Intelligent system suitable for evaluating comprehensive performance of power plant team

Abstract

The invention discloses an intelligent system suitable for evaluating the comprehensive performance of a power plant team, and relates to the technical field of big data intelligent management, and the system comprises the following steps: inputting the name of a team leader to claim the clock-in record of the team, and transmitting the clock-in record to a calculation device; calculating a monthly evaluation score and an annual average performance score of each person of the team; the team personnel answer questions in the question answering device, a comprehensive ability score is obtained according to question answering scores, and the annual total score of the multiple employees which are totally divided into the team is calculated; calculating the final performance score of the team from nine aspects by combining the annual total score sequence of each team; and after the annual total score of each team is sequenced, the final performance score of each team is calculated, and the final total score is obtained according to the final performance score and the annual total score and sequenced. According to the intelligent system suitable for evaluating the comprehensive performance of the power plant team, evaluation data sources and evaluation indexes are increased, the calculation weights of the grassroots employees are increased, and the evaluation process and fairness of the team are optimized.

Description

Technical Field

[0001] The present invention relates to the technical field of big data intelligent management, and particularly relates to a smart system suitable for evaluating the comprehensive performance of power plant teams. Background Art

[0002] Power plants usually have multiple different teams working in batches to complete the city's round-the-clock power supply. The comprehensive performance of different teams needs to be evaluated in order to be fair and just when issuing rewards at the end of the year.

[0003] After retrieval, the publication (announcement) number: CN115588316A discloses a power plant simulation automatic scoring and assessment system, including a processor and a display. The processor is electrically connected to the display through a wire. The processor consists of a data acquisition module, a test paper management module, an assessment rule module, a process assessment module, an assessment result release module, an assessment result storage module, and an assessment evaluation analysis and refinement guidance module. This invention automatically scores by computer, ensuring the objectivity, fairness, and impartiality of the scoring results. The assessment process is refined into several stages, each stage is assessed, and a comparison curve graph is generated for analysis and processing with previous results. The skills of trainees are analyzed stage by stage, and the questions with the lowest and highest scoring rates of the trainees are refined and analyzed, prompting the coach to carry out targeted training work and strengthening the targeted training in the aspects where the trainees have low scoring rates.

[0004] Although the above solution can assess each stage, generate a comparison curve graph for analysis and processing with previous results, and analyze the skills of trainees stage by stage, the data source is too small and the evaluation indicators are not enough, resulting in dissatisfaction among some employees with the evaluation results. Moreover, the design of the performance evaluation process is not reasonable enough, resulting in unfairness. Summary of the Invention

[0005] The main purpose of the present invention is to provide a smart system suitable for evaluating the comprehensive performance of power plant teams, by setting, to solve the problems of too few data sources, not enough evaluation indicators, resulting in dissatisfaction among some employees with the evaluation results, and the design of the performance evaluation process is not reasonable enough, resulting in unfairness.

[0006] To achieve the above object, the present invention provides the following technical solutions:

[0007] A smart system suitable for evaluating the comprehensive performance of power plant teams includes a card punching device for storing the attendance of staff, a question answering device for testing, a calculation device for calculating the performance of each team, a cloud server for storing the work data, various rewards, and various accidents of each team, and a scoring device for evaluating and ranking each team, and specifically includes the following steps:

[0008] Step 1: Input the name of the team leader of one of the teams to claim the attendance records of each member of the team this year and send them to the computing device for calculation;

[0009] Step 2: The computing device calculates the monthly evaluation scores of each member of the team according to the attendance time algorithm for each monthly attendance record of each member of the team. Subsequently, the monthly evaluation scores of each member are accumulated to obtain the annual performance scores of each member, and the monthly average evaluation score and the annual average performance score of the team are calculated;

[0010] Step 3: Each member of the team answers questions on the answering device in turn. The comprehensive ability score of each employee this year is obtained according to the test results. The annual performance evaluation of each employee and the comprehensive ability score this year are calculated according to a weight of 80:20 to obtain the total score of each employee. The total scores of each employee are accumulated to obtain the annual total score of the team;

