In order to effectively ensure the level and quality of things or work, it is often necessary to make an excellent plan in advance, which can clearly define a general direction for an action. So how should we make a plan? The following is a model essay (selected 6 articles) of performance appraisal design scheme carefully arranged by me for your reference, hoping to help friends in need.
Performance appraisal design scheme 1 The enterprises I know are mainly engaged in R&D and application of power industry. With the rapid change of power industry environment and the increasingly fierce competitive pressure, enterprises are transitioning from extensive human resource management to refined management. Through scientific and effective performance management, we can establish a high-performance corporate culture, so that enterprises can continuously improve the per capita output rate, the return rate of human capital and talent development, and forge lasting competitiveness for the future.
Effective performance appraisal can not only determine the contribution or deficiency of each employee to the organization, but also provide decisive evaluation data for the whole human resource management, thus improving the feedback function of the organization, boosting morale and serving as the basis for rewarding employees fairly and reasonably. At present, due to the adjustment of industries and disciplines, M&A enterprises are in a critical period of integration, and all departments are redeploying, so a good performance appraisal design scheme is urgently needed to strengthen the assessment and improve the management level.
I. Objectives of performance appraisal
Establish a performance-oriented management model. Determine the key performance indicators at all levels, decompose the company's goals into departments and employees, and ensure that the company's and individuals' goals are consistent. Strengthen execution, mobilize the enthusiasm and initiative of employees. Provide a just, fair and open basis for the assessment of employees' performance pay. Based on strategic continuous improvement, continuously guide employees to continuously improve their work. Promote communication between superiors and subordinates and cooperation between departments through performance appraisal, and enhance teamwork spirit.
Second, the performance appraisal method and the choice of the appraisal object
People and departments at different levels should choose different performance evaluation methods, and M&A enterprises should choose evaluation methods suitable for their own characteristics to evaluate employees and departments fairly, justly and openly.
From the analysis of working departments, the departments and industrial companies engaged in scientific research projects in M&A enterprises are assessed, and it is suggested that projects be selected as the assessment method of key performance indicators, and the 360-degree assessment method is recommended for the functional management departments of enterprises. From the analysis of employees, it is suggested that the key performance indicators assessment method should be adopted for the senior managers of each assessment unit; Technicians and middle managers adopt 360-degree assessment method; The general manager mainly adopts the interview method.
Third, the main methods of performance appraisal
1. Evaluation method of key performance indicators. The key performance indicator method is an operational tactical objective that is put forward according to the macro-strategic objectives and decomposed step by step, and then it is transformed into several assessment indicators, and then these indicators are used to comprehensively track, monitor and feedback the performance of organizations or employees in advance, during and after the event. The selection of key performance indicators must be based on the principles of integrity, value-added, measurability, controllability and correlation, and then the key performance indicators should be decomposed. Fill in the key performance indicators decomposed into assessment units according to the set table, then formulate key performance indicators and key tasks according to the reported indicators, which are divided into two assessment cycles: the first half of the year and the whole year, and assess each assessment unit according to the established planned indicators.
2.360 degree assessment method. 360-degree assessment, also known as all-angle assessment method, refers to an assessment method in which superiors, colleagues, subordinates and the examinee themselves are the examinees, and the examinees are evaluated from multiple angles in an all-round way, and then the purpose of changing behavior and improving performance is achieved through feedback.
3. interview method. Performance communication is the key link of performance management. The goal is set, the communication is effective, and the assessment is completed. Without communication, assessment can't motivate employees, and performance management just becomes a tool to score employees. When employees lose confidence in assessment, performance management will gradually become a decoration. Communication in place, management will get twice the result with half the effort. In order to make performance communication go smoothly, we should make employees realize the importance of performance communication through training and publicity, let employees learn performance communication, and let employees feel responsible and obligated to communicate. In this way, employees' attitude towards communication will also change, from the original resistance to the willingness to communicate. Performance communication should be divided into four stages: target determination, implementation process, performance feedback and performance improvement. The four stages cooperate with each other, step by step, and * * * together constitute a communication system.
Fourth, determine the evaluation results.
According to the pre-selected assessment methods, all kinds of assessment results are summarized and concluded, and the assessment results of excellent, good, qualified and unqualified grades are determined.
Five, the examination should pay attention to the problem.
