Project performance evaluation and incentive system design intention

How the project performance evaluation and reward system evaluates the goal performance, how to evaluate the performance of the team members, and how to reward incentives based on the evaluation results.

1. Why do we have to do this thing?
Have a good understanding of what we have to do to make sure that we are doing the right thing in the right way and on the right path.
(1). Status:
A project performance evaluation and incentive system is needed to motivate the software development team to contribute, and to conduct relevant assessments, giving everyone the recognition and rewards they deserve.
The appraisal of the project should be linked with the project performance and income, the benefit is good, the performance reward is much, the income is not good, the performance reward is few.
(2). Purpose:
Motivate everyone to do better work, make more contributions, so that the ability of people to be cast and recognized, get due return, need some of the data to speak.
Let each person, each team can obtain their due recognition, let the company towards a benign, good direction to develop, create more benefits, attract more excellent talent, virtuous circle. Believe that everyone deserves to be cultivated, in the encouragement system, everyone can get encouragement, everyone can get value embodiment, everyone can achieve different results, meet different self. The original intention of a system system design is to solve the current problems of enterprises, when the enterprise has developed, the system needs to adapt to organizational change, and gradually adjust. The system is adjusted with the growth of the enterprise.
(3). Remember:
The performance appraisal can not be turned into a punishment tool, and the performance appraisal can not be turned into a vicious individual competition; it can not turn the performance appraisal into a vicious competition among the teams, and it can not make the performance appraisal become excessively complicated, inefficient and hindered.

2. What are the pros and cons of doing this?
A full assessment of what we are going to do will help us grasp the main thread and push things forward in a positive and benign way.
(1). Performance appraisal is a double-edged sword
Any system has double-sided, if the implementation, improper use, good intentions are not the ideal results, and even counterproductive. Enforce performance appraisal system, eliminate bad employees, motivate excellent employees. Emphasis on internal competition, easy to get into vicious competition. Excellent implementation of performance appraisal system, each person, each team will have a reward, the more outstanding results, the more generous reward. Emphasis on incentive incentives, everyone can be rewarded.
(2). Disadvantages of Performance appraisal
1). If the evaluation system is carried out in a wrong way, we misunderstand that the company pays more attention to punishment than encouragement, then the system has no meaning;
2). Avoid making the system into an individual vicious competition, the individual does not cooperate, the team does not cooperate with each other, forming the information barrier of the individual and the team;
3). If the evaluation system design is cumbersome, difficult to implement, difficult to assess, not fair and impartial, there are a lot of loopholes and vague standards, it will become a burden on enterprises;
4). If the evaluation system design is not perfect, we pay more attention to the content of the assessment system, to guide their work, creativity will be limited, work will be limited;
(3). Merit of Performance appraisal
1). Everyone, every team can be motivated, everyone, each team has the direction of forward efforts, everyone, each team to receive due return and recognition;
2). To promote the efforts of all, to contribute their own wisdom, a lot for the organization to create benefits;
3). Personal ability is constantly enhanced, in the project work to be improved, value is reflected, and constantly strengthen self-ability to improve, better meet new challenges;
4). The team is constantly strengthening, team cohesion has been improved, the team is more stable, team fighting ability has been improved, the team has grown;
5). Organizational benefits continue to increase, a group of elite talent, a group of elite team, to do more professional, more challenging, and constantly create the cause;
6). Self-Organization, self-growth, self-hatching, self-pursuit.
Perhaps individual into the enterprise ability is mediocre, in the assessment system under the encouragement, each project can see different self, is a new growth;
Perhaps the team in the initial loose, weak combat effectiveness, high turnover rate, in the assessment system under the encouragement of each project is a experience, meet different team;
Perhaps the organization in the initial benefit is not good, the profit is low, the organization construction is not perfect, under the appraisal system encouragement, each project has formed the organization asset, brings the benefit to the organization.

3. How are we going to do this thing?
Set our overall plan to do this, to ensure that the branch node analysis, the control of the focus without losing it.
(1). Establish a sound performance appraisal system;
Establish the standard of the assessment system, different dimensions of the assessment criteria, each dimension of the data evaluation. The system is not too complex, simple, effective, easy to operate.
1). Division of functional Dimensions
Functional Dimensions: Product managers, project managers, research and development managers, test managers, developers (high, medium, Low), testers (High, medium, low) and other different dimensions of the assessment.
Competent level of assessment, more attention to the overall management of the control, membership level assessment, more attention to the contribution of the whole team, followed by personal ability to improve;
2). Effect Dimension Division
Effectiveness Dimension: Project, Team, individual
Contribute to the project, the personal value of the greatest embodiment of the team to contribute, more attention to the growth and cohesion of the team to enhance the contribution to the individual, is one can cultivate talent, need more to project work to apply.
Proportion, can be the project, team, individual contribution, divided into high, medium and low. (10 data accounted for: 4, 3, 2; or no proportional data to meet the standard cumulative)
3). Project and Function latitude assessment table
According to the software life cycle, project management process, organizational functions to divide the different dimensions of the combination assessment.
Based on 1), 2) Establish a project and functional latitude assessment table for assessing project performance.
(2). Establish the evaluation system and the incentive link;
Reward to be timely, reward to be effective, reward is in line with the actual business, in line with the actual individual.
There are many forms of reward, such as promotion, salary, training, tourism, promotion (MBA), personal will, team will, excellent team, excellent supervisor, excellent technical vanguard, excellent mentor, etc.
Assessment Bonus Node:
1). Cycle Assessment Awards
Usual attendance, quarterly assessment, year-end assessment;
2). Project Assessment Awards
A project end point, the evaluation of the reward;
3). Instant Assessment Awards
Give immediate rewards for saving significant losses, achieving significant breakthroughs, and giving instant notification;
4). Punishment Assessment
To the company, the team to cause losses, damage the company's benign environment, to give notification punishment;
(3). Performance appraisal System implementation and application
A good system, the use of the right, good way to carry out and good use, only results.
Excellent implementation of performance appraisal system, each person, each team will have a reward, the more outstanding results, the more generous reward. Emphasis on incentive incentives, everyone can be rewarded.
Good use of performance appraisal system:
1). The competent leadership examines subordinates and is not open to subordinates, only for the interview and performance reward after examination;
Simple operation, but does not ensure that supervisors self-awareness assessment is correct, the effectiveness of incentives and incentives may be different from the actual;
2). Supervisor assessment Subordinates, subordinates self-assessment
Medium operation, found that the supervisor and the staff of the same standard assessment inconsistent, need to interview to determine why each other's expectations are inconsistent, the parties to correct each other's cognition, the sense of employee participation is stronger, incentive and incentive effect is better;
After the supervisor and the employee has completed the appraisal to the performance appraisal system, if each difference of the assessment data is not too big, the supervisor's evaluation shall prevail;
If there are significant differences in the number of items to be assessed, the supervisor should communicate with the employee: is the supervisor not seeing the employee's contribution? Or is there a problem with employee self-positioning? Facilitate the development of supervisors and employees, achieve a consensus understanding, incentive incentives better.
3). Competent Leadership assessment subordinates, subordinates self-assessment, team colleagues assess each other
Complex operation, the assessment of time-consuming and laborious, and easy to become small groups, each other to protect or add points, the assessment has become a human relationship verification, network of the wooing.
Unhealthy atmosphere, not recommended, in the maturity of the team, each person face their own advantages and disadvantages, everyone face their own value, mutual appreciation, each other strict requirements, use this way better.

Project performance evaluation and incentive system design intention