目前,县级供电企业在绩效管理考核中,不同程度的存在着考核指标未能与岗位职责有效挂钩、考核指标设置有异议、员工不能理解和参与绩效考核、绩效管理的实施中不能做到客观公正、考核者与员工就绩效考核结果缺乏有效沟通等实际问题。近年来,国网河南正阳县电业局按照“抓发展、抓管理、抓队伍、创一流”的工作思路,遵循“公平、公正、公开”的原则,全面强化全员绩效管理考核,落实“量化对标、排序管理、位次分配、否决重罚”的绩效管理模式, At present, county-level power supply enterprises in the performance management assessment, the existence of different levels of assessment indicators are not linked effectively with job responsibilities, evaluation indicators set objections, employees can not understand and participate in performance appraisal, performance management can not be objective Fair, assessment and staff performance appraisal results lack effective communication and other practical problems. In recent years, the State Grid Henan Zhengyang County Electric Power Bureau in accordance with the principle of “grasp the development, grasp the management, grasp the team, create first class ”, follow the “fair, just, open ” principle, Management assessment, the implementation of “quantitative benchmarking, sorting management, position allocation, veto penalty” performance management model,