Summary refers to analyzing the experience or situation in a certain stage of work, study or thought, and making written materials with regular conclusions, so that we can find mistakes and correct them in time. It is better to act immediately and write a summary. But what are the requirements for summary? The following is my carefully arranged summary of performance appraisal (5 selected articles), which is welcome for your reference and I hope it will help you.

1 20xx March Performance Appraisal Summary Through in-depth investigation and numerous interviews with employees, the Human Resources Department analyzed the advantages and disadvantages of the company's previous performance appraisal, and formulated a new performance appraisal management system based on the employee's post value and performance contribution, and assessed the employee's work performance from the trinity of attitude, ability and performance.

In the implementation of performance appraisal, we should constantly explore and summarize and gradually improve the management methods of performance appraisal. Up to now, four monthly assessments and/kloc-0 semi-annual assessments have been completed from April to July. Through the implementation of assessment, the rewards and punishments for employees and the promotion of work have been effectively realized, and the implementation of the new performance appraisal system has basically achieved good results.

While making achievements, we are also soberly aware that there are still many deficiencies in the system and many problems in implementation. How to further optimize the assessment system, promote the assessment of work value by various departments, build a platform for fair competition in posts, and promote the improvement of personnel quality and overall management service level will become an important task for the human resources department in the second half of the year. Based on the actual situation, the assessment items in the first half of the year are summarized as follows:

First, the monthly performance appraisal:

Up to now, the company's monthly performance appraisal has been on the right track, all departments can skillfully complete the monthly performance appraisal of employees, and gradually communicate with employees' performance improvement, which has played a positive role in promoting employees' hard work. There are also many problems.

Question 1: Some employees still can't make work plans seriously, and the established assessment method can't effectively evaluate the work performance of the month.

Question 2: the plan at the beginning of the month cannot be completed, and the work plan or weight will be revised at the end of the month. The heads of individual departments are unable to exercise self-discipline.

Question 3: There is no basis or insufficient basis for the assessment and evaluation of individual departments. The score is an impression and the work performance record is obviously insufficient.

Question 4: Some leaders have not carefully examined the work plans of their subordinates.

Question 5: The assessment of individual departments is still used to being a mere formality, not making progress, and taking the evaluation of employees' work as a burden. Question 6: Up to now, the temporary workers in northern Shaanxi Project Department have not carried out any monthly assessment. Faced with many problems, the Human Resources Department suggested taking the following measures:

1. Strengthen the training of performance appraisal operation knowledge, assess all participants, examine their mastery of the current appraisal system and operation, screen unqualified personnel, and focus on counseling and urging improvement.

2. Each department should strengthen the planning and review of the monthly work plan, and incorporate the performance supervision and evaluation of subordinate employees into the daily important work of department heads, and the human resources department should evaluate and supervise its effective implementation.

3. Hold an all-staff performance appraisal meeting every quarter to jointly solve the existing problems.

4. All departments need to establish a system to record employees' performance, evaluate and supervise employees' continuous improvement in time.

5. The Human Resources Department will focus on checking the discrepancy between the work plan of each department head at the beginning of the month and the assessment form submitted at the end of the month, and put forward punishment opinions for the person in charge who repeatedly revised the completed tasks or weights at the end of the month.

6. Communicate with Northern Shaanxi Project Department to confirm whether to increase the daily assessment of temporary workers.

Second, the first half of the assessment:

In the first half of the year (that is, in the middle of the year), a total of 46 employees took part in the assessment. Among them, there are 27 employees in Xi 'an headquarters, 3 employees in decoration company and 6 employees in Shanbei Project Department/KLOC-0.

