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新能源汽车生产企业许可条件及审查要求_图文

well, with the effectivene ss of servi ces t o defe nd the intere sts of the mas ses. T hird, we s hould strive t o do w ell. To a chiev e good pr actical results, the key i s to know the l aw, to gras p the la ws and using law s. Office of economi c devel opme nt, s ocial progre ss, ther e are rule s to foll ow. Only a ct acco rding to the law, to overcome bli ndness a nd strengtheni ng initiative, creative. Worki ng in the Office, w e shoul d be g ood at analyzi ng the e sse nce of things , to find reg ular thi ng, change from passiv e to active , to seek one . Inve stee 2. e stabli shme nt of eva luati on sy stem. Evaluati on system is es sent ially an incentive me cha nism, the evaluati on wa s objective a nd fair, rea sonabl e, and ca n stimulate a pers on's e nergy, mobilizi ng pe ople' s ent husi asm or be misleading, dampe ned the ent husi asm of pe ople . At pres ent, the concept of pe opl e-oriente d pe opl e, but to esta blis h and perfect eva luati on system is still lagging behi nd. Work in thi s area s hould be seriously caug ht up. "Three emphasi s on" to take adva ntage of. Is a f ocus on standards and sci entific. A fundame ntal point of the evaluati on criteria, is t o keep contact, devel opment, com prehe nsive ey e evaluati on of cadre s. Office work, both "re cord" a nd "potential performance"; both s ubj ective efforts, take a not her look at the obje ctive condition; both "pragmatic" e nough, take a not her look at the "retreat" level. Se cond, focus on partici pating the brea dth of the subje ct. Evaluati on of cadre s must give full play to democra cy, ca dres and the mas ses handing over evaluation. Office w ork servi ces lea ders hip a nd s ervice base, serve the people, t hen nominated the main obje ct will contai n a variety of services, s o that as ses sment was a ccurate a nd to av oid one -si dednes s. Thir d, pay attention to the seriousnes s of the conclusion. The use of evaluati on findings i s mainly embodie d in his dir ecti on. Permitted to choos e on e, it would be tantamount to e stabli shi ng a ba nner. Eval uation ca n't take care of the bal ance, ot herwis e it woul d undermi ne the offset the positive sig nifica nce of evaluation. Office of the party committees at all level s shoul d take the fi ndi ngs as on the cadr es ' bonus-penalty, an important basis for fut ure movement s, incentive a nd re straint effect of making eval uations . 3. Preve ntion of under standing "infidel ity". People -ce ntered devel opme nt, concr ete is dial ectical, . In practi ce in the proces s, to pr event one -si ded a nd still l ook, from a ctual people. One i s to use dial ectical poi nt of view to understa nd. H umani st is the core of the sci entific Outl ook on development, remai ns the devel opment of the s cientific Outl ook on development emphasi zes, i s still ta king economi c constr ucti on as t he Ce nter. A ny de parture from the devel opment of thought and acti on, i s a misinter pretation and misunder standing of people-orient ed. A dhere t o pe ople -ori ente d both to overcome one-s ide dne ss of the old, but al so to prevent one -si dednes s, not accelerating t he development of people and the oppositi on. Must be very cl ear, pe ople orie nted a nd s pee ding up dev elopment is not oppose d, but consi stent, we shoul d never be

新能源汽车生产企业许可条件及审查要求
一 生产能力和条件 实 施 细 则 备注
在常规车辆四大工艺的生产线上,应明确新能源汽车生产所增加工序的具体工位 和区域标识,关注能源装置、驱动装置、整车控制系统等关键部件和零件的存储区域 的设置和标识。 整体作业环境应达到及时清理、清扫、整理的初步要求; 生产线上应适宜、合理配置动力系统专用配送器具,应明确物料配送活动中安全 应有必要的生产场地、存储场地或设施 及适宜、整洁的生产环境。 防护措施; 生产和存储区域应有效识别危险源,对主要危险源电池的存储、运输、安装、接 线、整车运行方面,都应制定安全防护措施(包括管理方案和应急措施) 。 生产线上应明确提出所应增加温度与湿度、用电安全(电线/线缆的绝缘与裸露情 况的处理) 、安全与防护方面等环保、安全措施,并配备专用装置。 申请企业的生产条件在满足常规汽车生产要求的基础上,在整车装配及新能源汽 车系统装配方面,应具有新能源汽车生产所必须的专用夹辅具、专业电工装配工具和 仪表、绝缘手套和绝缘鞋;申请企业如生产具有可充电功能的新能源汽车,还需有充 电设备。 如申请企业自制新能源汽车的关键或重要零部件、总成,其机加工、表面处理及 装配生产设备的设备配置、加工范围、精度和能力应当与产品特性、生产规模能力要 求相适合。

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生产设备的加工精度和能力应当与产 品特性要求相适合。 应具有新能源汽车生产所必须的专用设备、 工装和工具,制定和实施安全防护措施;必 要时,还需有充电设备。



设计开发能力
企业应当建立产品研究开发机构,统一 负责新能源汽车产品设计开发工作。应当配 备与设计开发工作相适应的专业技术人员, 能够及时跟踪国内外新能源汽车技术的最 新发展情况;能够对国家和行业技术标准、 法规进行跟踪、评价和转化;能够完成整车
1、应专门设置的机构长期负责新能源汽车的设计开发与改进活动,可以设置在技术中 心或研发中心内部,也可专门设置一个并行的部门,对于集团化管理的公司,可由其 上级部门/集团统一设立、管理产品设计开发工作(集团化公司应按照内资企业、外资 企业分别设置研发中心) , 申请企业至少承担与新能源汽车开发相关部分的主要设计工 作。其人员需要固定(特别是整车控制系统、车载能源装置系统、驱动系统等方面开
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people-orie nted i n the name of reduci ng our ent husiasm. Pr emier We n Jiaba o's G overnme nt work re port t his year, i de ntified as 7% gr owth, 2.1% l ower t han la st year's 9. 1%, but in 8 work remai ns to a cce lerate development in t he first pla ce . .. Work sta ndar ds. Se cond i s to use the scal e of devel opment t o under stand. Society is ev olving, huma n nee ds are a lso cha nging . Practi ce of huma nism is a l ong -term proces s and ca nnot be a chi eved overnig ht. To treat people if you sta nd still a nd rigi d dogma, it is pos sible t o retur n t o thi s, se e thing s but not people's old ways. T herefore , we have t o follow t he development of the times, a nd conti nue de buggi ng the humani st per spe ctive, innovative pe ople -ori ente d way. Under the new hi stori cal conditions, w e are requeste d by t he times, set up a bra nd new conce pt, a hig h starting poi nt, hig h standard of armed people, s hapi ng, exer cise, people , consta ntly taking the new connotation of the time s. Terms of Office, is t o lea d the va st num bers of cadre s to a ctively ada pt to the knowledg e faster and actively ada pt to the i ncr easingly high l evel of lea ders hip sit uation, a ctively ada pt to the dema nd of the masse s more a nd mor e situati ons, eager t o learn, enhance a ccumulation, efforts, honed t he abi lity to over come a g ood servi ce, pani c. Thir d is t o us e realisti c under standing. A dher e to people-orient ed must be base d on reality, not div orce d from reality. De sk no water cups her e in H ong Kong, staff nee d to drink s ome water to the drink ing fountai n on a floor, t he glas s us ed is a one-time non-cone type. Drink thi s cup can only hol d, ca nnot be put dow n. T his is not only to save on glas s materials, mor e importa nt is to f orce y ou to g et drinki ng water, g o ba ck to y our se at busine ss. 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 emphasi s on pe ople -ori ente d, does not imply you ca n indulge t he de sires, t he comfortable, t he pursuit of enjoyme nt. Office of the party committees at all level s of our comra des, m ust continue to mai ntain the style of plai n living a nd hard str uggle, to sta nd up t o the tests of temptations, exciti ng "energy" conservation "dis positi on" to t he spirit of selfless dedi cation and pr ovide service s. Inv estee 4 . clearly define d responsibiliti es. Putting people first is a common visi on of devel opme nt, everyone is a lia bility. Pe opl e-oriente d, above a nd below wit h the re sponsi bility for coor dinati ng syste m must be esta blished a nd hold ev eryone acco unta ble. First, we m ust strengt hen t he lea ders hip. "I n its pla ce, its g overna nce, it s level, bear the re sponsi bility of the Divi sion." This i s the minim um requir ement for lea ders, i s a measure of the ba sic criteria for whether a lea ding cadre i s com petent . Leaders ne ed to "it is an official term for the benefit of" mission, consci ously a ssume r esponsibility for impleme nting peopl e -orie nted. Direct or of the Office of the party committees at all lev els is the responsibility of the units to impleme nt pe opl e-oriente d, to manage their people, "pl ug in own r esponsi bility", effectively enhance the e ducation of lea ding cadre s, ca dres a nd cadre s work, efforts to r evitalize the Office of human re source s, Office w ork is full of vigor a nd vitality

well, with the effectivene ss of servi ces t o defe nd the intere sts of the mas ses. T hird, we s hould strive t o do w ell. To a chiev e good pr actical results, the key i s to know the l aw, to gras p the la ws and using law s. Office of economi c devel opme nt, s ocial progre ss, ther e are rule s to foll ow. Only a ct according to the law, to overcome bli ndness a nd strengtheni ng initiative, creative. Worki ng in the Office, w e shoul d be g ood at analyzi ng the e sse nce of things , to find reg ular thi ng, c hange from passiv e to active , to seek one . Inve stee 2. e stabli shme nt of evaluati on sy stem. Evaluati on system is es sent ially an ince ntive me cha nism, the evaluati on wa s objective a nd fair, rea sonabl e, and ca n stimulate a pers on's e nergy, mobilizi ng pe ople' s ent husi asm or be misleading, dampe ned the ent husi asm of pe ople . At pres ent, the concept of pe opl e-oriente d pe opl e, but to esta blis h and perfect eva luati on system is still lagging behi nd. Work in thi s area s hould be seriousl y caug ht up. "Three emphasi s on" to take adva ntage of. Is a f ocus on standards and sci entific. A fundame ntal point of the evaluati on criteria, is t o keep contact, devel opment, com prehe nsive ey e evaluati on of cadre s. Office work, both "re cord" a nd "potential performance"; both s ubj ective efforts, take a not her look at the obje ctive condition; both "pragmatic" e nough, take a not her look at the "retreat" level. Se cond, fo cus on partici pating the brea dth of the subje ct. Evaluati on of cadre s must give full play to democra cy, ca dres and the mas ses handing over evaluation. Office w ork servi ces lea ders hip a nd s ervice base, serve the people, t hen nominated the main obje ct will c ontai n a variety of services, s o that as ses sment was a ccurate a nd to av oid one -si dednes s. Thir d, pay attention to the seriousnes s of the conclusion. The use of evaluati on findings i s mainly embodie d in his dir ecti on. Permitted to choos e one, it would be ta ntamount to e stabli shi ng a ba nner. Eval uation ca n't take care of the bal ance, ot herwis e it woul d undermi ne the offset the positive sig nifica nce of evaluation. Office of the party committees at all level s shoul d take the fi ndi ngs as on the cadr es ' bonus-penalty, an important basis for fut ure movement s, incentive a nd re straint effect of making eval uations . 3. Preve ntion of unde r standing "infidel ity". People -ce ntered devel opme nt, concr ete is dial ectical, . In practi ce in the proces s, to pr event one -si ded a nd still l ook, from a ctual people. One i s to use dial ectical poi nt of view to understa nd. H umani st is the core of the sci entific Outl ook on development, remai ns the devel opment of the s cientific Outl ook on development emphasi zes, i s still ta king economi c constr ucti on as t he Ce nter. A ny de parture from the devel opment of thought and acti on, i s a misinter pretation and misunder standing of people-orient ed. A dhere t o pe ople -ori ente d both to overcome one-s ide dne ss of the old, but al so to prevent one -si dednes s, not accelerating t he development of people and the oppositi on. Must be very cl ear, pe ople orie nted a nd s pee ding up dev elopment is not oppose d, but consi stent, we shoul d never be

