1. Sales Performance Appraisal Scheme
I. Assessment principle 1, performance assessment (quantitative)+behavior assessment (qualitative).
2. The quantity is strictly based on the company's income and performance, and the quality is fair and objective.
3. The assessment results are linked to employees' income.
Second, the evaluation criteria
1. The performance appraisal standard of sales staff is the company's operating income index and target for the current month, and the company will adjust it once every quarter.
2, sales staff behavior evaluation criteria.
(1) Implement and abide by the work system, attendance system and confidentiality system stipulated by the company.
(2) the work performance of this department.
(3) the performance of completing the task.
(four) to abide by the laws and regulations of the state and social morality.
(5) others.
Among them, those with qualified behavior in that month were above 06 points, those with good behavior were above 0 and 8 points, and those with excellent behavior were above 1 point. If there are several outstanding performers in that month, the outstanding performers can be added to 1 and 2 points.
In case of violation of national laws and regulations, serious violation of company regulations, work accidents, serious mistakes, etc. in the current month, the behavior assessment score is 0.
Third, the assessment content and indicators
1, evaluation standard score of evaluation index weight of evaluation project
Quantitative indicator of work performance: sales completion rate 35%, actual completed sales ÷ planned completed sales × 100%
The assessment standard is 100%. Less than 5%, deduct 1 min.
Sales growth rate 10% Compared with the sales performance of last month or last year, for every growth of 1%, plus 1 minute, negative growth will not be deducted.
New customer development 15% Add 2 points for each new customer.
Qualitative indicators market information collection 5%. Complete the collection of market information within the specified time, otherwise it is 0.
2. There shall be no less than X pieces of valid information collected every month, and each less piece shall be deducted 1 minute.
Report submission 5%. Submit relevant reports to the designated place within the specified time; If it is not submitted within the specified time, it will be 0 point.
3. The report quality score is 4 points, and if it fails to meet this standard, it is 0 points.
For every 5% execution of the sales system, 1 point will be deducted for violation.
Job analysis and judgment ability 5% 1: weak, unable to make correct analysis and judgment in time.
2 points: average, able to analyze and judge problems simply.
3 points: strong, able to analyze and judge complex problems, but not flexible enough in practical work.
4 points: strong, able to quickly make a more correct judgment on the objective environment, and can be flexibly applied to practical work to achieve better sales performance.
Communication ability 5% 1: able to express your thoughts and ideas clearly.
2 points: Have certain persuasion ability.
3 points: can effectively resolve contradictions.
4 points: Be able to use various conversation skills flexibly to communicate with others.
5% flexibility to cope with changes in the objective environment, and be able to take corresponding measures flexibly.
Work attitude Employee attendance 2% 1. If the employee's monthly attendance reaches 65,438+000%, get full marks. Deduct 1 minute for being late for one time (three times or less).
4. Being late for more than three times a month is 0.
Violation of the daily code of conduct 2% once, deducted 2 points.
Responsibility: 3%0 point: sloppy work, unable to complete work tasks with good quality and quantity, and extremely sloppy work attitude.
1: Consciously complete work tasks, but sometimes shirk responsibility for mistakes in work.
2 points: Consciously complete the task and be responsible for your actions.
3 points: In addition to doing your own job well, you also take the initiative to undertake additional work within the company.
3 points will be deducted for 3% of service awareness and 3 points for customer complaints.
Fourth, the evaluation method.
1. Employee assessment time: the first working day of next month.
2. Announcement time of employee assessment results: the third working day of next month.
3. Income linked to employee assessment: 20% of monthly salary; Performance appraisal quota accounts for15%; Behavior assessment quota accounts for 5%.
4. The upper limit of the floating income linked to employee appraisal: 80 ~ 140% of the salary of the current month.
5. Payment of employee-linked income: the amount of employee-linked income will not be paid for the time being, but the actual income of employee-linked income will be paid for three months every quarter.
Verb (abbreviation for verb) evaluation procedure
1. performance appraisal: the finance department uniformly implements the appraisal standards according to the company's operating income in the current month.
2. Behavior evaluation: conducted by the sales manager.
Evaluation results of intransitive verbs
1, the results of performance appraisal are published once a month, and the results of departmental behavior appraisal (departmental average score) are published once a month.