Through the implementation of the mid-year assessment, there are 0 people with excellent grade 2, accounting for 0%; There are 3 people whose evaluation grade is 1 excellent, accounting for 6.5% of the total number of people evaluated; 2 1 person, accounting for 45.7% of the total number; There are 1 2 people whose evaluation grade is good1,accounting for 26% of the total number of people evaluated; Eight people passed the evaluation grade, accounting for17.4% of the total number of people evaluated; 2 people were unqualified, accounting for 4.4% of the total number of people evaluated; There are 0 people with poor evaluation grade, accounting for 0% of the total number of people evaluated.

Measures for rewards and punishments in mid-year assessment:

With reference to the provisions of the company's mid-year assessment management measures, combined with the actual situation, the mid-year performance salary base is set at 3,000 yuan, and the actual performance salary will be obtained according to the total score of each person's assessment (that is, the average value of the sum of performance, ability and attitude) and the corresponding grade and performance salary coefficient.

Calculation formula: mid-year performance bonus =3000x post performance wage coefficient.

Among them, Li Dangqing, the project department, won the excellent assessment of 1 in the middle of the year. Considering the personnel demand of the project department, it is suggested that Li Dangqing be promoted as the director of the office of the northern Shaanxi project department as an encouragement, and the salary will not be adjusted for the time being.

Through the implementation of mid-year performance appraisal, it is not difficult to find that there are still obvious shortcomings in mid-year performance appraisal methods, and employees' understanding of performance appraisal is seriously insufficient, which leads to the inability to promote the implementation of performance appraisal more effectively.

Question 1: The mid-year performance appraisal method is still obviously lacking and needs to be improved.

Question 2: The employees of our company have a serious lack of understanding of performance appraisal, which needs comprehensive improvement. Measures to be taken by human resources:

1. Revise the mid-year/year-end assessment method, formulate new assessment measures, and finish the year-end assessment objectively and smoothly.

2. Hold at least two training courses on personnel management before the end of the year, put the heads of all departments in personnel management positions, inspect their personnel management knowledge, help them perform their personnel management functions, and promote the continuous improvement of the company's human resource management level.

For the problems summarized above, we will focus on solving them in the second half of the year and propose different solutions to different problems. It is hoped that through gradual improvement, the overall improvement of the company's performance will be better promoted, so as to achieve the ultimate goal of performance appraisal.

Summary of performance appraisal 2 After years of work, in order to better work in the future, sum up experience and draw lessons, I now make the following summary of my teaching work from five aspects:

The first is Germany.

Over the past year, I have actively participated in political study, improved my ideological consciousness, loved education, and devoted all my energy and ability to school teaching and other school construction processes. I can actively and seriously obey and cooperate with the work arrangement of the school leaders, take the overall situation into account, unite and cooperate, actively participate in various meetings of the school, and successfully complete various tasks assigned by the school leaders. I studied the new educational theory seriously, updated my educational concept in time, and consciously abided by professional ethics, thus establishing a good teacher image among students. I know that to educate students well, teachers should first set an example, always teach and educate people, be a teacher, and infect students with their own personality and behavior.

Second, diligence.

This school year, I was able to get to work on time and get out of Man Qin. No matter how hard I try, I always work hard. I didn't miss class for personal reasons, but I persisted in completing the prescribed homework because of illness. On a few busy days, I can stay at school and stick to the task for one day, and then fly home in Daiyue. I am hard-working, diligent in thinking, United with my colleagues, and humbly ask for advice. I take an active part in teaching seminars, listen carefully and reflect, because I know that diligence and dedication are the bottom line of teachers' work.

Third, you can.

This school year, I am mainly a math teacher in grade two. In order to give a good class, I have done the following work:

1, preparation before class: preparing lessons.

(1) study the textbook carefully, understand the basic ideas, concepts, every sentence and word of the textbook, deeply understand the knowledge structure, key points and difficulties of the textbook, master the logic of knowledge, be able to use it freely, know what materials to supplement and how to teach it well.

Understand students' original knowledge, skills and mastery, think deeply about students' interests, needs, methods and habits, what difficulties they may encounter in learning new knowledge, and the corresponding preventive measures to be taken.

