3. Measures
(1) Cultivation of middle and senior personnel (senior designers and above, department directors, design project managers):
1. Establish a talent exchange and training mechanism with operators, well-known manufacturers and research institutions, and increase investment in this aspect.
2. Increase the opportunities for middle and senior personnel to communicate and exchange with their counterparts in the industry, support employees to participate in various associations in the industry, and gradually increase the visibility of employees in the industry.
3. Encourage employees to obtain national vocational qualification certificates.
4. Encourage employees to create and publish professional papers.
5. Increase cooperation with top companies, and consider providing personnel for large-scale projects undertaken by them for free, creating opportunities for our company's outstanding designers to participate in national-level projects.
6. From a strategic point of view, strive for more large-scale projects to provide a practical environment for the growth of employees.

(2) Cultivation of middle and low-level personnel (designers and below):
1. Require yourself to strengthen basic theoretical study, actively participate in various qualification examinations, and strengthen the analysis, solution and handling of specific problems in the work, that is, training in single or special projects, typical safety and other aspects.
2. Fully let go of middle and low-level personnel to work independently, so as to stimulate the active learning spirit of middle and low-level employees, reduce the blindness of learning, and make them more suitable for their own jobs. Quality and progress assurance are achieved through the company's management system.
3. Adopt a fool-like operation process, unify templates and work procedures, and improve the design rules of each specialty, making it a design business operation guide, so that middle and low-level personnel can clarify work goals when working independently, and effectively reduce work blindness. , but also to ensure the quality of the design work.
4. Establish a remote technical support mechanism to ensure the quality of work.
5. Strengthen the audit work, and carry out rewards and punishments based on performance to ensure the overall design quality.
6. Establish a linkage mechanism with the company's engineering department, so that designers can go to the project site to perceive the problems existing in their design and improve their ability to solve practical problems. More dispatched to the construction site, especially our own EPC projects.
7. Establish an annual technical competition system, and strictly implement it, encourage excellence, punish backwardness, and encourage employees to strengthen their own business knowledge in their spare time.
8. Increase the frequency and intensity of special training, and strengthen the assessment of training effects.
9. Establish a technical exchange platform mechanism within the company to encourage employees to share their work experience and skills to achieve common improvement.

Fourth, the implementation of guarantees
1. Raise awareness and strengthen organisation. Talent training is a systematic project, which requires the joint efforts of all staff in the hospital, and is responsible for the implementation of grades. The leading group is responsible for the formulation of the overall plan, the annual target plan, and the organization of the annual assessment; the department shall formulate the annual and training period implementation plan, training plan, continuing education plan, and dispatching plan based on the actual situation. Mentors are responsible for formulating their master and apprentice master plans and annual work plans.

2. Scientific evaluation, honoring rewards and punishments. Strictly implement the company's assessment system, according to the assessment and evaluation system formed by various systems, conduct an annual learning and training effect assessment and reward for professional and technical personnel every year. rewards and punishments. For those with excellent performance in learning and training, priority will be given to promotion, employment, promotion to professional and technical titles, and social affairs work. Those who fail to meet the evaluation requirements within one employment period of the implementation period will be punished by means of higher vocational low employment, extension of apprenticeship, etc.

At the same time when mentors and apprentices implement the "Administrative Measures for Mentors and Apprentices", the top two mentors and apprentices in the apprentice assessment are also commended and rewarded. The talent training project is assessed on an annual basis, commending and rewarding the top two at each level of high, intermediate and junior professional titles; mid-term assessments are conducted in three years, and excellent and good awards are assessed according to the level of professional titles.

3. Increase investment to ensure implementation. The company sets up special funds every year to ensure the implementation of the training and education plan.