一项制度创新的探索实践 ——关于建立中央企业经营业绩考核体系的 .ppt

Performance Assessment of Chinese Central SOEs Outline 1. General Framework of Performance Assessment 2. Key Points of Performance Assessment 3. Effect of Performance Assessment 1.General Framework of Performance Assessment Brief Introduction According to the requirement of management by objectives, SASAC adopted performance assessment method as follows: 1. Annual assessment ＆ tenure assessment 2. Result assessment ＆ process evaluation 3. Performance outcomes ＆ incentives Bonus and penalty based on performance outcomes. Yearly merit pay based on annual assessment result, and appointment ＆ removal as well as long and medium-term incentives based on tenure assessment result. Basic Procedure 1. SOEs hand in suggestive targets for annual and tenure performance report. SASAC reviews the suggestive targets. Documents for annual or tenure operational targets are signed by SASAC chairman and major executives of SOEs. 2. SASAC makes dynamic monitoring to the implementation of the documents, while SOEs should hand in regular report on the implementation of the documents. 3. SOEs hand in analysis report of their performance. SASAC reviews the report (including the financial reports), makes the evaluation results classified to 4 levels(A, B, C, D) , and presents feedbacks to enterprises. Performance Evaluation and Remuneration Annual Performance salary=basic salary×coefficient of annual evaluation results×coefficient of adjustment Coefficient of annual evaluation results ≤2 D-level: 0-1 C-level: 1-1.3 B-level: 1.3-1.7 A-level: 1.7-2 Coefficient of adjustment ≤1.5, based on firms function, asset, revenue, profit, number of staff,etc. Performance Evaluation and Remuneration Tenure incentives: Grant maximum 30% of the total annual pay as bonus according to the tenure assessment results. For enterprises with D-level in tenure assessment, SASAC will make adjustents to their executives. Target Value How to set the target ? 1. Vertical comparison: for annual assessm