某人才交流服务中心绩效考核手册

广西人才交流服务中心绩效考核手册目录第一章总则11．1绩效考核介绍····························································11．2绩效考核原则····························································11．3绩效考核时间····························································21．4绩效考核人和被考核人················································2第二章绩效考核内容42．1绩效考核体系综述······················································42．2业绩考核··································································42．2．1总述·······························································42．2．2KPI考核··························································42．3能力考核··································································62．3．1总述·······························································62．3．2能力考核指标体系·············································62．3．3能力考核方式···················································62．4态度考核··································································72．4．1总述·······························································72．4．2态度考核指标体系·············································72．4．3态度考核方式···················································72．5考核指标权重分配······················································8第三章绩效考核实施83．1绩效考核者培训·························································83．2绩效考核实施过程······················································93．2．1月度绩效考核工作实施·······································93．2．2季度绩效考核工作实施······································93．2．3年度绩效考核工作实施·····································103．3绩效考核偏差的避免·················································12第四章绩效考核结果运用124．1绩效考核结果··························································124．2效益工资发放··························································134．3员工岗位工资级别调整··············································134．4员工岗位调整··························································134．5员工培训································································14第五章绩效考核制度修订145．1绩效考核制度修订内容··············································145．2绩效考核制度修订程序··············································15第六章绩效考核申诉156．1申诉条件································································156．2申诉时限································································156．3申诉处理································································156．4申诉反馈································································16第七章绩效考核文件保存与使用167．1绩效考核文件保存办法··············································167．2绩效考核文件分类编号··············································177．