Article 2 Where some provisions of these Measures are inconsistent with the company's performance appraisal implementation plan, the performance appraisal implementation plan shall prevail.
Article 3 These Measures are applicable to middle managers, ordinary employees and new employees.
The fourth principle
1. The principle of openness and fairness. The contents, standards and methods of assessment are open, and the assessment results should be based on facts and be objective and fair.
2. Principle of quantitative operation. Score the assessment content items, and the assessment results are quantified to specific scores.
Article 5 Evaluation subject. The main body of the assessment is the examiner, in principle, the lecturer or the training organizer.
Article 6 Evaluation object. The object of assessment is the assessed, which is divided into three levels according to the position: middle managers, on-the-job ordinary employees and new employees.
Article 7 The first-level training refers to the training of middle-level managers.
1. The office training department investigates the on-site satisfaction of the first-level training course, and evaluates and summarizes the effect of the first-level training.
2. The on-site satisfaction survey of the first-level training course adopts anonymous method.
3.
For the key courses of external training and internal training organized by the company in the first-level training (according to the requirements of the training department), the trainees must carefully summarize the training contents, draw up the improvement plan for the future work of this training, and submit the written training summary and work improvement plan to the immediate leadership and the training department for the record within two days after the training.
4. The training department summarizes the key courses of external training and internal training organized by the company in the first-level training.
5. The training department is responsible for making the quarterly training effect feedback form, which should be completed before 5th of the first month of the next quarter.
The quarterly training effect feedback form includes the following two points:
1) Training opinions and suggestions;
2) Training effect analysis-the performance of employees' comprehensive quality before and after training.
Article 8 Secondary training refers to on-the-job employee training.
1. The training department investigates the on-site satisfaction of the secondary training course, and evaluates and summarizes the effect of the secondary training.
2. The on-site satisfaction survey of the second training course is conducted by anonymous method.
3.
For the key courses of external training and internal training organized by the company in the second-level training (according to the requirements of the training department), the trainees must carefully summarize the training contents, draw up the improvement plan for the future work of this training, and submit the written training summary and work improvement plan to the immediate leadership and the training department for the record within two days after the training.
4. The training department summarizes the key courses of external training and internal training organized by the company in the secondary training.
5. The training department is responsible for making the quarterly training effect feedback form, which should be completed before 5th of the first month of the next quarter. The quarterly training effect feedback form includes the following two points:
1) Training opinions and suggestions;
2) Training effect analysis-the performance of employees' comprehensive quality before and after training.
Article 9 Three-level training refers to the induction training for new employees.
1. For the new employee induction training assessment, please refer to the Design of New Employee Confirmation Assessment Process in the Administration Manual.
2. The personnel of the training department are responsible for the collection and arrangement of new trainees' training opinions and suggestions, as well as the change and improvement of training contents.
Article 10 Evaluation of Level 1 Training Effect
1. The training department is responsible for organizing training instructors to evaluate the employees who have participated in the main courses and main job training of the first-level training;
2. On-site assessment: after the training, the lecturer or training organizer will give questions or test papers on the spot;
3. Actual combat assessment: After the training, the supervisor of the trainees will compare the comprehensive quality of the trainees before and after the training.
4.
The training department is responsible for checking the degree of work improvement of the trainees by comparing the written training summary and work improvement plan submitted by the trainees who participated in the key courses of external training and internal training organized by the company, and combining the opinions of the trainees' direct superiors.
Eleventh two-level training effect evaluation
1. On-site assessment: after the lecture, the lecturer or training organizer will give you on-site questions or test papers;
2. Actual combat assessment: After the training, the supervisor of the trainees will compare the comprehensive quality of the trainees before and after the training.
3.
The training department is responsible for checking the degree of work improvement of the trainees by comparing the written training summary and work improvement plan submitted by the trainees who participated in the key courses of external training and internal training organized by the company, and combining the opinions of the trainees' direct superiors.
Evaluation of the effect of the twelfth three-level training
The new employee induction training assessment refers to the design of the new employee confirmation assessment process in the management manual. Thirteenth training assessment can refer to other basis.
In addition to the assessment results in articles 10, 1 1 2, the following factors can be referenced in the training assessment results: 1) training discipline; 2) training notes; 3) Learning attitude; 4) Attendance.
Article 14
Evaluation type. According to the assessment time, it is divided into daily training assessment, quarterly training assessment and annual training assessment. Daily training assessment, complete a complete training course and conduct an assessment. The quarterly training assessment shall be conducted once every quarter, and the training assessment of this quarter shall be summarized before the first month of next quarter 15; The annual assessment shall be completed before 30th of each year 1 month.
Article 15
Evaluate the weight. According to the appraisal object, different appraisal weights are set for the appraisal content. Among the assessment factors of middle management training, on-site assessment, training discipline, training notes, learning attitude and attendance rate account for 70% and 5% respectively.
10%、 10%、5%。 On-site assessment, training discipline, training notes, learning attitude and attendance rate accounted for 60%, 10% and 10% respectively.
10%、 10%。
Article 16
In the actual combat assessment part of training assessment, the lecturer or training organizer will assess the assessed by combining the opinions of the assessed's immediate superior and comparing the training summary and work improvement plan. The actual combat assessment results are combined with the daily training assessment results, which are reflected in the quarterly training assessment results.
Article 17 According to the training assessment results, four grades are set: excellent, good, medium and poor: 86- 100, with excellent as the main; 76-85 is good; 6 1-75, mean, 0-60, mean.
Article 18 Application of evaluation results
The office training department is responsible for establishing employee training files. The performance evaluation of employee training is an important aspect of the company's annual performance evaluation results, and it is also an important basis for employee education and training opportunities, promotion, promotion, job transfer, dismissal, salary adjustment and year-end award.
Nineteenth daily training assessment for three consecutive times, a total of six times; The quarterly training assessment has accumulated three times, and the annual training assessment results are excellent, and its annual performance assessment results can be classified as Grade I..
Twentieth daily training assessment for two consecutive times, a total of four times; The quarterly training assessment is accumulated twice, once a year.
If the training assessment results are good, medium and helpful to the leaders, the annual performance assessment results shall not be rated as first-class and second-class.