Summary of the work of the street discipline inspection commission

Summary of the work of the street discipline inspection commission

The work summary of the street discipline inspection commission also has certain assessment criteria, which is also a statistical evaluation of the performance of an intern or leader. Then there are certain skills for work summary, so let's summarize the work of the Street Commission for Discipline Inspection for everyone.

Summary of the work of the Street Commission for Discipline Inspection 1 Fully integrating the production and operation objectives and tasks? Continuously improve the performance appraisal management system.

I. Performance appraisal work

1, department performance appraisal

At the beginning of 20021,according to the requirements of the personnel department and the center of the branch, after summing up the problems and shortcomings existing in the performance appraisal in 2020, the performance appraisal method and target responsibility book of the department were revised and improved. The new method fully combines the characteristics of the work responsibilities of various departments, and is more comprehensive, detailed, operable and practical. In the new method, the assessment office consists of five special assessment groups, which are mainly responsible for revising the responsibility book and assessment standard table, and conducting special assessments on various departments and branches; Six letters of responsibility were reduced to five, the signing subjects of two letters of responsibility were adjusted, and the work of branches and branches was strengthened; The assessment procedure was changed from the comprehensive assessment of the original assessment group to the special assessment of five special assessment groups, and the assessment results were summarized by the assessment office, making the assessment more professional and rational. The new method strengthens the organization and leadership of performance appraisal, so that the central assessment leading group, assessment office and special assessment team can fully play their roles; Further refine the special assessment standards, promote all departments to better improve the basic work, improve the standards, and improve the system execution.

The departmental assessment is based on the signed letter of responsibility and is conducted by a professional assessment team. The members of the assessment team follow the principle of fairness and justice, and implement the five-step process of "strict assessment, result appeal, summary report, leadership approval and result announcement". At the end of the year, the average score of the four quarterly assessments is taken as the annual assessment result. And the assessment results are linked with personal income, and strict assessment and hard cash are implemented, which has played the purpose of promoting the implementation of work through assessment and stimulating work enthusiasm through assessment. In the evaluation process, the person in charge of the evaluation and the personnel involved in the evaluation can treat the evaluation with due diligence, adhere to the principles and grade in strict accordance with the evaluation rules, thus ensuring the accuracy and authenticity of the evaluation results. The performance appraisal office earnestly performed its duties, organized the assessment in a timely manner every quarter, accurately collected and saved all kinds of original assessment materials, and successfully completed the mission entrusted by the performance appraisal leading group.

2, employee performance appraisal work

In terms of employee assessment, we are divided into middle-level management cadre assessment and employee assessment. The assessment of middle-level cadres is divided into two parts: 70% is linked to the departmental assessment, and 30% is scored by the central leadership at the end of the year. The grading content mainly involves five aspects: morality, ability, diligence, achievement and honesty. Staff assessment is divided into managers and skilled operators. Every quarter, the department heads rate the target completion/working methods, work efficiency, work ability, work attitude, work saturation, self-motivation/safety and environmental awareness, development potential, compliance with rules and discipline, work coordination, sense of responsibility and spiritual civilization. At the end of the year, the average score of the four quarterly assessments is taken as the annual assessment result.

In order to ensure the comprehensiveness, objectivity and accuracy of performance evaluation, we require the heads of all departments to strengthen the supervision and management of employees' work process, and record key events (main advantages and disadvantages) in the evaluation criteria. Through records, we can better find problems, guide improvement, discover the slight progress of employees in time, and give recognition, thus fully mobilizing the enthusiasm of employees.

3. Publicize the evaluation results.

After the assessment, the center will publish the assessment results in a timely manner in the factory affairs public column, and issue rectification notices to all departments, so that all departments and employees can realize their main achievements and shortcomings during the assessment. Monthly pre-cashing and year-end total cashing improve the work enthusiasm and subjective initiative of cadres and workers, pay attention to post labor and performance contribution, and link employees' income with their post responsibilities, technical level and labor performance, completely breaking many disadvantages such as seniority, superiority and inferiority, egalitarianism and so on. , so that performance pay can really motivate employees, thus improving and improving work efficiency.

Generally speaking, the performance appraisal of the center in 20 19 has achieved satisfactory results. Performance appraisal fully embodies the attention of leaders, full participation and hard work. Taking the performance appraisal as an opportunity, the system was further improved, the post responsibilities were clarified, the working relationship was straightened out, the irregularities in the work were improved, and the daily management level of the center was improved. At the same time, this assessment has further enhanced the sense of responsibility of employees and stimulated their enthusiasm for work. The results of performance appraisal also provide a basis for evaluating the performance of various departments and employees in 20 19.

Second, the main problems existing in the evaluation process and corrective measures

1. Some assessment indicators in department performance appraisal are not detailed enough, and they are not fully integrated with production and operation objectives and tasks. Rectification measures: The Central Assessment Office will organize a professional assessment team to revise the assessment indicators in the five assessment forms at the end of 2065438+2009, and organize all departments to review them.

2. Some members of the assessment team are not professional enough, and the assessment standards need to be further studied and implemented. Rectification measures: train the members of each professional assessment team and adjust some personnel according to the actual work and the nature of the work.

3. In terms of employee performance appraisal, the internal control inspection in the second quarter of the branch pointed out that "personal ethical behavior" was not explicitly included in the annual employee appraisal; The index of "professional ethics" in personal performance appraisal is not detailed enough. Rectification measures: At the end of 20 19, when organizing the annual assessment of employees, the content of "personal moral behavior" was included in the comprehensive assessment form for middle-level cadres and employees; Organize all departments to refine the assessment indicators in the "Employee Performance Appraisal Form" according to the post characteristics, and refine "professional ethics" into various indicators, and implement the new assessment form on 20 19.