When setting employee performance appraisal indicators, it should be based on the actual work situation and meet the requirements of scientificity and applicability. Performance appraisal should follow the principles of fairness, openness and impartiality. Fairness is the premise of establishing and implementing the performance appraisal system. Openness should let employees know the evaluation standards and procedures. Fairness means that there should be a clear distinction between evaluation grades to produce incentive effect. In performance appraisal, we should also pay attention to collecting feedback information to form a closed loop. The evaluation results must be fed back to the candidates themselves, otherwise it will be difficult to play an educational role. Adhere to the cycle principle of PDCA (planned inspection action), so that the work will continue to rise and develop.
In short, no matter what method is chosen for assessment, it must be constantly optimized and cannot be static. It is necessary to find out the weak links in practice, make timely rectification and improve the assessment level. Through inspection, some problems were found, which provided reference data for improving performance in the future. By objectively evaluating employees' job performance, we can help employees improve their work level and ability, thus effectively improving the company's overall performance and realizing the company's development strategy.
Performance appraisal design scheme 2 1, performance appraisal purpose
Expected goal: to formulate performance appraisal standards, improve the objectivity and fairness of appraisal, and achieve the best incentive effect.
The main purpose of performance appraisal for all employees of the company includes the following five aspects.
1. Understand employees' contribution to the company.
2. Provide basis for employees' salary decision.
3. Improve employees' satisfaction with the company's management system.
4. Stimulate employees' enthusiasm, initiative and creativity, and improve their basic quality and work efficiency.
5. Provide decision-making basis for employees' promotion, demotion, training, transfer and resignation.
2, performance appraisal object
All on-the-job employees of the company, but the following conditions are not included in the assessment scope for the time being:
(1) Employees and trainee employees who have not yet become full members.
(2) Employees whose monthly attendance rate does not reach more than 60% are not listed as assessment objects.
3. Composition of performance appraisal members
(1) Performance appraiser. The performance appraisal team consists of four people, and the main appraiser (the employee's immediate superior) is responsible for grading. The other three members of the evaluation team are department managers, human resources managers and brand managers, who participate in and supervise the evaluation process.
(2) The general manager reserves the right to make suggestions on the evaluation results, and attend relevant meetings of performance appraisal, and put forward requirements for relevant training, post promotion and employee punishment.
(3) The person in charge of performance appraisal should be familiar with the relevant processes, systems and deduction standards of performance appraisal, so as to communicate with the assessed in time and complete the appraisal work fairly.
4, performance appraisal content
It mainly covers financial dimension, customer dimension, internal control dimension, learning and growth dimension, ethics, execution, improvement and promotion ability, teamwork ability, communication and coordination ability, team management and professional and technical ability.
5, performance appraisal cycle
(1) The assessment will be conducted once a month, and the assessment time will be completed before the 7th of the following month, and then it will be handed over to the Human Resources Department.
(2) Appraisal data collection: During the period from 1 to 3 1 every month, the performance appraiser collects the appraisal data of the appraisee.
(3) Assessment implementation: Before the 5th of the following month, the performance appraiser completes the assessment of the appraisee according to the collected data.
(4) Performance evaluation: Before the 7th of the following month, the second-round examiners will complete the evaluation results.
(5) Submit the assessment form: On the 8th of each month, the performance assessment team will submit the confirmed assessment results to the human resources department of the company.
(6) Accounting salary: The Human Resources Department provides the data of employee assessment score to the Finance Department, and the Finance Department assesses the employee's salary in the current month according to the employee assessment score.
(7) Collating assessment data: The Human Resources Department is responsible for collating and classifying assessment results.
6. Specific records of performance
The manager or person in charge of each department should check the performance of employees in this department according to the assessment items at ordinary times, and record their merits and demerits at any time as an important basis for performance appraisal.
7, performance appraisal level restrictions
(1) Under any of the following circumstances in the current month, the performance appraisal shall not be rated as excellent.
A. those with absenteeism records;
B. there is a demerit;
C. Those who are on personal leave for more than 3 days or sick leave for more than 4 days.
(2) In any of the following circumstances in the current month, the performance appraisal shall not be deemed as good.
A. those with absenteeism records;
B. there is a demerit;
C. Those who have been on business leave for more than 5 days or sick leave for more than 7 days.
(3) should be added and subtracted:
A. What needs to be added is: reporting praise 1 point, commendation 3 points, meritorious service 6 points, meritorious service 1 point;
B. Deduction: warning 1 deduction 1 point, informed criticism 1 deduction 3 points, demerit 1 deduction 6 points, demerit 1 deduction 0 points.
