The group has implemented a four-level system for the post of production team leader

Each branch (line):

As a front-line grassroots manager, the importance of the team leader has been very clear. The group has made it clear and emphasized many times in various meetings and occasions, and has also issued special notices to pay more attention. In order to make each team leader do a better job in his own post, so that the best team leaders can develop synchronously with the development of Xingfa Group to meet their needs for career improvement. However, according to the current situation, the number of positions that can be promoted by team leaders is relatively small. Therefore, after discussions at the top of the group, it was decided to implement the promotion of the original position for the really excellent team leaders, so as to achieve a system to improve comprehensive treatment and promote We continue to work hard to achieve a win-win situation for enterprises and individuals, as follows:

1. Evaluation object: production team leader.

2. Evaluation time and frequency:

The assessment is carried out once a year, and the assessment is carried out in January of the following year, and the personnel who have been assessed will start to enjoy the corresponding treatment in January of the following year.

3. Level setting and corresponding treatment (four grades from low to high):

1. Team leader: enjoy the team leader's basic work award and other prescribed treatment.

2. Intermediate team leader: The salary and bonus are 1.1 times that of the first level, and the post allowance remains unchanged.

3. Senior team leader: The salary and bonus are 1.3 times of the first level, and the post allowance remains unchanged.

4. Assistant Director: The salary and bonus are 1.5 times of the first level, and the post allowance remains unchanged.

4. The person in charge of the assessment and the members of the assessment team:

1. Person in charge: Person in charge of human resources of the branch

2. Members: the general manager and deputy general manager of the company, the human resources department, the heads of relevant departments, the representatives of relevant team leaders, and the representatives of relevant employees.

5. Evaluation procedure:

1. The factory director or workshop director is responsible for organizing all relevant supervisors to hold a special meeting to discuss and determine the candidates and the written reasons, and report to the Human Resources Department (or office).

2. The human resources department will strictly evaluate each candidate item by item according to the evaluation content, and report it to the general manager in writing (forms and other materials).

3. The general manager organizes all members of the evaluation team to hold a special meeting to discuss and listen to opinions from all sides.

4. The initial evaluation personnel shall be discussed and decided by the general manager and deputy general manager, the person in charge of human resources and the factory manager (workshop director).

5. The initial evaluation personnel will be tracked for 2 months by a special person to determine whether the evaluation is final. The evaluation personnel will notify the whole company in writing to ensure the authenticity and reliability of the evaluation results.

Sixth, assessment content: qualitative assessment and quantitative assessment are combined (different departments have different specific content).

1 Job Responsibilities Check the implementation of the job's work one by one.

2 Work results such as output, quality, consumption, personnel flow, production safety, labor discipline, on-site management, customer complaints and other data that can be quantified and compared, and divided into high and low.

3 Practice management

Ability 1. Proficiency in various operations of the department (both myself and employees).

2. Testing of training ability (on-site scoring).

3. Investigation of adaptability (such as setting up some emergencies)

4 Comprehensive assessment 1. Basic quality (potential) 2. Working hours; 3. Staff evaluation.

7. Evaluation Rules:

1. Working hours:

①The new team leader must work in the company for one year or more from the date of signing the contract.

②The team leader to the intermediate team leader must work at the original level of the company for one year or more.

③Intermediate team leaders to senior team leaders must work at the original level of the company for one year or more.

④Senior team leader to director assistant must work at the original level of the enterprise for one year or more.

2. Those who have major work mistakes, falsification, or obviously did not do well in certain aspects will be disqualified for the current year's assessment.

3. Post grades must be evaluated in order from low to high.

4. For those with special contributions, special work needs, and external recruitment who already have the corresponding working ability, the general manager can decide to make an exception for promotion after the company's discussion.

5. This system is different from advanced assessment, and should be assessed strictly in accordance with the regulations of the system.

   

Zhejiang Xingfa Chemical Fiber Group Co., Ltd.

September 22, 2011