Research On The Optimization Of Inspector Performance Appraisal Program Of NSIW（Gansu）

With the vigorous development of China’s new energy industry and the gradual increase of domestic third-party wind energy testing institutions,National Center of Quality supervision ＆ Inspection for Wind Power Equipment（Gansu）（Hereinafter referred to as NSIW（Gansu））is also facing increasingly fierce market competition and challenges.As the core competitiveness of the wind power center to participate in the market,the inspector is also the top priority of the center construction.It plays a crucial role in promoting strategic realization in administrative work.However,the existing inspector performance management system applies the performance management system of "morality,ability,diligence,performance and honesty" of public institutions,which is difficult to comprehensively and scientifically evaluate its work status and achievement contribution.It fails to fully consider the market perspective in preparing the performance plan,establishing indicators,analyzing and applying evaluation results,etc.,the wind power center has a weak ability to adapt to the market,the subjective initiative of inspectors is poor,and the development speed of the center is slow.Its performance management system needs to be optimized and improved.This paper takes the performance appraisal system of inspectors in the NSIW（Gansu）as the primary research object.The author summarizes the background,organizational structure,development process of the company’s performance appraisal system and the current performance appraisal system of the wind power center,Using the methods of interview and questionnaire,this paper analyzes the problems existing in the current performance appraisal system of the NSIW（Gansu）and the contents that need to be improved.Combined with the KPI key performance indicator method,the author divides the KPI strategic indicators layer by layer from the four dimensions of finance,customers,internal operation,learning and growth.By determining the key performance indicators of the NSIW（Gansu）,the inspection department of the NSIW（Gansu）and the person in charge of the inspection department,the performance evaluation indicators of the inspectors are determined,and the weight of the evaluation indicators is designed by using the weight factor analysis method.At the same time,the performance appraisal system is combined with the inspector’s salary distribution,rank promotion,career planning,professional and technical training.The appraisal publicity mechanism,supervision mechanism and talent guarantee mechanism are formulated,which subverts the previous single performance appraisal scoring and archiving method of "morality,ability,diligence,performance and honesty ".NSIW（Gansu）establish a scientific,practical and strategic performance management system to mobilize employees’ enthusiasm and work efficiency,The system can promote the core competitiveness of the NSIW（Gansu）,it can promote the realization of the development strategy and vision of the NSIW（Gansu）,Meanwhile,it can expand the academic research perspective on the performance appraisal of technical employees from the theoretical level.This system can provide some reference value for other third-party wind power inspection institutions.