C. Deduction: 1 point will be deducted for being late and leaving early, and 3 points will be deducted for being absent from work. Those who have been absent from work for more than 3 consecutive days may be removed from the list.
D. Should be added: 3 points for full attendance, plus points and rewards for rationalization suggestions and innovative implementation according to weight.
E. Before purchasing goods, all departments should master the market purchase price and learn to inquire and check the price. If it is lower than the market price, it should be given appropriate points, and if it is higher than the market price, it should be deducted as appropriate.
Zero tolerance behavior: 1, seriously discrediting the company's image. 2. Corruption and kickbacks. 3. Reveal company secrets. Once found, dismissed or investigated for legal responsibility, as well as other serious violations of the company's systems and regulations, a demerit will be recorded according to the relevant systems or regulations. Those who have the above behaviors can implement the one-vote veto system and be directly determined as unqualified.
Total score of personal assessment = financial index score+internal control index score+customer (client) index score+learning and growth index score+reward index score-punishment index score.
The personal evaluation form is divided into four grades: excellent, good, qualified and poor, and the corresponding scores are as follows: above 90 points is excellent, above 79 points is good, above 60 points is qualified, and below 60 points is unqualified.
8, performance appraisal and other operations
(1) The Personnel Administration Department prints the performance appraisal score sheet of the employees of the company before the end of each month, and sends it to the managers of all departments for grading and other operations, and directly fills in the appraisal grade on the performance appraisal sheet (the performance appraisal sheet of the heads of all departments of the company is provided by the Human Resources Department; The person in charge of each department of the company provides the performance evaluation form of the subordinate employees).
(2) The financial department provides the human resources department with the economic index data of the profits completed by all departments of the company; The human resources department provides attendance and job responsibilities for employees in various departments.
(3) The rating results shall be kept confidential and filed for management, except for recheck, as the main reference basis for salary adjustment, year-end bonus distribution and job promotion of the assessed employees.
9. Wage accounting method
(1) If the employee's performance appraisal score reaches 60 points, he can only get the basic post salary in full, but there is no performance salary; Performance pay with performance appraisal score equal to or higher than 60 points = full performance pay multiplied by corresponding percentage; If the employee's performance appraisal score is lower than 70 points, he will be given a written warning for the first time and a serious warning for the second time, and will consider demotion or dismissal. Employees in probation period will not participate in the assessment, and will be assessed after they become full members.
(2) Employees with excellent assessment results for three consecutive times can increase their basic salary by10%; Those who have outstanding performance for more than six times in a row can be promoted to the salary of a post; Being rated as excellent throughout the year, you can be promoted.
10, Performance Pay Verification Procedure
(1) The finance department provides the human resources department with the economic index data of the profit realized by all departments of the company;
(2) The Human Resources Department provides attendance and job responsibilities for employees of all departments;
(3) The Human Resources Department provides performance evaluation forms to the heads of all departments of the company;
(4) The person in charge of each department of the company shall provide the performance evaluation form of the subordinate employees;
(5) The Human Resources Department calculates the quantitative or qualitative performance evaluation scores of employees in each department according to the summarized data;
(6) The performance appraisal results are linked to the salary, and will be cashed after being approved by the company leaders.
1 1, other provisions of performance appraisal.
(1) At the beginning of each month, each department submits the work schedule to the Human Resources Department, and at the beginning of next month, the managers of each department will conduct assessment according to the work schedule procedure: work completion rate, work error rate, cost control rate, etc. (The financial dimension is scored by the Finance Department, the customer dimension is scored by the Brand Operation Department, the internal process is scored by the department head, and the learning and growth dimension is scored by the HR department).
(2) The managers of each department must follow the principle of fairness and justice when assessing. If there is hidden dance, it should be treated according to the plot, and it can be recorded as minor or major.
(3) For those with poor performance, the supervisor should know the real reasons, and then assist in counseling and arrange relevant training or training to improve their performance.
Performance Appraisal Design Scheme 3 I. Appraisal Principles
1, performance appraisal (quantitative)+behavior appraisal (qualitative).
