Assessment work implementation plan

Part 1: Implementation plan for annual assessment work

In order to conscientiously implement the spirit of the annual assessment work meeting of the staff of the county government institutions in 20XX, we will do a good job in the annual assessment of our hospital. According to the Organization Department of the County Party Committee and the County Human Resources and Social Security Bureau, the work of the county government institutions in the year 2000 The Notice of the Annual Assessment of Personnel requires that this implementation plan be formulated in conjunction with the actual situation of our hospital.

I. Organizational leadership of the annual assessment

The annual assessment is an important part of personnel management and an important basis for the implementation of personnel rewards and punishments, training, dismissal, job promotion and salary adjustment. In order to strengthen the organization and leadership of the annual assessment of the staff of our hospital, the hospital set up an annual assessment leading group for the staff of the institution, and is responsible for the entire annual assessment.

Second, the assessment time and method steps

The assessment time is scheduled to be carried out in mid-March 20XX and will be carried out in three phases.

1. Promotion stage

Convene a meeting to convey the spirit of learning the superior file, formulate an implementation plan, and clarify the content, standards, and method of ranking of the appraisal. And divide the assessment team, personal preparation work summary.

2. Assessment and appraisal stage

According to the requirements of the hospital and the actual situation, each assessment team determines the candidates for the candidates to be evaluated according to the requirements of the implementation plan of the assessment work, and reports to the leading group for review. The assessment form and the excellent list will be reported until March 18.

3. Summary reporting stage

The outstanding personnel will be publicized for one week. After the public notice has no objection, fill out the form and improve the assessment materials, report it to the office of the staff assessment committee of the county government and institution, and go through the formalities for examination and approval.

Third, the scope of assessment and excellent number of times

1. Scope of assessment: A total of 392 graduates of colleges and universities were introduced in the program and in the 20XX to 20XX program.

2. Excellent number of times: According to the archives spirit of the County Party Committee Organization Department and the County Human Resources and Social Security Bureau, the hospital won the third place in the assessment of the county party committee and county government in 20XX. The proportion of outstanding places increased by 5% compared with previous years, according to 20%. Proportional calculations, rounded off.

3. The cadres at the department level will be assessed together with the ordinary staff of the unit, and the number of outstanding equal places will not be determined separately.

Fourth, the assessment criteria

1. The annual assessment of one of the following conditions is unqualified:

The year when the party was severely warned;

The year in which the duties of the party were revoked;

The year in which the party was reviewed;

The year of expulsion from the party;

Persons who refuse to participate in the assessment without proper reasons and who refuse to participate after education;

Violation of the relevant provisions on family planning;

Violation of public order and participation in the law and other cult organizations;

2. One of the following conditions is not subject to annual assessment:

Sick leave and leave accumulating more than half a year;

Transferred by the enterprise unit for less than half a year;

Unauthorized staff;

Unpaid staff;

Retirement procedures in the same year;

V. Other circumstances that need to be explained

1. If the new staff members participate in the apprenticeship period, the first time they are employed, only the comments may be indefinite; if they are not employed for the first time, they will not participate in the annual appraisal.

2. If the transfer between the institutions is carried out, the transferee shall conduct an annual assessment and determine the assessment. The performance before the transfer is provided by the original unit.

3. The professional cadres and veterans of the military conducted annual assessments, and the assessments were determined by reference to the professional and the identification of the veterans.

4. For other cases, refer to the relevant instructions of the file [20XX] No. 6 of the People's Society.


Part 2: Implementation plan for annual target management work assessment

In order to promote the serious fulfillment of duties of all units of the bureau system, the municipal government, municipal government and municipal bureaus will complete the key tasks of urban management administrative law enforcement in 2019, establish a scientific evaluation mechanism, and formulate this plan.

First, the scope of assessment

Subordinate units

City Environmental Sanitation Department, City Garden Department, City Management Law Enforcement Detachment, City Management Police Detachment, City Street Light Management Office, City Riverside Scenery Management Office.

Dual management unit

Yanfeng District Urban Management Law Enforcement Brigade, Shigu District Urban Management Law Enforcement Brigade, Zhuhui District Urban Management Law Enforcement Brigade, Steaming Xiang District Urban Management Law Enforcement Brigade, Yanfeng District Environmental Sanitation Bureau, Shigu District Environmental Sanitation Bureau, Zhuhui District Environmental Sanitation Bureau, Steaming Xiang District Sanitation Bureau, High-tech Zone Urban Management Brigade, Songmu Industrial Park Urban Management Brigade, Baishazhou Industrial Park Urban Management Brigade.

