(3) It has been concluded during the survey that there is a high proportion of female cadres in some departments such as Investment Inviting Bureau, and the Development and Reform Committee. This is due to the fact that these departments have specially selected female cadres of good appearance and temperament to do foreign liaison and reception work. Moreover, they believe that this will promote a favorable image of Hailin City to the outside world. However, such practice of regarding the external appearance of females as the standard of examination during recruitment of cadres only continues to follow the conventional gender division of labor, and carries dense commercial atmosphere.
(4) Relevant Proposals:
1. Carry out special training and discussion on concepts such as “social gender equality and social gender fairness” and “implementing the fundamental stable policy on equality of men and women” in the program to enable the program implementing organ, region and key personnel (key leaders and implementers) to truly establish the awareness of social general equality;
2. Practically implement social general equality and social general fairness in the design system for cadre cultivation and performance assessment of the program, and establish specific social gender sensitivity indexes in the scorecards program.
3. Various organs and regions hold an exchange symposium on social gender topics at the end of the program so as to enable the participating organs and regions to obtain a further understanding of promoting social gender equality in cultivation of party and government leading cadres, and improve the overall sustainability of the program.
Appendix:
1. What gender equality indexes have you introduced when formulating performance assessment index system with the balanced scorecards? How do you regard gender equality as an important performance assessment index when perfecting and promoting the performance assessment system? Could you cite any examples?
2. In your opinion, which contents of “Performance Assessment System for Party and Government Leading Cadres (Edition for Popularization)” and “Performance Assessment System for Enterprise Managers (Edition for Popularization)”have paid attention to gender equality?
3. As the program implementer, what experience do you have in improving gender fairness and promoting gender equality of men and women during program implementation (development and implementation of examination and testing methods and techniques)? And what specific work have you done?
4. What measures have you taken in various activities of the program to “ensure participation by a certain proportion of females, and vigorously urge national examination and testing organs of the organization system to adopt preferential policy toward training and employment of female staffs on senior managerial posts, and solve the problems that may impede the realization of equality of men and women in construction of testing talents teams”?
5. If you were to construct a strategic map, how would you position the contents on the equality of men and women?
（3）在考察中发现，有些部门如招商局、发改委女干部比例较高，是因为这些部门的专门挑选，如要求形象好、气质好的女干部做外联和接待等工作，这些部门认为这样可以反映海林良好的对外形象。这种在招录干部工作中将女性的外在形象作为考察标准的做法，不仅沿袭了传统的性别分工，还带有浓重的商业气息。
（4）相关建议：
一是建议在该项目中对“社会性别平等与社会性别公平”、“落实男女平等基本国策”等概念作专门的培训与讨论，使项目执行机构、地区及关键人（关键领导和执行者）能够真正建立社会性别平等的意识。
二是建议将社会性别平等、社会性别公平落实于本项目干部培养与绩效评估的设计系统之中，使评分积分卡项目具有社会性别敏感具体指标。
三是建议在项目终结时，各参与机构、地区召开一次聚焦于社会性别议题的交流研讨会，通过交流分享使参与机构、地区在党政领导干部培养工作中推动社会性别平等有更深的理解。增加项目的可持续发展能力。
附件：
1，你们在制定平衡计分卡绩效评估指标体系时，引入了哪些有关性别平等的指标？在完善和推广绩效评估体系时如何把性别平等作为一项重要的绩效考核指标？能否举个例子？
2，你认为基于平衡计分卡的《党政领导干部绩效评估系统（推广版）》和《企业经营管理者绩效评估系统（推广版）》中有哪些内容是关注了性别平等的？
3，作为项目执行人员，在本项目执行过程中（考试测评方法技术开发和实施过程中），在考虑提升性别公平、促进男女性别平等发展方面，你有什么体会？具体做了哪些工作？
4，在项目所开展的各项活动中，你们采取了什么措施“确保一定比例的女性参加，并努力促进全国组织系统考试测评机构在高级管理职位能够对女性工作人员的培训和使用采取倾斜政策，解决在测评人才队伍建设方面可能阻碍实现男女平等的问题”？
5，如果你来做战略地图，你会把有关男女平等的内容放在什么位置？ 原件下载： 
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