Salesman Rules and Regulations

Chapter 1 Entry Guide

Section 1 Entry and Trial

1. Employment principles: focus on selection, potential, and moral character.

2. Recruitment conditions: Qualified applicants should have the age, education, major, professional qualifications and other conditions required for the position to be applied for, as well as professionalism, collaboration, learning and innovation.

3. Onboarding

Section 2 Attendance Management

1. Working Hours The company works five and a half days a week, and employees’ normal working hours are 7.5 hours a day. . Among them:

Monday to Friday: morning: 8:30-12:00

Afternoon: 13:30-17:30 is working time

12 : 00-13:30 is lunch break

Saturday: morning: 8:30-12:00 is working time

The work and rest time of the department that implements the shift system has been reviewed by the personnel department implementation.

2. Attendance

1. All full-time employees must strictly abide by the company's attendance system. They clock in personally when going to and from get off work (no clocking in during lunch break), and are not allowed to clock in on behalf of others. 2. Being late, leaving early, and being absent from work (1) Those who are late or leave early within 30 minutes will have their salary deducted by RMB 10 each time.

For more than 30 minutes but less than 1 hour, RMB 20 will be deducted from salary each time.

Anyone who will be absent for more than 1 hour must apply for leave in advance, otherwise it will be treated as absenteeism. (2) If a worker is late or leaves early five times in a month, he or she will be counted as absenteeism once after deducting the corresponding salary. A day's double salary will be deducted for any absence from work. Anyone who is absent from work for three days or more during the year will be dismissed. 3. Asking for leave (1) Sick leave

a. Employees must call the department head within 30 minutes before starting work, that is, 8:30-9:00. If they ask for leave for more than one day, they must return to work after recovering from illness. A medical certificate from a hospital at or above the district or county level is required. b. Employees who take leave due to infectious diseases or other major illnesses must present a recovery certificate issued by a hospital at or above the district or county level when returning to work. After approval by the personnel department, the company will provide work arrangements. (2) Personal leave: In case of emergencies, you can inform the department head for approval by yourself or by entrusting others to do so. For other leave requests, you should fill in the "Leave Request Form" and submit it to the personnel department for record after being approved by the responsible leader. Discuss. No salary will be paid during personal leave. 4. Business trip (1) Employees should fill in the "Business Travel Application Form" before going on a business trip and submit it to the responsible leader for approval, and then report it to the human resources department for record. Otherwise, attendance will be measured as personal leave. (2) In principle, business trip personnel must return within the specified time. If an extension is required, the department head should be notified. After returning, the reason should be noted on the "Business Travel Application Form", and it will be counted as a business trip after the signature of the responsible leader.

5. Approval authority for business trip leave: within three days, it shall be approved by the direct superior; if it exceeds three days and within ten days, it shall be approved by the next-level superior; if it exceeds ten days, it shall be reviewed by the human resources department and approved by the president. Company employees are reviewed by the personnel department of the company where they work and approved by the general manager. 6. Overtime work (1) If you work overtime, you should fill in the "Overtime Form" and submit it to the personnel department for record after approval by the department head. Otherwise, overtime pay will not be calculated. Overtime working hours are based on the attendance and punch-in time, and are calculated based on the standards agreed in the "Labor Contract" in days.

(2) Overtime pay is calculated according to the following standards:

Overtime pay on working days = number of overtime days × base number × 150 %

Overtime pay on rest days = number of overtime days × base number (4) Overtime pay will not be calculated for temporary workers, part-time workers, department heads (including) and above managers within the company. (5) The overtime pay calculation method for employees and drivers who implement shift systems will be separately stipulated. 7. Attendance records and inspections (1) The person in charge of attendance must report the attendance of the company’s employees in the previous month before the fifth day of each month (extension in case of holidays). After review by the department leaders, report to the personnel department for summary and accurate attendance Sexually responsible. (2) The personnel department exercises the right to inspect the company's attendance, and the leaders of each department exercise the right to inspect their own departments. Inspections are divided into routine inspections (at least twice a month) and random inspections. (3) Once found to have committed fraud in attendance, a fine of more than 100 yuan will be imposed. If the circumstances are serious, the employee will be dismissed.