设计、系统和总成匹配工作。

发的人员) ;其它涉及常规汽车开发过程的人员可以兼做常规汽车相应的开发工作。 (1) 对于自主研发及合作研发的系统、总成及关键零部件,应有明确的职责人员 负责以下设计开发或技术管理工作。具体活动如下:整车控制系统和动力总成系统中 关键零部件的功能和性能开发;整车总布置、车身设计、底盘总布置、车架设计;整 车动力系统的动力匹配计算和设计选型;整车控制系统的控制原理和控制策略开发; 整车控制系统、动力系统及关键零部件的结构设计;各系统和子系统之间的通讯协议 和数据代码的开发;机电耦合装置和变速装置结构设计;系统、总成及关键零部件的 设计评审、验证、确认;技术文件管理;新能源汽车和标准化工作等等。 (2) 对于购买技术和委托开发的系统、总成及关键零部件,应有明确的职责人员 负责以下相关设计开发或技术管理工作。具体活动如下:整车控制系统和动力总成系 统中关键零部件功能、性能参数要求的提出;与其它相关系统和总成的匹配、通讯和 控制;产品测试和评价;系统、总成及关键零部件的设计评审、验证、确认和更改设 计控制等等。 (3) 对于直接购买的系统、总成及零部件产品,应有明确的职责人员负责以下相 关设计开发或技术管理工作。具体活动如下:采购的相关系统与其它总成和整车匹配、 与整车通讯和控制系统接口等方面的技术要求的提出,以及验证、确认活动。 2、新能源汽车整车控制系统及动力系统的设计开发活动必须有明确的人员分工。研发 机构中应有明确的职责人员负责新能源汽车的研发、技术及标准的跟踪、试验及评价、 样车及样品试制与调试、技术转化、生产准备及工艺开发工作。 3、上述职责人员应具有相应的专业背景、工作经历和研发岗位所要求的能力。

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建立适于本企业的产品设计开发工作 流程和指导具体设计工作的设计规范及作 业指导书,内容内容至少应当覆盖自主知识 产权产品及整车设计全过程、技术文件管 理、标准化等内容,且在实际工作中得以应 用。

1、申请企业应建立适于本企业新能源汽车产品设计开发工作的流程管理文件,包括从 设计输入、设计输出、设计评审、验证和确认、设计更改的整个过程;该流程必须完 整覆盖新能源汽车核心技术自主知识产权产品和整车的设计全过程。如果某种产品的 部分设计工作委托给其它企业完成,设计开发流程也必须覆盖委托设计的活动环节和 管理要求。开发流程可与常规汽车结合、统一设立,也可单独设立新能源汽车的专门

people-orie nted i n the name of reduci ng our ent husiasm. Pr emier We n Jiaba o's G overnme nt work re port t his year, i de ntified as 7% gr owth, 2.1% l ower t han la st year's 9. 1%, but in 8 work remai ns to a cce lerate development in t he first pla ce . .. Work sta ndar ds. Se cond i s to use the scal e of devel opment t o under stand. Society is ev olving, huma n nee ds are a lso cha nging . Practi ce of huma nism is a l ong -term proces s and ca nnot be a chi eved overnig ht. To treat people if you sta nd still a nd rigi d dogma, it is pos sible t o retur n t o thi s, se e thing s but not people's old ways. T herefore , we have t o follow t he development of the times, a nd conti nue de buggi ng the humani st per spe ctive, innovative pe ople -ori ente d way. Under the new hi stori cal conditions, w e are requeste d by t he times, set up a bra nd new conce pt, a hig h starting poi nt, hig h standard of armed people, s hapi ng, exer cise, p eople , consta ntly taking the new connotation of the time s. Terms of Office, is t o lea d the va st num bers of cadre s to a ctively ada pt to the knowledg e faster and actively ada pt to the i ncr easingly high l evel of lea ders hip sit uation, a ctively ada pt to th e dema nd of the masse s more a nd mor e situati ons, eager t o learn, enhance a ccumulation, efforts, honed t he abi lity to over come a g ood servi ce, pani c. Thir d is t o us e realisti c under standing. A dher e to people-orient ed must be base d on reality, not div orce d from reality. De sk no water cups her e in H ong Kong, staff nee d to drink s ome water to the drink ing fountai n on a floor, t he glas s us ed is a one-time non-cone type. Drink thi s cup can only hol d, ca nnot be put dow n. T his is not only to save on glas s materials, mor e importa nt is to f orce y ou to g et drinki ng water, g o ba ck to y our se at busine ss. 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 emphasi s on pe ople -ori ente d, does not imply you ca n indulge t he de sires, t he comfortable, t he pursuit of enjoyme nt. Office of the party committees at all level s of our comra des, m ust continue to mai ntain the style of plai n living a nd hard str uggle, to sta nd up t o the tests of temptations, exciti ng "energy" conservation "dis positi on" to t he spirit of selfless dedi cation and pr ovide service s. Inv estee 4 . clearly define d responsibiliti es. Putting people first is a common visi on of devel opme nt, everyone is a lia bility. Pe opl e-oriente d, above a nd below wit h the re sponsi bility for coor dinati ng syste m must be esta blished a nd hold ev eryone accounta ble. First, we m ust strengt hen t he lea ders hip. "I n its pla ce, its g overna nce, it s level, bear the re sponsi bility of the Divi sion." This i s the minim um requir ement for lea ders, i s a measure of the ba sic criteria for whether a lea ding cadre i s com petent . Leaders ne ed to "it is an off icial term for the benefit of" mission, consci ously a ssume r esponsibility for impleme nting people -orie nted. Direct or of the Office of the party committees at all lev els is the responsibility of the units to impleme nt pe opl e-oriente d, to manage their people, "pl ug in own r esponsi bility", effectively enhance the e ducation of lea ding cadre s, ca dres a nd cadre s work, efforts to r evitalize the Office of human re source s, Office w ork is full of vigor a nd vitality

Our

well, with the effectivene ss of servi ces t o defe nd the intere sts of the mas ses. T hird, we s hould strive t o do w ell. To a chiev e good pr actical results, the key i s to know the l aw, to gras p the la ws and using law s. Office of economi c devel opme nt, s ocial progre ss, ther e are rule s to foll ow. Only a ct according to the law, to overcome bli ndness a nd strengtheni ng initiative, creative. Worki ng in the Office, w e shoul d be g ood at analyzi ng the e sse nce of things , to f ind reg ular thi ng, change from passiv e to active , to seek one . Inve stee 2. e stabli shme nt of evaluati on sy stem. Evaluati on system is es sent ially an incentive me cha nism, the evaluati on wa s objective a nd fair, rea sonabl e, and ca n stimulate a pers on's e nergy, m obilizi ng pe ople' s ent husi asm or be misleading, dampe ned the ent husi asm of pe ople . At pres ent, the concept of pe opl e-oriente d pe opl e, but to esta blis h and perfect eva luati on system is still lagging behi nd. Work in thi s area s hould be seriousl y caug ht up. "Three emphasi s on" to take adva ntage of. Is a f ocus on standards and sci entific. A fundame ntal point of the evaluati on criteria, is t o keep contact, devel opment, com prehe nsive ey e evaluati on of cadre s. Office work, both "re cord" a nd "potential performance"; both s ubj ective efforts, take a not her look at the obje ctive condition; both "pragmatic" e nough, take a not her look at the "retreat" level. Se cond, focus on partici pating the brea dth of the subje ct. Evaluati on of cadre s must give full play to democra cy, ca dres and the mas ses handing over evaluation. Office w ork servi ces lea ders hip a nd s ervice base, serve the people, t hen nominated th e main obje ct will contai n a variety of services, s o that as ses sment was a ccurate a nd to av oid one -si dednes s. Thir d, pay attention to the seriousnes s of the conclusion. The use of evaluati on findings i s mainly embodie d in his dir ecti on. Permitted to choos e on e, it would be tantamount to e stabli shi ng a ba nner. Eval uation ca n't take care of the bal ance, ot herwis e it woul d undermi ne t he offset the positive sig nifica nce of evaluation. Office of the party committees at all level s shoul d take the fi ndi ngs as on the cadr es ' bonus-penalty, an important basis for fut ure movement s, incentive a nd re straint effect of making eval uations . 3. Prev e ntion of under standing "infidel ity". People -ce ntered devel opme nt, concr ete is dial ectical, . In practi ce in the proces s, to pr event one -si ded a nd still l ook, from a ctual people. One i s to use dial ectical poi nt of view to understa nd. H umani st is the core of the sci entific Outl ook on development, remai ns the devel opment of the s cientific Outl ook on development emphasi zes, i s still ta king economi c constr ucti on as t he Ce nter. A ny de parture from the devel opment of thought and acti on, i s a misinter pretation and misunder standing of people-orient ed. A dhere t o pe ople -ori ente d both to overcome one-s ide dne ss of the old, but al so to prevent one -si dednes s, not accelerating t he development of people and the oppositi on. Must be very cl ear, pe ople orie nted a nd s pee ding up dev elopment is not oppose d, but consi stent, we shoul d never be

设计开发工作流程可在常规汽车的设 计开发流程中予以体现,要突出新能源汽车 设计开发相关的环节和要求。 设计规范应能够知道指导自制和改装 方面新能源汽车的设计和验证、采购总成部 件功能与性能要求的开发和确认等工作;至 少覆盖整车控制、电机控制、变速器与动力 耦合装置控制、车载能源管理、车载充电管 理、通讯和数据交换等系统和子系统功能与 性能要求的开发和验证等工作。

开发流程 2、申请企业还应建立指导具体设计工作的设计规范及作业指导书,这些文件应当满足 以下要求: (1)对于自主研发及合作研发的系统、总成及关键零部件,应建立完善的设计规范及 作业指导书(合作研发的部分根据合作双方的分工完善自行承担工作的规范及作业指 导书,其他方面完善程度要求可适当放宽) 。可能包括:整车控制系统和动力总成系统 中关键零部件的功能和性能开发;整车总布置、车身设计、底盘总布置、车架设计; 整车动力系统的匹配和选型(尤其是车载能源系统、驱动系统与传动系统的匹配和选 型) ;整车控制系统、动力系统及关键零部件的结构设计;整车控制系统的控制原理和 控制策略开发;各系统和子系统之间的通讯协议和数据代码的开发;机电耦合装置和 变速装置结构设计;整车、整车控制系统和动力总成系统的设计评审、验证、确认和 更改时应注意的事项;技术文件管理;标准化等方面的内容。 (2)购买技术和委托开发的系统、总成及关键零部件,也要求建立相应的设计规范及 作业指导书,要能指导的设计开发的相关工作,介绍技术原理及有关模型、策略,企 业能够在后续开发、改进中加以运用,在设计输入、设计验证、确认和设计更改环节 中应说明设计的规范要求,不仅包括与其连接的系统总成匹配设计和验证活动,也包 括整车数据通讯和控制开发活动中的评审、验证和确认活动。 以上两项为判定是否掌握核心技术的条件 ⑶ 直接购买的系统、总成及零部件产品,只要求在设计输入、设计验证和确认时提出 应注意的事项,以及与其连接的系统总成匹配整车数据通讯和控制等方面应建立设计 规范及作业指导书。不判定为掌握核心技术 (4) 要求建立设计规范及作业指导书的环节, 申请企业应能提供这些文件的应用实例。

