Performance evaluation scheme

A compilation of five selected essays on the performance appraisal system

In order to ensure the safe and smooth progress of things or work, it is often necessary to make plans in advance. The contents of the plan are mostly the work of superiors and subordinates or involving a large area, and are generally distributed in the form of "file headers". How should the plan be made? Here are five performance appraisal schemes I collected for you. Welcome to reading. I hope you will like them.

Performance appraisal scheme 1 In order to strengthen management, fully mobilize the work enthusiasm of each employee and strengthen the sense of responsibility of each employee, a performance appraisal system is implemented in the audit department in combination with the actual work of the audit department, so as to urge and motivate the employees of the audit department to work better and constantly improve and improve themselves. The performance appraisal system implements a deduction system, and the score of 100 per day is linked to the salary of that day; Good work performance, put forward reasonable suggestions, give extra rewards.

Reward points:

1. Work hard, and don't need to work overtime to complete tasks due to their own mistakes or underutilization of working hours, add 20-50 points.

Second, actively participate in various activities organized by hotels and group companies, and get 20- 100 points in recognition and reward.

Three, put forward reasonable suggestions and adopted 30-50 points.

Fourth, do good. Add 20- 100 points.

Five, was rated as the honorary title of excellent hotel staff plus 50- 100 points.

Penalty points:

I. Work discipline:

1, every day must be on time, do a good job of succession; Handover should be careful. Successors with unclear responsibilities will be deducted 30 points for work mistakes caused by unclear handover.

2, shall not be empty on duty, offenders according to the "employee handbook" processing, don't leave records as required, 50 points.

Second, the work attitude and sense of responsibility:

1. failed to follow up the information reviewed daily and the assigned tasks. Deduct 30 points.

2. When serving customers or cooperating with other departments, if customers or other departments complain because of poor service or unfavorable work, 50 points will be deducted each time.

3. Leave a message, communicate and coordinate the unfinished matters of each position. Insufficient communication and coordination, 30 points will be deducted for passive work.

Third, business knowledge:

1. When auditing the rent, check whether the income is too high or too low, and whether the rent of each room meets the regulations. Deduct 30 points if there is a problem.

2. Review all kinds of adjustment documents according to the report, and check whether the notices such as rent entry, store withdrawal and rent-free in the manual are complete and whether it needs to be signed and approved. 30 points will be deducted if the existing problems are not found.

3. Review the statements and bills made by the cashier, and decompose the items that do not belong to the operating income, such as compensation fees and taxes; Deduct 50 points if you don't point it out.

4. According to the daily operating income report of the night audit, check the daily cash, check and credit card income with the cashier to ensure accuracy and consistency. 30 points. Strictly review the ledger list and make a detailed ledger list to ensure that it is consistent with the number of ledgers in the operating income statement. Do a good job of handover with the receivable personnel. 30 points.

5. Audit various statements accurately, 30 points.

Fourth, the quality of work:

1, when checking the guest's check-out bill at the front desk, you should carefully check the room rate, settlement method, check-in and check-out dates, whether the relevant documents are complete and complete, and whether the filling is standardized. , and whether there is any violation of hotel regulations. If there is any problem, if it is not found in time, 20 points will be deducted each time.

2. Review all kinds of charging documents to ensure that the accounts are consistent with the facts, and check whether the charges of each document are standardized, whether they are recorded and whether the amount calculation is correct. Whether it is consistent with the report of the business department, and whether necessary follow-up and correction work have been done when errors are found. Deduct 30 points.

3. Check and count the main bill that should be "O" in the computer system every day, and deduct 20 points for any omission.

4. Make a daily income summary report according to the audit statements and bills of restaurants and guest rooms, and ensure that the report is correct. 50 points.

5. Strictly review the bills and documents to be processed to ensure that each bill and document to be processed complies with relevant regulations; Bills and documents that do not meet the requirements should be returned to the operation department, and the problems reflected by the audit should be recorded. 30 points

6. Submit the checked daily report of room commodity sales, the report of restaurant tobacco and alcohol sales and related documents to the cost department, ensure that the figures of each report are consistent with the documents, and sign the audited report for confirmation. 30 points.

7. Check kitchen orders and bar orders and submit them to the cost department. 30 points.

8. The daily audit should be checked by computer according to the kitchen high-grade raw material control table to ensure the accuracy and consistency of the data. 50 points.

