It is said that the two presidents of the Hubei branch originally discussed a plan to put more pressure on Xia Xia on the issue of old loans, and negotiated with Anyan Company in terms of organizing deposits, striving to exchange the pledged deposit slip for a part of the live money, organize deposits, and strive to protect the position. Pen "Fun" Pavilion www.biquge.info

This month, in the summer work schedule, it is also densely arranged: politically, it is necessary to complete the work of democratically appraising party members and participating in the democratic recommendation of cadres at the two levels. In terms of business, it is necessary to complete the four-level classification of loans (excellent, normal, average, and sluggish), to complete the "Measures for Scoring Attendance and Performance Appraisal of the Planning Credit Department," and to coordinate the court hearings, document delivery, and execution of two batches of old loan households that have cleared their loans in accordance with the law; in the daily management of loans, there is also the coordination work of Shenzhen Xiongying Industry and Trade Co., Ltd. in the preparation of deposit payment for the 27 million yuan loan pledged by Zhuhai Course Group Company with a deposit slip of 30 million yuan of Zhuhai Course Group Company.

To be honest, after being busy with these things, a month is enough to fulfill. But Summer is not a bitter person, he works in a creative and forward-looking way in the field of work he manages. No, he was looking at the attendance and performance appraisal plans approved by the two presidents.

Summer writes on the front page of the program:

President:

Combined with the spirit of the "Attendance System of the Citizen's Bank" of the head office, and according to the characteristics of the work in the department, it is necessary to adopt intensive control methods for attendance and performance appraisal in the past six months. If you punch in mechanically, it is not conducive to reflecting the work spirit of each employee. To this end, it is suggested that the undergraduate staff should clock in in the morning and clock out in the afternoon, and the field staff should use the "Performance Appraisal Form" to manage the situation of the enterprise. In addition, due to the needs of work, those who are still working outside during the clock-in time are also registered in the form, so as to combine the card and the table and the performance of the card. In order to avoid the subjective behavior of the person in charge as much as possible, it seems that this can convince the employees. To this end, it is envisaged that it will be reported to the President's Research Branch.

Attached: "Scoring Method":

Hubei Sub-branch Plan Credit Section Attendance Appraisal Performance Scoring Method

(Discussion Paper)

Article 1 In order to implement the spirit of the "Citizen Bank Attendance System" and the "Notice on Issuing the "Floating Salary Assessment Measures of the Citizen Bank" of the head office of the People's Bank, according to the provisions of the head office on the functions of the Planning and Credit Section, focusing on the comprehensive application of the welfare mechanism, incentive mechanism and restraint mechanism, and the combination of spiritual encouragement and material encouragement, in order to promote the principle of promoting the work of each post of the department, these measures are formulated.

Article 2 These measures follow the principle of "cutting assessment, classification and quantification, rewarding performance, total score accumulation, and comprehensive evaluation", and quantify the rough lines of the business targets of each post of the department according to the scoring range of the 100-point system of the head office. In the process of attendance appraisal, performance appraisal is the mainstay. For this reason, in the assessment quantified to individuals, when a post is relatively outstanding due to one or several achievements in the month, it is allowed to break through the full score under the "work performance" according to the calculated performance appraisal score, and the cumulative total score of each item can exceed the full score of the individual, but the total score of the assessment of the department is limited.

Article 3 Under the premise of fixed staff, the 40 points in the 100-point system will be comprehensively assessed by the sub-branch. The remaining 60 points will be assessed by the department in accordance with these measures. Among them, 1-4 items (unity and cooperation, service attitude, work efficiency, and work quality) are included in the basic score with seven points per month, and three points are used as bonus points, and each sub-item is awarded when the requirements are met. The sum of the scores of item 5 (business level and ability) plus the unawarded scores of the first 1-4 items is linked to the business performance of the month.

Article 4 On the premise of the establishment of fixed posts, the professional level and ability of internal and field services shall be assessed as follows:

1. Taking into account the characteristics of the back-office position, in the assessment of "business level and ability", 10 points will be used as the basic score, and the rest will be assessed and included in the following bonus points: (1) 5 points will be awarded to the counterpart office of the head office for not complaining to the sub-branch (including the undergraduate) for its work. (2) When the customer's supervisor field staff goes out, actively assist in the post, and accept the customer's award in the sub-branch 5 points.

