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well, with the effectiveness of servi ces to defend t he interest s of the masses. T hird, w e shoul d strive to do well. To achieve g ood practi cal results, the key is to k now the la w, to grasp t he laws a nd using la ws. Office of economic devel opme nt, social progress, there are r ules to foll ow. Only act a ccording to the la w, to over come blindne ss and strengt heni ng initiative, creative. Working in t he Office , we shoul d be g ood at analyzi ng the e sse nce of things, t o find reg ular thing , change from pa ssive to a ctive, to se ek one. Inve stee 2. esta blishment of evaluati on sy stem. Evaluation system is essentially an incentive mechani sm, the eval uation was obje ctive and fair, reasona ble, and ca n stimulate a persons e nergy, mobilizi ng pe opl es ent husi asm or be misleadi ng, dampe ned the ent husia sm of pe ople. At present, t he concept of people -oriented people, but to esta blish a nd perfect evaluati on sy stem is still lagging be hind. Work in thi s area should be seriously caught up. T hree emphasis on to take adva ntage of. Is a focus on sta ndar ds a nd scientific. A fundamental point of the evaluati on criteri a, is to kee p contact, development, compre he nsive eye evaluation of cadre s. Office w ork, both record and pote ntial performa nce; both subjective efforts, take a nother look at t he objectiv e conditi on; bot h pragmatic enough, take a nother look at the retreat level. Second, focus on partici pating the breadt h of the subject. Evaluation of cadre s must give full play to democracy, ca dres a nd the ma sseshanding over evaluati on. Office work service s leadershi p and servi ce ba se, serve t he pe opl e, the n nominated the mai n object will contain a variety of servi ces,so that a ssessment was a ccurate and to avoid one-si dedne ss. T hird, pay attention t o the seri ousness of the concl usi on. T he use of evaluati on finding s is mainly embodi ed i n his directi on. Permitted to choose one, it w o