5*

至少掌握新能源汽车车载能源系统、驱 1、掌握核心技术的基本要求 动系统及控制系统三者之一的核心技术。 (1)理解整车、关键系统或总成的技术原理、控制方法、通讯、结构、功能、主要技 应理解享有所掌握的核心技术的技术 术特性、失效模式和测试评价方法; 原理、结构、功能和性能要求、控制方法、
Our

people-orie nted i n the name of reduci ng our ent husiasm. Pr emier We n Jiaba o's G overnme nt work re port t his year, i de ntified as 7% gr ow th, 2.1% l ower t han la st year's 9. 1%, but in 8 work remai ns to a cce lerate development in t he first pla ce . .. Work sta ndar ds. Se cond i s to use the scal e of devel opment t o under stand. Society is ev olving, huma n nee ds are a lso cha nging . Practi ce of huma nism is a l ong -term proces s and ca nnot be a chi eved overnig ht. To treat people if you sta nd still a nd rigi d dogma, it is pos sible t o retur n to thi s, se e thing s but not people's old ways. T herefore , we have t o follow t he development of the times, a nd conti nue de buggi ng the humani st per spe ctive, innovative pe ople -ori ente d way. Under the new hi stori cal conditions, w e are requeste d by t he times, set up a bra nd new conce pt, a hig h starting poi nt, hig h standard of armed people, s hapi ng, exer cise, people , consta ntly taking the new connotation of the time s. Terms of Office, is t o lea d the va st num bers of cadre s to a ctively ada pt to the knowledg e faster and actively ada pt to the i ncr easingly high l evel of lea ders hip sit uation, a ctively ada pt to the dema nd of the masse s more a nd mor e situati ons, eager t o learn, enhance a ccumulation, efforts, honed t he abi lity to over come a g ood servi ce, pani c. Thir d is t o us e realisti c under standing. A dher e to people-orient ed must be base d on reality, not div orce d from reality. De sk no water cups her e in H ong Kong, staff nee d to drink s ome water to the drink ing fountai n on a floor, t he glas s us ed is a one-time non-cone type. Drink thi s cup can only hol d, ca nnot be put dow n. T his is not only to save on glas s materials, mor e importa nt is t o f orce y ou to g et drinki ng water, g o ba ck to y our se at busine ss. 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 emphasi s on pe ople -ori ente d, does not imply you ca n indulge t he de sires, t he comfortable, t he pursuit of enjoyme nt. Office of the party committees at all lev el s of our comra des, m ust continue to mai ntain the style of plai n living a nd hard str uggle, to sta nd up t o the tests of tempt ations, exciti ng "energy" conservation "dis positi on" to t he spirit of selfless dedi cation and pr ovide service s. Inv estee 4 . clearly define d responsibiliti es. Putting people first is a common visi on of devel opme nt, everyone is a lia bility. Pe opl e-oriente d, above a nd below wit h the re sponsi bility for coor dinati ng syste m must be esta blished a nd hold ev eryone accounta ble. First, we m ust strengt hen t he lea ders hip. "I n its pla ce, its g overna nce, it s level, bear the re sponsi bility of the Divi sion." This i s the minim um requir ement for lea ders, i s a measure of the ba sic criteria for whether a lea ding cadre i s com petent . Leaders ne ed to "it is an official term for the benefit of" mission, consci ously a ssume r esponsibility for impleme nting people -orie nted. Direct or of the Office of the party committees at all lev els is the responsibility of the units to impleme nt pe opl e-oriente d, to manage their people, "pl ug in own r esponsi bility", effectively enhance the e ducation of lea ding cadre s, ca dres a nd cadre s work, efforts to r evitalize the Office of human re source s, Office w ork is full of vigor a nd vitality

well, with the effectivene ss of servi ces t o defe nd the intere sts of the mas ses. T hird, we s hould strive t o do w ell. To a chiev e good pr actical results, the key i s to know the l aw, to gras p the la ws and using law s. Office of economi c devel opme nt, s ocial progre ss, ther e are rule s to foll ow. Only a ct according to the law, to overcome bli ndness a nd strengtheni ng initiative, creative. Worki ng in the Office, w e shoul d be g ood at analyzi ng the e sse nce of things , to find reg ular thi ng, c hange from passiv e to active , to seek one . Inve stee 2. e stabli shme nt of evaluati on sy stem. Evaluati on system is es sent ially an ince ntive me cha nism, the evaluati on wa s objective a nd fair, rea sonabl e, and ca n stimulate a pers on's e nergy, mobilizi ng pe ople' s ent husi asm or be misleading, dampe ned the ent husi asm of pe ople . At pres ent, the concept of pe opl e-oriente d pe opl e, but to esta blis h and perfect eva luati on system is still lagging behi nd. Work in thi s area s hould be seriousl y caug ht up. "Three emphasi s on" to take adva ntage of. Is a f ocus on standards and sci entific. A fundame ntal point of the evaluati on criteria, is t o keep contact, devel opment, com prehe nsive ey e evaluati on of cadre s. Office work, both "re cord" a nd "potential performance"; both s ubj ective efforts, take a not her look at the obje ctive condition; both "pragmatic" e nough, take a not her look at the "retreat" level. Se cond, fo cus on partici pating the brea dth of the subje ct. Evaluati on of cadre s must give full play to democra cy, ca dres and the mas ses handing over evaluation. Office w ork servi ces lea ders hip a nd s ervice base, serve the people, t hen nominated the main obje ct will c ontai n a variety of services, s o that as ses sment was a ccurate a nd to av oid one -si dednes s. Thir d, pay attention to the seriousnes s of the conclusion. The use of evaluati on findings i s mainly embodie d in his dir ecti on. Permitted to choos e one, it would be ta ntamount to e stabli shi ng a ba nner. Eval uation ca n't take care of the bal ance, ot herwis e it woul d undermi ne the offset the positive sig nifica nce of evaluation. Office of the party committees at all level s shoul d take the fi ndi ngs as on the cadr es ' bonus-penalty, an important basis for fut ure movement s, incentive a nd re straint effect of making eval uations . 3. Preve ntion of unde r standing "infidel ity". People -ce ntered devel opme nt, concr ete is dial ectical, . In practi ce in the proces s, to pr event one -si ded a nd still l ook, from a ctual people. One i s to use dial ectical poi nt of view to understa nd. H umani st is the core of the sci entific Outl ook on development, remai ns the devel opment of the s cientific Outl ook on development emphasi zes, i s still ta king economi c constr ucti on as t he Ce nter. A ny de parture from the devel opment of thought and acti on, i s a misinter pretation and misunder standing of people-orient ed. A dhere t o pe ople -ori ente d both to overcome one-s ide dne ss of the old, but al so to prevent one -si dednes s, not accelerating t he development of people and the oppositi on. Must be very cl ear, pe ople orie nted a nd s pee ding up dev elopment is not oppose d, but consi stent, we shoul d never be

通讯和数据交换、失效模式和安全风险以及 测试评价方法、主要故障模式的诊断和解决 措施等。 此外还应理解制定控制系统、车载能源 系统、驱动系统等各系统的边界划分与接口 定义等。 对于所掌握的核心技术应具有相应的 知识产权(至少包括设计更改权和使用权)

(2)理解各系统的边界划分与接口定义,包括各系统之间接口定义、逻辑关系图、技 术特征参数等; (3)理解产品的生产加工过程及主要环节的加工参数; (仅对掌握的核心技术) (4)理解产品的安全性及潜在风险; (5)理解主要故障模式、诊断方法和解决方案。 2、在上述基本要求的基础上,对车载能源系统、驱动系统、控制系统三种核心技术的 掌握程度,应按不同的要求处理。 (1)对于控制系统的技术,要求企业应能深入理解整车控制系统。申请企业应能够提 供整车控制系统的整车控制策略框架、控制原理图、电气结构原理图、电路图、总成 图、装配尺寸图;应能够提供整车控制系统与车载能源系统、驱动系统之间的通讯协 议和数据交换代码;应能够提供整车控制系统及子系统的源程序软件;应具有整车控 制系统和子系统(硬件和软件)的功能和性能检验、测试能力;应具有控制系统和子 系统的故障诊断能力、维修能力。 (2)对于车载能源系统和驱动系统,允许采购其它企业开发的产品,能够提出车载能 源系统和驱动系统及子系统的技术要求、功能和性能指标、测试评价方法;能供提供 车载能源系统和驱动系统及子系统的结构原理图、电路原理图、控制原理图、控制策 略框架、总成图、装配尺寸图;应能提供车载能源系统、驱动系统与控制系统之间的 通讯协议和数据交换内容;具备简单的电性能(包括电压、电流、电阻、绝缘等) 、高 压电安全、危险气体浓度、温度测量等项目的检测能力;具备车载能源系统和驱动系 统及子系统的基本故障诊断能力和更换能力。当企业明确掌握的核心技术不是控制系 统时,对于其掌握的驱动系统(或车载能源系统)需要提供与稳定合作的机电耦合装 置(或电机)或者动力电池生产商的长期合作协议,明确双方的战略合作关系、确保 合作开发的形式、能够及时提供满足整车要求的机电耦合装置(或电机)或者动力电 池 3、对于 “掌握”的核心技术,企业应具有相应的知识产权。自主开发的核心技术应具有

people-orie nted i n the name of reduci ng our ent husiasm. Pr emier We n Jiaba o's G overnme nt work re port t his year, i de ntified as 7% gr owth, 2.1% l ower t han la st year's 9. 1%, but in 8 work remai ns to a cce lerate development in t he first pla ce . .. Work sta ndar ds. Se cond i s to use the scal e of devel opment t o under stand. Society is ev olving, huma n nee ds are a lso cha nging . Practi ce of huma nism is a l ong -term proces s and ca nnot be a chi eved overnig ht. To treat people if you sta nd still a nd rigi d dogma, it is pos sible t o retur n t o thi s, se e thing s but not people's old ways. T herefore , we have t o follow t he development of the times, a nd conti nue de buggi ng the humani st per spe ctive, innovative pe ople -ori ente d way. Under the new hi stori cal conditions, w e are requeste d by t he times, set up a bra nd new conce pt, a hig h starting poi nt, hig h standard of armed people, s hapi ng, exer cise, p eople , consta ntly taking the new connotation of the time s. Terms of Office, is t o lea d the va st num bers of cadre s to a ctively ada pt to the knowledg e faster and actively ada pt to the i ncr easingly high l evel of lea ders hip sit uation, a ctively ada pt to th e dema nd of the masse s more a nd mor e situati ons, eager t o learn, enhance a ccumulation, efforts, honed t he abi lity to over come a g ood servi ce, pani c. Thir d is t o us e realisti c under standing. A dher e to people-orient ed must be base d on reality, not div orce d from reality. De sk no water cups her e in H ong Kong, staff nee d to drink s ome water to the drink ing fountai n on a floor, t he glas s us ed is a one-time non-cone type. Drink thi s cup can only hol d, ca nnot be put dow n. T his is not only to save on glas s materials, mor e importa nt is to f orce y ou to g et drinki ng water, g o ba ck to y our se at busine ss. 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 emphasi s on pe ople -ori ente d, does not imply you ca n indulge t he de sires, t he comfortable, t he pursuit of enjoyme nt. Office of the party committees at all level s of our comra des, m ust continue to mai ntain the style of plai n living a nd hard str uggle, to sta nd up t o the tests of temptations, exciti ng "energy" conservation "dis positi on" to t he spirit of selfless dedi cation and pr ovide service s. Inv estee 4 . clearly define d responsibiliti es. Putting people first is a common visi on of devel opme nt, everyone is a lia bility. Pe opl e-oriente d, above a nd below wit h the re sponsi bility for coor dinati ng syste m must be esta blished a nd hold ev eryone accounta ble. First, we m ust strengt hen t he lea ders hip. "I n its pla ce, its g overna nce, it s level, bear the re sponsi bility of the Divi sion." This i s the minim um requir ement for lea ders, i s a measure of the ba sic criteria for whether a lea ding cadre i s com petent . Leaders ne ed to "it is an off icial term for the benefit of" mission, consci ously a ssume r esponsibility for impleme nting people -orie nted. Direct or of the Office of the party committees at all lev els is the responsibility of the units to impleme nt pe opl e-oriente d, to manage their people, "pl ug in own r esponsi bility", effectively enhance the e ducation of lea ding cadre s, ca dres a nd cadre s work, efforts to r evitalize the Office of human re source s, Office w ork is full of vigor a nd vitality