2. The quantity is strictly based on the company's income and performance, and the quality is fair and objective.
3. The assessment results are linked to employees' income.
Second, the evaluation criteria
1. The performance appraisal standard of sales staff is the company's operating income index and target for the current month, and the company will adjust it once every quarter.
2。 Evaluation criteria of salesperson's behavior.
(1) Implement and abide by the work system, attendance system and confidentiality system stipulated by the company.
(2) the work performance of this department.
(3) the performance of completing the task.
(four) to abide by the laws and regulations of the state and social morality.
(5) others.
In case of violation of national laws and regulations, serious violation of company regulations, work accidents, serious mistakes, etc. in the current month, the behavior assessment score is 0.
Third, the assessment content and indicators
1, evaluation standard score of evaluation index weight of evaluation project
Quantitative indicator of work performance: sales completion rate 35%, actual completed sales ÷ planned completed sales × 100%
The assessment standard is 100%. Less than 5%, deduct 1 min.
Sales growth rate 10% Compared with the sales performance of last month or last year, for every growth of 1%, plus 1 minute, negative growth will not be deducted.
New customer development 15% Add 2 points for each new customer.
Qualitative index market information collection 5% 1. Complete the collection of market information within the specified time, otherwise it is 0.
2. There shall be no less than X pieces of valid information collected every month, and each less piece shall be deducted 1 minute.
Report submission 5% 1. Submit relevant reports to the designated place within the specified time; If it is not submitted within the specified time, it will be 0 point.
3. The report quality score is 4 points, and if it fails to meet this standard, it is 0 points.
For every 5% execution of the sales system, 1 point will be deducted for violation.
Job analysis and judgment ability 5% 1: weak, unable to make correct analysis and judgment in time.
2 points: average, able to analyze and judge problems simply.
3 points: strong, able to analyze and judge complex problems, but not flexible enough in practical work.
4 points: strong, able to quickly make a more correct judgment on the objective environment, and can be flexibly applied to practical work to achieve better sales performance.
Communication ability 5% 1: able to express your thoughts and ideas clearly.
2 points: Have certain persuasion ability.
3 points: can effectively resolve contradictions.
4 points: Be able to use various conversation skills flexibly to communicate with others.
5% flexibility to cope with changes in the objective environment, and be able to take corresponding measures flexibly.
Work attitude Employee attendance 2% 1. If the employee's monthly attendance reaches 65,438+000%, get full marks. Deduct 1 minute for being late for one time (three times or less).
4. Being late for more than three times a month is 0.
Violation of the daily code of conduct 2% once, deducted 2 points.
Responsibility: 3%0 point: sloppy work, unable to complete work tasks with good quality and quantity, and extremely sloppy work attitude.
1: Consciously complete work tasks, but sometimes shirk responsibility for mistakes in work.
2 points: Consciously complete the task and be responsible for your actions.
3 points: In addition to doing your own job well, you also take the initiative to undertake additional work within the company.
3 points will be deducted for 3% of service awareness and 3 points for customer complaints.
Fourth, the evaluation method.
1. Employee assessment time: the first working day of next month.
2. Announcement time of employee assessment results: the third working day of next month.
3. Income linked to employee assessment: 20% of monthly salary; Performance appraisal quota accounts for15%; Behavior assessment quota accounts for 5%.
4. The upper limit of the floating income linked to employee appraisal: 80 ~ 140% of the salary of the current month.
5. Payment of employee-linked income: the amount of employee-linked income will not be paid for the time being, but the actual income of employee-linked income will be paid for three months every quarter.
Verb (abbreviation for verb) evaluation procedure
1. performance appraisal: the finance department uniformly implements the appraisal standards according to the company's operating income in the current month.
2. Behavior evaluation: conducted by the sales manager.
Evaluation results of intransitive verbs
1, the results of performance appraisal are published once a month, and the results of departmental behavior appraisal (departmental average score) are published once a month.
2. Employees' behavior assessment results shall be notified to the assessed individuals every month, and employees shall not ask each other.
3. The monthly assessment results are not only linked to the monthly income of employees, but also the comprehensive results are an important basis for the company to decide the salary adjustment, job promotion and personnel transfer of employees.
4. If you have any objection to the assessment results of the current month, please put forward it to the department manager or the administrative personnel department within one week from the date of publication of the assessment results.
Performance appraisal design scheme 4 generally divides the performance appraisal of employees into three main lines, namely:
First, performance appraisal based on work plan;
The second is the ability evaluation based on quality model;
Third, attitude evaluation based on behavioral indicators.