2. Considering the characteristics of field positions, set up field positions to have 15 working days in the enterprise every month. Among them, 5 working days will be used to develop new business and new customers, and 10 working days will be used to contact loan customers. To this end, 10 points will be used as a bonus point for the necessary time to contact the borrower when assessing the "business level and ability", and one point will be awarded for each day of outing, until the full 10 points are reached. The score of the sum of the remaining bonus points and the sum of the current month's results is apportioned to each employee.

Article 5 According to the functions and requirements of the Planning and Credit Department of the head office, in order to promote the work of improving the quality and management level of personnel from the system, the management work shall be assessed once a month, and the following work conditions and quality shall be given corresponding performance reward points after inspection:

1. If the corresponding position is affirmed in writing during the inspection and evaluation or special evaluation of the head office, the organizer will be rewarded with 10 points for the month.

2. In the relevant systems of credit management (such as the reminder system, the document filing system, the "three prevention and one guarantee" system and the cleaning and beautification of the office) on a monthly basis, the employees who do more standardized positions will be rewarded with 5 points.

3. In the work of each post (including two clearance posts) in the current month, under the premise of adhering to the system, creative achievements are made (such as (1) in the implementation of the reminder work, and the relevant departments of the sub-branch work together to successfully ensure the safety of credit assets; (2) put forward constructive suggestions to strengthen management, which are affirmed by the sub-branch; (3) find and seize the debtor's property other than the collateral, etc.), 5 points will be awarded in the month.

4. In line with the principle of streamlining and efficiency, if the personnel in the original post temporarily leave the post due to study, vacation and other reasons, and the personnel in the supplementary post work in a timely manner, and successfully complete the task, 5 points will be rewarded in the month.

5. Quarter-end work evaluation rewards: (1) Capital planning post: report: no error in the quarterly financial statistical report, 5 points; capital forecast: in the total number of times, 80% of the times the actual deviation rate does not exceed 15%, 3 points; position management: no overdraft in the whole quarter, 3 points. (2) Credit management post: the whole quarter loan file management (class 1 and 2) is safe and accident-free, no insect bites, and the custody is in line with the credit file management system of the head office, 3 points will be awarded; 5 points will be awarded for the implementation of the reminder system for due loans and post-loan inspections, with clear procedures and feedback results; 3 points will be awarded for evaluating the customer's credit and loan risk accurately, timely reporting, and sensitive feedback; (3) "two clear" Post: 5 points for each person who completes the collection index issued by the sub-branch in the whole quarter; 3 points for completing the registration of the loan file according to the law, the monthly balance is accurate, and the loan file is transferred to the file post within one month after the collateral is processed, and the loan file is supplemented, and 2 points are awarded; 3 points are awarded for the implementation of the reminder system of each member and can cooperate with the enterprise for collection in a timely manner; 3 points are awarded for completing the work assigned by the leader.

Article 6 When one of the following situations occurs, the bonus points under the corresponding item of the employee shall not be counted:

A. Solidarity and cooperation: 1. Unprincipled disputes or attempts to form gangs and factions within the department, causing a certain adverse impact.

2. From an objective point of view, the post should be supplemented and refused without a legitimate reason.

B. Service attitude: 1. Due to the lack of seriousness in the work, the situation reflected or the reported data has a large error, which has a negative impact on the sub-branch.

2. Verify the responsibility for our customers' complaints about their attitudes.

C. Work efficiency: l. Late reporting of various materials and reports, which is formally criticized by superiors.

2. Failing to complete the work within the specified time.

3. Intentionally delaying work.

D. Quality of work: 1. The investigation report written is quite different from the facts, and is criticized by the head office and sub-branch, or has a great adverse impact on the external side due to the material.

2. Deliberately violating the rules and regulations of the head office and sub-branch, resulting in passivity in work.

3. The occurrence of a general accident constitutes a certain loss, and the scope of disposal has not exceeded the assessment method.

Article 7 When one of the following circumstances occurs, 5 performance appraisal points will be deducted for the position in the month (the deduction points can be accumulated):

1. It can be clearly defined that the violation of the express provisions of the counterpart department and office of the head office, and the responsibility is confirmed in the post.

2. Due to negligence or prevarication and other reasons, resulting in the loss of timeliness, or the formation of management loopholes, and it is verified that the main or common responsibility of the post personnel.

