Lever duty performance system
By designing a multi-module cadre performance system, the problem of single and difficult to track traditional assessment methods is solved, and multi-dimensional and real-time monitoring and evaluation of employee performance status is realized, and management efficiency and resource allocation are improved.
Patent Information
- Application Number
- CN202411876930.3
- Authority / Receiving Office
- CN · China
- Patent Type
- Applications(China)
- Current Assignee / Owner
- Filing Date
- 2024-12-19
- Publication Date
- 2025-03-11
AI Technical Summary
The traditional employee performance assessment method has the problem of difficult tracking of performance, single assessment method, and lack of long-term feedback mechanisms, which cannot meet the needs of modern enterprises for multi-dimensional real-time monitoring, evaluation and feedback.
A cadre performance system is designed, which includes multiple modules, such as job responsibilities, safety risk management, key tasks, designated performance, safety issues, quantitative indicators, performance quality and efficiency assessment, performance results assessment and multi-dimensional evaluation module. Through the dynamic configuration and circulation of these modules, comprehensive assessment and evaluation of performing personnel can be realized.
It realizes multi-dimensional and real-time monitoring and evaluation of employee performance status, ensures improvement of management efficiency and optimization of resource allocation, and at the same time, establishes a standard system for performance of managers and supervision and evaluation mechanisms.
Smart Images
Figure CN119599524A_ABST
Abstract
Description
Technical Field
[0001] The present invention relates to the field of data processing technology, and in particular to a cadre performance system. Background Art
[0002] In modern enterprise management practice, the evaluation and management of employee performance is one of the key links in achieving corporate strategic goals. However, in this area, many companies are facing many challenges. The traditional performance assessment method mainly relies on regular performance evaluation and manual record keeping. This model has problems such as difficulty in tracking performance, a single assessment method, and a lack of a long-term feedback mechanism. With the growth of enterprise scale, the complexity of organizational structure, and the evolution of work management models, traditional manual management methods have been unable to efficiently cope with the needs of tracking and managing employee performance. At the same time, fixed assessment forms are gradually not suitable for the new working environment.
[0003] In order to meet the above challenges, modern enterprises are exploring the use of digital means to achieve multi-dimensional real-time monitoring, evaluation and feedback of employees' work, in order to improve management efficiency, optimize resource allocation and stimulate employees' work enthusiasm. Especially in the railway industry, the existing performance management system often fails to fully meet the specific needs of enterprises. Although some systems can cover single aspects such as job responsibilities or safety risk control, they usually cannot fully cover the comprehensive performance assessment elements including job responsibilities, safety risk management, key tasks, specific performance requirements, safety issues, quantitative indicators, performance effects and results, and multi-angle evaluation, and cannot cope with the assessment model of one post, one month, and one form. Summary of the invention
[0004] In order to overcome the deficiencies in the background technology, the present invention discloses a cadre performance system.
[0005] In order to achieve the above-mentioned invention object, the present invention adopts the following technical scheme: A cadre performance system includes a job responsibility module, a safety risk management module, a key work module, a designated performance module, a safety issue module, a quantitative indicator module, a performance quality and efficiency assessment module, a performance result assessment module and a multi-dimensional evaluation module; wherein the job responsibility module is used to dynamically configure the job division and dual responsibility of the performance personnel; the safety risk management module is used to dynamically configure the control risks and control measures of the performance personnel; the key work module is used to dynamically circulate the key work to-do items of the performance personnel; the designated performance module is used to dynamically circulate the designated performance to-do items of the performance personnel; the safety issue module is used to dynamically circulate the safety issue to-do items of the performance personnel; the quantitative indicator module is used to dynamically configure the quantitative indicators of the performance personnel; the performance quality and efficiency assessment module is used to conduct the performance quality and efficiency assessment of the performance personnel; the performance result assessment module is used to conduct the performance result assessment of the performance personnel; the multi-dimensional evaluation module is used to conduct the evaluation of the performance personnel by the superior leaders and the competent department; the system realizes real-time calculation of the performance scores of the performance personnel through multiple methods such as the realistic performance of employees, automatic judgment of the system, evaluation by the superior leaders and evaluation by the competent department.