3绩效考核文件查阅权限··············································17第八章附则18附表1：绩效考核申诉表19第一章总则1．1绩效考核介绍第一条绩效考核目的绩效考核是在一定期间内科学、动态地衡量员工工作状况和效果的考核方式，通过制定有效、客观的考核标准，对员工进行评定，以进一步激发员工的积极性和创造性，提高员工工作效率和基本素质；绩效考核使各级管理者明确了解下级的工作状况，通过对下级在考核期内的工作业绩、态度和能力的评估，充分了解中心员工的工作绩效，并在此基础上制定相应的薪酬调整、人事变动等激励手段。第二条绩效考核用途了解员工对组织的业绩贡献；为员工的薪酬决策提供依据；为员工的晋升、降职、调职和离职提供依据；了解员工和部门对培训工作的需要；为人力资源部规划提供基础信息。1．2绩效考核原则第三条绩效考核原则公开的原则：考核过程公开化、制度化；客观性原则：用事实标准说话，切忌带入个人主观因素或武断猜想；反馈的原则：在考核结束后，考核结果必须反馈给被考核人，同时听取被考核人对考核结果的意见，对考核结果存在的问题做出合理解释或及时修正；时限性原则：绩效考核反映考核期内被考核人的综合状况，不溯及本考核期之前的行为，不能以考核期内被考核人部分表现代替其整体业绩。1．3绩效考核时间第四条绩效考核时间安排中心绩效考核包括月度绩效考核、季度绩效考核和年度绩效考核。月度绩效考核安排在下个月1日—5日之间进行。季度绩效考核安排在下个季度第一个月的1日－10日之间进行。年度绩效考核一年开展一次，考核时间是第二年1月1日—1月20日。上述考核时间为示意日期，不包含节假日，实际进行过程中如遇节假日则相应顺延。1．4绩效考核人和被考核人第五条被考核人本制度适用于广西人才交流服务中心所有正式员工，但不适用于以下人员：中心主任、兼职人员、特约人员、试用期员工、临时工；月度考核期内累计不到岗超过10个工作日（包括请假及其它各种原因缺岗）的员工不参与本月度考核；季度考核期内累计不到岗超过1个月（包括请假及其它各种原因缺岗）的员工不参与本季度考核；年度考核期内累计不到岗超过3个月（包括请假及其它各种原因缺岗）的员工不参与本年度考核。第六条绩效考核人被考核人考核方法考核人中心副主任多角度考核中心主任、其他副主任和主管部门经理经理多角度考核中心主任、主管副主任、其他副主任；相关部门经理和部门副经理副经理多角度考核本部门经理、其它部门经理、普通员工普通员工直接上部门经理和部门副经理级对绩效考核人要求：需要考核人熟练掌握绩效考核相关表格、流程、考核制度，做到与被考核人的及时沟通与反馈，公正有效地完成考核工作。表一：考核关系表被考评人考评人月度考核季度考核年度考核KPI能力态度KPIKPI能力态度任务绩效任务绩效管理绩效周边绩效任务绩效管理绩效周边绩效副主任主任无无100％100％50％无其他副主任100％主管部门经理50％部门经理主任无30％30％30％30％主管副主任50％50％50％50％50％100％其他副主任20％20％20％20％其他部门经理无无100％100％部门副经理50％部门副经理部门经理无100％100％100％100％50％100％其他相关部门领导100％100％普通员工50％普通员工专业技术系列经理40％40％40％无40％无40％40％主管副经理60％60％60％60％60％60％勤务经理40％40％40％40％第二章绩效考核内容2．1绩效考核体系综述第七条绩效考核体系定义绩效考核体系是由一组既独立又相互关联并能较完整地表达评价要求的考核指标组成的评价系统，绩效考核体系的建立，有利于评价员工工作状况，是进行员工考核工作的基础，也是保证考核结果准确、合理的重要因素；考核指标是能够反映业绩目标完成情况、工作态度、能力系列主管副经理60％60％60％60％业务系列经理40％40％40％40％40％40％主管副经理60％60％60％60％60％60％等级的数据，是绩效考核体系的基本单位。第八条绩效考核体系的结构广西人才交流服务中心绩效考核体系包括以下三个方面：业绩考核指标（KPI），包括任务绩效考核指标、管理绩效考核指标和周边绩效考核指标，定期衡量各岗位员工重要工作的完成情况；能力考核指标，衡量各岗位员工完成本职工作具备的各项能力；态度考核指标，衡量各岗位员工对待工作的态度、思想意识和工作作风；2．2业绩考核2．2．1总述第九条业绩考核内容业绩考核是对员工当期履行职务职责状况及工作结果的考核，它是对组织成员工作贡献程度的衡量和评价，直接体现出员工对企业的价值，是绩效考核的核心内容；业绩考核采用常用的KPI考核方式。2．2．2KPI考核KPI（KeyPerformanceIndex）即关键业绩指标，代表岗位的核心责任；KPI考核体系包括考核指标（关键业绩指标）、权重、考核标准、考核人四个部分；KPI考核按照百分制进行打分，各项考核指标得分依不同权重汇总后得出当次考核的最终考核得分。第十条KPI考核体系介绍考核指标：从岗位的所有工作内容中选出最重要的3-7项作为衡量工作业绩的指标。管理岗位的KPI与普通员工岗位KPI指标相比，由于工作职责、工作内容和工作方式的不同，多出管理绩效和周边绩效指标，目的在于要求管理人员加强内部管理并注重与其它部门团结协作。权重：根据组成某岗位考核指标的3-7个业绩考核指标对岗位业绩影响的大小确定它们各自的权重，业绩指标考核权重随着不同阶段工作重点而进行调整，为了促使员工投入更多的资源开展某项工作，在分配权重时应加大该项工作的权重。权重通常在每年年初制定KPI时确定。考核标准：考核指标最终得分的计算公式或衡量各项考核指标得分的依据。考核人：指考核主体，考核关系表明确了各指标具体的考核人；当某项指标需要多个考核人进行考核时，需要按照期初确定的不同考核人的权重计算最终得分。第十一条KPI确定方法确定KPI应以岗位说明书和部门年度工