According to the current company development, technical team situation, design a suitable technical team performance appraisal mechanism

According to the current company development, technical team situation, design a suitable technical team performance appraisal mechanism

First, Introduction

In order to make the performance appraisal mechanism first, we must first know what the definition of performance appraisal is, and the performance appraisal refers to the enterprise under the established strategic goal, using specific standards and indicators, the employee's work behavior and the performance of the work to assess, and use the results of the assessment of employees in the future work behavior and work performance to produce a positive guidance process and methods.

Performance appraisal (performance evaluation), is a link in the Enterprise performance management, the common performance appraisal method includes BSC, KPI and 360 degree examination and so on. Performance appraisal is a systematic project. Performance appraisal is a means in the process of performance management.

For start-ups, performance appraisal is particularly important, many people will say that the start-up company personnel less, there is no need to do performance appraisal, in fact, the performance of the start-up company is more to let everyone know what the company's goals, what they want to do, the company is not to punish employees, is to help employees improve their own ability for the The end result is the employees and the company grow together, the company will be through the performance assessment know which employees are excellent, growing, employees can also through the performance assessment to let the company know that their efforts are recognized by the company, so that employees more sense of accomplishment.

Because start-ups need to focus more on the rapid development of the business, so will not put too much into the functional departments, and 360 degrees such as the implementation of large companies in the performance appraisal does not apply. Based on the above reasons to develop a set of effective, applicable to start-up company's performance evaluation mechanism.

Second, the performance appraisal mechanism

Our company is an entrepreneurial company that offers a part-time job recommendation for college students, and recommends to him the part-time job information that works best for him based on the student's user portrait. The whole company is divided into marketing department, Operation Department, Research and Development Department and customer service department. The team structure of the research and Development Department is a development manager who is also the server leader, set up a server group, Android Group, iOS group, web front end Group, test group. Each group has a team leader who manages the team, and each group's work is scheduled by the development manager to be executed by the team leader. The company was established in September 2014, with the rapid growth and development of the company, more and more employees, management difficulty also increased, in order to ensure that each employee with the company with the breath of fate, with the company's growth to achieve self-development, so to develop a set of suitable performance appraisal system.

Our performance reviews are scored every quarter, and some companies take half a year or a month, but I think the start-up business iterations will be much faster than the mature companies, so the performance and review time nodes should be shorter.

Performance score total 100, divided into three parts:

The first part, the traditional thousand lines of code error rate and the occurrence of the bug level combined score, out of 100, divided into four levels, 2.39 is 100, the 5.52 is 80 points, 11.95 is 60 points, 11.95, 40 points, the sub-cooked accounted for the total number of 25%

The second part, by the direct leadership according to the score table to do the subjective score, out of 100, the performance of the outstanding can get 120 points, all the ratings of 25 items, employees first self-assessment, and then by the direct management ratings, and finally returned to the staff signature confirmation, for the leadership of the scoring objection can be appealed to adjust, The score accounted for 25% of the total number of points.

The third part, the OKR score, which will account for 50% of the total, the company will be in December each year to develop the next year of Okr, and two weeks before the end of each quarter to determine the next quarter of the company Okr. After the development department will be based on the company's OKR to develop their own department of the OKR, each development team in accordance with the Department of OKR to develop their own group of OKR, each team in accordance with the group's OKR to develop their own personal OKR, each quarterly group or individual to develop 5 O, 4 kr. Individual OKR requirements are completed one week before the start of the quarter and communicated with the leader to submit the company's internal management system, publicity so that everyone can view the supervision. Within one week after the end of each quarter, a company-wide OKR Review meeting was conducted to evaluate the OKR situation of the previous quarter group in groups, scoring the okr of the individual and the OKR Association of the group. Each item is divided into 10 points, 6-7 points is very good, score less than 4 points need to consider whether the group or individual need to improve the place, or the project has any problems can be found in time.

Finally, according to the score of the performance Assessment issued quarterly performance bonus, the score will be more than 100, the score is to give outstanding contributions to the staff reward, two consecutive quarters to get more than 100 points of the staff can receive the surprise reward, such as to learn to open a private jet.

Iv. Conclusion

This performance evaluation mechanism is the traditional KPI and OKR combination design, weakening the traditional KPI assessment, although the OKR will be put to the performance appraisal, but need to communicate with the staff in advance, okr not to deduct everyone's salary, but in order to let everyone can regularly review a period of their own, To recognize their own problems, to help people grow quickly and set up. This will not distort the original intention of the OKR establishment.

At present, this set of performance appraisal mechanism can be improved, I will use in the production, to find problems in time to adjust the changes.

This article is from the "Zi Xuan box" blog, please be sure to keep this source http://qizixuan.blog.51cto.com/5648927/1829446

According to the current company development, technical team situation, design a suitable technical team performance appraisal mechanism