Recently, a netizen of a state-owned bank in Sichuan complained that his bank questionnaire evaluation was completely formalistic, which was too nonsense! Netizens complained that what is the significance of such an evaluation? And more importantly, it is said that it is a good anonymous evaluation, but the branch directly notifies the employees who have not evaluated and asks it to be completed as soon as possible.
In fact, the formalism of this kind of evaluation is harmless, and the assessment and evaluation is the biggest pitfall, because it not only involves the performance and bonuses of cadres and employees, but also involves the promotion, promotion and demotion of cadres and employees. Ling Xiao, who has been the head of a bank branch and the general manager of the head office department for more than 20 years, exclusively revealed the pitfalls in the assessment and evaluation of cadres:
The first pit in the assessment and evaluation of bank cadres, the assessment and evaluation results are abused and misused, not because you are too poorly ranked, but because the people in front of you have a relationship?
Many people think that the evaluation of bank cadres should be serious and the application of the results should be serious, but in fact, some bank presidents are particularly casual in their use of the results, and even arbitrarily change the results of the appraisal and evaluation, with the result that those who should be eliminated are not eliminated, and those that should not be eliminated are eliminated. But when it is finally announced, the bank will not tell you that the result has been adjusted, how fair do you think this result is?!
When Ling Xiao was the vice president of the branch, he once participated in a party committee for the use of the year-end assessment and evaluation results of the branch. Originally, for the year-end assessment and evaluation, the branch attaches great importance to it, and has specially formed an assessment and evaluation team of nearly 20 people to conduct a 360-degree scoring evaluation of various departments and branches, and the branch president and vice president participate in the assessment and evaluation of the department and deputy general manager, and the president and vice president of the branch. The year-end bonus will be cancelled, and the other two will be improved and the year-end bonus will be halved.
Finally, at the meeting, the manager of the credit customer department of a sub-branch ranked last in the same position and rank, and should be listed as incompetent, administratively demoted, and cancelled year-end bonus according to the regulations. However, this person is rumored to have a special relationship with the vice president in charge of human resources, and the other two of the last three have various local connections, so it was suggested that the bottom four be classified as incompetent and the fifth and sixth places as in need of improvement. Governor Ling naturally disagreed and argued with reason. In the end, the president put forward a compromise plan, and only circulated criticism for the last three, and did not evaluate and punish them.
This phenomenon exists to a greater or lesser extent in many branches, but if it does, it is obviously unfair to those who are ultimately evaluated.
It's not that you're too badly ranked, it's that the people ahead of you have a relationship?
The second pit in the assessment and evaluation of bank cadres, the assessment and evaluation of bank cadres is dominated by one person, and the evaluation of one person determines the survival of cadres and the promotion and promotion of ranks
Many assessment and evaluation seem to be very scientific, the most famous is the 360-degree evaluation, taking the branch president as an example, the evaluation has the branch president, the evaluation of the branch president, the evaluation of the general manager of the branch department, the evaluation of the vice president of the branch, the evaluation of all the managers and deputy managers of the branch department, the evaluation of the branch staff, etc., it seems that it is not very scientific?
However, if you look at the weights carefully, of course, some assessments do not tell you the distribution of weights at all, then you will have no illusions about the results of the assessment and evaluation, because the leader's monopoly determines the assessment results of cadres, and even affects the promotion and promotion of positions.
If there is a branch, in the year-end assessment of the evaluation of the branch president, the branch president accounts for 50% of the weight, the branch president and other vice presidents account for 10%, the evaluation of the general manager of the 20 departments of the branch accounts for 10%, the evaluation of the vice president of the branch accounts for 10%, the evaluation of all department managers of the branch accounts for 10%, and the evaluation of all grassroots employees of the branch accounts for 10%. The level of evaluation directly determines the excellence and incompetence of the branch president, and directly determines which branch president will be demoted or demoted, and which branch president will become the object of promotion. So, what is the significance of such an assessment?
In some bank branches, the evaluation of department deputy positions accounts for 10%, the evaluation of branch presidents accounts for 50%, the evaluation of other vice presidents accounts for 10%, the evaluation of department general managers accounts for 20%, and the evaluation of department employees accounts for 10% Under such an evaluation weight setting, the evaluation of the deputy position of the department depends entirely on the evaluation of the vice president in charge, which is why although many branch deputy positions have no rights, the deputy positions of the department do not dare to listen to the blind command of the president in charge, and the general manager of the department can directly disobey the command and arrangement of the president in charge, and must obey the order of the branch president.
Therefore, although the appraisal of banks seems to be vigorous and lively, the results have actually already been decided in advance, and the leaders have decided the results of the cadres' evaluations by one vote, which has become the basis for the abuse of leaders' powers; after all, who decides the results of the examinations should be listened to in normal times, and is it useful to be right or wrong? Isn't it clear at a glance to whom the cadres should be responsible? If so, who would you listen to? Some people say that it is correct! It is completely nonsense, and who decides the results of the appraisal.
The third pit in the assessment and evaluation of bank cadres, who is more important in the assessment and evaluation results and performance evaluation
Many people think that banks are based on ability and performance. There is nothing wrong with it, but that is under normal circumstances, the president is a decent person and a fair person, if you meet the president is a shameless villain, then, if your performance is not good enough, the result of the year-end appraisal may be another matter.
A branch of a bank had such a strange result:
The results are just the opposite, Li Xiaotong, the second branch president of the second place in terms of deposits and profits, was awarded 200,000 yuan, and Zhang Donglai, the branch president who ranked first in deposits and profits, was not elected as an excellent branch president, and only assessed and evaluated the competent, (fortunately, the face was not given to improve). More importantly, in addition to the reward of outstanding branch presidents, in terms of bonus distribution, the year-end performance reward of Zhang Donglai, the branch president who ranked first in deposits and profits, was only 300,000 yuan, while the year-end performance reward of Li Xiaotong, the branch president who ranked second in deposits and profits, reached 500,000 yuan. Zhang Donglai, the first-ranked branch president, was naturally not convinced, and the branch president said that Li Xiaotong's performance bonus was high because of the good mass base and high employee evaluation, but when Zhang Donglai asked to see the evaluation of the staff of the branch, he was rejected by the branch president on the grounds of confidentiality.
What's even more outrageous is that Xiao Jianjian, the fifth-to-last branch president in terms of performance, has a year-end performance bonus of only 12,000 yuan, while Jiang Xiaohong, the first-to-last branch in comprehensive performance, has received a year-end performance bonus of 28,000 yuan. When Xiao Jianshe questioned the branch president, the branch president told Xiao Jianshe that the assessment results were absolutely fair and just, and that the most important thing was to find more reasons from themselves, do their own work, and improve their performance.
In fact, both Li Xiaotong and Jiang Xiaohong are female presidents directly introduced by the branch president, and they usually have a close relationship with the branch president, while Zhang Donglai and Xiao Jianshe are both former branch presidents, and they are not so stammering and welcoming to the branch president.
Many people know that in the bank, assessment is the baton, and the business departments and branches will turn to where the assessment indicators point. It is also important that where the year-end appraisal and evaluation are directed, the object of the assessment is required to turn to where, otherwise you will definitely suffer a loss or even suffer a big loss, and some are even inexplicably demoted, and it is also considered to be a fair result of the appraisal and evaluation, but in fact, only those bank presidents who are objective, impartial and selfless can provide objective and fair evaluations, and some presidents who are selfish, biased, and have personal goals, can you expect him to be objective in their appraisal and evaluation of you? Can you expect the results of the appraisal to be fair? What unfair and unjust evaluations have you experienced?