Section 4 Personnel Changes

1. Transfer Management

1. The transferring department shall fill in the "Employee Internal Transfer Notice", and the transferring department shall fill in the "Internal Employee Transfer Notice". The transfer of personnel above the department manager shall be approved by the president (or the general manager of subsidiaries) for approval. 2. After approval, the HR department should notify me in writing in advance and issue a notice of personnel changes. 3. Ordinary employees must complete the work handover procedures within three days, and department heads must complete the work handover procedures within seven days.

4. The employee shall take up his new position on the designated date. The personnel department shall archive relevant documents for future reference and replace the information in the information management system. 5. The HR department will conduct personnel assessments based on the employee's job responsibilities in the new job and evaluate the employee's change results.

2. Resignation Management

1. When a company employee resigns for any reason, he or she should submit a "Resignation Application Form" to his direct superior 30 days in advance, and then forward it to the human resources department for review after approval. , the resignation of senior employees, department managers and above must be approved by the president. 2. After receiving the employee's resignation application report, the personnel department is responsible for understanding the true reason for the employee's resignation and feeding the information back to the relevant departments to ensure timely targeted work improvements. 3. Employees fill out the "Resignation Procedure Checklist" and handle the work transfer and property return procedures. 4. The HR department counts the attendance of resigned employees, calculates the salary they should receive, and handles social insurance changes. 5. Employees go to the Finance Department to handle relevant procedures and receive their salaries. 6. The HR department will archive the "Resignation Procedure List" and other relevant materials for future reference, and replace employee information.

3. Dismissal management 1. Please refer to Chapter 1, Section 2, VI.1 and VI.2 of this manual.

2. When the department dismisses an employee, the direct superior shall submit it to the personnel department. The "Resignation Application Form" shall be submitted to the president for approval after review. 3. The HR department notifies employees one month in advance and issues a "Resignation Notice" to them. 4. Employees should complete the work handover procedures and property return procedures before leaving the company; employees should go to the Finance Department to handle relevant procedures on the agreed date and receive salary and severance compensation. 5. If employees make trouble unreasonably, entangle leaders, and affect the company's normal production and work order, the company will refer it to the public security department for handling in accordance with the relevant provisions of the "Public Security Management Punishment Regulations". 6. After dismissing an employee, the HR department should promptly archive relevant information for future reference and replace employee information.

Chapter 2 Code of Conduct

Section 1 Professional Code

1. Basic Principles 1. The company advocates an upright, honest and dedicated professional ethics and requires all employees to Employees consciously abide by national policies, regulations and company rules and regulations. 2. All employees’ job behaviors must focus on the interests of the company and be responsible to society. Do not do anything that damages the company's image or reputation. 3. The company advocates simple, friendly, frank and equal interpersonal relationships. Employees should respect each other and cooperate with each other. 4. Employees with family relationships within the company should avoid engaging in business-related work. 2. Employees cannot engage in the following activities without the authorization or approval of the company's legal representative: 1. Inspecting, negotiating, and signing contracts in the name of the company 2. Providing guarantees or certifications in the name of the company 3. Expressing opinions and information to the news media in the name of the company 4. Attend public events on behalf of the company

3. The company prohibits part-time work under the following circumstances: 1. Using the company’s working time or resources to engage in part-time work 2. Working part-time for the company’s business-related units or business competitors 3. Part-time work is harmful to the company The unit constitutes commercial competition 4. Part-time work affects the job or damages the company's image

4. The company prohibits personal investment in the following situations: 1. Participating in the management of business-related units or commercial competitors 2. Investing in the company 3. Providing benefits to investment targets in the context of their positions 4. Engaging in the above three investment behaviors in the name of immediate family members

5. When employees are in external business contacts, if Any kickbacks or commissions must be turned over to the company's finance department, otherwise it will be considered corruption.

6. Obligation of confidentiality: 1. Employees are obliged to keep the company’s business secrets and must properly keep confidential documents they hold. 2. Employees are not allowed to provide confidential company documents, technical formulas, processes and other undisclosed operating conditions and business data to external parties without authorization or approval.

Section 2 Code of Conduct

1. Clothes and hairstyles during work must be neat, generous and decent, and odd or overly revealing clothing is prohibited. Men are not allowed to have long or weird hair, and women are not allowed to have weird hairstyles or heavy makeup.

2. Do not engage in activities unrelated to your position during office hours. You are not allowed to eat snacks, sleep, do personal work, browse non-work-related websites, or read non-work-related books and newspapers during office hours.

