Reporting the silver medal grassroots team report materials

First, the basic situation

The second team of the operation of Hekou Power Supply Company was established in February 1998. It has 67 employees and has jurisdiction over 6 substations. It is mainly responsible for the production and living power supply of the Hekou Oil Production Plant, Bohai Drilling Company and Hekou Community. 390 million kw.h.

Since the beginning of this year, our team has taken the "Scientific Development View" activity as the carrier and the "reaching the standard, creating excellence, vying for silver, and winning gold" activities as the main line, with the goal of creating a "silver running team" and continuously promoting the grassroots construction "three full "jobs. Solidly carry out various tasks, focus on building a harmonious development of the operational team, and effectively improve the team management level.

Second, the conditions for the declaration of the "silver card" grassroots team

Our estuary power supply company runs the second team to meet the standards of the “silver running team” of the Authority and actively carry out the creation work. This year, we closely focused on the needs of the company's production and development, with 84 inspections as the entry point, perfecting the mechanism and standardizing the post operation. Taking the practice of "Scientific Outlook on Development" as a carrier, we will further enhance the political theory level and personal political quality of party members and cadres, lead the innovation and effectiveness of cadres and workers, and continuously improve the learning ability, cultural strength and competitiveness of the workforce. The standard conditions for the Silver Run Team.

Excellent team. There are 4 members in our team, including 1 political engineer and 3 engineers. Under the leadership of the team members, the overall quality of the staff has been further improved. At present, our team passes the technician qualification examination for 2 people, senior staff for 19 people, intermediate workers for 35 people, and junior workers for 7 people.

In the work practice of several years, we have condensed the team spirit that adapts to the characteristics of the unit and has the characteristics of the industry--"Dare to be the first to explore, unwilling to succumb to the struggle, never stop the pursuit", in this spirit of motivation and Encouraged, a team of cadres and workers with good ideas, high quality and hard work was built. With strong innovation and innovation ability, there have emerged advanced models such as female party members who are rooted in the line and dare to innovate, and good stationmasters such as Shuyun. With the typical inspiration and drive from the side, the ideological style and technical quality of the workforce have been rapidly improved. Upgrade. Our team's employee Zhao Long won the second place in the power-changing operation technical competition of the Authority. In this year's workers' technical competition held by the company, the six players of our team "joined together" to win the first place in the group.

Excellent management. Adhere to the management philosophy of leading the mind and people-oriented scientific development, starting from the actual work, actively explore new methods and new ways of team management, establish and improve the "Management Method for the Management of the Second Team of the Second Team", and promote the improvement of the team management level. . We use the thousand-point system to conduct the assessment of the work of the substation according to five major categories and 60 small items, and organize an assessment team with team cadres and team leaders as members to regularly check and evaluate the substation, and link the assessment results with the monthly bonuses. The management of the team was further institutionalized and standardized, and the enthusiasm of each team to innovate management methods and improve management level was even higher. For example, the implementation of the "Family Management Law" by the base, the implementation of the "Drip Management Law" by Dawang, and the "Huanghong Black Card Evaluation Method" by the three-variety implementation, the team management showed a good situation with distinctive features and bright spots. The base women's substation has been rated as “Women's Demonstration Post” for many years, and the Yusan Substation has also been rated as “Civilized Team”, “Excellent Party Member Responsibility Zone” and “Top Ten Maintenance Site”. Our team has maintained the title of the outstanding grassroots team of the Authority for six consecutive years.

Excellent indicators. Since 2019, our team has implemented the "Monthly Operation Analysis Conference System" to conduct comprehensive investigation and statistics on the safety hazards in substations, statistically classify the equipment defects existing at each station, report the management plan, and handle the defects. The management supervision work, from 10 years to the first half of this year, we handled a total of 1092 two tickets, 12292 times of switching operations, the correct rate reached 100%, the time rate of equipment defects found, the comprehensive rate of equipment reached 100%, the main change The accident rate is 0 times /.