The above deduction items are not enough for negligence. Violation of relevant hotel regulations to the extent of negligence shall be handled according to hotel regulations.

Performance appraisal scheme Part II I. Appraisal purpose:

Through an effective performance appraisal mechanism, the income of canteen staff is linked to their work performance, so as to improve their quality, ability and work enthusiasm. Promote communication and exchange between managers and employees, form an open, active participation and positive communication atmosphere within the enterprise, and enhance the cohesion of the enterprise.

Second, the evaluation cycle.

Monthly assessment: the work performance of the month will be assessed before the 5th of next month, and it will be postponed in case of holidays.

Annual assessment: assess the total average score of each project every year 12 months before 1.05.

Third, the main assessment indicators

For the performance appraisal indicators of canteen staff, see Detailed Rules for the Implementation of Performance Appraisal of Canteen Staff.

Fourthly, the application of evaluation results.

1, monthly assessment result score

Taking 100 as the standard, and according to the specific performance of canteen staff, the assessment results will be included in the corresponding grades as the basis for the performance salary payment of canteen staff.

(1) If the performance appraisal score is 80- 100, the performance salary of the current month will be paid at 100%;

(2) If the performance appraisal score is 70-79, the performance salary of the month will be paid at 80%;

(3) If the performance appraisal score is 60-69, the performance salary of the month will be paid at 60%;

(4) If the performance appraisal score is below 60 points, the performance salary of the current month will be deducted.

2. The annual assessment results will serve as an important basis for the promotion, resignation, year-end bonus distribution and labor contract renewal of canteen staff.

Verb (abbreviation of verb) performance salary setting

According to the per capita workload of the canteen, a fixed amount of performance pay is set every year. When the workload changes greatly (the dining staff increases or decreases by more than 20%, or the canteen staffing increases), the performance pay assessment base will be adjusted separately. Other parts shall be implemented according to the company's salary system. Performance pay assessment base is set as follows:

Basic salary structure of post salary performance salary assessment

Chef 920 900 post salary+performance appraisal salary+seniority salary+overtime salary

Help kitchen 920 600 post salary+performance appraisal salary+seniority salary+overtime salary.

(If overtime is calculated after deducting the due working hours according to the current working hours mode, the performance base can be considered as 1200800).

Sixth, the evaluation of complaints.

Canteen staff who have objections to the monthly performance appraisal can complain step by step, and the corresponding management level should give a reply within 7 working days after receiving the complaint.

Chapter III of Performance Appraisal Scheme Nurses occupy a large proportion in hospitals and have a great influence on the quality of hospital medical services. Therefore, through the implementation of performance appraisal for nurses, the benefit salary of nurses is linked with the quality of work completion, which shows that more work and more rewards, so as to improve the work initiative of nurses, stimulate their work enthusiasm and personal potential, and make the nursing team full of vitality. Let's have a look!

First, the applicable object:

This system is applicable to all on-the-job nursing staff in our hospital.

Second, the evaluation method

The total score of nurses' performance appraisal 100, including medical ethics, head nurse assessment, three-basic examination, inpatients' satisfaction, plus or minus points, etc.

medical ethics

Head nurse evaluation

The head nurse evaluates the work of nursing staff once a month. The assessment contents include ideology and morality, work responsibility, business ability, work efficiency, team spirit, communication and coordination, service attitude, safety awareness, attendance, mistakes and complaints, etc.

Three-base exam

Organize a three-basic theory exam once a month and an operation skill exam once every six months.

Inpatients' satisfaction survey (full score 100, accounting for 40% of the total performance score): the nursing department issues satisfaction questionnaires to inpatients every month.

Extra Credits

(1) If the patient is praised orally or in writing, the score will be 10 in the current month.

(2) Those who publish papers will be given 10 in the current month.

(3) Those who pass the three-basic theory test or the technical operation test will receive 5 points in the current month.

(4) Take part in the business study of the whole hospital, and add 0.5 points at a time.

Deduction item

(1) If an error occurs or a patient complains, 10 will be deducted in the current month.

(2) 5 points will be deducted if the three basics theory or technical operation test fails.

Total score of nurses' personal performance = head nurse's assessment score 30%+ nursing department's assessment score 30%+ patient satisfaction score 40%+ personal addition and subtraction score.

