2022年员工晋升制度 .pdf

员工晋升制度一、目的为了提升员工个人素质和能力，充分调动全体员工的主动性和积极性，并在公司内部营造公平、公正、公开的竞争机制，规范公司员工的晋升、晋级工作流程，特制定本制度。二、适用范围广东*数据科技股份有限公司及所属分公司、办事处，除公司高管外的全体员工的晋升（职务、职级）三、权责3.1 人力资源部负责制定公司的员工晋升制度，对员工进行职业规划。3.2 相关部门负责人负责对晋升员工进行考核推荐。3.3 员工职业规划委员会复核评审。3.4 员工职业规划委员会分为技术类小组及管理类小组，成员由总裁任命。3.5 总裁负责对员工晋升的最终审核。四、员工晋升的基本原则4.1 德能和业绩并重的原则。4.2 逐级晋升与越级晋升相结合的原则。员工一般逐级晋升，为公司作出了突出贡献或有特殊才干者可以越级晋升。4.3 直线晋升与交叉晋升相结合的原则。员工可以沿一条通道晋升，也可以随着发展方向的变化而调整晋升通道。4.4 能升能降的原则。根据绩效考核，员工职位可升可降。五、公司的职系表5.1 公司所有职位分技术与管理两大类,对应等级如下所示：职务级别管理类技术类F 总裁E 副总裁/总监/总经理助理总工程师/技术总监/高级工程师D 部长/主任工程师C 助理/线长助理工程师B 专员技术员A 文员操作工A 辅助工六、晋升条件6.1 所有申请人或被推荐人必须达到申请职位的任职条件要求（岗位说明书）,若未能达到要求者作为储备人才进行培训。6.2 若申请职位属于特殊工种岗位则须要申请人持有相关岗位的上岗证。6.3 部长级以下，在原工作岗位上工作半年时间（不含试用期工作时间），部长级或以上，在原岗位上工作时间一年（不含试用期工作时间）。6.4 竞争 C级以上级别的员工须在公司的绩效考核中排名在前20%内。6.5 员工如有下列情况之一的，不得参加晋升申请或被推荐：6.5.1违反员工手册记过和记大过者未满一年。6.5.2绩效考核为末位 10%的人员。七、晋升周期文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R37.1 晋升分为定期和不定期两种。定期：人力资源部每年三月份组织对各部门所有员工过往一年的业绩进行分析。对本部门绩效优秀的员工进行推荐。不定期：是指员工试用期满的晋升或破格晋升（岗位空缺）。八、晋升流程及权限：8.1 C级别以下岗位晋升按以下流程进行：8.1.1由部门推荐或个人自荐及其它部门举荐（必须符合第六条晋升条件），填写晋升申请表（附件一）交人力资源部汇总。8.1.2人力资源部将各部门推荐人员资料汇总并召集员工职业规划委员会成员进行考核评分（附件二），评分汇总后根据各部门的职位空缺进行择优推荐。8.2 C级别及以上岗位晋升按C级以上员工流程表（附件三）的步骤进行。8.3职务晋升评分表根据申请岗位职级的不同，分为部长级（含）以上与职员级两类。九、评审标准9.1 对于将要晋升人员须提交本人对新岗位的工作规划或建议不少于500字。9.2 职务晋升评定标准按照学历、公司服务年限、业务水平三个方面采用百分制进行评定：9.2.1学历（比重 10 分）具有高中、职中、技校、中专学历1 分；具有高职、高技学历5 分；具有大专学历 5 分；具有本科学历 7 分；文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3具有双学士或研究生学历，10 分。9.2.2公司服务年限 10 分公司服务年限 1 年1 分；1 年公司服务年限 3 年3 分；3 年公司服务年限 5 年5 分；5 年公司服务年限 7 年7 分；公司服务年限 7 年 10 分。9.2.3业务水平业务水平由职务晋升评定小组成员依据候选人相关能力进行评定，在职务晋升评分表上进行考核评分。9.3 晋升标准申请人总得分超 60 分方能晋升。十、员工职业规划及员工职务晋升评审小组成员组成10.1员工职业规划由人力资源部长负责；10.2员工职务晋升评审小组成员由人力资源部长根据每个申请人的所申请岗位职责，提出评审成员名单交体系负责人审批后实施；评审小组成员由部长级以上人员担任。十一、晋升评分权重所属部门直属领导占业务水平分30%，其它参与评委共占业务水平分70%十二、附件12.1.1附件一职务晋升申请评定表12.1.2附件二职务晋升评分表（职员级与部长级）文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 ZI1K6A8D8R3文档编码:CQ5H8C1Y7M10 HT6H3U9R7F7 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