当前是国家电网实现“一强三优”现代化公司战略发展目标的攻坚阶段，致力于建设具有中国特色国际领先的能源互联网企业。有效的绩效考核，能够起到准确评估员工表现、促进流程优化的作用，最终促进企业目标的实现。基于全新的机遇和挑战，为确保绩效考核机制真正得以实施，需要持续改进，确保实际工作的现实需求。

随着国家政策和企业发展，目前国家电网公司的绩效考核存在着一些问题，部分一线班组工作任务繁重，员工对绩效管理缺乏正确认识，绩效考核开展状况不理想。本研究的对象为CC供电公司一线班组，首先综合利用访谈法、问卷调查法全面详细地掌握CC供电公司一线班组落实考核机制的具体流程，并基于调查结果分析对当前公司一线员工绩效考核工作开展情况、员工关于绩效考核的认知态度及诉求等有了深入了解。

通过了解和掌握CC供电公司一线班组绩效考核机制，借鉴国内外研究中关于绩效考核方法工具等成果，同时结合国家电网公司绩效考核制度有关要求，从绩效考核的对象、主体、方法、权重以及反馈应用等五个主要方面入手，参考360度绩效评估法优化考核主体，通过层次分析法，提高指标权重的科学性，优化班组级考核指标的权重，并制定了一套符合CC供电公司一线班组员工的绩效考核方案，提升绩效考核的规范性、科学性和适用性。

最后，对结果反馈及应用等依次进行优化，并从组织、人员、制度方面提出保障措施，通过改进前后对员工工作任务完成情况对比及问卷调查，使员工满意度有很大提升，工作更加积极高效，实现企业全员绩效的综合提升。

Currently, State Grid is in an aggressive stage of realising the strategic development goal of "One Strong, Three Excellent" modern company, and is committed to building an international leading energy internet enterprise with Chinese characteristics. Effective performance appraisal can accurately assess the performance of employees, promote process optimisation, and ultimately promote the achievement of corporate goals. Based on the brand new opportunities and challenges, in order to ensure that the performance appraisal mechanism is truly implemented, continuous improvement is needed to ensure the realistic needs of the actual work.

With the national policy and enterprise development, the current performance appraisal of the State Grid Company has some problems, some of the front-line work teams have heavy workloads, the staff lacks a correct understanding of performance management, and the performance appraisal is carried out in an unsatisfactory condition. The object of this study is the CC Power Supply Company's first-line team, first of all, the comprehensive use of interviews, questionnaires, comprehensive and detailed grasp of the CC Power Supply Company's first-line team to implement the assessment mechanism of the specific process, and based on the results of the survey to analyse the company's first-line staff performance appraisal work to carry out the current situation, the staff's cognitive attitudes on performance appraisal and the demand for in-depth understanding of the situation.

Through understanding and mastering the performance appraisal mechanism of CC Power Supply Company's first-line team, drawing on the results of domestic and international research on performance appraisal methods and tools, and combining the relevant requirements of State Grid Corporation's performance appraisal system, we start from the five major aspects of performance appraisal, such as object, main body, method, weighting, and feedback application, and optimise the appraisal main body with reference to the 360-degree performance appraisal method, and enhance the scientificity of indexes and weights by means of the hierarchical analysis method, to optimise the appraisal main body. The scientific nature of the weighting is optimised to optimise the weighting of the assessment indicators at the team level, and a set of performance appraisal scheme is formulated to meet the performance appraisal scheme of the first-line team employees of CC Power Supply Company, so as to enhance the standardisation, scientificity and applicability of the performance appraisal.

Finally, the feedback and application of the results are optimised in turn, and safeguard measures are proposed in terms of organisation, finance, culture and system. Through the comparison of employees' work task completion and questionnaire survey before and after the improvement, the employees' satisfaction is greatly improved, and their work is more active and efficient, so as to achieve a comprehensive enhancement of the enterprise's all-employee performance.

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