[0006] Preferably, the performance evaluation method comprises the following steps: S1. Starting stage: The administrator enters the assessment items of the job responsibility module, security risk management module, key work module, designated performance module, security issue module, quantitative indicator module, performance quality and efficiency assessment module, performance results assessment module and multi-dimensional evaluation module.
[0007] S2. Data collection and analysis: The system collects data from each module into the database to form a unified data storage center.
[0008] S3. Obtain assessment items regularly: The system periodically extracts the assessment items for the current month from the database to ensure that the assessment content matches the timeliness.
[0009] S4. Generate assessment form: According to the extracted assessment items, the corresponding assessment form is automatically generated to facilitate relevant personnel to fill in and submit.
[0010] S5. Assessment exemption judgment: Before the assessment, the system will first determine whether the assessment is exempted. If the conditions are met, it will directly enter the next process; otherwise, the actual assessment operation is required, and the person performing the duties will write down the assessment items of job responsibilities, safety risk management, key tasks, and designated duties in the assessment form through the computer or mobile APP.
[0011] S6. Assessment records and score calculation: For assessments that are not exempted, the system will record the assessment details and calculate the assessment scores in real time.
[0012] S7. Summary and display of assessment results: After the assessment is completed, the system will summarize the results and display them for review.
[0013] S8. Review and filing: Review and confirm the assessment results, and archive the relevant information. The entire process ends here.
[0014] Preferably, the assessment items of the safety risk management module in step 1 of the performance evaluation method are risk information of major and major risks released by the group company level; departments pull group company-level risks, department sections and stations pull department risks, station sections and workshops pull station risks, and performance measures are formulated after pulling; the system pushes the formulated performance measures to the corresponding performance personnel.
[0015] Preferably, in addition to major and greater risks, there are also general and low risks. This type of risk only supports departments, stations and workshops to create it themselves. After creation, it can be pulled and performance measures can be formulated after pulling. The system will push the formulated performance measures to the corresponding performance personnel.
[0016] Preferably, the assessment items of the key work module in step 1 of the performance evaluation method are entered by the administrator or the system obtains the key work list of the group company bureau office based on data synchronization technology, and enters the key work to-do list of the performance personnel; the performance personnel, as the assigned person, handles the key work, and the assignor deducts points from his / her assessment. At the same time, he / she can choose whether to assign it downward. If not, the key work is completed and the issuer cancels the issue. If it is assigned downward, the assigned person continues to handle the key work, and the assignor deducts points from his / her assessment until the key work is completed.
[0017] Preferably, in step 1 of the performance evaluation method, after the administrator enters the assessment items of the designated performance module, the system pushes them to the corresponding performance personnel; the performance personnel, as the assigned person, handles the designated performance project, and the assignor deducts points from his / her assessment, and at the same time chooses whether to distribute it downward. If he / she chooses not to distribute it, the processing will be automatically completed upon expiration. If he / she chooses to distribute it downward, if it is assigned to a person, the assigned person will continue to handle the designated performance project, and the assignor will deduct points from his / her assessment. If it is assigned to an institution, the recipient of the institution needs to distribute the handler downward.
[0018] Preferably, in step 1 of the performance evaluation method, after the administrator enters the assessment items of the security issue module, the system pushes them to the corresponding performance personnel; the performance personnel confirm the problem, and if there is any objection, submit an appeal, and the security department handles the appeal. If the appeal is rejected, the performance personnel reconfirm the problem, and if the appeal is approved, the problem is invalidated. After confirming the problem, it needs to be rectified. After the rectification, the rectification personnel can continue to be assigned to the lower level. If not assigned, it is submitted for review. If the review fails, the problem is rectified again. If the review passes, the problem is closed; if the problem is rectified, the rectification personnel are assigned to the lower level, and the assigned person rectifies the problem.