[0011] Step 4: Retrieve the work data, reward and accident data of the team from the cloud server, and conduct an annual evaluation of the team's work from nine aspects: electricity price coefficient, environmental protection assessment, safety index, auxiliary service assessment, power generation, inter-shift index competition, inferior coal blending, fuel index, and training calculation completion rate, and calculate the preliminary performance score;

[0012] Step 5: Input the annual total score of the team into the computing device. First, sort according to the annual total scores of each team. Subsequently, calculate the final performance scores of each team according to the ranking of each team. Add the final performance scores and the annual total scores of each team to obtain the final total scores of each team. The scoring device ranks according to the final total scores of each team.

[0013] Preferably, the definition of the attendance time algorithm is as follows: S = 100 - A - B - C. S is the monthly evaluation of each person. Full attendance is 100 points. A is the number of days the employee takes leave. When the cumulative number of days the employee takes leave this month exceeds 10 days, then A = 100, B = C = 0. B is the number of days the employee is on a business trip * 0.2, and C is the number of times the employee misses punching the card * 0.5.

[0014] Preferably, if there are staff members in the team who are temporarily seconded to other companies due to work needs and lack monthly attendance records, the annual performance score of such staff members needs to be added with the monthly average score of the team for that month.

[0015] Preferably, the score ratios of the electricity price coefficient, environmental protection assessment, safety index, auxiliary service assessment, power generation, inter-shift index competition, inferior coal blending, fuel index, and training calculation completion rate in the performance score are: electricity price coefficient 10: environmental protection assessment 5: safety index 30: auxiliary service assessment 5: power generation 15: inter-shift index competition 15: inferior coal blending 10: fuel index 5: training calculation completion rate 5.

[0016] Preferably, the reference value of the electricity price coefficient in the team is 0.550. For every 0.001 increase in the market electricity price, the score of the electricity price coefficient will be correspondingly reduced by 1 point. If there is more than or equal to one safety accident in the team, the score of the safety index will be 0 points.

[0017] Preferably, the power generation, inter-shift index competition, inferior coal blending, and fuel oil index are scored according to the annual total scores of each team. The first place gets full marks, and the scores of other teams are reduced by 1 point in turn according to the ranking until 0.

[0018] Preferably, the score requirement for the training completion rate is the number of regular employees divided by the number of trained employees, and then multiplied by 5 points to obtain the score of the training completion rate of each team.

[0019] Preferably, the final total scores of each team are divided into the following five grades according to different scores:

[0020] Excellent: 200 - 180 points, Good: 179 - 160 points, Competent: 159 - 140 points, To be improved: 139 - 120 points, Unqualified: 119 - 0 points.

[0021] Compared with the prior art, the present invention has the following beneficial effects:

[0022] First, in the present invention, by calculating the monthly average evaluation scores and annual average evaluation scores of different staff in one team, the personal abilities and differences are fully reflected. At the same time, the monthly average evaluation scores and annual performance scores of each staff in the team are used to calculate the monthly average evaluation score and annual average performance score of the team, which fully reflects the differences between teams and effectively increases the sources of evaluation indicators.

[0023] Second, in the present invention, all employees in each team participate in answering questions. The answering scores of each employee are different. The comprehensive ability score of the employee this year is obtained according to the test results. The annual performance evaluation of each employee and the comprehensive ability score this year are calculated according to the weight of 80:20 to obtain the total score of the employee, and the total scores of each employee are accumulated to obtain the annual total score of the team. Further, the evaluation indicators are increased, and the score of the team is not simply evaluated through attendance and workload, weakening the subjective evaluation. Starting from the most basic employees, the fairness of the evaluation is optimized.

[0024] III. In the present invention, the final performance scores of each team are calculated by ranking the annual total scores of each team in nine aspects, namely, electricity price coefficient, environmental protection assessment, safety index, auxiliary service assessment, power generation, inter-shift index competition, blending of inferior coal, fuel index, and training calculation completion rate, and combining the specific weights of multiple aspects are different, and the specific scoring rigor is also different, which improves the rationality of the evaluation process and further optimizes fairness.