③ Carefully polish teaching methods to solve how to teach students the knowledge of teaching materials accurately and quickly, including how to organize teaching materials and how to arrange activities in each class.

2. Classroom teaching: a good class.

In classroom teaching, we should carefully organize classroom teaching, pay attention to all students, pay attention to information feedback, arouse students' attention, at the same time, stimulate students' emotions, make them have a happy mood, create a good classroom atmosphere, make classroom language concise and clear, and strive to overcome the repeated problems in the past. Ask questions to all students in class, pay attention to stimulate students' interest in learning mathematics, give more lectures and practice in class, and arrange less but better homework to reduce students' burden.

3, after-school counseling: meticulous and thorough.

Pupils are playful and lack self-control. They often fail to finish their homework on time, and some students copy their homework. In view of this problem, while doing a good job in students' ideological education, we should also do a good job in students' learning guidance and help, especially the transformation of underachievers. Try to be friendly to underachievers, start with praise, understand and respect their situation and ideas, and talk about their own shortcomings before criticizing students.

4. Education and teaching activities: active participation.

Actively participate in lectures and evaluation, learn teaching methods from peers with an open mind, and learn from others. Participate in various trainings and online learning to improve their own education and teaching level.

Fourth, performance.

Correctly implement the school's teaching plans and decisions, do a good job in the implementation of teaching routines, and constantly explore new teaching methods. The subjects taught have maintained a good development trend, and the teaching effect has been gradually improved. My own ability has been greatly improved. I love my post and work hard in teaching, and do everything for the development of students, teaching and educating people.

5. Cheap.

I insist on being responsible for my students, my professional ethics and living a completely innocent life. Diligent and thrifty, do not sell supplementary teaching materials to students, do not accept parents' meals, do not ask students for property, and strive to be honest and clean.

Entering the 2 1 century, the society has higher requirements for teachers' quality. In the future education and teaching work, I will be more strict with myself, work hard, develop my advantages, correct my shortcomings, forge ahead and contribute to a better tomorrow.

Summary of performance appraisal 3 I. Background

Huangzhong County is located in the middle reaches of Huangshui River. The county government is located in lushaer town, 20 kilometers away from the provincial capital Xining, with a total area of 2,700 square kilometers. The county has jurisdiction over 10 towns, 5 townships, 1 sub-district offices, 393 administrative villages, 726 natural villages and 13 community neighborhood committees, with a population of 475,700, including 70 agricultural people. 3%。 In 20xx, the county's local fiscal public budget revenue was 65.438+0.36 billion yuan, and the per capita net income of farmers reached 8064 yuan, making it one of the key counties in national poverty alleviation and development work. There are 436 health institutions at all levels in the county, including 2 county-level general hospitals, 2 specialized hospitals, 3 public health service institutions, 5 central hospitals, 393 general hospitals 10, and the coverage rate of village clinics 100%.

Since 20xx, medical and health units at all levels in our county have carried out performance appraisal in different ways. In the specific operation process, the understanding of performance management is insufficient, and the core indicators of assessment focus on economic indicators. Since the county started the medical reform in 2009, the county party committee and the county government have regarded the performance management of medical institutions as an important part of promoting the medical reform, and issued a series of guiding documents on performance management, which laid a good foundation for the solid promotion of performance management. Relying on the support of the 1 1 health project to implement and popularize performance management in township hospitals, our county has reformed the performance appraisal method and explored the establishment of a performance management system based on "third-party supervision and evaluation", covering 100%.

Second, the measures taken

(1) The government attaches importance to it, with the cooperation of departments and policy support.

The county party committee and the county government attach great importance to the performance management of township hospitals, and the county government has issued policies such as Guiding Opinions on the Implementation of Performance Pay for the Staff of Public Health and Primary Medical and Health Institutions in Huangzhong County (Trial) and Implementation Rules for the Performance Appraisal of Primary Medical Institutions in Huangzhong County (Trial). Through the coordination with the finance and personnel departments, the township hospitals are managed with full funding and two lines of revenue and expenditure, which provides policy guarantee for the smooth implementation of performance management in township hospitals.

