middle rank

middle rank的基本解释

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[法]中级

与middle rank相关的网络例句 [注：此内容来源于网络，仅供参考]

Our corporation owns more than 1500 senior executives and special technicians, among them there are 84 first-class project managers, 127 secondary project managers, 98 persons with senior professional title, 461 persons with academic title of middle rank and 621 persons with junior professional title. It holds a large number of professional labor teams and skilled persons.

公司拥有中高级经营管理人员和各类专业技术人员1500多人，其中一级项目经理 84人、二级项目经理127人，高级职称98人、中级职称461人、初级职称621人；拥有一大批长期合作的专业劳务队伍和技能型人才。

In addition, our Company now has a group of senior and middle-rank technical and economic management personnel with rich experience and full of vigor and high quality. Also, we have design and construction personnel in several professions like architectonics, environment art, industrial and civil construction, structures, electric apparatuses, heating and air conditioning, water supply and drainage, materials, construction economics and enterprise management, etc., as well as a well-trained construction technical group.

现已拥有一批经验丰富、精力充沛、高素质的高中级专业技术管理人员和经济管理人员，并且具有建筑学、环境艺术、工民建、结构、电气、采暖空调、给排水、材料、建筑经济、企业管理等多个专业配套齐全的设计和施工管理人员和一支训练有素的施工技术队伍。

Meanwhile, contrasting with the advanced principles and goals, the paper sets up the annual and quarter performance appraisal model and promotation and selection model, builds up a whole middle-rank cadres"performance appraisal system which concludes 21 items about working feats, 5 items about working attitude, 4 items about working behavior and 7 items about working ability, bring in the method of management by objective, 360o appraisal method, paired comparison method and factor comparison method, explicates the basic procedure of appraisal, builds up a healthy performance feedback and communicating system, widens the practice approach of the appraisal result, and fulfills the advancing design of the assessment of the middle-rank cadres"performance of Lanzhou Power Supply Company.

并对照改进原则和目标，分别构建了年度岗位工作考核模型、季度岗位工作考核模型和选拔任用考核模型，建立了包括21项工作业绩指标、5项工作态度指标、4项工作行为指标和7项工作能力指标构成的干部绩效考核指标体系，引入了目标管理法、360°考核法、配对比较法、因素评价法等考核方法和理念，进一步明确了考核工作基本程序，建立了良好的绩效反馈沟通机制，拓宽了考核结果运用渠道，实现了对兰州供电公司中层干部绩效考核方案的改进设计。