[0025] IV. In the present invention, through the design of the clock-in time algorithm, the employee clock-in records are reasonably adopted and the unreasonable clock-in records are deducted points to prevent employees who do nothing from being given high scores and affecting the evaluation results of the team. Similarly, starting from the most basic employees, the fairness of the evaluation is improved from the source.

[0026] V. In the present invention, the final total score of each team is obtained by adding the final performance score and the annual total score of each team, ensuring objectivity and fairness in the process of performance appraisal, closely following the actual production situation of the power plant teams, and formulating a reasonable evaluation strategy. BRIEF DESCRIPTION OF THE DRAWINGS

[0027] Figure 1 is a schematic flow chart of the specific structure of the present invention;

[0028] Figure 2 is a flow chart of the final performance scores of each team in the present invention. DETAILED DESCRIPTION OF THE EMBODIMENTS

[0029] In order to make the technical means, creative features, achieved purposes and effects of the present invention easy to understand, the present invention will be further described below in conjunction with specific embodiments.

[0030] Embodiment 1

[0031] As Figure 1 、 Figure 2 shown, a smart system suitable for evaluating the comprehensive performance of power plant teams includes a clock-in device for storing the attendance of staff, a question-answering device for testing, a calculation device for calculating the performance of each team, a cloud server for storing the work data, various rewards and various accidents of each team, and a scoring device for evaluating and ranking each team, and specifically includes the following steps:

[0032] Step 1: Input the name of the team leader of one of the teams to claim the clock-in records of each member of the team this year and send them to the calculation device for calculation;

[0033] Step 2: The calculation device calculates the monthly evaluation scores of each member according to the clock-in time algorithm for the monthly clock-in records of each member of the team, and then accumulates the monthly evaluation scores of each member to obtain the annual performance scores of each member and calculates the monthly average evaluation score and the annual average performance score of the team;

[0034] Step 3: Each person in the team takes the test on the answering device in turn. Based on the test scores, the comprehensive ability score of each employee this year is obtained. Then, the annual performance evaluation of each employee and the comprehensive ability score this year are used to calculate the total score of each employee according to the weight of 80:20. The total scores of all employees are accumulated to obtain the annual total score of the team.

[0035] Step 4: Retrieve the work data, reward and accident data of the team from the cloud server. And conduct an annual evaluation and calculate the preliminary performance score for the team's work from nine aspects: electricity price coefficient, environmental protection assessment, safety index, auxiliary service assessment, power generation, inter-shift index competition, blending of inferior coal, fuel index, and training completion rate.

[0036] Step 5: Input the annual total score of the team into the calculation device. First, sort according to the annual total scores of each team. Then, calculate the final performance score of each team according to the ranking of each team. Add the final performance score and the annual total score of each team to obtain the final total score of each team. The scoring device ranks according to the final total scores of each team.

[0037] By calculating the monthly average evaluation score and the annual average evaluation score of different staff members in one team, it fully reflects the individual abilities and differences. At the same time, use the monthly evaluation scores and annual performance scores of each staff member in the team to calculate the monthly average evaluation score and the annual average performance score of the team, which fully reflects the differences between teams and effectively increases the sources of evaluation indicators.

[0038] All employees in each team participate in the test, and the test scores of each employee are different. Based on the test scores, the comprehensive ability score of each employee this year is obtained. Then, the annual performance evaluation of each employee and the comprehensive ability score this year are used to calculate the total score of each employee according to the weight of 80:20. And the total scores of all employees are accumulated to obtain the annual total score of the team, further increasing the evaluation indicators. And it does not simply evaluate the team's score through attendance and workload, weakening the subjective evaluation. Starting from the most basic employees, it optimizes the fairness of the evaluation.

[0039] The definition of the clock-in time algorithm is as follows: S = 100 - A - B - C, where S is the monthly evaluation of each person, with full attendance being 100 points, A is the number of days the employee takes leave. When the cumulative number of days the employee takes leave this month exceeds 10 days, then A = 100, B = C = 0, B is the number of days the employee is on a business trip * 0.2, and C is the number of times the employee misses the clock-in * 0.5.