2. Employees' behavior assessment results shall be notified to the assessed individuals every month, and employees shall not ask each other.
3. The monthly assessment results are not only linked to the employees' monthly income, but also the comprehensive results are an important basis for the company to decide the salary adjustment, job promotion and personnel transfer of employees.
4. If you have any objection to the assessment results of the current month, please put forward it to the department manager or the administrative personnel department within one week from the date of publication of the assessment results.
2. Sales performance appraisal scheme
In order to ensure the consistency of the company's sales and the integrity of the company's image, consider the integrity of the effective sales incentive system and the stability of employees, and at the same time, in order to better motivate employees to work efficiently and create a good corporate culture atmosphere, this draft is specially formulated. I. Salary system:
1, salary structure:
1, 1 basic salary+subsidy+sales bonus;
1, 2 local employees increase transportation subsidies; The expatriate company arranges accommodation to increase the subsidy for work in different places, but does not enjoy the transportation subsidy;
1 3 Non-economic remuneration: providing employees with interest in work and enterprise management; Enterprises give employees the opportunity to realize value; Care about the personal life of employees and feel at home in the company.
2. Basic salary standard:
First-class property consultant: 800 yuan/month.
Secondary Property Consultant: 650 yuan/month.
Grade III Property Consultant: 500 yuan/Month
Grade-4 property consultant: 400 yuan/month.
Internship Property Consultant: 350 yuan/Month
3, the composition and standard of subsidies:
Living allowance: 100 yuan/month
Medical insurance subsidy: 20 yuan/month
Endowment insurance and others: 100 yuan/month
Transportation allowance: 130 yuan/month.
Off-site work allowance: 130 yuan/month
Second, the composition and standard of sales bonus
Calculation of sales staff bonus:
Actual amount of sales staff bonus = total amount of bonus payable by individuals x performance commission ratio.
1, total personal bonus payable = sales quantity award ten sales price award ten advance payment award.
(1) Sales Quantity Award
The bonus will be paid at 100 yuan /m if the sales staff exceeds the individual task index, and at 120 yuan /m if the excess index reaches more than 50%. If the transaction is completed, the bonus will be paid at 65438+ 0% of the transaction price.
(2) Sales price reward
If the sales staff's operation result is higher than the stipulated discount rate of payment method, the bonus will be accrued at 50% 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 a bonus will be paid according to 5 yuan/square meter. Every five days in advance, it will be converted into a bonus standard of 1.5 yuan/square meter 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 bonus payable.
② If the planned sales area of the department is more than 90% but less than 100%, it will be paid according to 100% of the total bonus due to the individual.
③ If the planned sales area of this department is over 70% and under 90%, it will be paid according to 80% of the total bonus payable by individuals.
④ If the planned sales area of this department is less than 70%, it will be paid according to 60% of the total personal bonus payable.
Thirdly, the criteria for promotion.
Property consultants who are new to the company will be regarded as internship property consultants. After working for one month, you can be converted into a four-level property consultant, and after working for three months (excluding internship period), you can participate in the evaluation of a three-level property consultant. After working for six months (excluding internship), you can participate in the second home purchase evaluation; After working for eight months (excluding the internship period), you can participate in the assessment of the first-class real estate consultant.
Internship real estate consultant
Work for a month
Four-level property consultant
Work for three months
Three-level property consultant
Work for six months
Second hand property consultant
Work for eight months
First-class real estate consultant
Four, belong to one of the following circumstances, will deduct the personal bonus of the project.
1. Employees dismissed by the company.
2. Employees who leave before the end of project sales.
3. Employees who have been absent from work for seven days or two weeks in a row.
4. Employees who have serious faults in their work and have certain adverse effects through the company.
3. Sales performance appraisal scheme
1. Examination time: 20xx years 10 month.
Second, the scope of application of the assessment
Performance appraisal is mainly a regular assessment of sales staff, which is applicable to all formal sales staff who become employees of the company. The evaluation of new sales interns, trainees, employees in special stages such as job transfer, promotion and demotion shall be formulated separately, which is not suitable for this evaluation, but the objective data information of performance evaluation results can be cited as the basis for decision-making.
In the eighth year, we need 20 sales staff, including 2 sales supervisors and 0/8 sales clerks.
