Notice on the optimization and adjustment of the company's positions Dear colleagues： In order to adapt to changes in the market environment and improve organizational effectiveness, the company's management has decided to start the job optimization and adjustment work in 2023 after research by the company's management. The relevant matters are hereby notified as follows： First, adjust the direction 1. Establish a dynamic evaluation mechanism for core positions to select outstanding talents with innovation awareness, learning ability and business potential to key positions 2. Strengthen the job rotation and training mechanism, focusing on cultivating key employees who have been on the job for 3-5 years to undertake more challenging tasks 3. Optimize the structure of the talent echelon and establish a dual-channel development mechanism of management sequence and professional sequence Second, the implementation steps 1. August 1st-15th: All departments submit job competency model evaluation reports 2. August 16th-25th: The Human Resources Department organizes job competency assessment 3. From September 1st: two-way selection and appointment of positions will be carried out in batches 3. Safeguards 1. For employees involved in job adjustments, career development consultants will be arranged to provide one-on-one counseling 2. Employees in newly promoted core positions can enjoy special training allowances and tutor-led teaching resources 3. Establish a quarterly assessment feedback mechanism and implement a 6-month dynamic assessment observation period This adjustment will strictly abide by national labor laws and regulations, and adhere to the principle of "matching personnel and posts, merit-based appointments". The heads of various departments are requested to do a good job of policy interpretation, and all employees can submit suggestions through the "Feedback" column of the company's OA system before July 20. Notice is hereby given. Human Resources Department of XX Company July 10, 2023 (Note: This text has avoided the expression of age discrimination, and it is recommended to be reviewed by the legal affairs department before it is officially released. In actual implementation, emphasis should be placed on the science and transparency of the job competency assessment system to avoid legal risks due to age factors. ）