Second, the assessment content

The assessment content of the directly affiliated units. It mainly assesses the completion of each unit's own construction, public management and key tasks. Daily operations and safe production are included in the assessment scope as deduction points, and all units are encouraged to add luster to the system.

Self-construction mainly includes: ideological and political work, party-style clean government construction, and trade union work.

Public management mainly includes: social stability, administration according to law, and publicity.

The key tasks include: The Municipal Bureau determines the annual main business indicators of each assessed unit according to the overall requirements and deployment of the city management work by the municipal party committee and the municipal government.

The assessment content of the dual management unit. The four urban urban management law enforcement brigades mainly assess daily operations, law enforcement supervision and behavioral norms; the four urban sanitation bureaus mainly assess the daily operation and sanitation foundation; the “one district and two parks” urban management brigade mainly evaluates the daily operation, sanitation foundation and behavioral norms. Encourage all units to add luster to the system.

Third, the assessment method

Comprehensive evaluation was carried out by means of combination of indicator evaluation, service object evaluation and leadership evaluation, accounting for 80%, 10% and 10% of the total score respectively.

Indicator evaluation. Implement daily account creation, half-year audit, and annual closing account. At the beginning of the year, the Office of the Target Management Assessment Leading Group of the Municipal Bureau of the Municipality researched and formulated a scientific and reasonable assessment implementation plan, clarified the assessment indicators, and issued them with official documents; usually based on account management, each account management department arranged special personnel to establish assessment accounts. Monthly bookkeeping; At the end of June or early July, the Municipal Bureau of Evaluation Office takes the lead in each account management department to the on-site inspection of each responsible unit, and grasps the progress of the target tasks of each unit, especially the key work; at the end of the year, the Municipal Bureau of Assessment Office uniformly deploys the year-end assessment. On-site verification was organized, and each account management department gave out the evaluation scores.

Service object review. At the end of the year on-site assessment, the organization of service objects will be evaluated by each unit under review.

Leadership evaluation. At the end of the year, please ask all members of the leadership team who do not contact the unit under review or who are not in the unit to be assessed to conduct a different evaluation of each unit under review.

Comprehensive assessment. The Municipal Bureau of Assessment Office comprehensive index assessment, service object evaluation, leadership evaluation and bonus points to calculate the scores of each unit under review. The benchmark score is divided into 100 points, and the individual benchmarks are deducted until the negative points are excluded. Score calculation formula: the target unit management work assessment comprehensive score = indicator evaluation score × 80% + service target score average × 10% + leadership evaluation score average × 10% + bonus points.

Add points. Encourage all the units to be evaluated to compete for excellence in the country, province and city, and strive to be the leader. For the comprehensive work of the unit from January 21, 20XX to January 20, 20XX, the Party Central Committee and the State Council rated the advanced unit plus 8 points, and the state ministry and the provincial party committee and the provincial government rated the advanced unit plus 4 points. It was rated as an advanced unit by the provincial bureau, the municipal party committee and the municipal government plus 2 points. The individual work was rated as an advanced unit by the State Ministry, the provincial party committee and the provincial government plus 2 points. It was rated as an advanced unit by the provincial bureau, the municipal party committee and the municipal government plus 1 point, and was rated as an advanced unit by the municipal department, commission, and bureau plus 0.5 points. . Awarded the title of national civilized industry three stars plus three points, two stars plus two points, one star plus one point, awarded the provincial civilized industry title three stars plus two points, two stars plus one point, one star plus 0.5 points The title of municipal civilized industry is awarded three points plus one point, two stars plus 0.5 points, and one star plus 0.2 points. The propaganda report was adopted by the National Party Newspaper and the 3rd party, and was added by the provincial party newspaper. To apply for bonus points, the applicant must present the original valid certificate to the Municipal Bureau of Assessment. The accumulated annual bonus does not exceed 20 points.

Minus points. Any work listed as a target management assessment indicator shall be deducted by 3 points each time by the municipal party committee, the municipal government or the provincial and departmental bureaus, and deducted 1 point each time by the municipal party, the commission, and the bureau. Due to the loss and negative impact caused by the dereliction of duty of the staff, the situation will be deducted 1-3 points each time.