3. Smoking is prohibited in the office area and the office area should be kept clean and tidy at all times.

4. When answering calls in the office, you should use Mandarin. First use "Hello, XX company" and pay attention to using polite language during the call. If the party concerned is absent, the records should be recorded and conveyed on behalf of the parties.

5. Chatting between posts during work is prohibited, and no loud noises are allowed in the office area.

6. Comply with telephone usage regulations and avoid personal phone calls during working hours. If necessary, the presentation should focus on important matters and chatting on the office phone is prohibited.

7. When receiving stationery, the name and quantity should be registered and signed by the recipient. It is strictly prohibited to take any office stationery home for private use. Employees are obliged to take good care of all company office stationery and use it sparingly.

8. Private information may not be printed, copied or faxed in the company.

9. Without obtaining permission, you are not allowed to use other people's computers, and you are not allowed to look at other people's office materials and items at will. Information that needs to be kept confidential must be kept by the data holder in accordance with regulations.

10. Actively cooperate with colleagues to carry out work according to the company's needs and responsibilities, and shall not delay, shirk or refuse; when others inquire about matters that are not within the scope of one's responsibilities, one should inform the consultee of what one knows and shall not ignore them. .

11. In order to ensure the efficient operation of the company, employees are obliged to follow the following three principles at work:

1. If the company has corresponding management regulations and they are reasonable, follow the regulations. . 2. If the company has corresponding management regulations, but the regulations are unreasonable, employees need to follow the regulations and make timely suggestions for modifications to the department that formulated the regulations. This is the employee's right and obligation. 3. If the company does not have corresponding regulations, employees can suggest formulating corresponding systems while asking for instructions.

Section 3 Rewards and Punishments

1. Types of Rewards and Punishments

Rewards and punishments are divided into two categories: administrative and economic. Among them: administrative rewards include praise, credit, great merit, promotion or advancement, and economic rewards include salary increases, bonuses, prizes, and paid holidays. Administrative penalties include warnings, demerits, major demerits, and expulsion; economic penalties include salary cuts, fines, and withholding of bonuses.

II. Reward conditions 1. Those who maintain the honor of the group, pay attention to the interests of the group, and have specific deeds 2. Those who have outstanding research and creation achievements and have made significant contributions to the company 3. Those who propose specific improvements in production technology or management systems Plans or rational suggestions, those who have achieved results after adoption 4. Those who actively participate in company collective activities and perform well 5. Those who save materials and funds, or have effective use of materials 6. Those who encounter sudden changes, have the courage to be responsible and handle them appropriately 7. Those who Those who have published articles in publications at or above the municipal level in the name of the company 8. Those who have made contributions to society and won honors for the company 9. Those who have other special merits or good behaviors and have been reported to superiors by the department head to pass the assessment

3. Punishment Conditions

1. Those who commit crimes and violate criminal laws; 2. Those who use the name of the company to cheat and seek illegal benefits, causing significant damage to the company's reputation; 3. Embezzlement, misappropriation of public funds or theft, intentional damage to the company or 4. Those who make false reports, tamper with records without authorization, or falsify various annual reports, statements, and personnel information 5. Those who leak scientific research, production, and business secrets 6. Those who abuse and beat colleagues and leaders, create trouble, and verify the truth 7. During working hours Those who disrupt work and production order by fighting or drinking. 8. Those who disrupt on-site work order or violate safety regulations. 9. Those who fail to perform their duties conscientiously, causing losses. 10. Those who lose important documents, objects and tools for management, and waste public property. 11. Those who chat and play or engage in things unrelated to work 12. Those who leave their jobs without authorization during working hours, causing mistakes in their work 13. Those who cause damage to facilities, equipment or materials or injure others due to negligence 14. Those who fail to do anything in the event of an accident at work Those who notify relevant departments in a timely manner 15. Those who fail to complete instructions with a deadline without justifiable reasons 16. Those who refuse to accept the leadership's suggestions and critics 17. Those who do not participate in training courses arranged by the company without reason 18. Those who are found to be harming the interests of the company and let it go 19 , Neglect of duty or violation of other company rules and regulations

IV. Relevant provisions on rewards and punishments

1. Administrative rewards and economic rewards can be implemented at the same time, and administrative penalties and economic penalties can be implemented at the same time. , the severity of rewards and punishments will be determined as appropriate. 2. Rewarded employees will be given priority when the following situations occur: (1) Participation in various social activities held or participated in by the company (2) Learning and training opportunities (3) Job promotions and salary increases (4) Company senior management Year-end interviews with leaders

3. The merits and demerits within one year can be offset, but the merits of the past cannot offset the demerits of the future. The merits and demerits that can offset each other are as follows: (1) One major demerit and one great merit (2) One demerit and one credit (3) One warning and one praise

4. Three praises are equal to one credit and three credit It is equal to one great merit, and three demerits is equal to one great demerit.