(2) Strengthen training and scientifically set up a third-party supervision and evaluation team.

The first is to set up a fair and impartial evaluation team. After active communication and consultation with provincial, municipal, county-level hospitals and county-level public health service institutions, the county government approved the establishment of a third-party supervision and evaluation committee composed of 50 experts with intermediate titles or above, covering management, medical treatment, nursing, pharmacy, medical technology, hospital awareness and public health services. The established third-party supervision and evaluation committee independently undertakes the evaluation of medical quality and public health service performance of township hospitals. The expert team of the third-party supervision and evaluation committee implements dynamic management and is randomly selected.

The second is to strengthen training. In order to ensure the quality of third-party supervision and evaluation to achieve the expected results, our county hired performance experts to train the evaluation team in performance management, evaluation operation and index system design. Through systematic business training, the third-party supervision and evaluation expert group has obtained systematic knowledge of performance management in the aspects of evaluation scheme design, performance information collection, on-site verification and implementation, and evaluation report writing, and established a performance management cycle model.

The third cycle of performance management is to clarify responsibilities. In order to ensure better performance management of township hospitals and effectively mobilize the enthusiasm of experts, the expert management methods and task books were formulated, the evaluation tasks were refined and quantified, and the tasks and responsibilities of experts were further clarified.

(c) "Third-party monitoring and evaluation" applicable to the performance management cycle system.

Since 20xx, our county has explored the introduction of a third-party performance evaluation mechanism. Third-party evaluation agencies follow the principles of "objectivity, fairness, science and standardization" and the concept of "performance-oriented, highlighting the application of results". According to the five links of the performance management cycle, that is, the procedures of making performance plan, performance implementation, performance evaluation, performance feedback and performance improvement, the methods of on-site evaluation and satisfaction survey are adopted, which are interlocking and interactive.

1, comprehensive investigation, scientific decision-making, and formulation of performance management plan.

First, comprehensively study and formulate performance management plans. In order to formulate scientific performance management objectives, the expert group and the dean of township hospitals

Communicate with the staff of township hospitals, solicit opinions and interview, and reach a consensus with township hospitals. At the same time, on the basis of comprehensive investigation, communicate with all departments of the bureau respectively, and experts provide guidance and consulting services to jointly formulate an annual performance management plan, which will be issued and implemented after discussion and approval by the party Committee of the bureau. Tasks temporarily arranged by provinces and cities are always included in the performance plan.

The second is to seriously study and formulate key indicators. In order to establish a performance management system suitable for deepening medical reform, the third-party supervision and evaluation expert group meeting was held many times, and experts were organized to investigate the overall operation of township hospitals. On the basis of analysis and summary, the key performance indicators of performance evaluation of township hospitals are formulated. Key indicators highlight quality and social benefits, rank the core indicators and give them scores, and establish the performance management objectives and index system of township hospitals.

The third is to strengthen performance communication and counseling and raise awareness. According to the established performance targets and key performance indicators, the project office, the third-party supervision and evaluation expert group maintained continuous performance communication with the hospital directors, and provided targeted counseling for the hospital directors, which ensured the realization and transcendence of the hospital performance targets, effectively improved the capabilities of the hospital directors and employees in the performance management process, and prepared the hospital for challenging higher goals in the next performance cycle.

The fourth is to change ideas, refresh thinking and participate in performance management together. In order to change employees' negative working mentality and smoothly carry out the "third-party supervision and evaluation" of performance management, we boldly innovate our thinking and renew our concepts. First of all, the bureau leaders personally participated in promoting performance management, went deep into township hospitals, found out the current situation, communicated with hospital directors in depth, and guided the directors and employees to change their concepts and eliminate resistance. Secondly, through holding meetings and special activities, the concept of hospital directors and staff will be changed. The health center organizes staff meetings to explain the purpose, significance, function and assessment methods of implementing performance management. And carried out theme activities such as "How to change the concept of staff service", "If I am a patient" and "If I am a dean". Through a series of activities, such as training, hospital directors and employees jointly participate in performance management.

