（管理制度）E绩效考核管理制度 Li Ning Co.,LtdPerformance Assessment Management SystemRevised in Dec.,2010Table of ContentsChapter 1 General Provisions3Chapter 2 All-round Performance Management System and Duties Division4Chapter 3 All-round Performance Management Performance Indicator Setting7Chapter 4 All-round Performance Management Process Coaching and Communication10Chapter 5 All-round Performance Management Rating, Rewards and Punishments11Chapter 6 Supplementary Provisions16Attachment 1 Li Nings Competency Models17Attachment 2 Top 10 Factors for Evaluating Leadership Potential in Li Ning18Attachment 3 Template of Individual Development Plan（IDP）19Attachment 4 KPI Template and Examples20Attachment 5 Employee Performance Coaching List22Attachment 6 Performance Improvement Plan23Attachment 7 Record of Complaints25Chapter 1 General ProvisionsArticle 1 Scope of ApplicationThis performance assessment management system applies to all employees of Li Nings holding companies and joint stock companies in Mainland China, including Li Ning (China) Sports Goods Co., Ltd, Li Ning Sports (Shanghai) Co., Ltd, ,Li Ning Sports Goods Commerce (Beijing) Co., Ltd, Shanghai Yueao Sports Goods Co., Ltd, Shanghai Yidong Sports Development Co., Ltd, Shanghai Z-DO Sports Goods Co., Ltd, LOTTO Sports Goods Co., Ltd, Li Ning Sports (Tianjin) Co., Ltd etc.Other subsidiaries including Li Ning Sports (Hong Kong) Co., Ltd，Li Ning Sports Technology Development (Hong Kong) Co., Ltd, Li Ning Sports USA, Inc，Li Ning Sports Singapore Pte Ltd, Guangdong Yueao Sports Development Co., Ltd, Foshan Li Ning Gymnastics School Services Co., Ltd, other brands and sales companies as well as newly established companies refer to the rules.Article 2 Purpose of Performance Management2.1 Performance goals breakdown: Based on performance management system, break down the companys strategic goals and annual operational goals at different levels in order to ensure that the goals for departments and individual employees support company goals effectively;2.2 Performance results improvement: Carry out performance goals setting, performance process guiding, performance appraisal and feedback performance management system to ensure the continuous improvement of the performance of individual employees and teams;2.3 Building a communication platform: Performance management delivers a complete and easy-to-use management tool for the communication between management members and employees in terms of goals setting, work performance and future development, encouraging the timely communication between them during the assessment cycle;2.4 Create performance-oriented culture: Through performance goals-oriented performance assessment, conduct an objective assessment of employees performance, grant rewards or impose punishment, raise the initiatives of employees, and intensify the culture characterized by excellent performance;2.5 Upgrading performance-related abilities: Through developing and implementing Individual Development Plan (IDP) based on the leadership competency model and professional level, improve the abilities of all employees step by step, facilitate the realization of performance goals and help identify excellent employees.Article 3 Performance Management Principles3.1 Set sensible goals: In the process of breaking strategic goals down into performance goals of individual employees, take into account the longitudinal conformity and latitudinal synergies, identify clear focuses and set sensible goals.3.2 Recommend positive encourage: Performance management encourages employees to keep breaking established goals and their own abilities, inspires them to achieve excellent performance, and gives full affirmation and rewards to those excellent performers;3.3 Differentiate performance levels: Through the whole-process management of the all performance all indicators, set performance assessment criteria tailored for Li Nings management conditions to differentiate different levels of performance and reflect different levels of performance results and rewards;Chapter 2 All-round Performance Management System and Duties DivisionArticle 4 All-round Performance Management SystemAll-round performance management consists of two parts: all-indicators management and whole-process management, including performance, abilities and individual development, being a cyclic management from goals setting, process guiding to assessment and feedback.Article 5 All-round performance All indicators management5.1 All-indicator performance management comprises performance management system, which takes KPI as the core, and ability development, which takes leadership/professional skill as the core. It involves performance results and the ability needed to achieve the expected performance results.上图中文字：全指标管理：All-indicator management 愿景：Vision 业绩