State Grid Lanxi City Power Supply Company: Employment of Power Supply Institute for the Assessment to Stir Employees

"The results of this month's performance assessment were announced. I took more than 600 yuan more than employees with the minimum performance salary ..." said an employee at the Yongchang Power Supply Institute excitedly.

With the in -depth advancement of distribution network rectification, the shortcomings of the performance management and distribution system of the previous power supply center have gradually appeared, and there are hidden "big pot rice" performance distribution. This type of indicator is difficult to quantify points, which seriously affects the enthusiasm and initiative of employees to participate in indicator management. In order to further improve the performance salary distribution system of power supply and improve the enthusiasm of the employees of the power supply office, the Pilot Power Supply Company of the State Grid Lanxi City Pilot Company implemented a secondary assessment of the power supply office business contracting system. The first level is at the company level. The total amount; the secondary level is at the level of power supply, the distribution network management, power supply reliability, and frequent trips of the total guarantee are implemented to the owner of the equipment and the manager of the Taiwan district. Credit.

"What we currently adopt is the" work points+key indicators' assessment method. It is a combination of key performance indicators assumed to decompose, refine, and implement the employees of the team. Method of multiple performance evaluation. Relying on the integrated business integrated platform of the Intelligent Power Supply Center to achieve digital performance assessment, it has more comprehensive and truly evaluated the performance contribution of employee index, effectively improving the enthusiasm and initiative of employee work. "Yongchang Power Supply Center. Performance manager Zheng Linhui introduced. At the same time, Yongchang Power Supply Institute also innovated the management of party members' points. By building a comprehensive evaluation system for party building, disciplinary inspection, responsibilities, and dedication of the "four types of points" through the establishment of basic scores, performance points, negative scores, and exemplary scores. Obligations, job performance, violations of regulations, discipline and self -discipline, work style, and participation in emergency and dangerous tasks, etc., provide a basis for the evaluation of party members.

It is reported that since the company's implementation of the business contracting system of power supply, the company's salary management model of "increasing capital and reduction of people without paying capital" has been used for the total salary reward of the township power supply office for 178,700 yuan. Efficiency and incremental business distribution plays a greater promotion role. (Li Xueyi)

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