Third, the purpose of the assessment
1. In order to better guide employees' behavior, strengthen employees' self-management, improve work performance, tap employees' potential, realize better communication between employees and superiors, build an excellent team with development potential and creativity, and promote the realization of the company's overall strategic objectives.
2. In order to more accurately understand the basic situation of employees' work attitude, personality, ability and work performance, and provide information basis for the company's personnel selection, job transfer, rewards and punishments, training and career planning.
Fourth, the scope of application
Performance appraisal is mainly a regular assessment of sales staff, which is applicable to all formal sales staff who become employees of the company. The evaluation of new sales interns, trainees, employees in special stages such as job transfer, promotion and demotion shall be formulated separately, which is not suitable for this evaluation, but the objective data information of performance evaluation results can be cited as the basis for decision-making.
Classification and content of verb (abbreviation of verb) evaluation
1, work attitude evaluation (15% of the total performance evaluation)
Evaluate the attendance and overtime of employees, such as being late, leaving early, taking personal leave, working overtime, etc. Deduct one point each time or one point for one day of personal leave. No points will be deducted for sick leave, and 1 point will be added for taking the initiative to work overtime in order to better complete the work, and 1 point will be added for working hard and obeying the unplanned work arrangement.
The spirit of cooperation is correct. For the cooperation of various tasks, especially temporary tasks, increase 1 point, and decrease 1 point without reason (add or subtract points for typical events, or conduct democratic appraisal regularly).
2. Basic ability evaluation (accounting for 65,438+05% of the total performance evaluation)
3, business ability evaluation (accounting for 20% of the total performance evaluation)
4, sense of responsibility evaluation (accounting for 25% of the total performance evaluation)
Summarize the implementation of service standards and the survey results of customer opinions, with customer praise as extra points and customer complaints as deduction points, and evaluate the service behavior of employees.
5, collaborative evaluation (accounting for 25% of the total performance appraisal)
Six, performance management and performance evaluation should achieve the effect.
1, identify excellent conduct and performance, identify bad lines and performance, identify and distinguish employees, and make outstanding talents stand out.
2. Understand the conduct and performance level of everyone in the organization and provide constructive feedback, so that the sales staff can know the company's evaluation of his work, the boss's expectations and requirements for him, and what are the standards and requirements for outstanding employees in the company?
3. Help managers to strengthen the existing correct behaviors of subordinates, promote effective and continuous communication between superiors and subordinates, and improve management performance.
4. Understand the needs of employee training and education, and provide the basis for the company's training development plan.
5, the company's salary decision, the rise and fall of employees, job transfer, bonus payment, etc. Provide accurate and useful basis.
6. Strengthening the clarity of work plans and objectives of all departments and employees, and changing from extensive management to monitorable assessment will help improve the overall performance of the company and promote the realization of the overall objectives of the company.
4. Sales performance appraisal scheme
First, the principle of 1, the salary assessment of sales staff, not the first three months, starts from 20xx 65438+ 10/.
2. Assessment parameters are divided into performance, cost and comprehensive assessment.
3. Sales performance appraisal mainly focuses on rooms, conferences and restaurants, followed by entertainment.
4 assessment and reward must be based on the completion of the overall assessment indicators of the department.
Second, the basic treatment of sales staff
Enjoy the treatment of hotel supervisor, the basic salary is 2xxx yuan/month -2 XXX yuan/month, and the foreign (business card) title is sales manager.
Third, the assessment personnel
Sales manager, deputy department manager
Fourth, the assessment content
1, performance appraisal
The monthly sales target of each person is 2.4 million yuan/10 person, that is, 240,000 yuan (with the breakdown of sales target), and the excess will be rewarded by 1.5%.
Composition of personal performance:
(1) The total agreed consumption under the sales employee number, including VIP cards issued by each employee, packages sold, scattered receptions placed by individuals, etc.
(2) Consumption of team and meeting list issued by salesman (90% for individuals and 0/0% for departments with rooms exceeding 100 nights).
(3) The meetings contacted by department managers belong to the corresponding sales personnel according to the scope of sales personnel, and are divided into 80% individuals and 20% departments.
(4) Sales staff meet banquet and personal catering consumption.