Third, the main practice

Implementing a gathering project to increase the morale of “winning the cards”

Our team has won the title of Excellent Bureau of the Authority for six consecutive years. If we want to "make a step further and go further," we must emancipate our minds, innovate our thinking, aim at our goals, and position ourselves at a high point. To this end, we have created the “Silver Basic Team” as the vision goal created by the grassroots, inspiring the cadres and workers to fight for innovation and development. The members of the branch fully played their core role, insisted on using the "heart" to do the work, unified the understanding of the employees to the goal of winning the medal, and condensed the enthusiasm into the specific work, creating a good atmosphere for winning the medal.

First, party members and cadres took the lead in expressing their enthusiasm. In the work, we advocate that each party member is a flag, the party members look at the cadres, the employees look at the party members, and we ask the party members and cadres to achieve the "five firsts" in the practical work: the superior spiritual party members first understand, the training activities party members first participate, major Party members first discuss, task implementation of party members first action, honest and self-discipline party members first demonstration. This year, in the theme of "learning and practicing the scientific concept of development", the party branch of our team took learning as the starting point, took the practice foothold, innovative learning and practical methods, and adopted the "branch leaders to lead the study, create an environment to drive the school, discuss The ways and means of communication to promote learning and establish institutions to promote learning, the close integration of study and work, so that the study of scientific development has transformed the ideological concepts of cadres and workers and has been fully utilized in practical work, which has enhanced the team's ability to innovate and create results. . On this basis, we convened a special democratic life meeting to deeply analyze and rectify the problems existing in party members and cadres. In total, the problems of the five major categories of 36 small items were sorted out, and the problems of the first-line substation, such as difficulty in water draught, heavy air pollution, and no cooling equipment in the duty room were solved. During the period, the cadres and party members took the lead and actively tried their brains to solve some problems that could be done within their power. For example, the captain Yang Lanxia substation understands the situation and understands the difficulty of water use in the substation. In order to solve the difficulties of the frontline workers, under his leadership, the "Party Member Water Supply Team" was established, and the task of delivering water to five remote substations was undertaken. Whether they are cold or rainy, they will deliver 156 units of water to the substation every year. The trip, which lasted more than 7,000 kilometers, enabled the party members of the branch to play their full role. Liu Huaifeng, a member of the stationmaster of the three-year-old change, bought more than 500 yuan from the pocket to buy "herbicide". Because the herbicide must be sprayed at the highest temperature to achieve the best effect, he will carry the substation and the team on the fire with nearly 40 degrees of the sun. The district's regular spraying has saved manpower and material resources and improved our environmental sanitation and station appearance. Through the study and practice of the scientific concept of development, a good party member Yang Lan, a revolutionary expert Liu Huaifeng, a positional expert Zhao Long, and an outstanding party member Yu Shuyun and other leaders have emerged. The strength of the role model of the party members has spurred the enthusiasm of the workers to move closer to the party organizations. The branch has absorbed some serious and responsible staff training into the organization through “two pushes and one election”. At present, there are 9 official party members and 1 probation member in my branch. The training of two people and the submission of one party to the party’s application has initially formed an “echelon model”. We also organized and implemented management methods such as the "Three-Phase Work System" and the "Democracy Day System" to promote the role of the party branch's fighting bastion. The party team of the second team running for 10 years was rated as the "advanced party branch" of the head office.

