the second time and fined RMB for the third time.
⑦ It will be regarded as cheating for salespeople to alter customer records, and a serious warning will be given for the first time. The commission on this transaction will be confiscated and the second time will be dismissed.
(8) If the salesperson is complained about the attitude problem, once verified, he will be removed from the list.
Pet-name ruby salespeople are complained by customers for reasons other than service. Once verified, they will be given a warning for the first time and a punishment for Yuan for the second time.
Related instructions
Compiler, auditor and approver
Compilation date, review date and approval date
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