5. Rewards and punishments for employees at all levels are determined by the department or supervisory department that lists the facts and fills out the "Reward and Punishment Declaration Form". Rewards and punishments for employees at the group headquarters and intermediate-level and above employees in each subsidiary are verified by the personnel department and credit is recorded ( The above rewards and punishments must be approved by the president. The rewards and punishments of other employees of the subsidiary shall be verified by the human resources department and approved by the general manager.

6. All rewards and punishments must be notified to the individual in writing, announced as appropriate, and recorded and filed at the same time as the basis for performance appraisal. If the punished employee is dissatisfied, he or she may appeal in writing to the HR department within 7 working days. The HR department will feedback the results to the complaining employee after verification.

Chapter 3 Salary and Welfare System

Section 1 Salary

1. Salary

1. Principle: Based on contribution, ability, Attitudes and responsibilities are the basis for allocation, and the principles of distribution according to work, priority on efficiency, and consideration of fairness and sustainable development are followed.

2. Applicable objects: all regular employees of the company.

3. Salary composition: basic salary (including seniority salary and academic salary), position salary, performance salary, commission salary, and bonus.

(1) Job wages are determined based on the job position and the skills required for the position. Different positions correspond to different job salary levels.

(2) Seniority wages are determined based on the employee’s actual working time and the employee’s working time in the company.

(3) Educational salary is determined based on the academic level of the employee.

(4) Performance pay is determined based on the company’s employee evaluation results.

4. Salary system

(1) Annual salary system. Applicable to the company’s president, vice president and other special talents approved by the president. Total salary = basic salary + year-end bonus.

(2) Commission salary system. Suitable for those working in marketing. Total salary = fixed salary + performance salary + commission salary + year-end bonus.

(3) Structural wage system. Applicable to middle-level managers, production technicians, functional personnel, and logistics managers. Total salary = basic salary + performance salary.

(4) Fixed salary system. Logistics staff whose workload is easily measurable.

(5) Hourly wage system. It is suitable for production operators whose workload fluctuates greatly. Total salary = basic salary + performance salary + hourly salary.

(6) Salary for new employees: During the probation period, it is generally set at 70% of the first salary in the salary grade of the recruitment position. There is no floating salary during the probation period.

5. The company pays salaries based on actual working days. The payment date is the 15th of each month, and the salary for the previous month is paid. If there is a holiday, it will be postponed to the nearest working day. Employees during the probationary period receive it in cash, and regular employees receive it in the form of personal bank accounts.

2. Adjustment Mechanism

1. The group’s salary management is based on the actual development of the company and combines market salary levels with the supply and demand of human resources to implement “market-based dynamic salary management”. The Management Committee holds a "salary negotiation" at the end of each year. Based on the company's performance and changes in wages in the same industry, the HR department puts forward suggestions for rationalizing salary levels and then submits them to the Management Committee for review.

2. Basis for employee salary level adjustment:

(1) Company-wide salary adjustment. The company-wide employee salary levels will be adjusted accordingly based on operating performance and significant changes in the comprehensive social price level.

(2) Incentive salary promotion. Its targets are those who have outstanding performance in their jobs and have made outstanding achievements in promoting enterprise management and improving economic benefits.

(3) Rank change. If an employee's rank changes, his or her basic salary within that rank will be adjusted accordingly.

(4) Employees whose work performance is low during the year-end assessment will have their job salaries reduced.

(5) Raise or lower employees’ job salaries based on their current performance, so as to motivate outstanding employees and supervise underachievers in a timely manner.

3. For position salary promotion, the new position salary will be implemented from the first day of the next month when the company issues the relevant notice; the position salary downgrade will be implemented from the month when the company issues the relevant notice.