[0019] Due to the adoption of the above-mentioned technical solution, the present invention has the following beneficial effects: The present invention discloses a cadre performance system, which establishes a daily performance management and assessment evaluation system based on the post responsibility system and in line with the development direction of the modern enterprise system; the assessment mode of "one post, one month, one form" takes the natural month as the cycle, and adopts the percentage system for normalized evaluation, ensuring that all relevant performance contents from job responsibilities to safety risk management, to key tasks, designated performance, safety issues, quantitative indicators, performance quality and results, and multi-dimensional evaluation are included in the assessment scope. Construct and improve the performance standard system and supervision and evaluation mechanism of management personnel. BRIEF DESCRIPTION OF THE DRAWINGS
[0020] Figure 1 It is a system flow chart of the present invention; Figure 2 A safety risk management flow chart; Figure 3 The key work flow chart is as follows; Figure 4 It is a designated job performance flow chart; Figure 5 A flowchart for safety issues; Figure 6 This is a system-generated assessment form template. DETAILED DESCRIPTION
[0021] The present invention can be explained in detail through the following embodiments. The purpose of disclosing the present invention is to protect all technical improvements within the scope of the present invention. In the description of the present invention, it should be understood that if there are terms such as "upper", "lower", "front", "back", "left", "right", etc. indicating directions or positional relationships, they only correspond to the drawings of the present application for the convenience of describing the present invention, and do not indicate or imply that the device or element referred to must have a specific direction.
[0022] Explanation of the following terms: Job responsibilities: Work that should be completed according to job division and dual responsibilities.
[0023] Safety risk control: Based on the needs of safety risk control, after research and analysis, safety risk control measures should be implemented.
[0024] Key tasks: Phased and special tasks that should be promoted and implemented according to the deployment arrangements of superiors or the unit (department).
[0025] Designated performance items: Focusing on key places, key sections, key time periods, key equipment, and important operations in transport safety production, with designated inspection cycles, inspection methods and implementers, the work tasks are completed by designated units and personnel.
[0026] Safety issues: Issues that need to be investigated and dealt with based on the needs of safe production, including violations of operating standards, dereliction of duty, safety red lines and other issues.
[0027] Quantitative indicators: indicators for the number of days individuals go to the site, indicators for the number of risk control inspections; indicators for individuals to investigate and deal with general and above dereliction of duty issues; indicators for units to investigate and deal with general and above dereliction of duty and non-compliant operations; indicators for units to investigate and deal with safety red line issues.
[0028] Performance quality and effectiveness: used to measure and evaluate the quality and effectiveness of personnel in performing their duties.
[0029] Performance results: It is the final evaluation of the performance behavior, reflecting the effectiveness and results of the work execution.
[0030] Multi-dimensional evaluation: including evaluation by superiors and competent departments. The evaluation relationship is determined according to job level and management relationship.
[0031] Embodiment 1, in combination with Figures 1 to 6 , a cadre performance system, includes job responsibility module, safety risk management module, key work module, designated performance module, safety problem module, quantitative indicator module, performance quality and efficiency assessment module, performance result assessment module and multi-dimensional evaluation module.
[0032] Among them, the job responsibility module is used to dynamically configure the job division and dual responsibilities of job performers. The administrator dynamically configures the job responsibilities of job performers in the system, and the system stores the job responsibility information in the form of structured data. Job responsibilities are included in the monthly assessment as an assessment item.
[0033] The security risk management module is used to dynamically configure the management and control risks and management and control measures of the personnel who perform their duties. The system supports the identification of major, large, general, and low risks, and dynamically configures the management and control measures of the personnel who perform their duties. Each department and unit pulls the risks issued by the superiors layer by layer and formulates specific performance measures. The system stores the management and control risks and measures in the form of structured data. According to the set assessment cycle and frequency requirements, the system automatically takes risk management as an assessment point and includes it in the monthly assessment evaluation.