Fourth, assessment and other times

The target management assessment of the directly affiliated units is equal. Set up advanced units for target management, advanced units for safety production, advanced units for social stability, and four awards for outstanding contributions.

The comprehensive assessment of target management shall be organized and implemented by the relevant bureaus of the municipal bureaus, and the target units shall be managed by advanced units, compliance units and non-standard units. The top two scores and the scores of not less than 90 points are advanced units. In one of the following circumstances, the pre-qualification is cancelled: the members of the team have violated the law and discipline; the major cases affecting social stability; the occurrence of major safety production accidents; the violation of the national policy of planning and birth; , gambling, and poisoning were investigated; they were criticized by state organs at or above the provincial level. In one of the following circumstances, the unit that is not up to standard: the comprehensive score of the year-end assessment is less than 80 points; the city bureau has determined that it is not up to standard due to major losses and adverse effects caused by dereliction of duty. The other is the standard unit. For the target management work compliance unit, the annual main work indicators are completed well, and can be rated as the first priority to enter the unit.

The safety production work assessment shall be organized and implemented by the bureau's supervision office, establish a deposit system and daily work accounts, and submit year-end assessment opinions.

The social stability work assessment shall be organized and implemented by the bureau office, establish daily work accounts, and put forward year-end assessment and evaluation opinions.

The Outstanding Contribution Award is mainly awarded to units that have made special contributions to the system's increased visibility, expanded influence, and improved reputation. Scope of assessment: From January 21, 20XX to January 20, 20XX, the overall work of the Japanese unit was commended by the municipal party committee, the municipal government, the provincial government, and the above-mentioned party and government organs, or the individual work was received by the provincial party committee, the provincial government, and the Ministry of Housing and Urban-Rural Development. And the commendation of the party and government organs of the above countries.

Double management unit target management assessment and other times. Set up two units of the target management advanced units and the first priority to enter the unit.

The comprehensive assessment of target management shall be organized and implemented by the relevant bureaus of the municipal bureaus, and the target units shall be managed by advanced units, compliance units and non-standard units. The four urban district management teams scored the top two, the four urban sanitation bureaus scored the top two, the “one district and two parks” urban management brigade scored first, and the scores of not less than 90 were advanced units. In one of the following circumstances, the pre-qualification is cancelled: a major case affecting social stability occurs; a major safety production accident occurs; and it is notified by the state organs at or above the provincial level. In one of the following circumstances, the unit that is not up to standard: the comprehensive score of the year-end assessment is less than 80 points; the city bureau has determined that it is not up to standard due to major losses and adverse effects caused by dereliction of duty. The other is the standard unit. For the target management work compliance unit, the annual main work indicators are completed well, and can be rated as the first priority to enter the unit.

V. Results application

Reported to the directly affiliated units that are rated as advanced units of the city's target management. It is rated as an advanced unit of target management. All the personnel of the unit are rated as competent and above, and one-and-a-half-month annual bonus is calculated according to the basic salary standard of December of that year; it is rated as the target management compliance unit, and all the personnel of the unit are evaluated. For the competent and above personnel, one-month annual bonus will be calculated according to the basic salary standard of December of that year; the unit will be rated as the target management non-compliance unit, and all the staff of the unit will issue the half-month annual bonus according to the basic salary standard of December of that year. All units will honor the target management award in accordance with relevant regulations. The units that have been rated as advanced units for work safety, advanced units for social stability, outstanding contribution awards, and units that prioritize the advancement of units are also reported.

The double management unit that is rated as the advanced unit of the city's target management and the first priority of the unit will be given a report.

Six, organizational leadership

The Municipal Bureau set up a leading group for the evaluation of target management work. The director is the leader of the team. The members are composed of members of the leadership team of the bureau. There is an office under it, which is responsible for the organization and implementation of the target management work assessment. The person in charge of each account management department is a member of the Municipal Bureau of Assessment Office, and the daily work of the Municipal Bureau of Assessment Office is undertaken by the Bureau Office.


Part 3: Implementation plan for faculty assessment work

First, the guiding ideology

In order to objectively, fairly and fairly assess the morality, ability, diligence and performance of the faculty and staff of the city, all faculty and staff can better perform their duties, stimulate work enthusiasm, improve work efficiency, and promote the standardization of all aspects of school management. This embodiment is formulated.

