Perance Apprisal-績(jī)效評(píng)估.ppt

1、Performance Appraisal,Nov. 2012,Introduction,Purpose Improve the performance in next year Benefit A communication opportunity between employee and superior / manager Compare what has been achieved and company expectation Agree on the objectives of next year,Introduction,Use a reference to give out y

2、ear end bonus A reference for salary adjustment (if needed),Introduction,Scope 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 later than Mar. 31

3、 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.,Introduction,Performance Appraisal Content,The performance appraisal includes 4 parts Part 1: Self assessment Part 2: Superiors comments on employee

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

5、onal competence and attitude (score) Performance summary on strength and weakness Overall performance grade of evaluation result,Performance Appraisal Content,Part 3: Action Plan for future growth Job objectives for next year Training needs for improvement,Performance Appraisal Content,Part 4: Ackno

6、wledgement Superior shall discuss the evaluation result with employee and both sides agree Both shall sign as acknowledgement,Performance Appraisal Content,Performance Rating Guideline,The performance rating shall meet the guideline of following distribution.,Performance Rating Guideline,Yearly bonu

7、s = Monthly Basic salary of Dec. 2007 * Performance rating Performance rating,Payment,Team 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 incre

8、ase 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 accomplishm

9、ent status with the subordinates, and take necessary measure,Appraisal Review,Payment,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 Bonus B

10、ut no pay if leave before June.01of next year Only for 2007 Bonus First Payment 2/3 Bonus Second Payment 1/3 Bonus,Payment,2007,Examples,Payment,Example 1 Manager Score 92 Monthly Basic Salary 9000 Performance grade B rating 2.7 Year end bonus = 9000 X 2.7 = 24300 1st payment = January 10th = 2/3 Bonus=16200 2nd payment = July 10th = 1/3 Bonus=8100,Payment,Example 2 Staff Score 86 Monthly Basic Salary 3000 Performance grade C rating 2.4 Manager performance grade B team moltiplicator increase 0.