2. Seriously implement and actively promote performance management.

The first is to implement the performance management plan. According to the determined annual performance management objectives, township hospitals formulate specific implementation plans, clarify the internal division of labor, implement the contractors and their job responsibilities, put forward work plans, clarify the time schedule and target requirements, implement work measures, summarize and collect work results, and record the implementation process.

The second is to strengthen the monitoring of key indicators. For the performance of key indicators, strengthen the daily performance monitoring work in township hospitals and implement the whole process monitoring management. The dean takes the overall responsibility for key work and coordinates relevant departments to promote it.

3. Carry out scientific and standardized third-party supervision and evaluation to improve service quality.

Supervision and evaluation is the evaluation of the implementation of performance management plan. In order to ensure the fairness and justice of the evaluation and promote the continuous improvement of the service capacity of township hospitals, our county has introduced a third-party supervision and evaluation mechanism. A third-party supervision and evaluation cycle in our county is divided into four stages: third-party supervision and evaluation, result feedback, rectification and implementation, and performance improvement. Third-party supervision and evaluation is comprehensively and scientifically implemented by means of on-site evaluation and satisfaction survey.

The first is the third-party supervision and evaluation stage. With the support of the health 1 1 project, the third-party supervision and evaluation 1 time is carried out in all township health centers in the county every quarter. The evaluation index system basically covers institutional management, service quality, rational drug use, basic public health services and people's satisfaction, which can fully reflect the social benefits and sustainability of hospitals. At the end of the performance evaluation cycle, according to the pre-set key performance indicators of each quarter, the third-party supervision and evaluation expert group conducts full coverage on-site evaluation of township hospitals according to the key contents, and conducts face-to-face talks with deans and employees, so that they can fully understand their achievements, existing problems and areas that need improvement, and give guidance and help. Through in-depth systematic analysis by the third-party supervision and evaluation expert group, a supervision and evaluation report is formed and submitted to the county project office. The county project office organized relevant departments and expert groups to demonstrate the evaluation results of township hospitals.

The second is the result feedback stage. The county project office will hold a performance evaluation feedback meeting of township hospitals in the county in time, and the members of the expert group will give feedback on the performance evaluation results one by one. At the meeting, township hospitals with excellent performance evaluation results introduced their experiences, while township hospitals with more problems explained the situation. The briefing and feedback meeting is also a meeting to exchange ideas, learn from each other, learn from each other's strengths and exchange experiences.

The third is the implementation stage of rectification. After the quarterly (or annual) feedback meeting, the County Health Bureau approved and issued the Third-Party Supervision and Evaluation Report of Township Health Centers throughout the county, requiring individual township health centers to rectify the existing problems and weak links within a time limit. At the same time, actively carry out "looking back" activities, with township hospitals making detailed rectification plans and project offices making plans, and carrying out "looking back" activities in different forms such as documents, notices, meetings and organizing expert guidance to promote the continuous improvement of the overall medical quality of township hospitals.

4. Adjust the performance targets and continuously improve the service capacity of township hospitals.

After the quarterly (or annual) evaluation, the Project Office and the expert group will revise the relevant performance targets for the next quarter (or year) according to the results of the third-party supervision evaluation report of township hospitals, find out the shortcomings in the performance management system, make improvement plans for the shortcomings in management, service and training of township hospitals, and put them into the next PDCA cycle for continuous improvement.

(D) Strengthen the application of evaluation results to promote the sustainable development of township hospitals.

The third-party supervision and evaluation results are included in the annual target assessment score of township hospitals, accounting for 60% of the total target assessment score.