Our

well, with the effectivene ss of servi ces t o defe nd the intere sts of the mas ses. T hird, we s hould strive t o do w ell. To a chiev e good pr actical results, the key i s to know the l aw, to gras p the la ws and using law s. Office of economi c devel opme nt, s ocial progre ss, ther e are rule s to foll ow. Only a ct according to the law, to overcome bli ndness a nd strengtheni ng initiative, creative. Worki ng in the Office, w e shoul d be g ood at analyzi ng the e sse nce of things , to f ind reg ular thi ng, change from passiv e to active , to seek one . Inve stee 2. e stabli shme nt of evaluati on sy stem. Evaluati on system is es sent ially an incentive me cha nism, the evaluati on wa s objective a nd fair, rea sonabl e, and ca n stimulate a pers on's e nergy, m obilizi ng pe ople' s ent husi asm or be misleading, dampe ned the ent husi asm of pe ople . At pres ent, the concept of pe opl e-oriente d pe opl e, but to esta blis h and perfect eva luati on system is still lagging behi nd. Work in thi s area s hould be seriousl y caug ht up. "Three emphasi s on" to take adva ntage of. Is a f ocus on standards and sci entific. A fundame ntal point of the evaluati on criteria, is t o keep contact, devel opment, com prehe nsive ey e evaluati on of cadre s. Office work, both "re cord" a nd "potential performance"; both s ubj ective efforts, take a not her look at the obje ctive condition; both "pragmatic" e nough, take a not her look at the "retreat" level. Se cond, focus on partici pating the brea dth of the subje ct. Evaluati on of cadre s must give full play to democra cy, ca dres and the mas ses handing over evaluation. Office w ork servi ces lea ders hip a nd s ervice base, serve the people, t hen nominated th e main obje ct will contai n a variety of services, s o that as ses sment was a ccurate a nd to av oid one -si dednes s. Thir d, pay attention to the seriousnes s of the conclusion. The use of evaluati on findings i s mainly embodie d in his dir ecti on. Permitted to choos e on e, it would be tantamount to e stabli shi ng a ba nner. Eval uation ca n't take care of the bal ance, ot herwis e it woul d undermi ne t he offset the positive sig nifica nce of evaluation. Office of the party committees at all level s shoul d take the fi ndi ngs as on the cadr es ' bonus-penalty, an important basis for fut ure movement s, incentive a nd re straint effect of making eval uations . 3. Prev e ntion of under standing "infidel ity". People -ce ntered devel opme nt, concr ete is dial ectical, . In practi ce in the proces s, to pr event one -si ded a nd still l ook, from a ctual people. One i s to use dial ectical poi nt of view to understa nd. H umani st is the core of the sci entific Outl ook on development, remai ns the devel opment of the s cientific Outl ook on development emphasi zes, i s still ta king economi c constr ucti on as t he Ce nter. A ny de parture from the devel opment of thought and acti on, i s a misinter pretation and misunder standing of people-orient ed. A dhere t o pe ople -ori ente d both to overcome one-s ide dne ss of the old, but al so to prevent one -si dednes s, not accelerating t he development of people and the oppositi on. Must be very cl ear, pe ople orie nted a nd s pee ding up dev elopment is not oppose d, but consi stent, we shoul d never be

完整的知识产权,此时需要详细说明自主知识产权相关的工作过程及成果(如硬件、 软件、评价验证、流程规范等) ;当采用非完全自主研发(包括购买技术、委托开发、 合作开发等)的技术时,企业应具有部分知识产权,至少包括设计更改权和使用权, 此时需要提供与技术合作方、转让方签订的技术转让/共享的协议,明确设计更改权和 使用权等权限。 对于企业不“掌握”的核心技术,知识产权方面不做要求。 1、企业应提供与申请《公告》产品技术路线、技术方案一致的新能源汽车样车,包括 掌握核心技术的样件。同时还应具备样车、样件的试制能力,包括应配置必要的设备、

6*

应具备与所生产的新能源汽车整车、系统及 模具、胎具、夹具、辅具、验具等设备或工装。 关键总成相适应的试制能力,包括与企业自 2、整车控制系统、车载能源系统和驱动系统如果为自制,应配置试制工艺要求的加工 身研发工作相适应的试验验证能力。
设备,同时应具备按照技术规范进行作业试制能力。上述系统的硬件部分采取对外委 托加工方式时,需要对供方的试制及验证能力进行评审、确认

产品设计开发活动:
1、设计输入应包括: ①市场研究、示范运行记录和质量反馈信息; ②以往开发经验或同行经验数据; ③设计目标、可靠性和质量目标; ④产品水平基准数据; ⑤产品可靠性研究数据; ⑥顾客要求。 2、设计输出应包括: ①工程图纸;关注新能源汽车相关的如电路原理图、控制原理图、控制策略框架、控 制系统与车载能源系统及驱动系统之间的通讯协议和数据交换方面的规定等; ②产品(包括整车及动力、驱动、控制系统)企业标准和技术规范,包括必要的材料 规范;
people-orie nted i n the name of reduci ng our ent husiasm. Pr emier We n Jiaba o's G overnme nt work re port t his year, i de ntified as 7% gr ow th, 2.1% l ower t han la st year's 9. 1%, but in 8 work remai ns to a cce lerate development in t he first pla ce . .. Work sta ndar ds. Se cond i s to use the scal e of devel opment t o under stand. Society is ev olving, huma n nee ds are a lso cha nging . Practi ce of huma nism is a l ong -term proces s and ca nnot be a chi eved overnig ht. To treat people if you sta nd still a nd rigi d dogma, it is pos sible t o retur n to thi s, se e thing s but not people's old ways. T herefore , we have t o follow t he development of the times, a nd conti nue de buggi ng the humani st per spe ctive, innovative pe ople -ori ente d way. Under the new hi stori cal conditions, w e are requeste d by t he times, set up a bra nd new conce pt, a hig h starting poi nt, hig h standard of armed people, s hapi ng, exer cise, people , consta ntly taking the new connotation of the time s. Terms of Office, is t o lea d the va st num bers of cadre s to a ctively ada pt to the knowledg e faster and actively ada pt to the i ncr easingly high l evel of lea ders hip sit uation, a ctively ada pt to the dema nd of the masse s more a nd mor e situati ons, eager t o learn, enhance a ccumulation, efforts, honed t he abi lity to over come a g ood servi ce, pani c. Thir d is t o us e realisti c under standing. A dher e to people-orient ed must be base d on reality, not div orce d from reality. De sk no water cups her e in H ong Kong, staff nee d to drink s ome water to the drink ing fountai n on a floor, t he glas s us ed is a one-time non-cone type. Drink thi s cup can only hol d, ca nnot be put dow n. T his is not only to save on glas s materials, mor e importa nt is t o f orce y ou to g et drinki ng water, g o ba ck to y our se at busine ss. 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 emphasi s on pe ople -ori ente d, does not imply you ca n indulge t he de sires, t he comfortable, t he pursuit of enjoyme nt. Office of the party committees at all lev el s of our comra des, m ust continue to mai ntain the style of plai n living a nd hard str uggle, to sta nd up t o the tests of tempt ations, exciti ng "energy" conservation "dis positi on" to t he spirit of selfless dedi cation and pr ovide service s. Inv estee 4 . clearly define d responsibiliti es. Putting people first is a common visi on of devel opme nt, everyone is a lia bility. Pe opl e-oriente d, above a nd below wit h the re sponsi bility for coor dinati ng syste m must be esta blished a nd hold ev eryone accounta ble. First, we m ust strengt hen t he lea ders hip. "I n its pla ce, its g overna nce, it s level, bear the re sponsi bility of the Divi sion." This i s the minim um requir ement for lea ders, i s a measure of the ba sic criteria for whether a lea ding cadre i s com petent . Leaders ne ed to "it is an official term for the benefit of" mission, consci ously a ssume r esponsibility for impleme nting people -orie nted. Direct or of the Office of the party committees at all lev els is the responsibility of the units to impleme nt pe opl e-oriente d, to manage their people, "pl ug in own r esponsi bility", effectively enhance the e ducation of lea ding cadre s, ca dres a nd cadre s work, efforts to r evitalize the Office of human re source s, Office w ork is full of vigor a nd vitality Our

7

产品和制造过程设计开发的输入应当 充分适宜;产品和制造过程设计开发的输出 应当以能针对设计输入进行验证的方式提 出,应当对其进行评审、验证和确认,并保 存相应记录。

well, with the effectivene ss of servi ces t o defe nd the intere sts of the mas ses. T hird, we s hould strive t o do w ell. To a chiev e good pr actical results, the key i s to know the l aw, to gras p the la ws and using law s. Office of economi c devel opme nt, s ocial progre ss, ther e are rule s to foll ow. Only a ct according to the law, to overcome bli ndness a nd strengtheni ng initiative, creative. Worki ng in the Office, w e shoul d be g ood at analyzi ng the e sse nce of things , to find reg ular thi ng, c hange from passiv e to active , to seek one . Inve stee 2. e stabli shme nt of evaluati on sy stem. Evaluati on system is es sent ially an ince ntive me cha nism, the evaluati on wa s objective a nd fair, rea sonabl e, and ca n stimulate a pers on's e nergy, mobilizi ng pe ople' s ent husi asm or be misleading, dampe ned the ent husi asm of pe ople . At pres ent, the concept of pe opl e-oriente d pe opl e, but to esta blis h and perfect eva luati on system is still lagging behi nd. Work in thi s area s hould be seriousl y caug ht up. "Three emphasi s on" to take adva ntage of. Is a f ocus on standards and sci entific. A fundame ntal point of the evaluati on criteria, is t o keep contact, devel opment, com prehe nsive ey e evaluati on of cadre s. Office work, both "re cord" a nd "potential performance"; both s ubj ective efforts, take a not her look at the obje ctive condition; both "pragmatic" e nough, take a not her look at the "retreat" level. Se cond, fo cus on partici pating the brea dth of the subje ct. Evaluati on of cadre s must give full play to democra cy, ca dres and the mas ses handing over evaluation. Office w ork servi ces lea ders hip a nd s ervice base, serve the people, t hen nominated the main obje ct will c ontai n a variety of services, s o that as ses sment was a ccurate a nd to av oid one -si dednes s. Thir d, pay attention to the seriousnes s of the conclusion. The use of evaluati on findings i s mainly embodie d in his dir ecti on. Permitted to choos e one, it would be ta ntamount to e stabli shi ng a ba nner. Eval uation ca n't take care of the bal ance, ot herwis e it woul d undermi ne the offset the positive sig nifica nce of evaluation. Office of the party committees at all level s shoul d take the fi ndi ngs as on the cadr es ' bonus-penalty, an important basis for fut ure movement s, incentive a nd re straint effect of making eval uations . 3. Preve ntion of unde r standing "infidel ity". People -ce ntered devel opme nt, concr ete is dial ectical, . In practi ce in the proces s, to pr event one -si ded a nd still l ook, from a ctual people. One i s to use dial ectical poi nt of view to understa nd. H umani st is the core of the sci entific Outl ook on development, remai ns the devel opment of the s cientific Outl ook on development emphasi zes, i s still ta king economi c constr ucti on as t he Ce nter. A ny de parture from the devel opment of thought and acti on, i s a misinter pretation and misunder standing of people-orient ed. A dhere t o pe ople -ori ente d both to overcome one-s ide dne ss of the old, but al so to prevent one -si dednes s, not accelerating t he development of people and the oppositi on. Must be very cl ear, pe ople orie nted a nd s pee ding up dev elopment is not oppose d, but consi stent, we shoul d never be

