News Industry Group Corporation employee performance appraisal management measures

1.0 Purpose Standardize employee performance appraisal to ensure fair, fair and open evaluation of employees.

The scope of application of 2.0 applies to the performance appraisal of all employees of the industrial company.

3.0 responsibilities
3.1 The department manager is responsible for the evaluation of the work performance of the department employees;
3.2 The general manager of the company is responsible for the evaluation of the work performance of the department;
3.3 The administrative department is responsible for summarizing the results of the evaluation of various departments and proposing performance appraisal recommendations;
3.4 The Director of the General Managerial Office is responsible for reviewing the performance appraisal of each department;
3.5 The general manager of the company is responsible for maintaining the fairness, fairness and openness of performance appraisal and approving performance appraisal recommendations.

4.0 program
4.1 Principles of performance appraisal
1) the principle of fairness and objectivity;
2) Comprehensive principles;
3) The principle of accuracy;
4) Timely principles;
5) the principle of saving;
6) The principle of easy operation.

4.2 Measurement of performance appraisal
1) work behavior;
2) work results;
3) Ability to work;
4) Work attitude.

4.3 Performance evaluation system and composition
4.3.1 Performance Evaluation System
1) The operating procedures are the sole basis for evaluation;
2) The results of the assessment are linked to wages and bonuses;
3) The evaluation results are linked to the administrative rewards and punishments;
4) The results of the assessment are linked to promotion, transfer, and downgrade;
5) The evaluation results allow for administrative reconsideration.
4.3.2 Composition of performance appraisal system Performance appraisal consists of weekly inspection, monthly inspection, random inspection, semi-annual assessment and year-end assessment.
4.4 Salary composition and distribution
4.4.1 Wages constitute wages = basic salary + fixed post salary + assessment salary + subsidy description:
The salary base of employees and grassroots and middle management staff is 30%* The total salary of the post is the evaluation base of the top management staff = 50% * Total post salary
4.4.2 Evaluation of salary payment methods
4.4.2.1 For the evaluation of employees and grassroots and middle management employees, the “monthly assessment, monthly payment” method is adopted, and the formula is as follows:
Evaluation salary = evaluation salary base * evaluation scale corresponding to the number of issued
4.4.2.2 Evaluation of the top management staff Salary is issued at the end of the year according to the target assessment situation, in accordance with the "News Industrial Company - Year Target Assessment Management Measures" issued.
4.4.3 Appraisal of salary issuance ratio

Test score Personal assessment salary issuance ratio ≥ 95 100%
60 ≤ test score <95 test score / 95 * 100%
Test score <60 0

4.5 Assessment Index System Schedule 1 "News Industry Company Performance Evaluation Index System"

4.6 assessment methods
4.6.1 Evaluation Relationship Company General Manager Department Manager

Department manager, supervisor, employee
4.62. The weekly and monthly inspection appraisers shall comprehensively score the work of the assessed employees on a weekly and monthly basis, and record the evaluation results in the department work checklist;
4.6.3 Sampling inspection The quality inspection commissioner of the company shall conduct random inspections of various positions of each department from time to time, and record the results of the sampling inspection in the sampling inspection worksheet. The results of the random inspection will be verified by the administrative department of the next day, and will be handled as normal after no objection. And recorded in the performance evaluation statistics at the end of the month.

4.7 Statistical methods
4.7.1 In principle, a two-level auditing system is implemented, that is, the company conducts an assessment of the department according to the completion of the department's work plan, and then the department evaluates the work of the department employees.
4.7.2 Statistical methods for the total score of the semi-annual assessment:
Half-year evaluation score = ∑ monthly test score × 80% + half-year evaluation × 20%
4.7.3 Statistical methods for the final score of the year-end assessment:
Year-end evaluation total score = ∑ half year evaluation score × 80% + year-end evaluation × 20%

4.8 Evaluation Process
4.8.1 Before the 5th of each month, the statistics of the employee's test scores of each department shall be submitted to the administrative department to calculate the employee's monthly salary;
4.8.2 The Administration Department is responsible for the statistics of the “Annual Examination Scores Statistics Table”. The Administration Department is responsible for accounting for the year-end bonuses of senior management personnel and is issued at the end of the year.
4.8.3 The employee's score for the application for reconsideration shall be given within 5 working days. Before the reconsideration result is determined, the original score will continue to be valid, and the reconsidered score will be the final score. If there is a difference, the score is included in the monthly test score.
4.8.4 The Personnel Specialist of the Administration Department shall include the assessment of the management personnel and each employee in the personnel file, and keep a record of the “Statistical Table of the Department's Monthly Inspection Score” and the “Statistical Table of the Department's Annual Examination Score”.

4.9 Performance Evaluation Discipline
4.9.1 During the assessment, the appraisers shall independently check, judge, think, score, and the supervisor shall not interfere with the score. They may only discuss with the appraisers during the review. If the opinions are not uniform, they shall be stated in the remarks column.
4.9.2 The appraisers must score according to the "News Industry Performance Evaluation Index System", and it is strictly forbidden to score freely.
4.9.3 If the evaluation item is found to be missing or unclear, it should be promptly reported to the administrative department, and the administrative department should supplement it in time, and the evaluation personnel should not score according to their own understanding.
4.9.4 In the assessment, no personal fraud may be made, otherwise administrative punishment shall be imposed, and the evaluation personnel shall be deducted from the evaluation items in the next month.

5.0 These measures will be implemented from January 1 of the year.