[0034] The key tasks module is used to dynamically transfer the key tasks to-do items of the personnel who perform their duties. The administrator enters the key tasks into the system, or obtains the key tasks list of the bureau office of the group company through data synchronization technology. Key tasks are assigned to specific personnel who perform their duties, and the personnel who perform their duties handle them as the assigned persons. The personnel who perform their duties record the handling of key tasks in the system, and the assignor can assess and deduct points from them. If tasks need to be assigned downward, the system supports multiple assignments until the task is completed. The system stores the handling of key tasks and assessment deductions in the form of structured data. After the task is completed, the task is cancelled to ensure closed-loop management of the task.
[0035] The designated duty performance module is used to dynamically transfer the designated duty performance to-do items of the duty performers. The administrator enters the designated duty performance items in the system to clarify the specific requirements and completion deadlines of the tasks. The designated duty performance tasks are assigned to specific duty performers, who handle them as the assignees. Duties performers record the handling status of designated duty performance items in the system, and the assignor can assess and deduct points from them. If tasks need to be assigned downward, the system supports multiple assignments until the task is completed. The system stores the handling status and assessment deductions of designated duty performance items in the form of structured data to ensure the integrity and accuracy of the data. The task is automatically completed when it expires, or confirmed to be completed by the assignor.
[0036] The safety issue module is used to dynamically transfer the safety issue to-do list of the personnel who perform their duties. The personnel who perform their duties enter the safety issues they find in the system and clarify the specific content and location of the problem. The personnel who perform their duties confirm the problem. If they have any objections, they can submit an appeal, and the safety department will handle the appeal. After confirming the problem, the personnel who perform their duties will make corrections, and the system supports the allocation of rectification tasks downward. After the rectification is completed, it will be submitted for review. If the review fails, the rectification will be carried out again. If the review passes, the problem will be closed. The system stores the handling of safety issues and assessment deductions in the form of structured data to ensure the integrity and accuracy of the data.
[0037] The quantitative indicator module is used to dynamically configure the quantitative indicators of the personnel who perform their duties. The administrator dynamically configures the quantitative indicators of the personnel who perform their duties in the system, including general quantitative indicators (such as the number of risk control inspections, the number of days for on-site inspections, and the number of problems found) and personalized quantitative indicators. Set the assessment cycle, which supports monthly, quarterly, semi-annual, annual and custom cycles. The system stores the completion status of quantitative indicators and assessment deductions in the form of structured data to ensure the integrity and accuracy of the data. According to the set assessment cycle and frequency requirements, the system automatically uses quantitative indicators as assessment items and includes them in the monthly assessment evaluation.
[0038] The performance quality and efficiency assessment module is used to assess the performance quality and efficiency of personnel who perform their duties. Personnel who perform their duties enter professional management issues, safety notification issues, follow-up inspection issues, etc. found during the performance of their duties into the system. Personnel who perform their duties handle the entered issues, and the system supports the assignment of processing tasks downward. After the processing is completed, it is submitted for review. If the review fails, it will be reprocessed. If the review passes, the issue will be closed. The system stores the performance quality and efficiency assessment situation and assessment deductions in the form of structured data to ensure the integrity and accuracy of the data. According to the set assessment cycle and frequency requirements, the system automatically includes the performance quality and efficiency assessment as an assessment item and includes it in the monthly assessment evaluation.
[0039] The performance results assessment module is used to assess the performance results of personnel who perform their duties. Personnel who perform their duties enter the performance results into the system, including safety accidents, equipment failures, petition stability, and commendations and rewards. Personnel who perform their duties process the entered results, and the system supports the assignment of processing tasks downward. After the processing is completed, it is submitted for review. If the review fails, it is reprocessed. If the review passes, the result is cancelled. The system stores the performance results assessment and assessment deductions in the form of structured data to ensure the integrity and accuracy of the data. According to the set assessment cycle, the system automatically takes the performance results assessment as an assessment item and includes it in the monthly assessment evaluation.
