本文在对国内外员工绩效评估研究现状进行全面了解的基础上，运用绩效评估和层次分析法对GX供电公司管理人员绩效考核体系现状及问题进行了研究，通过对GX供电公司的管理人员绩效考核的计划方案的设计优化，并提出GX供电公司管理人员绩效考核计划下一步如何实施和如何保障。研究GX供电公司管理人员绩效考核问题，对于进一步推动GX供电公司经济效益的提高、企业的高质量发展意义重大。具体研究内容和结论如下：

    本文在介绍GX供电公司概况、人员构成的基础上，阐述和分析GX供电公司管理人员绩效考核存在问题和目前现状，从绩效考核理念，绩效考核全过程和绩效考核方法的特点出发，分析了造成上述问题的深层次原因。GX供电公司绩效考核流程不全面、不合理的问题，通过优化绩效考核流程来解决；GX供电公司绩效考核结果应用率不高、缺乏考核反馈的问题，通过优化绩效考核结果来解决；GX供电公司绩效考核体系设置不合理，通过设计GX供电公司管理人员绩效考核指标体系来解决；GX供电公司绩效考核指标权重主观性强，通过重新设置业绩、能力、行为指标及其权重的方式解决。从GX供电公司绩效考核前期的准备，绩效考核过程中的监控，绩效考核结束后的后评估和反馈，以及制度建设、员工参与、沟通机制等几个方面对GX供电公司管理人员绩效考核的优化工作提供了有效的支撑，确保了GX供电公司绩效考核优化的顺利实施。

Based on a comprehensive understanding of the current status of employee performance evaluation research at home and abroad, this paper uses performance evaluation and analytic hierarchy process to study the status and problems of the performance evaluation system of GX Power Supply Company’s management personnel. The employee performance evaluation plan is optimized, and it is proposed how to implement and ensure the next step of the plan. It is of great significance to further promote the economic benefits and the high-quality development of GX Power Supply Company. The specific research contents and conclusions are as follows:

Upon the introduction of the GX Power Supply Company's overview and personnel composition, this article expounds and analyzes the problems and current status of the employee performance evaluation of the company. On the basis of characteristics of the performance evaluation concept, the entire process of performance evaluation and the evaluation method, it analyzes the deep-seated reasons for the above problems. The problem of incomplete and unreasonable evaluation process can be solved by optimizing the process. Low application rate of evaluation result and lack of evaluation feedback can be solved by optimizing the performance evaluation result. The unreasonable setting of the performance evaluation system can be solved by designing the performance evaluation index system for the management personnel. GX Power Supply Company has a strong subjectivity in the weight of performance assessment indicators, which can be solved by resetting performance, ability, behavior indicators and their weights. The paper provides effective support for the optimization of employee performance evaluation in the company, including the preparation, process monitoring, result appraisal and feedback, as well as system construction, employee participation, communication mechanism, etc. It also ensured the smooth implementation of the performance evaluation optimization of GX Power Supply Company.