The assessment of performance indicators is generally conducted in the form of monthly or quarterly assessment, while the assessment of ability indicators and attitude indicators, such as annual or semi-annual assessment. The fifth step of performance management: the application of performance results is multifaceted. The main purpose of performance management in most enterprises is the distribution of performance pay. Actually, this is a very simple application. The application of performance results can include the following aspects: salary adjustment, performance bonus distribution, level promotion and post adjustment, education and training, and guiding employees' post development. The application of performance appraisal results in salary adjustment mainly refers to the improvement of the salary of employees with good performance and the reduction of the salary of employees with poor performance. Applying the results of performance appraisal to the distribution of performance bonuses reflects the short-term incentives for employees, and the results of performance appraisal provide a good basis for determining monthly (quarterly) and annual bonuses. Continuous examination records provide a good foundation for employees' graded promotion. Through the continuous performance analysis of employees in a certain period, outstanding talents can be found and adjusted to more important positions and higher positions. By accumulating the records of assessment results, we can find the gap between employees or individuals and the requirements of the company, so as to organize relevant education and training activities in time and improve employees' knowledge, skills or professionalism in a targeted manner. From the long-term continuous assessment results, managers can see the real potential and career orientation of employees. When employees' career orientation is inaccurate, managers should communicate with employees in time to jointly re-plan and adjust their career development paths.
Performance Appraisal Design Scheme 5 In order to further implement the spirit and work requirements of the State Council, province and city on deepening the reform of rural compulsory education funds guarantee mechanism, under the guidance of the "performance" management concept of the Municipal Education Bureau, this scheme is specially formulated to effectively strengthen the construction of teachers in our school, standardize the management of education and teaching quality, improve the incentive and competition mechanism, make school management more scientific and standardized, and promote the improvement of school education and teaching quality.
First, the implementation object:
On-the-job staff of our school.
Second, the assessment scheme:
1, Education and Teaching Process Award:
(1) On-the-job employees' attendance assessment shall be carried out in accordance with the Measures for Attendance Rewards of xx Middle School Employees, and calculated at 60 yuan per capita per month.
(2) Evaluate the "Four Excellent" of on-the-job employees, and implement the "Four Excellent Appraisal Scheme of xx Middle School", calculated at 30-50 yuan per person per month. The ratio of excellent, good and qualified is 2: 6: 2.
2, education and teaching quality award:
(1) Conduct a comprehensive assessment of the education and teaching work of school staff and implement rewards. The detailed rules for the implementation of teaching routine assessment in Longping Middle School is calculated by per capita 100- 150 yuan. It is divided into three gears: 3: 5: 2.
(2) to participate in the unified research examination in the city, the implementation of the standard assessment award and the research examination of a single subject won the top ten in the city, and the special contribution award was calculated according to the per capita monthly 20 yuan.
(3) The process management award and the work excellence award of other departments shall be implemented for the work of the class teacher, and the 30 yuan shall be calculated per person per month.
The sixth design scheme of performance appraisal is to strengthen the management of organs, fully mobilize the work enthusiasm of the overall cadres and workers, and form a work competition situation in which everyone strives for the upper reaches and everyone contributes more; In order to overcome formalism and human factors in the assessment process and objectively and fairly evaluate the actual performance and work performance of each cadre and worker, this scheme is specially formulated.
First, the evaluation object
On-the-job cadres and workers of the bureau (including cadres and workers seconded to the bureau for more than half a year).
Second, the assessment content
The assessment content includes seven aspects: study, attendance, actual performance, work performance, stock room work, mass evaluation and leadership evaluation.
Iii. evaluation procedures
1. Mobilization preparation: hold an annual assessment mobilization meeting, submit personal assessment materials and summarize the usual inspection results.
2. Personal summary and debriefing: summarize the work of the whole year, fill in the annual assessment form, and conduct personal debriefing in groups.
3. Assessment by assessment team: The assessment team conducts assessment according to the materials provided by cadres and workers and the records provided by leaders and relevant functional departments, and determines the scores of each cadre and worker in study, attendance, performance, work performance and stock room work.
4. Quantitative evaluation: according to the annual work evaluation form, the leaders and the masses will conduct evaluation. The assessment team calculates the actual evaluation score of each cadre and worker according to the weight.