③样车;④设计验证、设计评审、设计确认的报告; ⑤新能源汽车相关的新技术、新结构原理说明; ⑥自制件和采购材料清单; ⑦新设备、工装和设施要求; ⑧量具/试验设备要求。

过程设计开发活动:
1、设计输入:源于产品设计开发活动的输出。 (细化各个系统的要求) 2、设计输出应包括: ①过程流程图; ②新能源车生产在车间平面布置图(明确新增工序的位置) ; ③制造过程工艺文件作业指导书; ④检验规范(进货/过程/整车) ⑤生产确认试验报告(对于小量试生产的情况,提出评价报告) ⑥新增设备、工装和设施、量具/验具、试验设备清单。 设计开发流程和相关程序文件中,应说明产品更改活动中各个环节的工作内容和 控制要求。设计更改主要涉及以下五个方面的控制:

8

在实施产品和制造过程的设计更改(包 括由供方引起的更改)前,应当重新进行评 审(包括评审设计更改对产品组成部分和已 交付产品的影响) 、验证和批准,适当时应 当征得顾客同意,并满足生产一致性要求和 产品追溯性要求。

1、系统和子系统的更改,应关注各系统之间的合理匹配; 2、更改所涉及系统、部件和零件的图样和技术规范,应关注各系统图纸和技术要求的 协调一致; 3、同时应关注更改所涉及工艺流程图和新增设备、工装、检具; 4、同时应关注更改所涉及工艺/检验文件; 5、设计更改必须保留相关评审、验证和确认的记录,应能够支持产品生产一致性要求 的检查和必要是时产品追溯性活动的要求。


9

生产一致性保证能力
与产品质量有关的人员应当具备相应 1、从事新能源汽车的设计人员、生产人员和质量控制人员,应具备相应的教育背景、
Our

people-orie nted i n the name of reduci ng our ent husiasm. Pr emier We n Jiaba o's G overnme nt work re port t his year, i de ntified as 7% gr owth, 2.1% l ower t han la st year's 9. 1%, but in 8 work remai ns to a cce lerate development in t he first pla ce . .. Work sta ndar ds. Se cond i s to use the scal e of devel opment t o under stand. Society is ev olving, huma n nee ds are a lso cha nging . Practi ce of huma nism is a l ong -term proces s and ca nnot be a chi eved overnig ht. To treat people if you sta nd still a nd rigi d dogma, it is pos sible t o retur n t o thi s, se e thing s but not people's old ways. T herefore , we have t o follow t he development of the times, a nd conti nue de buggi ng the humani st per spe ctive, innovative pe ople -ori ente d way. Under the new hi stori cal conditions, w e are requeste d by t he times, set up a bra nd new conce pt, a hig h starting poi nt, hig h standard of armed people, s hapi ng, exer cise, p eople , consta ntly taking the new connotation of the time s. Terms of Office, is t o lea d the va st num bers of cadre s to a ctively ada pt to the knowledg e faster and actively ada pt to the i ncr easingly high l evel of lea ders hip sit uation, a ctively ada pt to th e dema nd of the masse s more a nd mor e situati ons, eager t o learn, enhance a ccumulation, efforts, honed t he abi lity to over come a g ood servi ce, pani c. Thir d is t o us e realisti c under standing. A dher e to people-orient ed must be base d on reality, not div orce d from reality. De sk no water cups her e in H ong Kong, staff nee d to drink s ome water to the drink ing fountai n on a floor, t he glas s us ed is a one-time non-cone type. Drink thi s cup can only hol d, ca nnot be put dow n. T his is not only to save on glas s materials, mor e importa nt is to f orce y ou to g et drinki ng water, g o ba ck to y our se at busine ss. 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 emphasi s on pe ople -ori ente d, does not imply you ca n indulge t he de sires, t he comfortable, t he pursuit of enjoyme nt. Office of the party committees at all level s of our comra des, m ust continue to mai ntain the style of plai n living a nd hard str uggle, to sta nd up t o the tests of temptations, exciti ng "energy" conservation "dis positi on" to t he spirit of selfless dedi cation and pr ovide service s. Inv estee 4 . clearly define d responsibiliti es. Putting people first is a common visi on of devel opme nt, everyone is a lia bility. Pe opl e-oriente d, above a nd below wit h the re sponsi bility for coor dinati ng syste m must be esta blished a nd hold ev eryone accounta ble. First, we m ust strengt hen t he lea ders hip. "I n its pla ce, its g overna nce, it s level, bear the re sponsi bility of the Divi sion." This i s the minim um requir ement for lea ders, i s a measure of the ba sic criteria for whether a lea ding cadre i s com petent . Leaders ne ed to "it is an off icial term for the benefit of" mission, consci ously a ssume r esponsibility for impleme nting people -orie nted. Direct or of the Office of the party committees at all lev els is the responsibility of the units to impleme nt pe opl e-oriente d, to manage their people, "pl ug in own r esponsi bility", effectively enhance the e ducation of lea ding cadre s, ca dres a nd cadre s work, efforts to r evitalize the Office of human re source s, Office w ork is full of vigor a nd vitality

well, with the effectivene ss of servi ces t o defe nd the intere sts of the mas ses. T hird, we s hould strive t o do w ell. To a chiev e good pr actical results, the key i s to know the l aw, to gras p the la ws and using law s. Office of economi c devel opme nt, s ocial progre ss, ther e are rule s to foll ow. Only a ct according to the law, to overcome bli ndness a nd strengtheni ng initiative, creative. Worki ng in the Office, w e shoul d be g ood at analyzi ng the e sse nce of things , to f ind reg ular thi ng, change from passiv e to active , to seek one . Inve stee 2. e stabli shme nt of evaluati on sy stem. Evaluati on system is es sent ially an incentive me cha nism, the evaluati on wa s objective a nd fair, rea sonabl e, and ca n stimulate a pers on's e nergy, m obilizi ng pe ople' s ent husi asm or be misleading, dampe ned the ent husi asm of pe ople . At pres ent, the concept of pe opl e-oriente d pe opl e, but to esta blis h and perfect eva luati on system is still lagging behi nd. Work in thi s area s hould be seriousl y caug ht up. "Three emphasi s on" to take adva ntage of. Is a f ocus on standards and sci entific. A fundame ntal point of the evaluati on criteria, is t o keep contact, devel opment, com prehe nsive ey e evaluati on of cadre s. Office work, both "re cord" a nd "potential performance"; both s ubj ective efforts, take a not her look at the obje ctive condition; both "pragmatic" e nough, take a not her look at the "retreat" level. Se cond, focus on partici pating the brea dth of the subje ct. Evaluati on of cadre s must give full play to democra cy, ca dres and the mas ses handing over evaluation. Office w ork servi ces lea ders hip a nd s ervice base, serve the people, t hen nominated th e main obje ct will contai n a variety of services, s o that as ses sment was a ccurate a nd to av oid one -si dednes s. Thir d, pay attention to the seriousnes s of the conclusion. The use of evaluati on findings i s mainly embodie d in his dir ecti on. Permitted to choos e on e, it would be tantamount to e stabli shi ng a ba nner. Eval uation ca n't take care of the bal ance, ot herwis e it woul d undermi ne t he offset the positive sig nifica nce of evaluation. Office of the party committees at all level s shoul d take the fi ndi ngs as on the cadr es ' bonus-penalty, an important basis for fut ure movement s, incentive a nd re straint effect of making eval uations . 3. Prev e ntion of under standing "infidel ity". People -ce ntered devel opme nt, concr ete is dial ectical, . In practi ce in the proces s, to pr event one -si ded a nd still l ook, from a ctual people. One i s to use dial ectical poi nt of view to understa nd. H umani st is the core of the sci entific Outl ook on development, remai ns the devel opment of the s cientific Outl ook on development emphasi zes, i s still ta king economi c constr ucti on as t he Ce nter. A ny de parture from the devel opment of thought and acti on, i s a misinter pretation and misunder standing of people-orient ed. A dhere t o pe ople -ori ente d both to overcome one-s ide dne ss of the old, but al so to prevent one -si dednes s, not accelerating t he development of people and the oppositi on. Must be very cl ear, pe ople orie nted a nd s pee ding up dev elopment is not oppose d, but consi stent, we shoul d never be

的能力,严格按程序文件、作业指导书或相 工作经验和岗位所需的技术能力,特别是有关车载能源系统、驱动系统的生产(安装、 关工艺文件操作。 装配)和质量人员,应接受电工专业所开展的安全意识教育。 应当建立和落实人员能力评价和考核 2、建立新能源汽车生产、技术、质量人员档案,根据需求适当安排培训活动,建立培 制度,并保持适当的记录。
训有效性评价、人员能力评价和人员考核机制,确保各类人员能熟练操作、并处理突 发的安全事件。 1、建立整车产品检验规范 --整车检验规范至少包括试验方法、判定准则、检验/试验项目、与样车对照表、检验/ 试验频次、路况及里程分配、顾客特殊要求等方面的要求。 --整车项目包括主要功能、性能的检验能力,至少包括动力性路试、经济性路试等检验 设备以及整车安全检测线;此外还应具备包括简单的电性能(包括电压、电流、电阻、 绝缘等) 、高压电安全、危险气体浓度、温度测量等项目的检测能力;

10

应当为重要的进货检验、过程检验、最终检 验编制检验规程或检验作业指导书,并按规 定的项目、方法、频次和限值进行检验和验 证,对安全、环保、节能等法规符合性、顾 客特殊要求、新能源汽车专项检测项目要求 应当特别关注。 对关键工序和特殊过程,应当编制作业 指导书,明确工艺要求和控制方法,规范操 作,并实施过程监视和测量。

2、建立控制系统、动力、驱动系统检验规范 --在车载能源、电机及控制器和整车控制系统中, 采购部件的进厂检验应开展功能和性 能测试;其它零部件、总成检验,允许采用验证方式,但在检验规范中至少应包括验 证项目、判定准则、必要时包括供方提供的检验出厂报告。 --车载能源系统,应考虑外观、极性标志、安全标志、标称电压、绝缘性能、通风箱气 路系统检漏年等项目检测。 --驱动系统及子系统,应考虑外观、 绝缘电阻、 耐电压、基本功能 (牵引、制动、 保护) 、 最高工作转速等项目检测;同时应具备基本故障诊断能力,开发故障诊断仪。 --控制系统,应考虑车载能源装置模块、电源转换模块、系统间通讯模块、励磁模块、 信号转换模块 (模拟信号转化数字信号) 、 等项目检测, 同时应具备基本故障诊断能力, 开发故障诊断仪。 3、关键工序和特殊过程,应当编制作业指导书。对于车载能源系统、驱动系统、控制 系统在整车装配、部件焊装等制造活动中的新增工序,应进行工艺验证,确定具体工 艺参数的合理性和过程监控要求,编制工序作业指导书,指导作业人员实施作业,并