Second, the purpose and principle of assessment

The annual appraisal work evaluates the performance and work performance of each in-service faculty member in the past year. As the basis for re-employment, transfer, diversion, fund transfer, reward and punishment, and on-the-job training, the appraisal follows objective, fair, democratic and open, and pays attention to the principle of performance. .

Third, the assessment method and content

The assessment of faculty and staff is based on a combination of qualitative and quantitative assessments, including the four aspects of morality, energy, diligence and performance.

Germany mainly refers to the political and ideological performance, work style, professional ethics, and moral cultivation of faculty and staff.

It can mainly refer to the basic ability and business level necessary for the faculty and staff to perform their duties.

Diligence mainly refers to the performance of the faculty and staff, diligence, work attitude, work discipline and other aspects.

Performance mainly refers to work performance and work efficiency.

Teacher assessment

1. Qualitative assessment content:

Ideological and political, teacher morality performance education and teaching ability; work performance; performance of duties.

2. Quantitative assessment content:

Class team work; work plan, summary; attendance; workload; teaching plan; homework correction; teaching and research ability; counseling, extracurricular activities; education and teaching performance;

All secondary schools, central schools, and bureaus directly under the bureau will conduct assessments on the specific refinement of each indicator according to the content of qualitative and quantitative.

Employee assessment

1. Qualitative assessment

Content: character performance; work performance; law-abiding.

Practice: Each unit assessment leading group will score.

2. Quantitative assessment

Content: attendance; complete the task.

Practice: Attendance is divided according to the staff attendance system specified by the school; the completion of tasks is quantified according to the completion of the tasks specified by the school.

3. Democracy score

All the faculty members of the unit in which this assessment object is located are evaluated and averaged.

Qualitative, quantitative assessment points, and democratic scores are the comprehensive scores of the assessment targets.

Fourth, the assessment results and other times

The results of the assessment are divided into three categories: excellent, competent, and incompetent, with a total score of 100 points. Excellent people must have 85 points or more, the number of outstanding people should not exceed 15% of the number of participants, 60 points to 84 points are qualified; 60 points or less is incompetent.

"Excellent" must have the following conditions

1. The qualitative assessment result is “excellent”.

Seriously practice the important thinking of the "Three Represents", abide by the law and obey the law, love education, love students, comprehensively implement the education policy, teach and educate people, and have high moral character.

The education and teaching theory is high, the working methods are appropriate, the management ability is strong, and it is good at absorbing the results of teaching reform to carry out pioneering and innovative.

Dedicated to education and teaching, management services, work conscientiously, solidly, not late to leave early.

Strictly fulfilling the duties of the post, able to do my job well, and can complete other tasks assigned by the school, with outstanding achievements.

2. The quantitative assessment result is “excellent”.

The "incompetent" person basically shows political, poor business quality, low moral character, mediocrity of work, distraction, or one of the following performances.

1. Failure to implement the decision of the school or superiors, causing serious impact.

2. Deliberately failing to perform job duties, causing losses to education, teaching, and management work or major mistakes in work.

3, corporal punishment students, not changed through education.

4. Individualism, serious liberalism, affecting unity.

5, deceive the organization or obscenity to frame others.

6. Students or parents who are martyrdom, extort money, claim illegal income, and seriously damage the image of faculty and staff and the reputation of the school.

7, absenteeism or late, early leave more than the school regulations.

8. The quantitative assessment result is “incompetent”.

Five, the assessment program

All secondary schools, central schools, and directly affiliated schools must establish an assessment leading group, which is specifically responsible for the assessment work. The assessment team consists of 7-11 people. Its members must have school leaders, management personnel, academic leaders, and teacher representatives.

The appraisal object summarizes the work in the past year, and fills in the "Annual Appraisal Registration Form for Staff of the Institutions" in duplicate.

Conduct democratic appraisal and evaluation of appraisal objects.

The assessment team determines the assessment results based on the scores of the assessment targets. And from high to low, the low is divided into the last. The schools directly under the secondary school and the bureau determine the last position by the school, and the small school determines the last position by the central school.

The assessment team will feedback the assessment results to the assessment targets.

If the assessment object has any objection to the assessment result, it shall apply to the assessment team for reconsideration within five days from the date of receipt of the notification. The assessment team shall make a reconsideration opinion within five days and notify the assessment object in writing.

Sixth, the assessment results are cashed

The results of the assessment will be used as the main basis for the faculty and staff to be employed or diverted, and to be employed, and the specific practices shall be handled in accordance with relevant regulations.