[0040] If there are staff members in the team who are temporarily seconded to other companies due to work needs and lack monthly punch records, then the annual performance score of such staff members needs to be added with the monthly average score of this month of the team.

[0041] In the performance score, the score ratios of electricity price coefficient, environmental protection assessment, safety index, auxiliary service assessment, power generation, inter-shift index competition, inferior coal blending, fuel index, and training calculation completion rate are: electricity price coefficient 10: environmental protection assessment 5: safety index 30: auxiliary service assessment 5: power generation 15: inter-shift index competition 15: inferior coal blending 10: fuel index 5: training calculation completion rate 5.

[0042] The benchmark value of the electricity price coefficient in this team is 0.550. For every 0.001 upward floating of the market electricity price, the score of the electricity price coefficient will be correspondingly reduced by 1 point. If there is one or more safety accidents in this team, the score of the safety index will be 0 points.

[0043] For power generation, inter-shift index competition, inferior coal blending, and fuel index, the scores are based on the annual total scores ranking of each team. The first place gets full marks, and the scores of other teams are reduced by 1 point in turn according to the ranking until 0.

[0044] The score requirement for the training calculation completion rate is the number of regular employees divided by the number of trained employees, and then multiplied by 5 points to get the score of the training calculation completion rate of each team.

[0045] The final total scores of each team are divided into the following five grades according to the scores:

[0046] Excellent: 200 - 180 points, Good: 179 - 160 points, Competent: 159 - 140 points, To be improved: 139 - 120 points, Unqualified: 119 - 0 points.

[0047] Embodiment 2

[0048] As Figure 1 、 Figure 2 shown, a smart system applicable to evaluating the comprehensive performance of power plant teams includes a punching device for storing staff attendance, a answering device for testing, a calculating device for calculating the performance of each team, a cloud server for storing the work data, various rewards, and various accidents of each team, and a scoring device for evaluating and ranking each team, and specifically includes the following steps:

[0049] Step 1: Input the name of the team leader of one of the teams to claim the punch records of each person in this team this year and send them to the calculating device for calculation;

[0050] Step 2: The computing device calculates the monthly evaluation scores of each person in the team according to the clock-in time algorithm for their respective monthly clock-in records. Subsequently, the annual performance scores of each person are obtained by accumulating their respective monthly evaluation scores, and the monthly average evaluation score and the annual average performance score of the team are calculated.

[0051] Step 3: Each person in the team answers questions on the answering device in turn. The comprehensive ability score of each employee this year is obtained based on the test results. The annual performance evaluation of each employee and the comprehensive ability score this year are used to calculate the total score of each employee according to a weight of 80:20. The total scores of all employees are accumulated to obtain the annual total score of the team.

[0052] Step 4: Retrieve the work data, reward, and accident data of the team from the cloud server. And conduct an annual evaluation of the team's work from nine aspects: electricity price coefficient, environmental protection assessment, safety index, auxiliary service assessment, power generation, inter-shift index competition, blending of inferior coal, fuel index, and training completion rate, and calculate the preliminary performance score.

[0053] Step 5: Input the annual total score of the team into the computing device. First, sort according to the annual total scores of each team. Subsequently, calculate the final performance scores of each team according to the ranking of each team. Add the final performance scores and the annual total scores of each team together to obtain the final total scores of each team. The scoring device ranks according to the final total scores of each team.

[0054] The definition of the clock-in time algorithm is as follows: S = 100 - A - B - C. S is the monthly evaluation score of each person. A full attendance is 100 points. A is the number of days the employee takes leave. When the cumulative number of days the employee takes leave this month exceeds 10 days, then A = 100, B = C = 0. B is the number of days the employee is on a business trip * 0.2, and C is the number of times the employee misses a clock-in * 0.5.

