绩效考核办法绩效考核制度中英文(1)

绩效考核办法

Performance Appraisal Procedure

一、目的Purpose

为了调动员工积极性，不断提升工作技能，增强工作责任心，同时实现人员优胜劣汰，特制定绩效考核办法。In order to mobilize the enthusiasm of employees, constantly improve their work skills, enhance their sense of responsibility, and achieve the survival of the fittest.The Company constituted this procedure.

二、考核方式Assessment method

以部门为单位组织考核,每月/季度考核一次，年度内所有月度/季度考核得分的平均分作为年度考核得分。We have annual assessment and monthly assessment.And departments organizes the assessments each month. The average score of all months assessment scores in the year is taken as the annual assessment score.

三、适用范围Scope

本办法适用公司所有白领员工以及生产领班。This procedure covers all HT Solar white collar employees and shift leaders..

四、绩效考核管理委员会Performance Appraisal management Committee

领导：总经理Committee leader: General Manager

成员：行政副总、运营总监、人力资源经理Committee Member: Admin Vice General Manager、Operation Director、HR Manager.

五、绩效工资比例及月度绩效工资核算

月度绩效工资=工资标准*绩效工资比例*月度绩效得分*100%

Monthly performance salary = standard salary * performance salary ratio * monthly performance scores /100

六、考核周期：Assessment cycle

月度考核：自每月1日到月末最后一天。Monthly assessment: from 1st day to the last day of each month.

季度考核：每季度第一天至最后一天。Quarterly assessment: from the first day to the last day of each quarter.

年度考核：每年1月至12月。Annual assessment: from January to December.

七、考核人、被考核人及考核方式The appraiser and the appraised person

1.总经理考核副总经理及总监，实行半年度、年度工作述职的方式进行考核。The General Manager assesses and evaluate the Vice general manager and Director by semi annual and annual work reporting methods.;

2.副总经理/总监考核各部门经理，实行月度考核，采用KPI考核表评分的方式进行考核。The Vice General Manager/Director assesses and evaluate the managers of departments monthly by KPI evaluation form..

3.部门经理考核部门主管及员工，实行月度考核，采用KPI考核表评分的方式进行考核。

The department manager assesses the supervisor and staff of the department monthly by KPI evaluation form.

4.销售人员实行季度销售业绩考核，由商务部及人力资源部共同考核。Sales person were evaluated according sales quarterly by Business department and HR department.

八、考核指标Assessment Indicators

1.KPI指标的确定Determination of KPI indicators

1）公司年度战略目标及KPI指标的确定Determination of the company's annual strategic goals and KPI indicators

每年11月由公司高层召开管理运营会议确定次年公司战略发展目标及公司年度KPI指标，并对未来12个月公司发展形势评估，将年度总体目标分解到12个月中。根据各部门职责将年度KPI指标分解至各部门，以此确定各部门年度KPI指标，经总经理审批后下发各部门。In November each year, the company's senior management operation meeting to

determine the company's strategic development goals and the annual KPI indicators for the next year, decomposing the annual overall target into 12 months. The

com pany’s annual KPI indicators are decomposed into each departments according to their responsbility,.Then determine the annual KPI indicators for each department.After the approval of the general manager, it will be send to all departments.

2）部门KPI指标的确定Determination of departmental KPI indicators

各部门依据部门年度KPI指标，运用鱼骨图法对指标进行分解，制定部门详细的、可执行的二级指标，并将指标分摊到12个月中，制定出部门月度KPI考核表。经考核委员会审议后开始实施。According to the department's annual KPI index, each department uses the fishbone diagram method to decompose the indicators to make detailed and executable secondary indicators of the department,and distributes the indicators to 12 months. Make the monthly KPI assessment form of the department.It was implemented after review by the performance appraisal committee.

部门经理对部门KPI指标的达成负全部责任。The department manager is fully responsible for the achievement of the departmental KPI indicators.

3）员工考核指标的确定Determination of employee assessment indicators

员工考核指标包括：部门指标经分解后的KPI指标、阶段性重点工作任务、工作态度、奖惩指标等，具体指标确定和考核由部门确定，但需提交人力资源部审核。The employee assessment indicators include: KPI indicators after the decomposition of departmental indicators, important tasks, work attitudes, rewards and punishments, etc. The specific indicators are determined and assessed by the department manager, but must be submitted to the Human Resources Department for review.

2.考核指标的调整Adjustment of assessment indicator

1）公司KPI指标的调整Adjustment of company KPI indicators

当市场发生变化时，公司根据实际运营情况，对年度KPI指标进行适当调整，各部门根据调整后的公司KPI指标修改部门KPI指标，并制定新的部门KPI考核表。When the market changes, the company will adjusts the annual KPI indicators according to the actual operation situation. Each department modifies the department KPI indicators