people-orie nted i n the name of reduci ng our ent husiasm. Pr emier We n Jiaba o's G overnme nt work re port t his year, i de ntified as 7% gr ow th, 2.1% l ower t han la st year's 9. 1%, but in 8 work remai ns to a cce lerate development in t he first pla ce . .. Work sta ndar ds. Se cond i s to use the scal e of devel opment t o under stand. Society is ev olving, huma n nee ds are a lso cha nging . Practi ce of huma nism is a l ong -term proces s and ca nnot be a chi eved overnig ht. To treat people if you sta nd still a nd rigi d dogma, it is pos sible t o retur n to thi s, se e thing s but not people's old ways. T herefore , we have t o follow t he development of the times, a nd conti nue de buggi ng the humani st per spe ctive, innovative pe ople -ori ente d way. Under the new hi stori cal conditions, w e are requeste d by t he times, set up a bra nd new conce pt, a hig h starting poi nt, hig h standard of armed people, s hapi ng, exer cise, people , consta ntly taking the new connotation of the time s. Terms of Office, is t o lea d the va st num bers of cadre s to a ctively ada pt to the knowledg e faster and actively ada pt to the i ncr easingly high l evel of lea ders hip sit uation, a ctively ada pt to the dema nd of the masse s more a nd mor e situati ons, eager t o learn, enhance a ccumulation, efforts, honed t he abi lity to over come a g ood servi ce, pani c. Thir d is t o us e realisti c under standing. A dher e to people-orient ed must be base d on reality, not div orce d from reality. De sk no water cups her e in H ong Kong, staff nee d to drink s ome water to the drink ing fountai n on a floor, t he glas s us ed is a one-time non-cone type. Drink thi s cup can only hol d, ca nnot be put dow n. T his is not only to save on glas s materials, mor e importa nt is t o f orce y ou to g et drinki ng water, g o ba ck to y our se at busine ss. 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 emphasi s on pe ople -ori ente d, does not imply you ca n indulge t he de sires, t he comfortable, t he pursuit of enjoyme nt. Office of the party committees at all lev el s of our comra des, m ust continue to mai ntain the style of plai n living a nd hard str uggle, to sta nd up t o the tests of tempt ations, exciti ng "energy" conservation "dis positi on" to t he spirit of selfless dedi cation and pr ovide service s. Inv estee 4 . clearly define d responsibiliti es. Putting people first is a common visi on of devel opme nt, everyone is a lia bility. Pe opl e-oriente d, above a nd below wit h the re sponsi bility for coor dinati ng syste m must be esta blished a nd hold ev eryone accounta ble. First, we m ust strengt hen t he lea ders hip. "I n its pla ce, its g overna nce, it s level, bear the re sponsi bility of the Divi sion." This i s the minim um requir ement for lea ders, i s a measure of the ba sic criteria for whether a lea ding cadre i s com petent . Leaders ne ed to "it is an official term for the benefit of" mission, consci ously a ssume r esponsibility for impleme nting people -orie nted. Direct or of the Office of the party committees at all lev els is the responsibility of the units to impleme nt pe opl e-oriente d, to manage their people, "pl ug in own r esponsi bility", effectively enhance the e ducation of lea ding cadre s, ca dres a nd cadre s work, efforts to r evitalize the Office of human re source s, Office w ork is full of vigor a nd vitality

Our

well, with the effectivene ss of servi ces t o defe nd the intere sts of the mas ses. T hird, we s hould strive t o do w ell. To a chiev e good pr actical results, the key i s to know the l aw, to gras p the la ws and using law s. Office of economi c devel opme nt, s ocial progre ss, ther e are rule s to foll ow. Only a ct according to the law, to overcome bli ndness a nd strengtheni ng initiative, creative. Worki ng in the Office, w e shoul d be g ood at analyzi ng the e sse nce of things , to find reg ular thi ng, c hange from passiv e to active , to seek one . Inve stee 2. e stabli shme nt of evaluati on sy stem. Evaluati on system is es sent ially an ince ntive me cha nism, the evaluati on wa s objective a nd fair, rea sonabl e, and ca n stimulate a pers on's e nergy, mobilizi ng pe ople' s ent husi asm or be misleading, dampe ned the ent husi asm of pe ople . At pres ent, the concept of pe opl e-oriente d pe opl e, but to esta blis h and perfect eva luati on system is still lagging behi nd. Work in thi s area s hould be seriousl y caug ht up. "Three emphasi s on" to take adva ntage of. Is a f ocus on standards and sci entific. A fundame ntal point of the evaluati on criteria, is t o keep contact, devel opment, com prehe nsive ey e evaluati on of cadre s. Office work, both "re cord" a nd "potential performance"; both s ubj ective efforts, take a not her look at the obje ctive condition; both "pragmatic" e nough, take a not her look at the "retreat" level. Se cond, fo cus on partici pating the brea dth of the subje ct. Evaluati on of cadre s must give full play to democra cy, ca dres and the mas ses handing over evaluation. Office w ork servi ces lea ders hip a nd s ervice base, serve the people, t hen nominated the main obje ct will c ontai n a variety of services, s o that as ses sment was a ccurate a nd to av oid one -si dednes s. Thir d, pay attention to the seriousnes s of the conclusion. The use of evaluati on findings i s mainly embodie d in his dir ecti on. Permitted to choos e one, it would be ta ntamount to e stabli shi ng a ba nner. Eval uation ca n't take care of the bal ance, ot herwis e it woul d undermi ne the offset the positive sig nifica nce of evaluation. Office of the party committees at all level s shoul d take the fi ndi ngs as on the cadr es ' bonus-penalty, an important basis for fut ure movement s, incentive a nd re straint effect of making eval uations . 3. Preve ntion of unde r standing "infidel ity". People -ce ntered devel opme nt, concr ete is dial ectical, . In practi ce in the proces s, to pr event one -si ded a nd still l ook, from a ctual people. One i s to use dial ectical poi nt of view to understa nd. H umani st is the core of the sci entific Outl ook on development, remai ns the devel opment of the s cientific Outl ook on development emphasi zes, i s still ta king economi c constr ucti on as t he Ce nter. A ny de parture from the devel opment of thought and acti on, i s a misinter pretation and misunder standing of people-orient ed. A dhere t o pe ople -ori ente d both to overcome one-s ide dne ss of the old, but al so to prevent one -si dednes s, not accelerating t he development of people and the oppositi on. Must be very cl ear, pe ople orie nted a nd s pee ding up dev elopment is not oppose d, but consi stent, we shoul d never be

保留必要的监控记录。

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应具备动力电池系统及驱动电机系统 的电气性能与安全、温度测量、危险气体浓 度测量等项目的检验设备以及整车安全检 测线。 应具有控制系统和及其子系统的检验 能力,至少包括控制器(控制单元)硬件及 软件的功能和性能的测试能力; 应具有新能源汽车整车相关的主要功 能、性能的检验能力,至少包括动力性、经 济性(能量消耗)等方面的测试能力。 应当建立从关键零部件总成供方至整 车出厂的完整的产品追溯性体系。当产品质 量、安全、环保、节能等方面发生重大共性 问题时, 应能迅速查明原因, 确定召回范围, 并采取必要措施;当顾客需要维修备件时, 应当能迅速确定所需备件的技术状态。

试验验证设备应包括: --整车、系统测试设备,包括整车性能试验设备及动力驱动系统的台架测试设备; --控制系统的电子数据输入及测试设备; --电机与驱动系统的测试设备; --电池、电控系统的电性能测试设备; --全车线束模拟试验台。

1、 建立关键零部件明细; 2、 对于提供车载能源、驱动系统及子系统、控制系统和子系统等关键零部 件的供方,应建立产品追溯体系; 3、应结合整车的生产系统、销售系统、质量管理系统,针对车载能源、驱 动系统及子系统、控制系统和子系统等关键零部件建立产品追溯体系。 1、整车及零部件总成,应按申报《公告》产品的技术备案参数来组织生产; 2、应确定职责部门,对现场生产中的动力系统、驱动系统、控制系统进行 生产一致性检查, 对整车要求严格执行企业标准中所确定的例行检验和型式 试验,验证产品是否持续符合相关整车和系统部件、零件的标准要求。 3、销售职责部门应确保所加帖的标识或铭牌上的有关内容,与产品《公告》 参数的一致性。 4、 企业生产一致性保证能力的重大变化, 是指相关生产/质量人员大量流失、 关键/重要/特种/稀有设备无法运行、动力/驱动/控制系统的供方发生变化、 因采用新技术/新材料导致工艺方案更改等情况。

12

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产品(整车及零部件总成)应当满足国 家标准、行业标准和经过确认的技术规范的 要求;进入正式生产阶段的产品还应当满足 生产一致性要求。 当企业的生产一致性保证能力(包括人 员能力、生产 /检验设备、采购的原材料和 零部件总成及其供方、 生产工艺、 工作环境、 管理体系等)发生重大变化时,必须有充分 的证据表明产品仍能满足原要求。

people-orie nted i n the name of reduci ng our ent husiasm. Pr emier We n Jiaba o's G overnme nt work re port t his year, i de ntified as 7% gr owth, 2.1% l ower t han la st year's 9. 1%, but in 8 work remai ns to a cce lerate development in t he first pla ce . .. Work sta ndar ds. Se cond i s to use the scal e of devel opment t o under stand. Society is ev olving, huma n nee ds are a lso cha nging . Practi ce of huma nism is a l ong -term proces s and ca nnot be a chi eved overnig ht. To treat people if you sta nd still a nd rigi d dogma, it is pos sible t o retur n t o thi s, se e thing s but not people's old ways. T herefore , we have t o follow t he development of the times, a nd conti nue de buggi ng the humani st per spe ctive, innovative pe ople -ori ente d way. Under the new hi stori cal conditions, w e are requeste d by t he times, set up a bra nd new conce pt, a hig h starting poi nt, hig h standard of armed people, s hapi ng, exer cise, p eople , consta ntly taking the new connotation of the time s. Terms of Office, is t o lea d the va st num bers of cadre s to a ctively ada pt to the knowledg e faster and actively ada pt to the i ncr easingly high l evel of lea ders hip sit uation, a ctively ada pt to th e dema nd of the masse s more a nd mor e situati ons, eager t o learn, enhance a ccumulation, efforts, honed t he abi lity to over come a g ood servi ce, pani c. Thir d is t o us e realisti c under standing. A dher e to people-orient ed must be base d on reality, not div orce d from reality. De sk no water cups her e in H ong Kong, staff nee d to drink s ome water to the drink ing fountai n on a floor, t he glas s us ed is a one-time non-cone type. Drink thi s cup can only hol d, ca nnot be put dow n. T his is not only to save on glas s materials, mor e importa nt is to f orce y ou to g et drinki ng water, g o ba ck to y our se at busine ss. 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 emphasi s on pe ople -ori ente d, does not imply you ca n indulge t he de sires, t he comfortable, t he pursuit of enjoyme nt. Office of the party committees at all level s of our comra des, m ust continue to mai ntain the style of plai n living a nd hard str uggle, to sta nd up t o the tests of temptations, exciti ng "energy" conservation "dis positi on" to t he spirit of selfless dedi cation and pr ovide service s. Inv estee 4 . clearly define d responsibiliti es. Putting people first is a common visi on of devel opme nt, everyone is a lia bility. Pe opl e-oriente d, above a nd below wit h the re sponsi bility for coor dinati ng syste m must be esta blished a nd hold ev eryone accounta ble. First, we m ust strengt hen t he lea ders hip. "I n its pla ce, its g overna nce, it s level, bear the re sponsi bility of the Divi sion." This i s the minim um requir ement for lea ders, i s a measure of the ba sic criteria for whether a lea ding cadre i s com petent . Leaders ne ed to "it is an off icial term for the benefit of" mission, consci ously a ssume r esponsibility for impleme nting people -orie nted. Direct or of the Office of the party committees at all lev els is the responsibility of the units to impleme nt pe opl e-oriente d, to manage their people, "pl ug in own r esponsi bility", effectively enhance the e ducation of lea ding cadre s, ca dres a nd cadre s work, efforts to r evitalize the Office of human re source s, Office w ork is full of vigor a nd vitality