4. Employees' understanding of performance appraisal needs to be further improved. Rectification measures: On 20 19, the center staff were trained in various forms to raise their awareness.

In 20 19, the performance evaluation team of the center will deeply understand the production business content of the unit, fully combine the production and operation objectives and tasks, and constantly improve the evaluation system for departments and employees. Proceeding from the interests of the center and employees, we should further revise the performance appraisal system and quantitative standards for post work, conscientiously do a good job in the performance appraisal of employees and middle-level cadres, collect employees' suggestions and opinions in time, communicate with each other, and do a good job in explanation and coordination, so as to improve the performance management of the center.

The writing process of the work summary of street discipline inspection commission 2: practice summary;

1, explaining the basic situation of the internship unit and my internship work summary.

2. Summarize the knowledge learned during the internship and your own shortcomings.

3. Summary: Through this internship, I realized.

Model essay on summary of internship work

On the morning of March 7th this year, I started my business management internship in Keli Company, a subsidiary of the Second Engineering Company of China-Hong Kong First Harbor Engineering Bureau. During the internship, under the enthusiastic guidance of the company's instructor, I actively participated in the daily management related work of the company, paid attention to comparing the theoretical knowledge of business administration learned from books with the actual work, deepened my understanding of the actual work with theoretical knowledge, verified the learned business administration theory with practice, and explored the essence and laws of daily management. The short internship life is tense and novel, and it has gained a lot. Through practice, I have a profound perceptual and rational understanding of daily management.

Looking back on my internship, I was deeply touched and gained a lot. During my internship, I deeply understood the daily management of Keli Company by watching and asking questions, and analyzed the characteristics, methods and operating rules of the company's business development. At the same time, we have a preliminary understanding of the company's service brand of "pouring tomorrow", the corporate mission of "building fine products and benefiting society" and the corporate spirit of "being pragmatic and innovative and daring to strive for first-class".

First, adhere to the management-oriented, and constantly explore the field of traditional architecture in Shandong.

Seize the good opportunity of the rapid development of the hydraulic market, further strengthen the follow-up and public relations of large-scale hydraulic projects such as Qingdao Port, Yantai Port and Rizhao Port, conscientiously do a good job in the relocation of North Shipbuilding Heavy Industry and the construction of Olympic infrastructure, and undertake projects such as Dawu of North Shipbuilding Heavy Industry, the second phase of Yantai Port Phase III, the bid section of Qingdao International Olympic Sailing Center and the eastern coastline of Rizhao Port, ensuring that traditional market strategic projects are not lost. At the same time, make full use of geographical advantages to collect information extensively, actively follow up, and undertake projects such as Dongying Port expansion and Penglai Guodian, and make new progress in the development of traditional engineering fields.

The second is to strengthen the operation of the three-in-one management system, which effectively promotes the improvement of enterprise management level.

Strengthen the operation of the three-standard integrated management system, further strengthen system inspection, style rectification and business guidance, timely rectify and track the problems found by internal audit, and establish a two-way evaluation system for grass-roots units and government departments and offices. Unqualified reports decreased by 50% year-on-year, and the coincidence rate and scoring rate increased compared with the previous year. The integrated management system of three standards operates effectively.

Iii. Adhere to the business as the leader, actively implement the "1433" business initiative, and promote the sustainable development of business.

In 2005, the company's management idea was determined as "1433", that is, it is necessary to set up an integrated management leading group, establish the operation system of four management branches, adhere to the trinity management principle, give full play to the three enthusiasm of management, and constantly explore the markets of Shandong, South China, pile foundation and land.

At the same time, through internship, I found that Keli Company, a subsidiary of the Second Engineering Company of the First Port Engineering Bureau of China and Hong Kong, also had problems:

1. The market concept and management system do not meet the requirements of the company's rapid development, and there is a gap between the pace of market development and the requirements of the company's rapid development; The management system is still not perfect, and the responsibilities and rights of the management team and personnel need to be further improved.

2. The concept of construction organization and management needs to be further changed. In the process of construction, the consciousness of construction organization and management according to the requirements of construction contract is not strong. There is a big gap between the current situation of construction management and the scientific and standardized construction management, but some of our projects are difficult to enter the state at the initial stage of construction and during the construction process, and cannot meet the requirements of the owners.

3, the cost consciousness is not strong, the level of cost control is not high, individual projects do not exist the phenomenon of extensive management and extravagant construction, and the consciousness of asking for benefits from management and scientific and technological innovation has not been firmly established, which makes our cost control still have a big gap compared with advanced construction enterprises and the market competitiveness is not strong.

4. The management system and procedures of the subcontracting team are still not perfect, and there are some phenomena in the subcontract management, such as the procedures are not connected and the management is not closed. The project department has not paid enough attention to the management of the subcontracting team, and there are weak links in the implementation of management methods and systems.

5. The consciousness of managing enterprises according to law, safeguarding rights according to law and self-protection is not strong, and the interests of enterprises can not be fully protected by legal means, especially the legal knowledge and consciousness of leading cadres in managing enterprises according to law can not meet the requirements of market economy.

The short internship passed quickly. Looking back on my internship life, I have both joy of harvest and some regrets during my internship. That is to say, the understanding of some work in enterprise management only stays on the surface, just watching people do it and listening to people tell how to do it, failing to feel and deal with some work personally, so failing to understand its essence. However, through internship, I have deepened my understanding of the basic knowledge of business administration, enriched my practical management knowledge, and made me have a profound perceptual and rational understanding of daily management. People realize that to do a good job in daily business management and personal work plan, we should not only pay attention to the study of management theory knowledge, but also closely combine practice with theory.