Annual performance evaluation of management personnel and non-laboratory professionals of Haibu Pharmaceutical for the year 2016

　The fifth annual "Performance Evaluation Meeting for Management and Non-Laboratory Professionals" of Haibu Pharmaceutical has concluded. This meeting is held annually, typically in June or July.

　　The purpose of the internal performance evaluation conducted by the company:

　　First, to help all management and non-laboratory professionals clarify their growth goals and work direction, and recognize the gap between their abilities and organizational goals;

　　Second, to identify existing issues in company management so that management systems can be improved in a timely manner, unify thoughts, and solve problems.

　　Therefore, the internal performance evaluation meeting is not only a showcase of individual work achievements but also a reflection meeting for team members to critique themselves and each other, a collision meeting to discover and solve problems, and a meeting aimed at improving work performance.

　　On June 28-29, 2016, the company conducted the performance evaluation for management personnel and non-laboratory professionals for the year 2016. The evaluation meeting was organized by our Human Resources Department, with a judging panel composed of management personnel from various levels and specialties within the company evaluating managers in various positions as well as non-laboratory professionals. Evaluators reported on their work over the past year within a limited time frame, showcasing their achievements and progress while reflecting on encountered issues and personal shortcomings, as well as proposing optimization suggestions for future work.

　　After strict, serious, objective, and fair evaluations by the judges, five managers were rated as excellent: Li Chunxia, Wu Bin, Lu Yajing, Fu Xiaoli, and Zhang Peng; four non-laboratory professionals were rated as excellent: Zhong Ning, Zhang Junfeng, Wang Yan, Zhang Dongping; three managers had evaluation results that slightly differed from the responsibilities required by their positions.

　　Once the evaluation results were confirmed, communication took place between the general manager and human resources management department with those evaluated to report results and exchange opinions—acknowledging achievements while recognizing shortcomings. For a better tomorrow for Haibu Pharmaceutical, let us continue to strive together for progress!