Third, the evaluation requirements

The head nurse should pay attention to the actual performance, be objective and fair, seek truth from facts, and (1) give a fair evaluation to every nursing staff.

Fourth, the assessment content:

(A) medical ethics

(1) heal the wounded and rescue the dying, and serve the people wholeheartedly.

⑵ Respect patients' rights and keep medical secrets for patients.

(3) Abide by the law and practice medicine honestly.

(two) the head nurse's assessment of nurses includes:

① Work completion (10)

② Business ability (10 score)

③ Work efficiency (10 score)

④ Work quality (10)

⑤ Labor discipline (10)

6. Work attitude (10)

⑦ Attendance rate (10 score)

Unity and cooperation (10)

Pet-name ruby error accident (10 integral)

Attending service attitude (10)

The full score above is 100, where 100 ~9 1 is excellent, 90~80 is good, 79~60 is qualified, and below 59 is unqualified.

Note: Excellent accounts for 30% of the total number of department nurses, good accounts for 50% of the total number of department nurses, and generally accounts for 20% of the total number of department nurses.

(3) Three-basic examination and evaluation

Satisfaction of inpatients

(5) Plus/minus points

Verb (abbreviation of verb) evaluates the result.

All assessment results are linked to the annual comprehensive assessment, and serve as one of the important bases for year-end assessment, title promotion and job promotion. The results of the annual specialist theory and operation assessment are fed back to the head nurse, who is responsible for recording them in the Manual for Head Nurses and the Manual for Nurses' Institutionalized Training, and linking them with the year-end technical title assessment. Those who fail the assessment cannot be assessed as excellent and competent (the assessment adopts the four-level system of excellent, competent, basically competent and incompetent), and those who fail to participate in the assessment without reason are assessed as incompetent.

Article 4, Article 1 of the Performance Appraisal Scheme: Purpose

In order to serve the company's long-term development, focus on the market, people-oriented, adopt cultural management, and encourage all employees to participate and develop together, this assessment method is specially formulated to strengthen the management of the workshop, achieve the company's annual scheduled business objectives, fully grasp the work responsibilities shared by each process, improve the work enthusiasm of all employees in the workshop, effectively improve the overall efficiency of the company, and realize the company's annual operating profit.

Article 2: Evaluation principle

(1) Based on the principle of safe production, safety is closely related to each of us, which is also the fundamental problem of people-oriented. Only by working safely can we create better benefits for ourselves and enterprises.

(2) Based on the principle of stable production, improve the working enthusiasm of all employees, create a harmonious working atmosphere, create stable conditions, stabilize production, ensure the completion of production indicators issued by the company, and increase income.

(3) Based on the principle of saving the cost of raw materials, we should use the least resources (people, materials and equipment) for manufacturing, and strengthen statistical and accounting cost accounting, so that the saving of raw materials can directly form economic benefits.

(4) Based on the workshop management system and assessment methods, while implementing the company's management methods and regulations, Qi Xin made concerted efforts to continuously improve, exerted collective wisdom, established the most appropriate working standards, made all work orderly, and made clear rewards and punishments through fair and transparent assessment.

(5) Take technical management as the principle and attach importance to talents. Technology and quality are the life of products. It is our customers' idea to fully guarantee the necessary quality and requirements of the next process and firmly establish the next process.

(six) all kinds of equipment to ensure the normal operation of equipment as the principle, production as the center, found the problem in a timely manner, to ensure the normal operation of equipment.

Article 3 The Qualification Workshop Employee Performance Appraisal Form (1) is applicable to the formal employees in the first-line production of the production and processing department;

(2) Persons with special contributions or skills may apply with the written approval of the Company and the Minister of Production and Processing;

(3) In principle, it is not applicable to employees who come to the company for study and internship during the probation period;

(4) Employees who violate company discipline and have written company decision documents are not applicable;

Article 4: Units of calculation

The existing team is divided into two parts: welder group and comprehensive group, and the calculation adopts the combination of timing and ton unit price. Based on the weight of each product, the working hours are allocated to the welder's working procedure and comprehensive working procedure in the form of working ticket, in which the welding working procedure accounts for 55% of the total weight unit price, and other working procedures account for 45% of the total weight unit price, but expressed in working hours (for example, the weight of a product is 1000Kg, and the unit price per kilogram is obtained by dividing the total revenue at the end of the month by the total tonnage). Welders alone account for 55% of the unit price of the product, and the other 45% is allocated to the comprehensive group in the form of working hours, which is allocated according to the actual production working hours of specific products).