(5) Accounts receivable are not included in personal sales before arrival.
(6) The assessment balance generated by departmental performance is retained as departmental fund.
2, cost assessment (including transportation subsidies, hospitality, coupons, etc.). )
(1) Transportation allowance: sales manager 200 yuan/month, overseas sales staff 500 yuan/month.
(2) Communication subsidy: the sales manager subsidizes 200 yuan/month and the overseas sales staff subsidizes 350 yuan/month.
(3) Coupon control: 600 yuan/month (calculated at 50% discount on consumption) of the salesperson.
(4) Hospitality control: banquets for important customers need to be reported to the department for approval in advance. In principle, the sales manager and department manager take turns to entertain customers once a week, and the cost of each time is controlled in 600 yuan (50% off consumption).
(5) Encourage the rational use of hospitality to contact customers, bring benefits to customers, and conduct more emotional exchanges. The monthly banquet fee per person shall not be less than 400 yuan/month (calculated by 50% of consumption), and the insufficient part shall be deducted by 50% from the assessment reward.
3. Comprehensive evaluation method
On the premise that the department completes the hotel target, the individual sales target will be partially rewarded by 1.5%, and the comprehensive evaluation is as follows:
(1) Performance reward 85%
(2) Team spirit 10%
(3) Work discipline 5%
The sales office is responsible for performance statistics, and team spirit and work discipline are assessed by the department manager.
Verb (short for verb) others
1, Sales Office: Enjoy the hotel leadership treatment, the basic salary is 2xxx yuan/month, and the reward is paid at 30% of the average reward of the sales staff.
2. Art design: enjoy the treatment of hotel supervisor, with a basic salary of 2xxx yuan/month. The scope of work includes graphic design and production, event planning and layout, banquet/conference venue layout planning, etc.
5. Sales performance appraisal scheme
Performance appraisal is an important link in the process of performance management. There are many aspects involved in enterprise performance evaluation, and the objects of evaluation are also relatively wide. Basically, enterprises at all levels have to accept performance appraisal and evaluation. Here, our xx is mainly to explain to you how the sales department of an enterprise conducts performance appraisal. 1. Evaluation purpose:
The performance appraisal of sales department is mainly to improve the performance level of sales department and improve the ability and quality of employees. At present, many enterprises use KPI to evaluate the sales department, which can arouse the enthusiasm of employees. In addition, performance appraisal can improve the performance level of the sales department, thus improving the overall performance of the company.
2. Appraisal object:
The performance appraisal of the sales department is mainly aimed at the employees of the sales department. In the process of assessment, enterprises should give full play to the role of communication in performance management and conduct a comprehensive performance assessment of employees, which can not only reflect the fairness of assessment, but also help to improve the enthusiasm of employees, thus ultimately promoting the healthy growth of enterprise departments.
3. Evaluation principles:
The principle of performance appraisal of sales department is to improve sales performance. Fair and reasonable performance appraisal can encourage excellent sales staff to work harder, and at the same time, it will also encourage employees with outstanding performance to work harder, which can help the sales department achieve the final sales goal. In addition, in the assessment process of the sales department, we must follow the assessment principle of quantitative stereotypes to make the assessment more fair.
4. Evaluation dimensions:
Using KPI performance appraisal method for sales department is conducive to achieving the performance objectives of the department and giving play to the role of performance management. KPI is a direct measure of employee performance, which can objectively and fairly evaluate employees, thus affirming their value. At the same time, it can ensure the operation of internal staff pressure transmission mechanism at the personal level, help departments build a good communication platform, and promote the growth and development of employees and teams.
5. Purpose of evaluation:
After the performance appraisal is completed, enterprises should reward outstanding employees accordingly. Generally speaking, the performance reward for employees in the sales department is mainly bonus. If you perform better, you may be promoted. In addition, in order to improve the future performance of the sales department, some enterprises will reward their employees to receive professional sales training, which is very real.
The above is a simple scheme for performance appraisal of enterprise sales department. Of course, this is only the preliminary work, and the specific implementation and execution need to be reflected in the performance appraisal. Performance appraisal is indispensable and very important in enterprise performance management. When evaluating the performance of each department, an enterprise must work out an appropriate performance evaluation scheme based on the actual situation.