Our

well, with the effectivene ss of servi ces t o defe nd the intere sts of the mas ses. T hird, we s hould strive t o do w ell. To a chiev e good pr actical results, the key i s to know the l aw, to gras p the la ws and using law s. Office of economi c devel opme nt, s ocial progre ss, ther e are rule s to foll ow. Only a ct according to the law, to overcome bli ndness a nd strengtheni ng initiative, creative. Worki ng in the Office, w e shoul d be g ood at analyzi ng the e sse nce of things , to f ind reg ular thi ng, change from passiv e to active , to seek one . Inve stee 2. e stabli shme nt of evaluati on sy stem. Evaluati on system is es sent ially an incentive me cha nism, the evaluati on wa s objective a nd fair, rea sonabl e, and ca n stimulate a pers on's e nergy, m obilizi ng pe ople' s ent husi asm or be misleading, dampe ned the ent husi asm of pe ople . At pres ent, the concept of pe opl e-oriente d pe opl e, but to esta blis h and perfect eva luati on system is still lagging behi nd. Work in thi s area s hould be seriousl y caug ht up. "Three emphasi s on" to take adva ntage of. Is a f ocus on standards and sci entific. A fundame ntal point of the evaluati on criteria, is t o keep contact, devel opment, com prehe nsive ey e evaluati on of cadre s. Office work, both "re cord" a nd "potential performance"; both s ubj ective efforts, take a not her look at the obje ctive condition; both "pragmatic" e nough, take a not her look at the "retreat" level. Se cond, focus on partici pating the brea dth of the subje ct. Evaluati on of cadre s must give full play to democra cy, ca dres and the mas ses handing over evaluation. Office w ork servi ces lea ders hip a nd s ervice base, serve the people, t hen nominated th e main obje ct will contai n a variety of services, s o that as ses sment was a ccurate a nd to av oid one -si dednes s. Thir d, pay attention to the seriousnes s of the conclusion. The use of evaluati on findings i s mainly embodie d in his dir ecti on. Permitted to choos e on e, it would be tantamount to e stabli shi ng a ba nner. Eval uation ca n't take care of the bal ance, ot herwis e it woul d undermi ne t he offset the positive sig nifica nce of evaluation. Office of the party committees at all level s shoul d take the fi ndi ngs as on the cadr es ' bonus-penalty, an important basis for fut ure movement s, incentive a nd re straint effect of making eval uations . 3. Prev e ntion of under standing "infidel ity". People -ce ntered devel opme nt, concr ete is dial ectical, . In practi ce in the proces s, to pr event one -si ded a nd still l ook, from a ctual people. One i s to use dial ectical poi nt of view to understa nd. H umani st is the core of the sci entific Outl ook on development, remai ns the devel opment of the s cientific Outl ook on development emphasi zes, i s still ta king economi c constr ucti on as t he Ce nter. A ny de parture from the devel opment of thought and acti on, i s a misinter pretation and misunder standing of people-orient ed. A dhere t o pe ople -ori ente d both to overcome one-s ide dne ss of the old, but al so to prevent one -si dednes s, not accelerating t he development of people and the oppositi on. Must be very cl ear, pe ople orie nted a nd s pee ding up dev elopment is not oppose d, but consi stent, we shoul d never be



产品销售及售后服务
1、应有销售和售后服务管理体系的文件性描述; 应当建立完整的文件化的销售和售后 服务管理体系,包括人员培训(企业内部人 员、特约销售和维修人员、顾客或使用单位 的人员) 、销售和售后服务网络建设、维修 服务提供、备件提供、索赔处理、信息反馈、 整车产品召回、整车和零部件(如电池)回 收、客户管理等内容,并有能力实施。 其中,销售和售后服务网络建设的要求 仅适用于成熟期产品。 2、应开发新能源汽车的销售及售后服务中的培训内容,以及推广产品的计 划销售区域和培训安排; 3、应明确规定网络建设的基本条件要求和总体策划书; 4、应开发产品销售手册、维修服务规范、备件管理规范、索赔实施规范、 信息反馈规范、整车和零部件(如电池)回收管理要求、客户管理要求等规 范文件。 5、 《用户使用手册》 中应该明确注明车辆安全规定、 防险对策、 正确的操作、 车辆维护规定等方面的要求。 6、成熟期产品应建立销售和售后服务网络。 维修服务、备件供应当满足所有客户要 求,能保证在产品的使用寿命期限内、在企 业承诺的限定服务时间内向顾客提供可靠 的备件、维修和咨询服务。 售后服务体系除能独立完成或与供方 协作完成与常规汽车相同的售后服务项目 外,还应具备控制系统及子系统的故障诊断 能力、维修服务能力;应具备车载能源、驱 动系统、车载充电机等其它系统和总成的基 本故障诊断能力和更换能力。 对起步期和发展期产品,售后服务承诺 内容应当充分适宜,明确传达给有关方面, 并严格履行。 1、成熟期产品,履行上条款中备件管理规范、索赔实施规范、维修服务规 范的所有要求。 2、起步期和发展期产品,应开发《售后服务承诺》并参照执行。 3、申请企业的售后服务体系除能完成与常规汽车相同的售后服务项目外, 还应能按照售后服务承诺的内容要求完成特定的服务项目(如维修和备件供 应的时限及动力蓄电池的回收等); 4、申请企业应具备控制系统和子系统的故障诊断能力和维修服务能力;应 具备车载能源系统、驱动系统及子系统的基本故障诊断能力和更换能力;其 它故障诊断和维修服务可由相应的供方协助完成; 5、售后服务人员应配备维修手册、专用工具、防护装置、检测电脑和其它 设备;应能及时得到维修备件(必要时包括控制程序) 。
Our

14

D 15

people-orie nted i n the name of reduci ng our ent husiasm. Pr emier We n Jiaba o's G overnme nt work re port t his year, i de ntified as 7% gr ow th, 2.1% l ower t han la st year's 9. 1%, but in 8 work remai ns to a cce lerate development in t he first pla ce . .. Work sta ndar ds. Se cond i s to use the scal e of devel opment t o under stand. Society is ev olving, huma n nee ds are a lso cha nging . Practi ce of huma nism is a l ong -term proces s and ca nnot be a chi eved overnig ht. To treat people if you sta nd still a nd rigi d dogma, it is pos sible t o retur n to thi s, se e thing s but not people's old ways. T herefore , we have t o follow t he development of the times, a nd conti nue de buggi ng the humani st per spe ctive, innovative pe ople -ori ente d way. Under the new hi stori cal conditions, w e are requeste d by t he times, set up a bra nd new conce pt, a hig h starting poi nt, hig h standard of armed people, s hapi ng, exer cise, people , consta ntly taking the new connotation of the time s. Terms of Office, is t o lea d the va st num bers of cadre s to a ctively ada pt to the knowledg e faster and actively ada pt to the i ncr easingly high l evel of lea ders hip sit uation, a ctively ada pt to the dema nd of the masse s more a nd mor e situati ons, eager t o learn, enhance a ccumulation, efforts, honed t he abi lity to over come a g ood servi ce, pani c. Thir d is t o us e realisti c under standing. A dher e to people-orient ed must be base d on reality, not div orce d from reality. De sk no water cups her e in H ong Kong, staff nee d to drink s ome water to the drink ing fountai n on a floor, t he glas s us ed is a one-time non-cone type. Drink thi s cup can only hol d, ca nnot be put dow n. T his is not only to save on glas s materials, mor e importa nt is t o f orce y ou to g et drinki ng water, g o ba ck to y our se at busine ss. 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 emphasi s on pe ople -ori ente d, does not imply you ca n indulge t he de sires, t he comfortable, t he pursuit of enjoyme nt. Office of the party committees at all lev el s of our comra des, m ust continue to mai ntain the style of plai n living a nd hard str uggle, to sta nd up t o the tests of tempt ations, exciti ng "energy" conservation "dis positi on" to t he spirit of selfless dedi cation and pr ovide service s. Inv estee 4 . clearly define d responsibiliti es. Putting people first is a common visi on of devel opme nt, everyone is a lia bility. Pe opl e-oriente d, above a nd below wit h the re sponsi bility for coor dinati ng syste m must be esta blished a nd hold ev eryone accounta ble. First, we m ust strengt hen t he lea ders hip. "I n its pla ce, its g overna nce, it s level, bear the re sponsi bility of the Divi sion." This i s the minim um requir ement for lea ders, i s a measure of the ba sic criteria for whether a lea ding cadre i s com petent . Leaders ne ed to "it is an official term for the benefit of" mission, consci ously a ssume r esponsibility for impleme nting people -orie nted. Direct or of the Office of the party committees at all lev els is the responsibility of the units to impleme nt pe opl e-oriente d, to manage their people, "pl ug in own r esponsi bility", effectively enhance the e ducation of lea ding cadre s, ca dres a nd cadre s work, efforts to r evitalize the Office of human re source s, Office w ork is full of vigor a nd vitality

well, with the effectivene ss of servi ces t o defe nd the intere sts of the mas ses. T hird, we s hould strive t o do w ell. To a chiev e good pr actical results, the key i s to know the l aw, to gras p the la ws and using law s. Office of economi c devel opme nt, s ocial progre ss, ther e are rule s to foll ow. Only a ct according to the law, to overcome bli ndness a nd strengtheni ng initiative, creative. Worki ng in the Office, w e shoul d be g ood at analyzi ng the e sse nce of things , to find reg ular thi ng, c hange from passiv e to active , to seek one . Inve stee 2. e stabli shme nt of evaluati on sy stem. Evaluati on system is es sent ially an ince ntive me cha nism, the evaluati on wa s objective a nd fair, rea sonabl e, and ca n stimulate a pers on's e nergy, mobilizi ng pe ople' s ent husi asm or be misleading, dampe ned the ent husi asm of pe ople . At pres ent, the concept of pe opl e-oriente d pe opl e, but to esta blis h and perfect eva luati on system is still lagging behi nd. Work in thi s area s hould be seriousl y caug ht up. "Three emphasi s on" to take adva ntage of. Is a f ocus on standards and sci entific. A fundame ntal point of the evaluati on criteria, is t o keep contact, devel opment, com prehe nsive ey e evaluati on of cadre s. Office work, both "re cord" a nd "potential performance"; both s ubj ective efforts, take a not her look at the obje ctive condition; both "pragmatic" e nough, take a not her look at the "retreat" level. Se cond, fo cus on partici pating the brea dth of the subje ct. Evaluati on of cadre s must give full play to democra cy, ca dres and the mas ses handing over evaluation. Office w ork servi ces lea ders hip a nd s ervice base, serve the people, t hen nominated the main obje ct will c ontai n a variety of services, s o that as ses sment was a ccurate a nd to av oid one -si dednes s. Thir d, pay attention to the seriousnes s of the conclusion. The use of evaluati on findings i s mainly embodie d in his dir ecti on. Permitted to choos e one, it would be ta ntamount to e stabli shi ng a ba nner. Eval uation ca n't take care of the bal ance, ot herwis e it woul d undermi ne the offset the positive sig nifica nce of evaluation. Office of the party committees at all level s shoul d take the fi ndi ngs as on the cadr es ' bonus-penalty, an important basis for fut ure movement s, incentive a nd re straint effect of making eval uations . 3. Preve ntion of unde r standing "infidel ity". People -ce ntered devel opme nt, concr ete is dial ectical, . In practi ce in the proces s, to pr event one -si ded a nd still l ook, from a ctual people. One i s to use dial ectical poi nt of view to understa nd. H umani st is the core of the sci entific Outl ook on development, remai ns the devel opment of the s cientific Outl ook on development emphasi zes, i s still ta king economi c constr ucti on as t he Ce nter. A ny de parture from the devel opment of thought and acti on, i s a misinter pretation and misunder standing of people-orient ed. A dhere t o pe ople -ori ente d both to overcome one-s ide dne ss of the old, but al so to prevent one -si dednes s, not accelerating t he development of people and the oppositi on. Must be very cl ear, pe ople orie nted a nd s pee ding up dev elopment is not oppose d, but consi stent, we shoul d never be

6、申请企业的新能源汽车如可外接充电,必要时需配备装有充电设备的服 务车。 应当建立质量信息及时反馈机制。 1、应开发编制并执行《信息反馈规范》 。 对起步期和发展期产品,企业应当为每 一辆车建立档案,对车辆使用情况进行跟 2、起步期和发展期产品,应建立车辆档案,定期汇总并分析监控获得的车 踪,以适当的方式、按规定的比例对车辆运 辆信息,用以改进产品设计和车辆正常使用。 行状态实时监控,并对车辆质量信息进行管 3、起步期和发展期产品,应确定跟踪车辆使用情况的具体信息和可靠的跟 理。 踪管理方法。