[0055] For the staff in the team who are temporarily seconded to other companies due to work needs and lack monthly clock-in records, the annual performance score of this staff member needs to be added with the monthly average score of this month in this team.

[0056] Reasonably adopt the employee clock-in records and deduct points for unreasonable clock-in records to prevent employees who do not perform their duties from being given high scores and affecting the evaluation results of the team. Similarly, starting from the most basic employees, the fairness of the evaluation is improved from the source.

[0057] The scoring ratios of the electricity price coefficient, environmental protection assessment, safety index, auxiliary service assessment, power generation, inter-shift index competition, blending of inferior coal, fuel index, and training calculation completion rate in the performance score are as follows: electricity price coefficient 10: environmental protection assessment 5: safety index 30: auxiliary service assessment 5: power generation 15: inter-shift index competition 15: blending of inferior coal 10: fuel index 5: training calculation completion rate 5.

[0058] Among them, the environmental protection assessment includes the following data: the standard coal consumption rate for power supply shall not exceed the plant control target value of 4 / kw.h; the water consumption for power generation shall not exceed the plant control target value of 2 tons / 10,000 kw.h; the main steam temperature shall not be lower than the plant control target value by 10°C; the reheat steam temperature shall not be lower than the plant control target value by 10°C; the combustibles in fly ash and slag shall not be higher than the plant control target value of 2%; the flue gas temperature shall not be higher than the plant control target value of 5°C; the condenser vacuum shall not be lower than the plant control target value of 2 KPA; the make-up water rate shall not be higher than the plant control target value of 0.2%; the oxygen content shall not be higher than the plant control target value of 0.5%; if one of the indicators fails, 1 point will be deducted from the total score of the environmental protection assessment until it reaches 0;

[0059] The benchmark value of the electricity price coefficient in this shift is 0.550. For every 0.001 upward floating of the market electricity price, the score of the electricity price coefficient will be reduced by 1 point accordingly. If there is one or more safety accidents in this shift, the score of the safety index will be 0 points.

[0060] For power generation, inter-shift index competition, blending of inferior coal, and fuel index, the scores are determined according to the annual total score ranking of each shift. The first place gets full marks, and the scores of other shifts are reduced by 1 point in turn according to the ranking until it reaches 0.

[0061] The scoring requirement for the training calculation completion rate is the number of regular employees divided by the number of trained employees, and then multiplied by 5 points to obtain the score of the training calculation completion rate for each shift.

[0062] By combining the nine aspects of the electricity price coefficient, environmental protection assessment, safety index, auxiliary service assessment, power generation, inter-shift index competition, blending of inferior coal, fuel index, and training calculation completion rate, and combining with the annual total score ranking of each shift, the final performance score of each shift is calculated. The specific weights of multiple aspects are different, and the specific scoring rigor is also different, which improves the rationality of the evaluation process and further optimizes fairness;

[0063] The final total scores of each shift are divided into the following five grades according to the scores:

[0064] Excellent: 200 - 180 points, Good: 179 - 160 points, Competent: 159 - 140 points, To be improved: 139 - 120 points, Unqualified: 119 - 0 points.

[0065] By combining the final performance scores of each work group and the annual total scores together to obtain the final total scores of each work group, ensuring objectivity and fairness in the process of performance appraisal, closely following the actual production situation of the power plant work groups, and formulating a reasonable and fair evaluation strategy.

[0066] The above shows and describes the basic principles, main features and advantages of the present invention. Those skilled in the art should understand that the present invention is not limited by the above embodiments. What is described in the above embodiments and the specification only illustrates the principles of the present invention. Without departing from the spirit and scope of the present invention, the present invention will have various changes and improvements, and these changes and improvements all fall within the scope of the present invention claimed. The scope of the present invention claimed is defined by the appended claims and their equivalents.