3. There are omissions or misstatements in two reports of the same statistician in the same month.

4. There are obvious loopholes in the management of loan files, such as the files above the second level are not locked, are out of control, or there are hidden dangers of loss of control in the archives.

5. When assisting in the post, the original post personnel deliberately retain business information and computer technology information, resulting in the top post personnel being incompetent for their work, the original post personnel will be fined 5 points.

6. In the coordination with the counterpart department of the head office, the assessment score of the head office to the branch is reduced due to human reasons.

Article 8 When a certain undesirable phenomenon of the Department occurs more frequently and is invalid after repeated stopping, or although it is an occasional event, the nature of the Bank seriously affects the image of the Bank inside and outside the system, after the study of the sub-branch, the "special case principle" can be adopted for the assessment work, and the deduction range can be increased, so as to correctly play the role of the restraint mechanism.

Article 9 Considering the convenience of the calculation and payment of performance wages, if due to performance appraisal reasons, the sum of the scores of the draft calculation table of all employees is greater than or less than the total score of the department, the assessment score of each employee is the coefficient of the score value of the draft calculation table multiplied by the total score of the department and the actual score.

Formula 1:

Coefficient = the sum of the total score of the undergraduate assessment ÷ the score of the department

Formula 2:

Individual assessment score = coefficient of the score value of the individual in the draft balance ×

Article 10 In order to facilitate the use of incentive mechanism and promote the spirit and behavior of employees to realize their self-worth, the performance draft table set up in this scoring method can be used as the basis for scoring and awarding special bonuses and the basic materials of employee performance files.

Article 11 Supplementary Provisions

1. Prerequisites for the implementation of assessment:

A. The staff team has been optimized in terms of ideology and morality, has the motivation of healthy competition, and can objectively judge their own weaknesses and the advantages of others.

B. The appraiser is basically fair and can implement the assessment consistently.

C. The assessment method is open, and can communicate freely at the three levels of president, section chief, and section member.

2. Conditions for stopping the assessment:

(1) When there is a major change in the performance salary appraisal plan of the head office.

(2) When the employee is dispatched or borrowed, and actually leaves the undergraduate position.

3. This assessment method was discussed and approved in the undergraduate department on July 16, 1996, and was approved by the president for trial implementation.

After reading the above draft, Chen wrote in an affirmative tone:

Under the basic premise of mastering the credit policies and credit operation methods, the loan personnel should keep close contact with the borrowers, and should keep abreast of the basic situation of the borrowers, as well as the trends of development and changes, such as: What is the current situation of the borrowers' leading groups? What is the operating conditions of the enterprises? In particular, they should grasp in detail the dynamic data of the relevant financial data of the enterprises, so that they can regularly analyze the risks that may arise in the operation of the enterprises and study countermeasures from the perspective of the banks. This requires our credit staff to visit the enterprise frequently, contact and understand the situation, and establish and deepen the relationship with the enterprise. Therefore, appropriate adjustments can be made in attendance, and attendance and grades should be combined.

Chen homework.

19 July 1996

The day after Chen gave his comments, he sent the draft of his comments to Wang Xianyao. Wang Xianyao took it home and spent a lot of time pondering it, and finally, in an appreciative tone, wrote in the upper right corner of the homepage of the summer submission:

The method is good, agree to the implementation. I hope that the comrades of the Credit Division will become the backbone of our bank.

Wang Xianyao

22/7

After reading the president's approval opinions in the summer, I felt that the two presidents were enthusiastic to support the measures of change and innovation with a mentality of hoping to open up the situation, especially Wang Xianyao's attitude was very clear.

Summer thought: This is a good condition for opening up the work situation for yourself. However, President Wang's working methods like to implement the "matrix management system", and like to integrate vertical, vertical and horizontal management, that is, he likes a flexible communication and mobile working method, so his management range is also commonly said to be "control span" is very wide. Generally speaking, the shortcomings of this method are obvious, but Wang Xianyao has done one thing very well: whenever he approves matters that have crossed the level, he will assign the party to report to the crossed level as soon as possible. Front-line middle-level cadres like Xia, who are proficient in enterprise management theory, will also consciously cooperate with him. In this way, Wang Xianyao's work methods can achieve the due efficiency and avoid middle-level cadres from suffering from internal friction because of their misgivings.

In all fairness, this is one of the reasons why Wong Hsien Yew loves summer. (To be continued.) )