[0040] The multi-dimensional evaluation module is used to evaluate the personnel in charge by their superiors and the competent departments. The superiors and the competent departments evaluate the personnel in the system, select the evaluation level and fill in the comments. It supports five evaluation levels: excellent +, excellent, good, medium, and poor. The system stores the evaluation results in the form of structured data to ensure the integrity and accuracy of the data. According to the set assessment cycle, the system automatically takes the multi-dimensional evaluation results as assessment items and includes them in the monthly assessment evaluation.
[0041] Combined with Figure 1 , the performance method of the cadre performance system includes the following steps: S1. Starting stage: The administrator enters the assessment items of the job responsibility module, security risk management module, key work module, designated performance module, security issue module, quantitative indicator module, performance quality and efficiency assessment module, performance results assessment module and multi-dimensional evaluation module.
[0042] S2. Data collection and analysis: The system collects data from each module into the database to form a unified data storage center.
[0043] S3. Regularly obtain assessment items: The system regularly extracts the assessment items of the current month from the database to ensure that the assessment content matches the timeliness. It should be noted that the assessment cycle can be personalized; including monthly, quarterly, semi-annual, annual and custom cycles. On the basis of the monthly assessment of "one post, one month, one form", the configuration of cross-month indicators can be realized, and the indicator assessment will only be deducted in the last month.
[0044] S4. Generate assessment form: According to the extracted assessment items, automatically generate the corresponding assessment form, as shown in the attached Figure 6 As shown, so that relevant personnel can fill in and submit.
[0045] S5. Assessment exemption judgment: Before the assessment, the system will first determine whether the assessment is exempted. If the conditions are met, it will directly enter the next process; otherwise, the actual assessment operation is required; to meet personalized needs, the system supports exemption from assessment. For special circumstances such as leave, the administrators of each unit can configure the assessment personnel to be exempt from assessment. In addition, it can also support partial exemption from assessment for modules such as quantitative indicators and multi-dimensional evaluation. Personnel who are exempted from assessment do not need to participate in the assessment by performing their duties realistically. Personnel who are partially exempted from assessment do not need to perform their duties realistically for the partial exemption items. The remaining modules that are not exempted from assessment still need to participate in the performance assessment.
[0046] The personnel who perform their duties can fill in the assessment items of job responsibilities, safety risk management, key tasks, and designated duties in the assessment form through the computer or mobile APP. The performance positioning is achieved through digital map technology; through digital map positioning, the position of the personnel who perform their duties can be accurately known, which is very important for on-site supervision, arrangement and execution of work tasks, etc. The system displays the performance of the personnel who perform their duties globally based on the heat map, helping leaders to intuitively grasp the on-site performance of their duties and facilitate grid coverage.
[0047] For the assessment items of the safety risk management module, as shown in the attached Figure 2 As shown, risk information on major and relatively large risks is released at the group company level; departments pull group company-level risks, department sections and stations pull department risks, station section sections and workshops pull station section risks, and after pulling, duty performance measures are formulated; the system dynamically configures duty performance personnel; in addition to major and relatively large risks, there are also general and low risks, which only support self-creation by departments, stations and workshops. After creation, they can be pulled, and after pulling, duty performance measures are formulated, and the system dynamically configures duty performance personnel; after configuration is completed, the system obtains risk assessment items and enters the duty performance personnel's one-post-one-month-one-form according to the assessment cycle.
[0048] For the assessment items of key work modules, as shown in the attached Figure 3 As shown, the administrator enters the key task list of the bureau and office of the group company or the system obtains it based on data synchronization technology, and enters it into the key task to-do list of the personnel performing the duties; the personnel performing the duties handle the key tasks as the assigned persons, and the assigning person deducts points from their assessment, and can choose whether to assign it downward. If not, the assigned person will complete the key task and the task will be cancelled after completion; if it is assigned downward, it will be assigned downward step by step until it is assigned to the person, and the last level of assigning person will deduct points from the person, and the assigned person will handle the key task and the task will be cancelled after completion; in the entire handling and allocation process, the key task is used as an assessment item to record the handling status and assessment deductions, and is entered into a table for each position and month of the personnel performing the duties according to the assessment cycle.