Section 2 Welfare

1. Holidays (1) Rest days: All employees of the company enjoy rest days outside of legal working hours. (2) Statutory holidays: All employees are entitled to the following 10 days of paid (considered as working) holidays every year: a. New Year’s Day (January 1 in the Gregorian calendar) b. Spring Festival (the first, second and third day of the Lunar New Year) c . Labor Day (May 1, 2, and 3 in the Gregorian calendar) d. National Day (October 1, 2, and 3 in the Gregorian calendar) e. Women’s Day (March 8, female employees have half a day off) (3 ) Marriage leave: When a regular employee who has worked in the company for 12 consecutive months (from the date of becoming a regular employee) gets married, he or she can apply for 14 days of paid leave (including rest days) with the marriage certificate. (4) Maternity leave: Any regular female employee who has worked continuously for the company for 12 months (from the date of becoming a regular employee) can apply for 90 days of paid maternity leave (including rest days and statutory holidays) with a hospital certificate, and 120 days for natural childbirth in the case of delayed childbirth. , dystocia lasted for 135 days. Late childbearing is defined as first childbirth for men over 26 years old and for women over 24 years old. (5) Nursing leave is 7 days for male employees and 15 days for those with late childbirth (limited to the woman’s maternity leave, including rest days and statutory holidays). (6) Sympathy leave If a company employee’s immediate family members (referring to spouse, children, parents and spouse’s parents) unfortunately pass away, they may apply for 5 days of paid sympathy leave. For immediate family members who are out of town, paid road leave will be provided in addition, and travel expenses will be borne by themselves. (7) Work-related injury leave: Leave due to work-related injury is regarded as work. The specific situation shall be handled in accordance with national social insurance regulations. (8) Public holidays If employees participate in voluntary or public welfare activities stipulated by national laws, or participate in entrance or qualification examinations related to their jobs, and if approved by their department and the personnel department, they can be paid based on working hours. (9) Paid sick leave. Sick leave for more than three days must be based on a medical certificate issued by a hospital at or above the county or district level.

Among them, sick leave for less than ten days is calculated as sick leave pay at the rate of 80% of the basic salary, and for sick leave lasting more than ten days, the sick leave salary is calculated at 50% of the basic salary. The determination of the medical period shall be carried out in accordance with relevant national regulations. (10) Vacation regulations: Employees must report the type and time of their intended vacation to their direct supervisor and the human resources department 15 days in advance, and negotiate specific arrangements for vacation. Due to work reasons,

If you are unable to take the above (3)-(7) holidays, you will be given wage subsidies based on the overtime standards for rest days. 2. Insurance: The company provides social insurance such as pension, work-related injury, maternity, and medical insurance for regular employees. 3. Congratulations and memorial ceremony

(1) When a regular employee gets married, the company will give a wedding ceremony of RMB 300. (2) If an immediate family member of a regular employee dies, the company will pay a memorial ceremony of RMB 300. 4. Holiday fees: The company will issue congratulatory payments or gifts on legal holidays or company anniversaries depending on the business situation. 5. Health examination: The company funds every two years to conduct physical health examinations for employees who have worked for one year. 6. Employee activities: The company holds various employee activities from time to time.

Chapter 4 Training, Assessment and Development

Section 1 Training Management

1. Training Purpose: Shape corporate culture, promote value-added human resources, and improve operations performance.

2. Training principles: Combining employee training needs with company development needs.

3. The permanent organization of the company’s training management is the training group, which is affiliated to the Human Resources Department: Except for the training and development director, all other positions are part-time personnel, selected by the Human Resources Department within the group.

4. Company training is divided into first-level training and second-level training.

1. The first-level training is sponsored by the Human Resources Department, which is responsible for the management training of the group’s intermediate and above personnel (including general managers of branch companies), self-management training of group headquarters employees, pre-employment training for new employees, and outbound training, etc. . 2. Second-level training is sponsored by each center or branch company of the group and is responsible for business training, on-the-job training and outbound training of the unit. After the training is completed, the training must be reported to the Human Resources Department. 5. Training points system 1. At the beginning of each year, the training team will determine the training courses and corresponding credits based on the company's development strategy and training demand survey results. Those who participate in the training and pass the assessment will receive credits. The training team also establishes training files for each student to record annual training test results and points. 2. The training points standard for each position will be adjusted annually by the training team. The formal employee performance appraisal will be based on the individual's training points throughout the year. The performance appraisal of those whose points do not meet the standard will be affected. Employees who are promoted must obtain training points to qualify for the grade to be promoted, otherwise they will only be promoted to acting positions. 3. Training for all employees of the company and important training required by special requirements, regardless of whether the points are up to standard, all must be attended. 4. The personnel department will strictly control attendance for the training courses prescribed by the company. You are not allowed to be late for no reason, leave early, or be absent from class. If you are unable to participate due to special circumstances, you should apply for leave from the human resources department.

