【正文】 up the experience, make a selfassessment of key performance indicators and plete a work summarization。 Draft the performance indicators of next cycle: Based on work focuses and the feedback from the supervisor ordinarily, the examinee drafts the performance indicators for next cycle。 Performance interview: Both examiner and examinee discuss face to face the work pleted by the examinee in the assessment period and conduct performance assessment, give feedback and scores, municate the performance goals of next cycle, clarify the doubts, reach an agreement, and finally sign for confirmation。 Performance assessment: After interviewing, an examiner scores the performance pleted by the examinee based on interview results and the agreement, and inputs the information into assessment system。 Gathering and confirmation: Human Resources Center supervises performance assessment process and results in accordance with performance management system, ensures that assessment is performed within normal timeframe, guarantee the fair and just assessment results, and finally confirm the assessment results。 Performance bonus calculation: Human Resources Center determines the performance bonus given to the examinee for the first half year based on the examinee performance assessment results.Article 18 Ability Potential Assessment Ability assessment cycle: Half a year is an assessment cycle. The specific time for ability assessment is decided by managers depending on the needs of the current work and announced when issuing the document on performance assessment. assessment methods: When interviewing with employees, the examiner evaluates examinee’s leadership petency and professional skills, identify strong and weak points, propose suggestions for improvement, coach to work out improvement plan and help employees raise ability quality.Article 19 Individual Development Plan Review Cycle of IDP: Work out and evaluate IDP once a year。 IDP review and annual KPI assessment are conducted at the same time in the performance assessment system。 IDP review: Examiners and examinees municate with each other, reviewing the implementation of IDP set forth at the beginning。 examiners give feedback according to the STAR principle。 for those who fail to achieve the preset goals, put forward suggestions for improvement。 Work out IDP: Based on the work focuses of next year and the ability assessment of examinees, the examiners and examinees discuss to determine the IDP for next year.Article 20 Performance Assessment Principles Being open: Assessment criteria is worked out through negotiation and discussion, and the assessment process is open。 STAR principle: Give feedback on assessment results using STAR。 by numerating cases and facts, make an objective assessment of employee performance。 Communication and feedback principle: On the basis of full munication, examiners and examinees work out assessment period and conduct the assessment, and give timely feedback to the examinees. Meanwhile, listen to the opinions of the examinees on assessment results and correct the problems (if any) in the results。 Principle of separating personal and business matters: Performance assessment is to evaluate work performance, and thus matters unrelated to work should not be involved in the assessment。 Timeliness: Performance assessment is the prehensive assessment of work results pleted during the assessment cycle, and thus the previous behaviors should not be included in the assessment results or one or two remarkable achievements taken over recent period should not be able to stand for those pleted during the whole assessment period。 Being objective and allround: An examiner shall give objective and prehensive assessment of an examinee to avoid overgeneralization and avoid the case that an examinee’s personal charms or qualities replace the overall assessment. Article 21 Performance Assessment Results Half a year’s performance results∑KPI Score weightYearly performance results（First half year’s results + second half year’s results）/2Article 22 Application of Performance Assessment Results Performance bonus: HR Center determines the first half of a year’s performance bonus based on the performance assessment results at the same period, and the bonus (pretax) will be given together with the salary of the first month of next assessment cycle。 performance bonus proportion and score ranges are shown as below: (see Remuneration Management System of Li Ning Co., Ltd for details)LevelPerformance levelScore rangePerformance bonus proportionRemended proportion of employeesResults applicationA+ ExcellenceZ≥100120%510% Reference for promotion A Good95≤Z＜100110%510% B Eligible 75≤Z＜95100%7080% C Ineligible Z＜75075%（inclusive）linear calculation510% Performance Improvement Plan（PIP） or change positionsEmployees whose performance results are affected due to being late, early leave, absence from work or disciplinary violation, or those who bring serious damages or loss to the pany, certain proportion (up to 100%) of performance bonus will be withdrawn depending on the seriousness. For details see the relevant rewards and punishment system. Remuneration adjustment whose performance results keep good continuously deserves much attention when remuneration is adjusted. whose performance results are level C will not deserve a pay rise within one year until performance is obviously improved. Training and developmentPerformance assessment results and leadership/professional skills assessment results are the main basis for working out a training plan. High potential employees with continuous good performance deserve much attention for training and development and will be listed as key talents. Development plan will be made for them to enable them to have more opportunities to achieve career development.Article 23 Di