年终奖考评规则中英版.doc

Administration Dept. 珠海三泰克科技有限公司San Technology (Zhuhai) Co,.Ltd.Doc No.AD201210001Ver.1.0HR RuleBonus of year-end evaluation rule Doc. Date2012-10-26Content年终奖考评规则Exec. Date2012-11-08Secret Level最高机密 机密 一般年终奖考评规则Bonus of Year-end Evaluation Rule核准审核拟稿人张 纯陈 艺 贞Revision HistoryRevisionDoc. DateDescriptionChanged by1.02012-10-26First Issue陈艺贞1.目的 Purpose为了规范员工年终奖的发放管理。本着激励员工的工作热情和积极性，提高员工的忠诚度和归属感；按照奖勤罚懒，效率优先，兼顾公平的原则对每个员工进行考评；充分肯定和体现员工的工作成绩，年终奖励员工。In order to standardize year-end bonus distribution management, which incentive our staffs working enthusiasm and morale, increase fidelity and sense of belonging, according to the rule of “reward the diligent and punish the lazy”, efficiency but not at the expense of equity, we evaulate every staff that fully affirmed our staffs achievements and reward our staffs.2.适用范围 Range of Application适用于公司所有考评时在职的且当年度十一月以前入职的员工（不含劳务派遣工、临时工及假期学生工），每年度考评一次。All in-service staffs and joined in our company before November of that current year (no include labor dispatch workers, temporary and holiday workers), we appraisal once a year.3.职责Responsibility3.1管理部Admin.Dept.管理部负责制定和修改考评规则；监督、审核各部门的考评结果；核算年终奖金。Admin.Dept. is responsible for the formulation and revision appraisal rules; Supervise, audit evaluation results; Calculate year-end bonus.3.2各部门Each Dept.各部门依照考核规则对符合条件的员工进行公平、公正地考评。Each department should in accordance with the rules, the qualified staffs should be evaluated impartially.4.考评方法及内容 Method and Content4.1考评人员Examiners 4.1.1 班组长考评员工。 Foremen evaluate common staffs.4.1.2 主管考评班组长/职员；监督、审核员工的考评结果。 Supervisors evaluate foremen/office staffs; supervise and audit the result of common staffs.4.1.3 经理考评主管/职员；监督、审核职员/班组长的考评结果。 Managers evaluate supervisors / office staffs; supervise and audit the result of office staffs / foremen.4.1.4 厂长/副总考评经理/主管；监督、审核主管/职员/班组长的考评结果。 Factory Manager/Vice GM evaluate manager / supervisor; supervise and audit the result of supervisors / office staffs / foremen.4.1.5 总经理考评厂长/副总；监督、审核经理/主管/职员的考评结果。 GM evaluate factory manager/Vice GM; supervise and audit the result of managers / supervisors / office staffs.4.2考评项目及内容Item and Content4.2.1 工作业绩 （5分）Outstanding achievement(5 points) 4.2.2 工作能力 （2分）Work capacity(2 points)4.2.3 日常表现（工作态度、配合度、守纪等） （2分）Daily performance(attitude, degree of adaptability,observe rules ect.)(2 points)4.2.4 考勤（迟到、早退、旷工、职员的加班；事假、病假） （3分）Attendance(late, leave early, absenteeism, office staffs OT; personal leave, sick leave) (3 points)4.2.5 受公司处分 （-2分）Punishment by company(-2 points)4.2.6 获政府/公司奖励 （+2分）Reward by compnay(+2 points)序号No.项目Item标准分Standard Score优秀Excellent良好Well一般Ordinary较差Bad差Worse1工作业绩Outstanding achievement55.9-6.85.5-5.84.7-5.44.3-4.63.4-4.22工作能力Work capacity22.4-2.62.2-2.41.8-2.21.6-1.81.3-1.63日常表现Daily performance22.4-2.62.2-2.41.8-2.21.6-1.81.3-1.64考勤Attendance33.4-4.03.2-3.42.8-3.22.6-2.82.0-2.67合计Total1214.1-1613.1-1411.1-1310.1-118-105受公司处分Punishment-26获各项奖励Reward+24.3考评方法Method4.3.1 每年一月各部门负责考评本部门上年度符合条件的员工，考评结果在1月20日前上交管理部。Each department is responsible for evaluating the qualified staffs of the previous year on every January, the result should be submitted to Admin. Dept. before Jan. 20th.4.3.2考评年度入职不足2个月的员工不纳入考评范围。在职月份数为入职后是整月的月份数（非整月的月份不计。如：某员工9月2号入职，则其在职月份数是3个月）。The staffs which entry time less than two months are out of evaluating.On-the-job month is the whole month after joining in our company(Not full month is excluded in the calculation. For example: a staffs join date is Sept. 2nd and his on-the-job month is 3 months)4.3.3 对于请假（含事假、病假、产假等）员工，累计请假20天扣除一个月份数；整月请假则当月不计为在职月份数。Ask for leave (including personal leave, sick leave, maternity leave, etc.) staffs, accumulative days reach to twenty days deduct one on-the-job month, ask for leave of the whole month should deduct one on-the-job month.4.3.4 标准分为12分，最高为16分，最低为8分；分值比例14.116分占5%，13.114分占10%，11.1-13分占70%，,10.111分占10%，810分占5%。The standard score is 12 points, the highest score is 16 points, the lowest score is 8 points; score proportion: 14.1-16 points are 5%,13.1-14 points are 10%, 11.1-13 points are 70%, 10.1-11 points are 10%, 8-10 points are 5%.4.3.5 人员较少的部门由公司研究决定人员比例。 The proportion of the lesser people department is discussed by company.4.4奖金的计算Calculation4.4.1 计算公式：（月工资/12）* （考评分/12） * 在职月份数 * 公司效益系数 = 年终奖Computational formula:( monthly wages/12)*(score/12)*on-the-job month* benefit coefficient=year-end bonus4.4.2 年终奖基准为一个月工资（月薪人员：同月薪；时薪人员：基本工资 + 岗位工资 + 技能工资 + 年资）。The standard of year-end bonus is one month wage(monthly pay staffs:as the monthly pay; hourly pay staffs:basic wage + post wage +skill wage + seniority pay)4.4.3 公司效益系数视年度经营效益而定，其值一般为1。The company benefit coefficient depends on operating profit, generally 1.4.4.4 管理部将二月中旬完成年终奖的计算。Admin. Dept. will finish calculating year-end bonus in the middle ten days of Feb.4.5奖金发放Bonus Distribution4.5.1 每年的一季度发放上一年度的年终奖。The first quarter distribute the previous