VI. Employee self-training

1. The company encourages employees to use their spare time to participate in academic degree examinations, professional title examinations, and professional qualification examinations related to their jobs. If the qualification examination really needs to occupy working time, it can be treated as a public holiday after being reviewed by the person in charge of the personnel department with a certificate from the training and examination institution.

2. When employees participate in academic education or training related to their position on the job, if they really need to occupy Saturday working hours, they can present their enrollment certificate and review and approve it after being reviewed and approved by the person in charge of the department and the personnel department. Public holiday processing. However, when there are temporary important work arrangements or work needs, you should obey the company's arrangements. 3. For those who have obtained higher academic degrees, professional titles, and qualifications, the company will use them as an important basis for employee promotion.

7. Training Expense Reimbursement

1. The Human Resources Department formulates a first-level training expense budget based on the annual training plan and submits it to the president for approval. 2. The budget for secondary training expenses shall be submitted by each department and branch company of the group according to the training plan, and shall be submitted to the president for approval after review by the Human Resources Department. 3. The cost of overseas training for the group headquarters is within 1,000 yuan, and shall be approved by the Human Resources Department, and the cost of more than 1,000 yuan shall be reviewed and approved by the president; if the cost of overseas training for subsidiaries is within the budget, it shall be reviewed and approved by the general manager of the company. Those whose training expenses exceed RMB 1,000 are required to sign a "Training Agreement" with the company to agree on the service period. After the training, the training materials and original certificates will be archived by the training team. The expenses can only be reimbursed after being signed by the training supervisor.

4. If an employee does not work for the company for the period specified in the "Training Agreement" after training, the company has the right to pursue corresponding responsibilities according to the agreement.

Section 2 Performance Appraisal

1. Purpose of Appraisal 1. By analyzing and evaluating employees’ abilities, efforts and work performance, grasp employees’ work execution and adaptation status, and determine talent development principles, policies and education and training directions, rationally allocate personnel, and clarify the direction of employees' work.

2. Ensure the efficient operation of the company.

3. Give full play to the incentive mechanism, achieve fair, reasonable and democratic management, stimulate employees' work enthusiasm and improve work efficiency.

2. Evaluation principles

1. Performance-oriented principle.

2. The principle of combining qualitative and quantitative assessment.

3. The principles of fairness, impartiality and openness.

4. Principle of multi-angle evaluation.

3. Evaluation cycle

1. Monthly evaluation: The main content of the monthly evaluation is the work performance and work attitude of this month. Monthly evaluation results are directly linked to salary. Production personnel undergo monthly evaluations. 2. Quarterly evaluation: The main content of quarterly evaluation is the work performance and behavioral performance of this quarter. Quarterly evaluation results are directly linked to the monthly floating salary for the next quarter. The annual evaluation will be conducted directly in the fourth quarter. Business personnel, marketing personnel, technical research and development personnel, and management personnel (except senior managers) conduct quarterly evaluations. 3. Annual evaluation: The main content of the annual evaluation is the current year's work performance, work ability and work attitude, which is a comprehensive and comprehensive evaluation. The annual evaluation serves as the basis for promotion, elimination, evaluation and calculation of year-end rewards. All employees of the company undergo annual appraisals.

4. Evaluation procedures: Relevant evaluators provide evaluation opinions to the person being evaluated. The personnel department will summarize the evaluation results and submit them to the evaluation committee for approval. The direct superior of the person being evaluated will submit the approved evaluation results. Provide feedback to appraisees and discuss and provide guidance on their performance and progress. The personnel department files the evaluation results and uses them to calculate performance pay and bonuses.

5. Result grading: The assessment is divided into five levels, namely excellent, good, medium, basically qualified, and unqualified. The next-level superior will determine the assessment grade based on comprehensive consideration of the number of personnel in the department under his/her charge, but "excellent" shall not exceed 10% of the total number of people in charge, and the sum of "excellent" and "good" shall not exceed 30% of the total number of people in charge.

