Criteria for End-of-Year Employee Evaluation: Are Tet Bonuses Mandatory?
What Are the Year-end Employee Evaluation Criteria?
Year-end employee evaluation is a crucial task aimed at measuring and assessing the job performance of the staff throughout the year, thereby setting developmental directions to achieve objectives in the upcoming year.
Thus, the criteria for year-end employee evaluation need to be considered carefully. Below are suggested year-end employee evaluation criteria for companies and enterprises to reference:
(1) Work Performance Evaluation Criteria
- Work intensity: Evaluated based on task completion level and working time of the employee.
This criterion helps assess which employees are high-performing and which ones need additional training.
- Job promotion opportunities: Skilled employees are one of the key factors for a company's success. Thus, the criterion of job promotion opportunity is used to select capable employees for promotions in the following year.
- Task completion level: Managers can assess the completion level of each employee based on their assigned tasks, determining who has the capability and who needs further training.
Evaluate the major criteria above through the following sub-criteria:
- Job performance
+ Cooperation spirit in work+ Execution of job tasks+ Quality and quantity of completed work+ Understanding of assigned tasks+ Job acquisition ability+ Clarity on job procedures+ Professional knowledge suitable for the job+ Reliability+ Discipline+ Ability to work independently and proactively+ Creativity in the job+ Understanding of the company’s products and services+ Learning spirit and progressive attitude+ Compliance with manager's orders- Skills
+ Communication skills+ Teamwork skills+ Execution of soft skills: communication, negotiation, persuasion, etc.+ Problem-solving skills+ Job planning and management skills+ Adaptability to work/work pressure(2) Work Attitude Criteria
- Compliance with regulations:
+ Adherence to working hours and labor regulations+ Adherence to company rules and working regulations- Behavior
+ Neat and clean attire+ Maintenance of general and workplace hygiene+ Agility and flexibility- Relationships
+ With superiors, colleagues, and customers+ Responding to customer requests: quickly, promptly+ Customer care attitude: careful, considerate, meeting customer needs.
How to evaluate year-end employee performance? Is it mandatory to give Tet bonuses to employees?
Is the Company Obligated to Give Tet Bonuses to Outstanding Employees?
Bonuses are understood as amounts that employees receive based on the annual production and business results and the level of job completion. The bonus mechanism for employees varies depending on the employer.
Based on Article 104 of the 2019 Labor Code prescribed as follows:
Bonuses
1. Bonus is the amount of money or assets or by other forms that the employer gives to the employee based on the production, business results, and the level of job completion by the employee.
2. The bonus regulation is decided by the employer and publicly announced at the workplace after consulting the grassroots employee representative organization at the place where the grassroots employee representative organization exists.
According to this regulation, the employer is not obligated to give Tet bonuses to outstanding employees. The decision to give Tet bonuses depends on the business situation of the enterprise and the work productivity of the employee.
Simultaneously, according to the above regulation, the employer is also not required to provide Tet bonuses in cash. Instead, the employer may offer Tet bonuses in other forms or assets.
Reference Method for Calculating the 13th Month Salary for Enterprises
Currently, the law does not require enterprises to mandatorily pay the 13th month salary to employees.
However, below are two reference methods for calculating the 13th month salary for enterprises:
(1) For employees who have worked for 12 months or more:
13th month salary = average salary of 12 months
Example: Mr. A's salary from January 2023 to December 2023 is 12 million dong/month; from November to December 2023, his salary is 13 million dong.
Thus, Mr. X's 13th month salary is calculated as follows: ((12 million dong x 10 months) + (13 million dong x 2 months))/12 months = 12.16 million dong.
(2) For employees who have not worked for 12 months:
13th month salary = work duration in the year/12 x average salary
Example: Ms. B officially started working at company X from August 2023, until the end of December 2023, which is 05 months, with a salary of 10 million dong/month.
Ms. Y's 13th month salary is calculated as follows: (5 months/12 months) x 10 million dong = 4.16 million dong.
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