Article 5: Calculation Period

During the assessment calculation period, at the beginning of each month, the performance assessment results of each group last month are calculated from 26th of the last month of the accounting month to 25th of this month, and the final scores of performance assessment meetings of each group leader, monitor and workshop director are reported to the Finance Department for processing according to regulations.

Article 6: Calculation Basis

Based on the eligibility of Article 3, all employees shall receive equal pay for equal work, and the basic salary shall be uniformly adjusted to 1400 yuan.

Only when the products pass the quality inspection and enter the finished product warehouse can they be used as the basis for extracting the unit price and working hours per ton. Semi-finished products and materials preparation shall not be used as the basis for providing unit price and working hours per ton.

If the workload is completed within the specified unit working time and meets the quality requirements, the working time shall be counted as 100%; If the workload is not completed and the time is less than two hours, it will be counted as 90% of the working time; More than four hours, 80% of the accrued working hours; If the delivery date is affected, 50% of working hours shall be counted; If the workload is not completed due to personal reasons or the workload of other processes is not completed, the working hours will not be calculated, and the corresponding working hours will be deducted and added to the workers who have completed the work, or will be used as workshop reward working hours.

The overall number of products manufactured in the workshop is large, the personal work efficiency is high, the tonnage or working hours are large, and the performance salary is naturally high. □ Performance evaluation

Article 7: Evaluation.

In addition to the assessment of working hours, workshops and teams must also assess employees in five aspects: people, machines, materials, law and environment, which requires the gradual formulation or improvement of operating rules and regulations according to the working conditions of workshops.

(1) person: check safety awareness, work attitude, execution, service awareness, implementation of company and workshop systems, etc.

(2) Machine: Check the maintenance, maintenance and use of the equipment under its jurisdiction.

(3) Materials: All staff advocate cost awareness. For the rational use of materials, measures to reduce waste will increase working hours, and for those who only seek their own convenience and waste seriously, points will be deducted.

(4) Method: Carry out production in strict accordance with the production process, firmly establish the idea of taking the production process as the center, enhance quality awareness, fully ensure the necessary quality and requirements of the next process, effectively save manufacturing time, increase the production capacity of the workshop, and improve the progress, precision and quality of products.

(5) Environment: Assess the sanitary conditions of the area under its jurisdiction, the sanitary conditions of equipment, and the orderly arrangement of articles and tools.

Article 8: Personnel evaluation

In order to improve the overall quality of the workshop, advocate a healthy atmosphere, maintain a good production order, improve labor productivity, and ensure the smooth progress of production work, according to the current actual situation of the workshop, the following items are assessed as one to seven working hours:

(a), employees in violation of the assessment items, whether workshop or team leader, must first give a warning, and immediately correct after the warning, there is no assessment, and still resolutely do not change after the warning, should be immediately assessed, and recorded in the assessment form. In principle, the workshop does not directly assess individual employees. If there are assessment items, the team will assess individuals.

(2) Employees should wear work clothes, helmets, slippers, shorts and bare backs during working hours. Not allowed at work. Offenders will be fined for working for one hour at a time.

(3) Employees shall operate in strict accordance with the quality standards, process regulations and working procedures in the production process, and shall not raise or lower the standards without authorization. Records shall be made after the operation is completed. If they don't correct in time after being warned, they will be punished by five to seven working hours.

(4), workshop staff must obey the arrangement of the workshop and team, do not obey the arrangement and scold, two working hours each time, personal attackers, seven working hours, and handed over to the company's personnel department.

(5) Establish the concept of "the next process is my user", implement the quality consciousness throughout the whole process, do not manufacture unqualified products, do not send unqualified products to the next process, and maintain and manage these conditions. In case of weakening the quality requirements, we will muddle along, ignoring the coordination and technological requirements, and only seeking our own convenience and speed. Once we find or complain, we will punish each workpiece manufactured within the scope of complaint for one to seven working hours.

(6) Carry out the concept of "putting an end to waste" in site management, adhere to the concept of "profitable operation", and be cost-conscious in any operation process. If obvious waste is found, those who persist after being discouraged will be punished for one to seven working hours according to the specific situation.