[0049] For designated performance modules, such as Figure 4As shown, after the administrator enters the assessment items of the designated duty performance module, the system dynamically configures the duty performers; the duty performers, as the assigned persons, handle the designated duty performance items, and the assigners deduct points from their assessments and choose whether to distribute it downward. If they choose not to distribute it, the handling will be automatically completed when it expires; if they choose to distribute it downward, if they are assigned to individuals, the assigned persons will continue to handle the designated duty performance items, and the assigners will deduct points from their assessments; if they are assigned to institutions, the recipients of the institutions need to distribute the handlers downward; in the entire handling and allocation process, the designated duty performance items are used as assessment items to record the handling status and assessment deductions, and are entered into the performance personnel's one-post-one-month-one table according to the assessment cycle.
[0050] For the security issue module, as shown in the attached Figure 5 As shown in the figure, after the administrator enters the assessment items of the security issue module, the system dynamically configures the personnel who perform the duties; the personnel who perform the duties confirm the problem, and if there is any objection, submit an appeal. The security department handles the appeal. If the appeal is rejected, the personnel who perform the duties reconfirm the problem. If the appeal is accepted, the problem is invalidated. After confirming the problem, choose whether to continue to assign the person who performs the rectification. If not, submit the rectification for review. If the review is passed, the problem will be cancelled. If the review is not passed, the problem will be rectified again and submitted for review again until the problem is cancelled. If the person who performs the rectification is assigned to the lower level, the assigned person will rectify the problem and submit it for review. If the review is passed, the problem will be cancelled. If the review is not passed, the problem will be rectified again and submitted for review again until the problem is cancelled.
[0051] S6. Assessment records and score calculation: For assessments that are not exempted, the system will record the assessment details and calculate the assessment scores in real time.
[0052] S7. Summary and display of assessment results: After the assessment is completed, the system will summarize the results and display them for review.
[0053] S8. Review and filing: Review and confirm the assessment results, and file the relevant information. The entire process ends here. The next month, the administrator reviews and files the monthly report of the personnel who performed their duties in the previous month. After review and filing, the monthly report cannot be modified in any way and can only be viewed. The review ensures the fairness and rationality of the filling, review and results of the monthly report to avoid deviations or errors. After filing, the specific process of the assessment can be traced and reviewed to ensure that its operation complies with the organization's rules and regulations. Through review and filing, organizations can standardize the assessment process and reduce human errors. Review and filing also help administrators and departments track the assessment records of each employee to ensure the consistency and integrity of the assessment process.
[0054] The parts of the present invention that are not described in detail are prior art. It is obvious to those skilled in the art that the present invention is not limited to the details of the above-mentioned exemplary embodiments, and the present invention can be implemented in other specific forms without departing from the spirit or basic characteristics of the present invention; therefore, no matter from which point of view, the embodiments should be regarded as exemplary and non-restrictive, and it is intended that all changes that fall within the meaning and scope of equivalent elements are included in the present invention.
Claims
1. A cadre performance system, characterized by: It includes job responsibility module, safety risk management module, key work module, designated duty performance module, safety issue module, quantitative indicator module, duty performance quality and efficiency assessment module, duty performance result assessment module and multi-dimensional evaluation module; among them, the job responsibility module is used to dynamically configure the job division and dual responsibility of the duty performers; the safety risk management module is used to dynamically configure the risk control and control measures of the duty performers; the key work module is used to dynamically circulate the key work to-do items of the duty performers; the designated duty performance module is used to dynamically circulate the designated duty performance to-do items of the duty performers; the safety issue module is used to dynamically circulate the safety issue to-do items of the duty performers; the quantitative indicator module is used to dynamically configure the quantitative indicators of the duty performers; the duty performance quality and efficiency assessment module is used to conduct the duty performance quality and efficiency assessment of the duty performers; the duty performance result assessment module is used to conduct the duty performance result assessment of the duty performers; the multi-dimensional evaluation module is used to evaluate the duty performers by their superiors and the competent departments; the system realizes real-time calculation of the duty performance scores of the duty performers through multiple methods such as employee performance description, system automatic judgment, evaluation by superiors and evaluation by competent departments.