Excellent grade, basically qualified, unqualified

Definition exceeds the regular requirements of the position; completely exceeds expectations to achieve work goals and fully meets the regular requirements of the position; fully achieves work goals and exceeds them Comply with the regular requirements of the position; achieve the work goals with quality, quantity and on time. Basically meet the regular requirements of the job, but there are some shortcomings; basically achieve the work goals, but there are some shortcomings. Do not meet the regular requirements of the job. Unable to achieve the work goals. Score 90 points or more 80 points -89 points, 70-79 points, 60-69 points, 60 points or less

6. Use of results The evaluation results can be used as the basis for the following types of personnel work: 1. Job promotion: Excellent in annual evaluation or for two consecutive years Employees with good annual evaluation scores will be prioritized for job promotion. 2. Job downgrade: Employees who fail the annual evaluation once or have basically passed the annual evaluation for two consecutive years will be administratively demoted. 3. Salary promotion: Employees who are rated as excellent in the annual appraisal or rated as average or above in the annual appraisal twice in a row will be promoted within the salary level. 4. Downgrade: Those who fail the quarterly evaluation twice in a row will have their salary downgraded; those who fail the year-end evaluation or have basically passed the annual evaluation for two consecutive years will have their salary downgraded. 5. Training: Based on the results of performance statistical analysis, formulate a training plan and carry out focused and targeted training. 6. Career development guidance: Revise employee career development design based on performance statistical analysis results and two-way communication.

7. Appeals and Handling

If the person being evaluated has any objection to the evaluation results, he or she may appeal directly to the Management Committee. After receiving the complaint, the Management Committee must organize a review of the content of the complaint within one week and notify the complainant of the results.

Section 3 Career Development

1. The company provides continuous development opportunities for each employee and encourages employees to continuously improve themselves through work and self-study. In the event of job vacancies, employees with dedicated, collaborative, learning, and innovative spirits will receive priority promotion and development opportunities.

2. Combining personal strengths and job responsibilities in the company, employees fill out the "Employee Career Development Plan Form" and "Employee Capability Development Requirements Form", and the HR department assists the employee's department to establish a career development file for each employee. .

3. The HR department sets the level based on the new employee’s job title, academic qualifications and adjusted position before joining. After passing the probation period, the department head will determine the recommendation for full-time promotion and grading based on work ability and performance.

4. After new employees join the company, the department head will serve as a career counselor to help the new employees clarify their career development direction and promote their personal development. The coachee's work performance and future career development in the company will become one of the indicators for evaluating department heads.

5. Employee career development channel

Position level Management type Professional and technical business type 1 Senior management staff Senior XX division Senior salesman 2 Middle management staff Senior XX division senior salesman 3 Grassroots management staff: XX division 2 salesman 4 Assistant XX division first level salesman 5 XX junior salesman

6. If the following conditions are met, employees will have the opportunity to be promoted:

1. Good professional ethics 2. Outstanding work performance 3. Strong work ability 4. Familiar with the job to be promoted 5. Last year's assessment score was "good" or above 6. Complete the required training points

Chapter 5 Employees Rights and interests

1. Labor safety

1. The company provides employees with a safe working environment and necessary labor protection.

2. Employees who stick to their posts under disaster conditions should evacuate to a safe area when their personal safety is in danger. 3. Employees who keep the company's property should immediately take effective measures to protect the company's property after receiving the early warning signal on the premise of ensuring their life safety.

II. Protection of rights: 1. Employees enjoy the legal provisions The company respects and protects the rights to consultation, suggestion, appeal and reservation of opinions given by the company's system.

2. Employees have the right to lodge complaints (complaints) in order to receive fair treatment in the following situations: (1) believe that personal interests have been unduly violated; (2) dissatisfaction with the decision; (3) ) Have different opinions on the company’s operation and management measures; (4) Discover violations of the company’s regulations;

3. Complaint methods: (1) Appeal level by level or to the company’s human resources Departments, the Group Supervisory Committee, and even the president file complaints (complaints);

(2) Complaints (complaints) can be made in writing or in person; (3) The "complaint" must be signed , otherwise it may be difficult to resolve. (4) Those who accept the application (complaint) should provide feedback within five working days. (5) If you are not satisfied with the processing results and feedback, you can continue to appeal to the next higher level.