(7) The first job of the on-site staff is to "complete the production task". In order to achieve this goal, it is necessary to carry out all-round management centered on delivery date and quality standards to curb the dispersion of people, materials, equipment and methods. In this case, the workshop actively advocates all employees to take countermeasures from discovery to form a most appropriate virtuous circle. If the employee intentionally restricts the achievement of the production task by waiting, relying on, demanding, etc., as long as it is verified through investigation, it will be punished by more than seven working hours and less than forty-two working hours.

(eight) employees should keep their posts clean, and articles should be placed neatly in accordance with the provisions, and should not be placed anywhere. After work every day, they must clean the equipment and the area under their jurisdiction, and do a general cleaning (doors, toilets, windows, equipment maintenance, fans, drinking fountains, etc.) on weekends. Must be cleaned in the company). Every team leader should take responsibility, and the team and workshop will give those who are dirty and messy one to seven working hours.

Article 9: Equipment Evaluation

Brutal operation, damage to equipment should be severely punished, and the amount of punishment should be two to five times of equipment maintenance time. Find out the reason for the high failure rate of equipment for one to seven hours.

Article 10: Evaluation of rationalization proposals

In order to stimulate the imagination of all employees, gather personal wisdom and experience, and put forward improvement suggestions that are beneficial to the development of the company's production and operation, so as to reduce costs, improve quality, enhance the company's operation and boost the morale of colleagues, the company and the workshop will reward 500 yuan 10 yuan for the following rationalization suggestions according to their functions and benefits:

(a) the improvement of fixtures, operating methods, manufacturing processes, production processes and administrative efficiency of various products.

(2) Improvement and maintenance of mechanical equipment.

(three) on improving the efficiency of the use of raw materials, using alternative raw materials, saving energy and other aspects.

(four) the design, manufacture, packaging and development of new products.

(five) the recycling of waste materials and waste energy.

(six) to promote work safety and prevent personal or equipment accidents.

Article 11: "5S" learning

5S is the foundation of site management, the premise of total production management, the first step of total quality management and the guarantee of effective implementation of ISO9000.

At present, the workshop does not have the ability to carry out 5S activities. All staff in the workshop should actively learn the "5S" basic knowledge and the "5S" learning questions and answers issued by the workshop. The workshop will hold written examination from time to time, and the workshop that fails the examination will be punished according to five to seven working hours.

Article 12: Assessing responsibility

Assessment is a step-by-step assessment, with the director assessing the monitor, the monitor assessing the team leader and the team leader assessing the team members. Major mistakes should be linked. If the apprentice master fails to enjoy the apprenticeship treatment when the apprentice fails to pass the examination, the apprentice will make a major mistake and the master will bear joint liability.

supplementary terms

Article 13: Amendment

When each team or employee has doubts about this method, it will be collected by the workshop and reported to the production and processing department for clarification. If it needs to be modified, the production and processing department will put forward improvement suggestions, and the general manager will submit them to the Human Resources Department for evaluation.

Article 14: Implementation

These rules shall be implemented as of 20xx.

One of the important tasks of human resource management is to evaluate employees' job performance, so as to improve employees' work efficiency, promote employees' personal development and achieve enterprise goals. In order to do a good job in the performance appraisal of the Group, this scheme is specially formulated.

First, the purpose of performance appraisal

1. Performance appraisal provides a basis for the rise and fall of personnel. Through comprehensive and strict examination, the personnel whose quality and ability have exceeded the post requirements are promoted to the post; If the quality and ability are not up to the requirements of the current post, the post will be reduced; For those who are not good at it, we should adjust.

2. Performance appraisal provides a basis for the issuance of floating wages and bonuses. Accurately measure the "quality" and "quantity" of employees' work through assessment, so as to determine the payment standard of floating wages and bonuses.

3. Performance appraisal is a means to motivate employees. Reward the excellent and punish the poor through assessment, which will spur and promote the employees.

Second, the basic principles of performance appraisal

1, objective, fair, scientific and simple principles;

2. Based on the principle of combining stages with continuity, the data accumulation of employees' assessment indicators in each assessment cycle is comprehensively analyzed, and a comprehensive and accurate conclusion can be drawn.

Third, the performance appraisal cycle.