Seven, assessment requirements

Units should attach great importance to the assessment of faculty and staff. It is necessary to formulate practical and feasible assessment plans and rules for faculty and staff in light of actual conditions. The production of detailed rules must be widely consulted and must be democratically reviewed by the faculty and staff.

Teachers who have taken leave due to illness will be assessed according to the actual workload. The faculty and staff who are unable to perform normal work due to illness will not be included in the assessment object, and the relevant treatment issues shall be handled in accordance with relevant regulations.

In the process of assessment, all units must follow the principle of proceeding from reality and adhere to the principle of seeking truth from facts. They are not allowed to falsify, engage in malpractices, and conceal the facts, deceive the organization and adopt other means to cause the assessment to be inaccurate, and the impact is extremely bad. The main responsible person will be given appropriate punishment according to the severity of the plot.

Eight, assessment time schedule

The assessment time of each unit will be completed from January 17 to 31, 20XX. On January 22, the assessment will be received by the Bureau of Personnel. The assessment results will be reported to the Personnel Department of the Municipal Education Bureau before 31st.


Part 4: Implementation plan for the assessment of civil servants

In order to objectively and impartially evaluate the performance of the civil servants of the Commission and the performance of their work, according to the relevant provisions of the Civil Service Law of the People's Republic of China, the Regulations on the Examination of Civil Servants and the Rules for the Implementation of the Examination of Civil Servants, the specific implementation plan is as follows:

First, the assessment object:

All working staff below the junior level.

Second, the assessment time:

On the afternoon of the 20th, 20th, and Sunday afternoon, the meeting room of the government held an assessment meeting.

Third, the assessment content:

Including the five aspects of morality, energy, diligence, performance and integrity, the key assessment work performance.

De: It refers to the performance of political and ideological qualities and personal morality, professional ethics and social morality. Mainly ideals and beliefs, purpose concepts, political positions, political sensitivity and political discernment; world outlook, outlook on life, values; professional concepts, professional attitudes, professional discipline and professional style; social behavior standards.

Can: refers to the quality and ability to perform duties. Mainly the level of policy theory, education level, professional knowledge; understanding and judgment ability, planning and forecasting ability, organization and coordination ability, leadership management ability; scientific decision-making ability, research comprehensive ability, solidarity and cooperation ability, pioneering and innovative ability.

Qin: It refers to the performance of responsibility, work attitude and work style. Mainly the degree of love, responsibility and dedication to his work; the initiative, enthusiasm, discipline of the work; the concept of the people.

Performance: refers to the quantity, quality, efficiency and benefits of the completed work. Mainly to complete the work tasks, work efficiency, work performance, outstanding contributions.

Lian: It refers to the performance of honesty and self-discipline. Mainly to comply with the requirements of various integrity regulations.

Fourth, the assessment criteria:

The assessment criteria are based on the performance of job responsibilities and the completion of tasks. The results of the annual assessment are divided into four categories: excellent, competent, basic, and incompetent. The basic criteria for each order are:

1. Excellent: high ideological and political quality; proficient in business, strong work ability; strong sense of responsibility, diligence and responsibility, good work style; outstanding work performance; model compliance with clean government regulations, clean and honest.

2. Competency: high ideological and political quality; familiar with business, strong work ability; strong work responsibility, positive work, good work style; compliance with clean government regulations, integrity and self-discipline.

3. Basic Competence: Reluctantly meet the requirements of the position in terms of morality, ability, diligence, performance, and integrity, and barely complete the task.

4. Incompetent; failing to meet current job requirements in terms of morality, ability, diligence, performance, and integrity, or having outstanding problems in one aspect, failing to complete tasks as required, or causing serious mistakes in the work.

V. Assessment methods and procedures: The combination of leadership and public assessment.

1. Personal summary. The appraisers comprehensively summarize the annual job responsibilities and the completion of work tasks, report to the organization department of the Communist Youth League Committee, and fill out the “Annual Assessment Registration Form”.

2. Annual debriefing. The heads of each department conduct annual assessments.

3. Democracy assessment. The "Annual Democracy Appraisal Form" was issued at the general assembly of the organ to conduct democratic appraisal, and the results of the democratic appraisal were used as reference for determining the appraisal.

4. Satisfaction assessment. At the general meeting of the organ, the “Evaluation Form for Satisfaction of Offices and Departments” was issued for democratic appraisal.