2. The cadre performance system according to claim 1, characterized in that: The performance evaluation method includes the following steps: S1. Initial stage: The administrator enters the assessment items of the job responsibility module, security risk management module, key work module, designated performance module, security issue module, quantitative indicator module, performance quality and efficiency assessment module, performance results assessment module and multi-dimensional evaluation module; S2. Data collection and analysis: The system collects data from each module into the database to form a unified data storage center; S3. Regularly obtain assessment items: The system regularly extracts the assessment items of the month from the database to ensure that the assessment content matches the timeliness; S4. Generate assessment form: According to the extracted assessment items, automatically generate the corresponding assessment form to facilitate relevant personnel to fill in and submit; S5. Assessment exemption judgment: Before the assessment, the system will first determine whether the assessment is exempted. If the conditions are met, it will directly enter the next process; otherwise, the actual assessment operation is required, and the person performing the duties shall write down the assessment items of job responsibilities, safety risk management, key tasks, and designated duties in the assessment form through the computer or mobile APP; S6. Assessment records and score calculation: For assessments that are not exempted, the system will record the assessment details and calculate the assessment scores in real time; S7. Summary and display of assessment results: After the assessment is completed, the system will summarize the results and display them for review; S8. Review and filing: Review and confirm the assessment results, and archive the relevant information. The entire process ends here.
3. The cadre performance system as claimed in claim 2 is characterized by: In step 1 of the performance evaluation method, the assessment items of the safety risk management module are based on the risk information of major and major risks released at the group company level; departments pull group company-level risks, department sections and stations pull department risks, station sections and workshops pull station risks, and after pulling, performance measures are formulated; the system pushes the formulated performance measures to the corresponding performance personnel.
4. The cadre performance system as claimed in claim 3 is characterized by: In addition to major and greater risks, there are also general and low risks. This type of risk only supports departments, stations and workshops to create it themselves. After creation, it can be pulled and performance measures can be formulated after pulling. The system will push the formulated performance measures to the corresponding performance personnel.
5. The cadre performance system according to claim 2, characterized in that: In step 1 of the performance evaluation method, the assessment items of the key work module are entered by the administrator or the system obtains the key work list of the group company bureau office based on data synchronization technology, and enters the key work to-do list of the performance personnel; the performance personnel, as the assigned person, handles the key work, and the assignor deducts points from his / her assessment. At the same time, he / she can choose whether to assign it downward. If not, the key work is completed and the issuer cancels the issue. If it is assigned downward, the assigned person continues to handle the key work, and the assignor deducts points from his / her assessment until the key work is completed.
6. The cadre performance system according to claim 1, characterized in that: In step 1 of the performance evaluation method, after the administrator enters the assessment items of the designated performance module, the system pushes them to the corresponding performance personnel; the performance personnel, as the assigned person, handles the designated performance project, and the assignor deducts points from his / her assessment. At the same time, he / she chooses whether to distribute it downward. If he / she chooses not to distribute it, the processing will be automatically completed when it expires. If he / she chooses to distribute it downward, if it is assigned to a person, the assigned person will continue to handle the designated performance project, and the assignor will deduct points from his / her assessment. If it is assigned to an institution, the recipient of the institution needs to distribute the person in charge downward.
7. The cadre performance system according to claim 1, characterized in that: In step 1 of the performance evaluation method, after the administrator enters the assessment items of the security issue module, the system pushes them to the corresponding performance personnel; the performance personnel confirm the problem, and if there is any objection, submit an appeal, and the security department handles the appeal. If the appeal is rejected, the performance personnel reconfirm the problem, and if the appeal is accepted, the problem is invalidated. After confirming the problem, it needs to be rectified. After the rectification, the rectification personnel can continue to be assigned to the lower level. If not assigned, it is submitted for review. If the review fails, the problem is rectified again. If the review passes, the problem is closed; if the problem is rectified, the rectification personnel are assigned to the lower level, and the assigned personnel rectify the problem.