1, the performance appraisal cycle of middle-level cadres is semi-annual appraisal and annual appraisal;

2. The employee performance appraisal cycle is monthly appraisal, quarterly appraisal and annual appraisal.

3. The monthly assessment time is scheduled to start on 25th of each month 1, 2, 4, 5, 7, 8, 10,1,and the assessment will be reported on 5th of next month;

The quarterly assessment is scheduled to start on 25th of each month in March, June and September, and be reported on 5th of next month.

The half-year assessment is scheduled to start on June 25th, and the assessment will be reported before July 10.

The annual assessment time is from February 25th, 65438 to the following year1October 25th.

Fourth, the content of performance appraisal

1, assessment content of middle-level cadres above level 3

(1) Leadership (2) Subordinate training

(3) Morale (4) Achieving the goal

(5) Sense of responsibility (6) Self-motivation

2, employee performance appraisal content

(1) Morality: policy level, professionalism and professional ethics.

(2) Ability: professional level, professional ability and organizational ability.

(3) Diligence: sense of responsibility, work attitude and attendance.

(4) Achievements: quality and quantity of work, efficiency, innovative achievements, etc.

Verb (abbreviation of verb) implementation of performance appraisal

1. The Group establishes a performance appraisal committee to organize and deploy the performance appraisal work, and the composition of the committee will be notified separately;

2. The assessment of middle-level cadres is conducted by their superiors and the Human Resources Department;

3. Employees' assessment shall be conducted by their immediate superiors, competent leaders and human resources department.

Sixth, the performance appraisal method

1. The performance appraisal of middle-level cadres and employees adopts a combination of self-evaluation and scale evaluation in each appraisal cycle.

2. My self-assessment is to ask the appraisee to make a true statement about his work in an assessment period, and the content should meet the requirements of the current work objectives and responsibilities of this position, and explain the main achievements, problems existing in the work and ideas for improvement during this assessment period.

3. Scale evaluation method is to decompose the assessment content into several evaluation factors, then give each evaluation factor a certain score, so that each evaluation factor has an evaluation scale, and then the evaluator uses the scale to evaluate the performance of the evaluation object in each evaluation factor, multiply it by the corresponding weight, and finally summarize and calculate the total score.

4. According to the principle of combining stages with continuity, the scores of employees' monthly assessment should be included in the scores of quarterly assessment results according to a certain proportion; The quarterly assessment score should also be included in the annual assessment score according to a certain proportion. The specific calculation formula of the assessment result score of each assessment cycle is as follows:

Score of assessment results in the first quarter =( 1 month assessment score+February assessment score) ×20%+ assessment score in this quarter× 60%.

Score of assessment results in the second quarter = (assessment score in April+assessment score in May) ×20%+ assessment score in this quarter × 60%.

Score of assessment results in the third quarter = (July assessment score+August assessment score) ×20%+ this quarter assessment score × 60%.

Annual assessment score = (first quarter assessment score+second quarter assessment score+third quarter assessment score) ×5%+ (1October assessment score+1month assessment score )× 5%+annual assessment score× 75%.

5. After filling in the personal self-evaluation form and evaluation scale, summarize and submit them to the Human Resources Department together with the summary calculation of the evaluation results of each cycle.

Seven, performance appraisal feedback

Each appraisal executor should listen to the appraisee's opinions on performance appraisal according to the specific circumstances of the appraisal results, and report the opinions to the Human Resources Department of the Group.

Eight, the application of performance appraisal results

The Human Resources Department shall summarize and analyze the assessment results, and coordinate the department leaders of various companies to adjust the floating salary, bonus distribution and job promotion of the assessed according to the assessment results.

1, floating salary adjustment. If the total score of the assessed is higher than the average score of the employees, the floating salary will rise in excess proportion; If the total score of the assessed is lower than the average score of employees, the floating salary will be lowered according to the gap ratio; Equal to the average score without adjustment.

2, bonus payment by the competent leadership according to the assessment results to determine the payment standard, but must ensure that the total amount of bonuses paid in full, shall not be deducted from the bonus.

3. The promotion and adjustment of middle-level cadres' positions shall be decided by the general manager's office meeting according to the assessment results; The post adjustment of employees is decided by the competent leaders of each company and reported to the Human Resources Department for the record. The promotion of employees to middle-level cadres shall be decided by the general manager's office meeting.

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