Claims

1. A smart system applicable to evaluating the comprehensive performance of power plant teams, characterized in that, It includes a card punching device for storing the attendance of staff, a question answering device for testing, a calculation device for calculating the performance of each work team, a cloud server for storing the work data, various rewards, and various accidents of each work team, and a scoring device for evaluating and ranking each work team, specifically including the following steps: Step 1: Input the name of the team leader of one of the work teams to claim the punch card records of each member of the team this year and send them to the calculation device for calculation; Step 2: The calculation device calculates the monthly evaluation scores of each member of the team according to the punch card time algorithm for each monthly punch card record of each member of the team. Subsequently, the accumulated monthly evaluation scores of each member are added to obtain the annual performance scores of each member, and the monthly average evaluation score and the annual average performance score of the team are calculated; Step 3: Each member of the team answers questions in turn on the question answering device, obtains the comprehensive ability score of the employee this year based on the test results, and calculates the total score of each employee according to the weight of 80:20 for the annual performance evaluation and the comprehensive ability score of this year of each employee. The total scores of each employee are accumulated to obtain the annual total score of the team; Step 4: Retrieve the work data, rewards, and accident data of the team from the cloud server, and conduct an annual evaluation of the work of the team from nine aspects: electricity price coefficient, environmental protection assessment, safety index, auxiliary service assessment, power generation, inter-shift index competition, blending of inferior coal, fuel index, and completion rate of training calculation, and calculate the preliminary performance score; Step 5: Input the annual total score of the team into the calculation device, sort according to the annual total scores of each work team first, and then calculate the final performance scores of each work team according to the ranking of each work team. Add the final performance scores and the annual total scores of each work team to obtain the final total scores of each work team. The scoring device ranks according to the final total scores of each work team.

2. The intelligent system for evaluating the comprehensive performance of power plant teams according to claim 1, wherein: The definition of the punch card time algorithm is as follows: S = 100 - A - B - C, where S is the monthly evaluation of each person, with full attendance being 100 points, A is the number of days the employee takes leave. When the cumulative number of days the employee takes leave this month exceeds 10 days, then A = 100, B = C = 0, B is the number of days the employee is on a business trip * 0.2, and C is the number of times the employee misses punching the card * 0.

5.

3. The intelligent system for evaluating the comprehensive performance of power plant teams according to claim 2, characterized in that: If there are staff members in the team who are temporarily seconded to other companies due to work needs and lack monthly punch card records, then the annual performance score of this staff member needs to be added with the monthly average score of this month of the team.

4. The intelligent system for evaluating the comprehensive performance of power plant teams according to claim 3, characterized in that: The score ratios of the electricity price coefficient, environmental protection assessment, safety index, auxiliary service assessment, power generation, inter-shift index competition, blending of inferior coal, fuel index, and completion rate of training calculation in the performance score are: electricity price coefficient 10: environmental protection assessment 5: safety index 30: auxiliary service assessment 5: power generation 15: inter-shift index competition 15: blending of inferior coal 10: fuel index 5: completion rate of training calculation 5.

5. The intelligent system applicable to evaluating the comprehensive performance of power plant teams according to claim 4, characterized in that: The reference value of the electricity price coefficient of the team is 0.

550. For every 0.001 upward float of the market electricity price, the score of the electricity price coefficient will be reduced by 1 point accordingly. If there is one or more safety accidents in the team, the score of the safety index will be 0 points.

6. The intelligent system applicable to evaluating the comprehensive performance of power plant teams according to claim 5, characterized in that: The power generation, inter - value index competition, inferior coal blending, and fuel oil index are scored according to the annual total scores of each work team. The first place gets full marks, and the scores of other work teams are reduced by 1 point in turn according to the ranking until it reaches 0.

7. The intelligent system applicable to evaluating the comprehensive performance of power plant teams according to claim 6, characterized in that: The scoring requirement for the training completion rate is that the number of regularized employees is divided by the number of trained employees, and then multiplied by 5 points to obtain the score of the training completion rate of each work team.

8. The intelligent system for evaluating the comprehensive performance of power plant teams according to claim 7, characterized in that: The final total scores of each work team are divided into the following five grades according to the scores: Excellent: 200 - 180 points, Good: 179 - 160 points, Competent: 159 - 140 points, To be improved: 139 - 120 points, Unqualified: 119 - 0 points.

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