16



零部件采购管理能力
1、 主要总成和安全部件清单; 企业应具有采购新能源汽车产品相适的零部件清单(BOM 表,物料清单) 。清单 内容应包括名称、型号、参数等,并注明相应的生产厂商;应明确验收方式及质量责 任,建立出现不合格品和异常情况时的报告、反馈、处置等程序,并保持相应的记录; 自制件也应有类似要求,以方便安排采购和生产的物流;

17

建立与新能源汽车产品相适应的零部 件采购及管理体系,能够确定评价标准,对 供应方进行评价和选择,并从评价合格的供 应方采购。其评价内容包括产品安全性、供 方质量管理体系、技术能力、制造和检验能 力,并保存相应记录。

2、 供应商选择评价要求 企业应建立新能源汽车产品相适的零部件采购及管理体系,其中应明确关键件、 重要件,评价、选择供应商的方法可以根据零部件关键、重要程度的不同,可适用不 同的管理评价标准。但应确保关键、重要件供应商的选择能够保证产品追溯性要求的 实现。 3、 主要总成和安全部件的合格外协厂名单及其选择评价档案 应保留对供方的评价和选择、产品质量情况、交付业绩、外部退货情况,和出现 质量问题时处理措施的记录;供方业绩记录应包括:何时、何种型号的零部件(包括 工序外委) 、数量、质量、是否按时,一般以供方的交货台帐为较好的形式;包括合格 品与不合格品,可以考虑按产品的重要程度分设最低合格品率,作为供方的质量目标,

people-orie nted i n the name of reduci ng our ent husiasm. Pr emier We n Jiaba o's G overnme nt work re port t his year, i de ntified as 7% gr owth, 2.1% l ower t han la st year's 9. 1%, but in 8 work remai ns to a cce lerate development in t he first pla ce . .. Work sta ndar ds. Se cond i s to use the scal e of devel opment t o under stand. Society is ev olving, huma n nee ds are a lso cha nging . Practi ce of huma nism is a l ong -term proces s and ca nnot be a chi eved overnig ht. To treat people if you sta nd still a nd rigi d dogma, it is pos sible t o retur n t o thi s, se e thing s but not people's old ways. T herefore , we have t o follow t he development of the times, a nd conti nue de buggi ng the humani st per spe ctive, innovative pe ople -ori ente d way. Under the new hi stori cal conditions, w e are requeste d by t he times, set up a bra nd new conce pt, a hig h starting poi nt, hig h standard of armed people, s hapi ng, exer cise, p eople , consta ntly taking the new connotation of the time s. Terms of Office, is t o lea d the va st num bers of cadre s to a ctively ada pt to the knowledg e faster and actively ada pt to the i ncr easingly high l evel of lea ders hip sit uation, a ctively ada pt to th e dema nd of the masse s more a nd mor e situati ons, eager t o learn, enhance a ccumulation, efforts, honed t he abi lity to over come a g ood servi ce, pani c. Thir d is t o us e realisti c under standing. A dher e to people-orient ed must be base d on reality, not div orce d from reality. De sk no water cups her e in H ong Kong, staff nee d to drink s ome water to the drink ing fountai n on a floor, t he glas s us ed is a one-time non-cone type. Drink thi s cup can only hol d, ca nnot be put dow n. T his is not only to save on glas s materials, mor e importa nt is to f orce y ou to g et drinki ng water, g o ba ck to y our se at busine ss. 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 emphasi s on pe ople -ori ente d, does not imply you ca n indulge t he de sires, t he comfortable, t he pursuit of enjoyme nt. Office of the party committees at all level s of our comra des, m ust continue to mai ntain the style of plai n living a nd hard str uggle, to sta nd up t o the tests of temptations, exciti ng "energy" conservation "dis positi on" to t he spirit of selfless dedi cation and pr ovide service s. Inv estee 4 . clearly define d responsibiliti es. Putting people first is a common visi on of devel opme nt, everyone is a lia bility. Pe opl e-oriente d, above a nd below wit h the re sponsi bility for coor dinati ng syste m must be esta blished a nd hold ev eryone accounta ble. First, we m ust strengt hen t he lea ders hip. "I n its pla ce, its g overna nce, it s level, bear the re sponsi bility of the Divi sion." This i s the minim um requir ement for lea ders, i s a measure of the ba sic criteria for whether a lea ding cadre i s com petent . Leaders ne ed to "it is an off icial term for the benefit of" mission, consci ously a ssume r esponsibility for impleme nting people -orie nted. Direct or of the Office of the party committees at all lev els is the responsibility of the units to impleme nt pe opl e-oriente d, to manage their people, "pl ug in own r esponsi bility", effectively enhance the e ducation of lea ding cadre s, ca dres a nd cadre s work, efforts to r evitalize the Office of human re source s, Office w ork is full of vigor a nd vitality

Our

well, with the effectivene ss of servi ces t o defe nd the intere sts of the mas ses. T hird, we s hould strive t o do w ell. To a chiev e good pr actical results, the key i s to know the l aw, to gras p the la ws and using law s. Office of economi c devel opme nt, s ocial progre ss, ther e are rule s to foll ow. Only a ct according to the law, to overcome bli ndness a nd strengtheni ng initiative, creative. Worki ng in the Office, w e shoul d be g ood at analyzi ng the e sse nce of things , to f ind reg ular thi ng, change from passiv e to active , to seek one . Inve stee 2. e stabli shme nt of evaluati on sy stem. Evaluati on system is es sent ially an incentive me cha nism, the evaluati on wa s objective a nd fair, rea sonabl e, and ca n stimulate a pers on's e nergy, m obilizi ng pe ople' s ent husi asm or be misleading, dampe ned the ent husi asm of pe ople . At pres ent, the concept of pe opl e-oriente d pe opl e, but to esta blis h and perfect eva luati on system is still lagging behi nd. Work in thi s area s hould be seriousl y caug ht up. "Three emphasi s on" to take adva ntage of. Is a f ocus on standards and sci entific. A fundame ntal point of the evaluati on criteria, is t o keep contact, devel opment, com prehe nsive ey e evaluati on of cadre s. Office work, both "re cord" a nd "potential performance"; both s ubj ective efforts, take a not her look at the obje ctive condition; both "pragmatic" e nough, take a not her look at the "retreat" level. Se cond, focus on partici pating the brea dth of the subje ct. Evaluati on of cadre s must give full play to democra cy, ca dres and the mas ses handing over evaluation. Office w ork servi ces lea ders hip a nd s ervice base, serve the people, t hen nominated th e main obje ct will contai n a variety of services, s o that as ses sment was a ccurate a nd to av oid one -si dednes s. Thir d, pay attention to the seriousnes s of the conclusion. The use of evaluati on findings i s mainly embodie d in his dir ecti on. Permitted to choos e on e, it would be tantamount to e stabli shi ng a ba nner. Eval uation ca n't take care of the bal ance, ot herwis e it woul d undermi ne t he offset the positive sig nifica nce of evaluation. Office of the party committees at all level s shoul d take the fi ndi ngs as on the cadr es ' bonus-penalty, an important basis for fut ure movement s, incentive a nd re straint effect of making eval uations . 3. Prev e ntion of under standing "infidel ity". People -ce ntered devel opme nt, concr ete is dial ectical, . In practi ce in the proces s, to pr event one -si ded a nd still l ook, from a ctual people. One i s to use dial ectical poi nt of view to understa nd. H umani st is the core of the sci entific Outl ook on development, remai ns the devel opment of the s cientific Outl ook on development emphasi zes, i s still ta king economi c constr ucti on as t he Ce nter. A ny de parture from the devel opment of thought and acti on, i s a misinter pretation and misunder standing of people-orient ed. A dhere t o pe ople -ori ente d both to overcome one-s ide dne ss of the old, but al so to prevent one -si dednes s, not accelerating t he development of people and the oppositi on. Must be very cl ear, pe ople orie nted a nd s pee ding up dev elopment is not oppose d, but consi stent, we shoul d never be

也可用其它方式。

注: 1.表中生产条件要求分为否决项和一般项两类,标注“*”的条款为否决项。 2.判定原则: (1)现场技术审查全部否决项均符合要求,一般项不符合的比例不超过 20%,审查结论为通过; (2)当现场技术审查结果未达到本注中第(1)条要求时,申请企业可在 2 个月内针对不符合项进行整改,经验证后达到本注中第(1) 条要求的,审查结论为通过;验证未达到第(1)条要求的,结论为不通过,申请企业 6 个月后方可重新提出申请。整改验证只能进行一次。

people-orie nted i n the name of reduci ng our ent husiasm. Pr emier We n Jiaba o's G overnme nt work re port t his year, i de ntified as 7% gr ow th, 2.1% l ower t han la st year's 9. 1%, but in 8 work remai ns to a cce lerate development in t he first pla ce . .. Work sta ndar ds. Se cond i s to use the scal e of devel opment t o under stand. Society is ev olving, huma n nee ds are a lso cha nging . Practi ce of huma nism is a l ong -term proces s and ca nnot be a chi eved overnig ht. To treat people if you sta nd still a nd rigi d dogma, it is pos sible t o retur n to thi s, se e thing s but not people's old ways. T herefore , we have t o follow t he development of the times, a nd conti nue de buggi ng the humani st per spe ctive, innovative pe ople -ori ente d way. Under the new hi stori cal conditions, w e are requeste d by t he times, set up a bra nd new conce pt, a hig h starting poi nt, hig h standard of armed people, s hapi ng, exer cise, people , consta ntly taking the new connotation of the time s. Terms of Office, is t o lea d the va st num bers of cadre s to a ctively ada pt to the knowledg e faster and actively ada pt to the i ncr easingly high l evel of lea ders hip sit uation, a ctively ada pt to the dema nd of the masse s more a nd mor e situati ons, eager t o learn, enhance a ccumulation, efforts, honed t he abi lity to over come a g ood servi ce, pani c. Thir d is t o us e realisti c under standing. A dher e to people-orient ed must be base d on reality, not div orce d from reality. De sk no water cups her e in H ong Kong, staff nee d to drink s ome water to the drink ing fountai n on a floor, t he glas s us ed is a one-time non-cone type. Drink thi s cup can only hol d, ca nnot be put dow n. T his is not only to save on glas s materials, mor e importa nt is t o f orce y ou to g et drinki ng water, g o ba ck to y our se at busine ss. 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 emphasi s on pe ople -ori ente d, does not imply you ca n indulge t he de sires, t he comfortable, t he pursuit of enjoyme nt. Office of the party committees at all lev el s of our comra des, m ust continue to mai ntain the style of plai n living a nd hard str uggle, to sta nd up t o the tests of tempt ations, exciti ng "energy" conservation "dis positi on" to t he spirit of selfless dedi cation and pr ovide service s. Inv estee 4 . clearly define d responsibiliti es. Putting people first is a common visi on of devel opme nt, everyone is a lia bility. Pe opl e-oriente d, above a nd below wit h the re sponsi bility for coor dinati ng syste m must be esta blished a nd hold ev eryone accounta ble. First, we m ust strengt hen t he lea ders hip. "I n its pla ce, its g overna nce, it s level, bear the re sponsi bility of the Divi sion." This i s the minim um requir ement for lea ders, i s a measure of the ba sic criteria for whether a lea ding cadre i s com petent . Leaders ne ed to "it is an official term for the benefit of" mission, consci ously a ssume r esponsibility for impleme nting people -orie nted. Direct or of the Office of the party committees at all lev els is the responsibility of the units to impleme nt pe opl e-oriente d, to manage their people, "pl ug in own r esponsi bility", effectively enhance the e ducation of lea ding cadre s, ca dres a nd cadre s work, efforts to r evitalize the Office of human re source s, Office w ork is full of vigor a nd vitality

Our


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