The second is to build a platform for employee growth to stabilize the people. Improving the overall quality of the team is an important guarantee for innovation and effectiveness. We took the "knowledge to create value, learn to achieve wisdom" as the learning concept, explored and implemented the "study to promote learning" and "home delivery" training methods, and changed the traditional practice of training "a blackboard, a teacher, a textbook" It has realized the teaching of middle school and middle school. First of all, according to the decentralized substation, the personnel should not concentrate on the actual situation of the study, and the training work will be moved down. The cadres and technical leaders who are in charge of the training work on the team will form a “send technical team” to send the technology to the substation regularly. Second, highlight the hierarchy of training objects. We believe that training can't be a model, and we can't "cook a new pot of old and new workers". We divide the work according to the working years of the watchman, the results of the business appraisal, and the normal work situation. According to the different situations at different levels, we can determine the different training contents. , to "open a lock with a key." Strive to achieve the effectiveness of the training work. We use the simulation and simulation control room as a strong quality training ground for training soldiers and hold various forms of training activities. Since the first half of this year, the whole team has held 34 training courses and 12 technical trainings. The operation of the second team "standardization competition for switching operations" and "anti-accident drill" competition was held, which stimulated everyone's enthusiasm for learning business. The improvement of business quality greatly improved the confidence of the duty officer to do his job. And determination. In addition, in order to enrich the cultural life of employees and provide employees with a platform to showcase their own strengths, we established a women's volleyball team, regularly organized training, competitions, and won the championship trophy for many years in the volleyball competition organized by the company; our publicity report The group also has a special person in charge, organizes everyone to exchange works and talk about writing experience, improve each other's writing level, let employees understand each other and increase their feelings. On the basis of many years of practice, we have summed up the “two teams culture”, compiled a cultural manual, and distributed it to the staff of each station. The post motto collected from the employees was used to motivate the employees themselves and infected each one. Employees, so that they consciously integrate into the big family of the second team.

Third, emotional management is close to the warmth of the staff. In the grassroots construction work, creating a good and harmonious working atmosphere is worth a thousand words. We use the four methods of "looking, smelling, asking, and cutting" to grasp the pulse of employees and create an atmosphere. Adopting the "three talks and three visits" work system, that is, the fluctuations of employees' emotions must be discussed; the phenomenon of disunity must be discussed; the employees must be criticized and criticized for discussion; those who have difficulties must visit, the injured must visit, and the family disputes must be visited, so that employees feel The warmth of the collective family. Grasp the ideological dynamics of the staff in a timely manner and do the ideological work of one person and one thing. Last year, there were several female workers who had just returned from maternity leave to work. Because they just didn’t adapt to the current increasingly fine management, they just had to conduct assessments on the team. The words and speeches in the speech revealed the tension and fear of the assessment. Responsible teachers and team leaders responsible for the training went to the station separately, and they were trained one-on-one, so that their business level was quickly improved in a short period of time and passed the exam smoothly. Female worker Li Weijuan is introverted, not good at talking, low work mood, and lack of self-confidence. The team cadre found her strong sense of responsibility, hard work, and good business skills in her communication with her. Therefore, she was adjusted to become a duty station supervisor and often praised and encouraged her. A small change has greatly mobilized Li Weijuan's enthusiasm for work and study. With the shifting of the staff of the three companies in the head office, we gradually considered that this part of the workers lived in Dongying, and it was not convenient to go back and forth to work. After the next station, they visited the opinions of the workers. The proposal of “changing the shift time of the substation to two days and one handover” was put forward, which extended the time for Dongying employees to rest at home, which not only guaranteed normal work, but also reduced the number of round trips, which was appreciated by everyone. The prestige has also been further improved.

The first is to standardize safety management and build an Ankang substation. Taking advantage of 84 inspection activities, we further standardized post management and standardized safety operations, and established a safety management model with “risk management” as the core and “discrimination, analysis, control and improvement” as the main content. The staff of the organization team participated extensively in the risk identification activities, and organized and compiled the “Running the Second Team Hazard Identification Manual”, which effectively motivated the enthusiasm of each team to do safety work. In conjunction with the administration of the “Safety Advanced Team” campaign, we actively advocated the safety concept of “putting our hearts on safety and putting safety on our hearts”. In the hearts of employees, we really established “my safety, I am responsible, others are safe and I am responsible”. The safety concept has effectively boosted the safety management level of the team. In daily work, we use a combination of team inspections and team cadres to check the safety hazards in the work. In the first half of this year, a total of 24 questions were identified in the self-examination work. The responsible person for rectification was designated for each issue, and the rectification goals and deadlines were formulated. At present, except for the 13 issues that require rectification in the medium and long term, the remaining issues