The results are linked to the annual honorary awards of advanced units, advanced individuals and outstanding individuals, and are also an important basis for personal performance pay and benefit pay. The third-party supervision and evaluation has achieved four combinations in the application of results.

First, combine external assessment with internal assessment to establish a systematic assessment mechanism. External evaluation is a quarterly performance evaluation of township hospitals supervised and evaluated by a third party. 1-4 The assessment scores in the fourth quarter accounted for 15%, 30%, 15% and 40% of the total performance appraisal, respectively, thus avoiding the phenomenon of rushing to complete the work and building a car behind closed doors. Internal assessment refers to the regular monthly performance assessment of the staff of the departments (posts) under the health center according to the service quality, service quantity and service efficiency.

The second is to combine performance pay with benefits and establish an incentive mechanism. According to the guidance on the implementation of performance pay issued by the county government, 60% of the wages of workers in township health centers are paid monthly according to attendance, 40% of the wages of workers and 5% of the medical income extracted by health centers every month are paid as performance pay. 50% of the balance of income and expenditure of township hospitals is used as benefit wages, which are distributed and distributed by the Health Bureau according to the annual target assessment results and the annual balance of income and expenditure of this unit. The performance salary and benefit salary of hospital directors are linked to the performance appraisal results of the unit, and in principle, they are not more than twice the average salary of employees.

Thirdly, combining business assessment with management assessment, the performance assessment mechanism of performance management is established. The Health Bureau implements the target management responsibility system assessment for health centers, which is linked to the results of third-party supervision and evaluation, and the score of third-party supervision and evaluation accounts for 60% of the comprehensive target assessment.

Fourth, the assessment of health centers should be combined with the management of village clinics to establish an evaluation mechanism for the overall service capacity of the jurisdiction. When the county third-party supervision and evaluation expert group assessed the public health service of the hospital, 1-3 village clinics were randomly selected for sampling assessment, and the assessment results of village clinics were directly included in the indicators of township hospitals for assessment. Township hospitals implement performance management for village clinics, and 40% of the financial subsidies for village doctors are paid quarterly, and 60% are directly allocated to personal accounts.

Third, the effect

After three years of implementation, the performance management of third-party supervision and evaluation in our county has achieved "four aspects":

It has further enhanced the performance awareness and responsibility awareness of township hospitals. In the process of participating in performance management, township hospitals have promoted the township hospitals to sum up experience and strengthen management by formulating project performance objectives, the feasibility of indicators, interaction with experts, study and training, expert guidance, and performance accountability of health administrative departments. Great changes have taken place in the service concept of employees, who pay more attention to service quality, have a sense of urgency and enthusiasm in their work, and change from asking for me to serving. The director of Shangxinzhuang Health Center said, "In the past, performance appraisal was just a frame division. Now it is necessary to check the implementation of the target, provide business training and counseling, help us find problems, communicate with you, and jointly formulate improvement measures. "

Summary of performance appraisal 4 20xx is about to pass, and 20xx has quietly approached. Unconsciously, I have been in the company for a year. During this year, I actively engaged in my work, obeyed the arrangement of the leaders, learned from my colleagues with an open mind, and worked hard to complete the tasks arranged by the leaders. My grades also have shortcomings. First of all, I will summarize the specific work and plans for next year as follows:

I. 20xx Annual Work Summary

In this year's work, I studied my business knowledge seriously. In my post, I completed all the tasks of safe driving on time according to the requirements of the leaders and tried my best to do my job well. As an administrative driver, he not only completes the driving tasks arranged by the company normally, but also actively participates in and assists other work. In order to increase revenue and reduce expenses, we should reduce energy consumption in daily driving, car washing and vehicle maintenance, and wash the car in person to reduce the cost of car control. Under the leadership of company leaders and administrative personnel managers, I successfully completed the task of 20xx. During this year, I can consciously abide by the various traffic laws and regulations of the unit, and I can bear hardships and stand hard work. No matter whether it is morning or evening or holidays, as long as the leaders and the company need it, I will be on standby at any time, without pay or complaint.