5. Comprehensive evaluation. After being summed up or debrieved by the appraisers, the results of the comprehensive democratic appraisal, combined with the actual performance, the party group will conduct a comprehensive evaluation and put forward assessment opinions.

6. Results are publicized. The results of the assessment will be announced in the agency. If the person being assessed has different opinions on the assessment results, he may apply to the organization department for review within three days from the date of publication.

6. Use of assessment results:

Establish an annual audit work review and filing system, and report the use of the annual assessment results to the Municipal Personnel Bureau for review and filing.

In the annual appraisal, it is determined to be excellent, competent, etc., and has the qualifications for promotion, promotion, and promotion of salary grades, and enjoys the annual assessment bonus in accordance with relevant state regulations. Anyone who is determined to be an excellent candidate will be awarded the award in the same year. The specific qualifications and incompetence of the appraisal are handled in accordance with relevant regulations.


Part 5: Implementation plan for annual assessment work

First, the purpose of the assessment

1. Objectively evaluate the performance and contribution of employees during the year, and encourage employees who have achieved good performance and achievements to allocate enterprise resources reasonably and effectively.

2. As the main basis for year-end evaluation.

3. Promote the annual work summary of the cadres as the main basis for the annual salary system.

Second, the scope of application

All employees of all branches of the head office and subordinate companies.

Third, the guiding principle

1. The principle of comprehensive assessment, comprehensive assessment and grade-by-level assessment.

2. The principle of fairness, fairness and openness.

3. The principle of strict requirements, strict control and serious treatment.

4. The principle of correlation between assessment results and diversification factors such as salary, evaluation, reward, and appointment of cadres.

Fourth, guiding ideology and assessment methods

1. Management cadres combine unit performance and individual performance.

2. Targeted use of performance results assessment method and core talent assessment method.

V. Implementation department and responsibilities

1. President's Office: The assessment decision-making body is responsible for approving the assessment plan and assessing the leading cadres at the group manager level or above.

2. Human Resources Department: Assessment, coordination, supervision and enforcement agencies.

3. All departments: assessment assistance and enforcement agencies.

Sixth, the assessment object

1. Implement full-time assessment, up to the general manager, and all ordinary employees must participate in the annual assessment.

2. The employees who have passed the approval of the X-X-X X-test period and have passed the approval are the targets of the annual assessment.

Seven, the assessment cycle

For the whole year of X, if the company is less than one year old, the assessment will be carried out from the date of entry.

Eight, assessment method

Note: The nine core talents score: After self-assessment, I will pay the direct superior score, and then the superior superiors review, the above superior leadership's score shall prevail, but the direct superior and superior superior leadership score error shall not exceed ±0.3 points.

Nine, the application of the results of the assessment

1. The AAA segmentation ranking method is used to rank according to the high and low scores of the test scores. The ranking ranges are divided into three categories: the top 10% of the employees are approved as AAA employees, and the top 10%-20% of the employees are approved as AA. Employees, 80% of other employees are approved as Class A employees. Ranked according to the following levels:

1) Store staff at the grassroots level

2) Branch loss prevention staff

3) Headquarters loss prevention staff, drivers

4) Cashier

5) Tally

6) Store manager

7) Headquarters supervisor and the following managers

8) Group manager

Note: For AAA employees, they can be recommended as candidates for the annual evaluation individual awards, and they should be given priority in the same conditions; for the specific situation where the score is lower than 60 points, the salary reduction, transfer, and dismissal will be given.

2. Relationship between assessment results and year-end awards

According to the ranking results, the group manager and the following levels determine the calculation criteria for the year-end bonus according to the following factors. The directors and above are calculated and determined by the president's office.

Note: T is the assessment period. If you enter the job for one year, you will be counted for one year. If you are dissatisfied, you will count from the date of entry to the company.

X. Assessment work arrangements

1. Training: From 10:00 to 12:00 on X-X, the Human Resources Department will organize relevant training before the assessment.

2. Schedule submission time schedule:

Store: Submitted to the regional managers before X X.

Headquarters: Submitted to the heads of various departments before X X.

Overall timeline: All submissions to X Department of Human Resources before X and X days.

3. Fill in the requirements for the score sheet. For details, please refer to the relevant notes issued by the Human Resources Department.

XI, assessment instructions

1. Employees who have not yet turned positive in X-X and X-Day do not need to participate in the annual assessment.

2. All evaluation results must be reported to the company's Human Resources Department for review and filing.