5. Comprehensive evaluation: On the basis of personal debriefing, assessment by the assessment team and quantitative assessment, the assessment team will put forward assessment opinions according to the score.
6. Establish grades: the assessment leading group studies the grade opinions put forward by the assessment team and collectively determines the assessment grade.
7. feedback.
8. Reporting (individual concessions and optimizations will not be recognized and reported).
Fourth, the detailed rules for assessment and scoring
1, political business study (10 score)
(1) Having political and business study books, study notes, research reports and rationalization suggestions, 4 points, and if one item is missing, 1 point.
(2) Political and Business Learning Notes (including experiences) 10000 words or more. If the score is 6, 0.5 points will be deducted for every 100 words.
2. Attendance rate (10)
(1) Attend group study and related meetings on time (including attending state and county related meetings, 4 points). 65438+ 0 points will be deducted for absent without reason, and 0.5 points will be deducted for being late and leaving early.
(2) Insist on leaving Man Qin and ask for leave first. 3 points will be deducted for absenteeism 1 day, 0.5 points will be deducted for personal leave 1 day, and 0. 1 point will be deducted for myself and my immediate family members being hospitalized due to illness and children taking leave for further study1day. Man Qin scored six points.
3. Actual performance (10 score)
(1) Unite comrades and don't quarrel over trifles (5 points). 2 points will be deducted for quarreling 1 time.
Be honest and self-disciplined, and abide by party discipline and state laws (5 points). Subject to disciplinary action, the score is 0.
4, work performance (20 points)
Obey the arrangement (5 points). 2 points will be deducted for disobeying the work arrangement 1 time.
(2) To perform job responsibilities and complete various tasks assigned by leaders (5 points). Deduct 1 minute for each task completed.
(3) No major mistakes in the work throughout the year (5 points). 1 5 points will be deducted for major work mistakes.
④ Do a good job in providing convenience services (5 points). 1 point will be deducted if the people are dissatisfied.
5, stock room work (20 points)
The annual assessment of the office stock room is divided into three categories according to the actual score of the stock room from high to low, with 20 points for the first-level stock room cadres, 0/9 points for the second-level stock room cadres, and 0/8 points for the third-level stock room cadres.
6. Mass evaluation (10)
The evaluation items are set according to four grades: excellent, competent, basically competent and incompetent, and the number of excellent grades in evaluation shall not exceed 30% of the total number of evaluated objects. The evaluation score of the assessed = [excellent number × 1+ competent number ×0.9+ basic competent number ×0.8+ incompetent number × 0 ]× 100 ÷ number of participants.
7, leadership evaluation (20 points)
The evaluation items are set according to four grades: excellent, competent, basically competent and incompetent, and the number of excellent grades in evaluation shall not exceed 30% of the total number of evaluated objects. The evaluation score of the assessed = [excellent number × 1+ competent number ×0.9+ basic competent number ×0.8+ incompetent number × 0 ]× 100 ÷ number of participants.
Verb (abbreviation of verb) evaluation method
The assessment shall be carried out by combining the usual inspection with the year-end assessment, the leadership assessment with the mass assessment, and the qualitative assessment with the quantitative assessment.
The political and professional study of cadres and workers shall be inspected and assessed by the assessment team; Attendance and participation in meetings shall be subject to the usual records of the office; The actual performance is assessed by the deputy director of the Bureau in charge and the leader of the discipline inspection team; The work performance is assessed by the assessment team after soliciting the opinions of the competent leader and the person in charge of the stock room; The work of the warehouse is assessed according to the annual assessment plan of the government warehouse.
Intransitive verbs reward and punish
1, the assessment results are included in the personal files and serve as an important basis for the selection, appointment and promotion of cadres.
2, the annual assessment, according to the assessed score, determine the assessed object. The winners of the annual assessment shall be rewarded by the higher authorities and given material rewards according to the regulations.
3, the comprehensive assessment score below 60 points (including 60 points) and ranked at the bottom of the implementation of waiting for study, in the annual assessment as basically competent (basically qualified).
Seven, strengthen leadership, set up a working group.
In order to do a good job and implement the annual assessment of cadres and workers in the bureau, the bureau set up an assessment leading group with Xu as the team leader, Zhang, Xiang Haiyan and Zhou as members. The specific evaluation work was undertaken by, Li, Yang, Wu Wusheng, Yang Hongsheng, Tian Ruxian and.
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