What to test "determines what cadres" do ", and" how to test "guides cadres" how to do ". Making good use of the performance evaluation baton is an important means to guide and promote leaders at all levels to establish and practice a correct view of performance. The report of the 20th National Congress of the Communist Party of China clearly requires: "Improving the cadre assessment and evaluation system, guiding cadres to establish and practice a correct view of political achievements, promoting cadres to be able to move up and down, enter and exit, and forming a good situation where those who are capable are promoted, those who are excellent are rewarded, those who are mediocre are demoted, and those who are inferior are eliminated." The outline of the "15th Five Year Plan" also emphasizes: "Improving the differentiated assessment and evaluation system, improving the pertinence and scientificity of assessment." Whether the performance assessment baton can be used effectively is related to whether the enthusiasm and initiative of the cadre team can be fully mobilized, and further stimulate the driving force of work, entrepreneurship, and responsibility. From "looking at both development and foundation, both visible and hidden achievements, taking indicators and achievements such as improving people's livelihoods, social progress, and ecological benefits as important assessment contents", to "establishing a scientific and reasonable assessment and evaluation system, and using the assessment results as an important basis for rewards, punishments, and promotions of leadership teams and cadres at all levels", to "scientifically evaluating the performance of cadres, correcting problems such as excessive work scars, excessive and frequent inspections and assessments, and simplifying accountability, and promoting cadres to take on better responsibilities", since the 18th National Congress of the Communist Party of China, President Xi Jinping has made a series of important statements on how to improve the performance assessment and evaluation system and make good use of the assessment baton, which have strong ideological, targeted, and guiding significance. We should combine the establishment and practice of a correct view of political achievements with learning and education, comprehensively and accurately learn, understand, systematically and deeply implement it. Focus on "what to test" and use "targeted correction" to verify the contribution rate of political achievements. In reality, some leading cadres are enthusiastic about "showing off their talents", addicted to "being short, flat, and fast", detached from reality, blindly comparing themselves, resulting in resource waste and internal work friction. The root cause lies in the misalignment of the view on political achievements, which is closely related to the lack of focus on the assessment content. Standing at a new starting point at the beginning of the 15th Five Year Plan, we must anchor high-quality goals and tasks for promoting national defense and military modernization, especially by using the performance evaluation baton to calibrate the direction and lead practice. To calibrate the "value coordinates" of performance evaluation, it is necessary to take the implementation of major decisions and deployments of the Party Central Committee and President Xi Jinping, the implementation of the new development concept, and the promotion of high-quality development as the basic basis for evaluating the performance of cadres, ensuring that performance evaluation follows wherever the central work of the Party and the state is promoted. In addition, it is necessary to start from reality, follow objective laws, and "refine" the performance evaluation indicators. We must optimize and streamline the indicators that need to be optimized, and resolutely prevent the simplification and routine of indicators from affecting the authenticity and accuracy of the evaluation. Optimize the "how to test" and use a "multidimensional perspective" to accurately assess comprehensive ability values. Whether cadres do well or not is most directly felt by officers and soldiers, and most intuitively viewed from the perspective of the masses. To measure the performance of leading cadres, we must first adhere to the principle of being recognized by the masses and focusing on actual achievements, enhance the participation of officers and soldiers, learn more about the reputation of cadres' performance from military words, and take the opinions of officers and soldiers and grassroots evaluations as important benchmarks. At the same time, it should also be noted that political achievements are complex and three-dimensional, and any single dimensional assessment cannot fully reflect the true actions of cadres. At all levels, attention should be paid to the combination of qualitative and quantitative methods, the combination of personnel assessment and performance assessment, the combination of listening to their words and observing their actions, and the comprehensive use of methods such as term assessment, annual assessment, and regular assessment. Efforts should be made to fully utilize the achievements of inspections, special inspections, audit letters and visits, personal reports on relevant matters, and the review of cadres' personnel files. Close contact and multi angle investigation should be achieved to ensure that performance assessment is more objective and fair, and that the "portrait" of cadres is more accurate and three-dimensional. Strengthen the concept of 'how to use' and use 'rewarding excellence and punishing inferiority' to determine the motivation for work. The selection of personnel must be evaluated, and the appointment must be based on their qualifications. "Examination" is the foundation, and "use" is the key. The assessment results focus on application. Only by strengthening the rigid application of assessment results and deeply linking them with the selection and appointment of cadres, the evaluation of outstanding candidates, and accountability can the "baton" of assessment play a role, reflect its value, be tested, and promote the correct view of political achievements from "soft requirements" to "hard constraints". For those cadres who have outstanding political achievements and are recognized by officers and soldiers, we should boldly promote and use them, and establish a clear orientation of 'practical practitioners should be given more importance'; Timely reminders and decisive adjustments should be made to cadres who have misplaced views on political achievements and are keen on formalism; For those cadres who make mistakes due to their courage to take responsibility and innovate, we should make good use of the "three distinctions", provide understanding and support, and provide strong support for them to demonstrate new achievements and create new results. Performance evaluation tests achievements, verifies original intentions, and measures responsibilities. Making good use of the performance evaluation baton is not only a methodology, but also a political responsibility. The current and future period is a critical period for the modernization of national defense and the military, and it is more realistic and urgent to win the battle to achieve the centenary goal of building the military. At all levels, we must improve our position and focus on the overall situation, continuously improve the performance evaluation system, guide cadres to be pragmatic, make practical moves, and seek practical results, create achievements that can withstand the test of practice, officers and soldiers, and history, and promote new achievements in deepening political training, military training and preparation, and high-quality development of the army. (New Society)