Strictly abide by the driving system at ordinary times, drive on time, carefully maintain the vehicle, keep the vehicle performance in the best state, study hard on technology, master the daily maintenance and driving performance of the vehicle, and actively participate in safety learning. Obey the traffic police's command, don't drink and drive, drive in a civilized way and treat guests politely, ensuring safe driving without accidents all year round, and winning the driver safety award for four consecutive quarters.

Although the task has been completed well this year, there are still some shortcomings. The theoretical knowledge of vehicle foundation fault diagnosis needs to be strengthened, and learning is not active enough. We should work harder and constantly improve ourselves in the future.

Two. 20xx annual work plan

20xx is another brand-new year. With the acceleration of the company's development, Shenyang Kangzhi will usher in a new peak of business growth. The work plan for next year is as follows:

1, do your job well, strengthen your own skills learning, and further improve your driving skills;

2. Establish the concept of lifelong learning, and constantly improve their own quality;

3. Work actively, cooperate with colleagues and create good interpersonal relationships;

4. Support the work of this department and assist other colleagues to complete other work of this department.

Summary of performance appraisal 5 In order to strengthen the construction of administrative efficiency of organs, improve the style of organs, improve the enthusiasm, initiative and creativity of public servants, and improve the efficiency and administrative management level, the Party Committee of Yao Xinxiang formulated and issued the "Measures for Performance Appraisal of Cadres in Yao Xinxiang" in March this year. Combined with the actual situation, Yaoxinxiang comprehensively organized and implemented the performance appraisal work, and achieved remarkable results. This year's performance appraisal work is summarized as follows:

First, the basic situation of performance appraisal

(A) to carry out preliminary research

In order to ensure the smooth implementation of performance appraisal, from 20xx 10 to March, 65438, the township party committee and government organized relevant personnel to carry out in-depth research in stations and village groups, and made a detailed investigation and understanding of the appraisal objects, assessment contents and assessment methods, laying a solid foundation for making plans through research.

(B) the establishment of a leading group

In order to strengthen the organization and leadership of performance appraisal, at the end of February, 20xx, 65438+, the township party committee and government set up a leading group with the party secretary as the leader, the township head and the deputy secretary of party affairs as the deputy heads, and the station directors, discipline inspection commissioners, guild presidents and general staff representatives involved as members, and set up an organization office of the leading group in the township, making it clear that the personnel commissioners of township organizations are always responsible for handling the daily affairs of performance appraisal, ensuring the smooth progress of performance appraisal.

(3) Formulating an evaluation plan

On the basis of careful investigation, the township party committee and government made clear the post allocation and post responsibilities, refined the post indicators, and held a mobilization meeting on February 20th, 20xx to comprehensively deploy the purpose, significance, reform objectives and reform contents of performance reform. On February 25th, 20xx formulated the "Measures for Evaluating the Performance of Township Cadres in Yao Xin" (discussion draft), and held mass meetings, workers' meetings, party and government team meetings and party committee meetings from February 65438 to February 20th. Fully solicit opinions and suggestions, seriously study and adopt the opinions and suggestions put forward by the masses and workers, and finally implement them on March 2, 20xx after more than two-thirds of all cadres and workers agree.

(4) Overall organization and implementation

From March 2nd, 20xx, the township party committee and the government first defined their post responsibilities in accordance with the Measures for Performance Appraisal of Cadres in Xinxiang County adopted by employees. Employees voluntarily sign up, organize assessment, mass appraisal, and determine their respective positions, so that everyone has a post and everyone is responsible.

Second, the next work plan and suggestions

On the one hand, the work plan is to improve the daily supervision and inspection of performance appraisal; On the other hand, it is to strengthen trace management.

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