生產(chǎn)人員績(jī)效考核方案

1、 PAGE PAGE 7Workshop staffs monthly performance appraisal project生產(chǎn)人員月度績(jī)效考核方案(Temporary)（暫行）Chapter 1 General principles總則 Item 1 Purpose of performance appraisal考核目的In order to better evaluate workers working effect, arouse their work potential, enhance their passion and efficiency of working, to e

2、nsure the successful completion of the production tasks and achieve rewards distribution mechanism.為了更好地評(píng)估生產(chǎn)人員的工作效果，激發(fā)其工作潛能，提高其工作熱情和生產(chǎn)效率，以保證生產(chǎn)任務(wù)圓滿完成并實(shí)現(xiàn)多勞多得的薪酬分配機(jī)制。Item 2 Object of performance appraisal考核對(duì)象 The object of performance appraisal is workshop managers,supervisors, leaders and workers.考核對(duì)象

3、為各車間主任、主管、班組長(zhǎng)及工人。Item 3 Use of performance appraisal考核用途 The result of performance appraisal is major reflected in the following aspects:考核結(jié)果的用途主要體現(xiàn)在以下幾個(gè)方面：. Distribution of salary薪酬分配；. Business movements職務(wù)升降；. Position transfer崗位調(diào)動(dòng)；. Training員工培訓(xùn)。Chapter2 Appraisal project第二章 考核方案Item4 Appraisal p

4、eriod考核周期 The appraisal is based on monthly cycle, which is from the first working date to the last working datewithin one month. The appraisal result of this month should hand to HR & Adm. Dep. for taking records before 3rd of the next month.此考核以月度為周期，即從每月第一個(gè)工作日至每月最后一個(gè)工作日為一個(gè)考核周期。當(dāng)月的考核結(jié)果于次月3日前上交人力資源

5、行政部備案。Item5 Target of performance appraisal考核指標(biāo) Because it is in trial-produce phase, we adopt the completion rate of labor productivity as the target of performance appraisal for workshop staff except forklift driver. (The appraisal of forklift driver refers to the attached table3.)鑒于目前在試產(chǎn)階段，僅采用勞動(dòng)生

6、產(chǎn)率的完成率作為除叉車司機(jī)外的其它生產(chǎn)人員的考核指標(biāo)。（叉車司機(jī)考核另見(jiàn)附表3）Item6 Methods of performance appraisal考核方法.Cardinal numberfrom salary for performance appraisal: 30% of monthly salary is to be cardinal number of all the workshop staff except the forklift driver, and appraise the monthly performanceaccording to the completio

7、n of labor productivity.考核工資基數(shù)：將除叉車司機(jī)外的生產(chǎn)人員月工資的30%作為考核基數(shù)，根據(jù)勞動(dòng)生產(chǎn)率的完成情況按月考核績(jī)效。. Principle of performance appraisal: check and ratify the output of every workshop according to the order form and production plan, and also calculate the total man-hour according to the man-hour ration, which is the refere

8、nce of labor productivity appraise. In case of special products production, the man-hour ration can be properly adjusted, the man-hour ration as follows:考核原理：依據(jù)訂單需求及生產(chǎn)計(jì)劃，核定各車間產(chǎn)量，同時(shí)依據(jù)工時(shí)定額，計(jì)算各車間的總用工量（工時(shí)），作為勞動(dòng)生產(chǎn)率考核依據(jù)。如遇特殊產(chǎn)品的生產(chǎn)，可適當(dāng)調(diào)整工時(shí)定額，工時(shí)定額如下：Table1: The man-hour ration of each workshop from Sep to De

9、c of2007 附表1： 2007年9-12月各車間工時(shí)定額表Unit（單位）：H/TDefinition of target指標(biāo)定義The hours of a ton of qualified products completion完成1噸合格產(chǎn)品所需要的小時(shí)數(shù)Formula計(jì)算公式Man-hour ration (H/T) = planned man-hour/quantity of order form(T)工時(shí)定額（H/T）= 計(jì)劃工時(shí) / 訂單量（T）Goal當(dāng)年目標(biāo)Sep.9月Oct.10月Nov.11月Dec.12月Wax & Shelling蠟?zāi)＼囬g220180140110

10、Foundry熔化車間230195160120Finishing清理車間230195160120Total合計(jì)680570460350. Methods of calculation 計(jì)算方法：1、Completion rate of Labor productivity = (actual production/actual man-hour)(planned production/planned man-hour) = man-hour ration/actual unit man-hour勞動(dòng)生產(chǎn)率完成率 =（實(shí)際產(chǎn)量 / 實(shí)際工時(shí)）（計(jì)劃產(chǎn)量 / 計(jì)劃工時(shí)） = 工時(shí)定額 / 實(shí)際單位

11、工時(shí) 2、Performance wage:績(jī)效工資：Performance wage of workshop manager and leader = completion rate of labor productivity of this workshop * 30% * his monthly salary車間主任、班組長(zhǎng)績(jī)效工資 = 該車間的勞動(dòng)生產(chǎn)率完成率 * 30% * 其月工資Total performance wage of workers in workshop = completion rate of labor productivity of this workshop

12、 * 30% * Si各車間工人總績(jī)效工資 = 各車間勞動(dòng)生產(chǎn)率完成率 * 30% * SiSi means the monthly wages of this worker, i means certain worker 其中，Si表示該工人的月工資，i表示某工人(Performance wage of forklift driver = performance score of this month/100 * 30% * his monthly salary)（叉車司機(jī)績(jī)效工資 = 當(dāng)月績(jī)效得分 / 100 * 30% * 其月工資）3、Example:實(shí)例：Suppose that t

13、he man-hour ration of Sep.,2007 is 300 H/T, a production workersfixed monthly salary is 1000yuan/month.假如2007年9月的工時(shí)定額為300 H/T，某個(gè)生產(chǎn)人員的原定月工資為1000元/月。If this workers actual unit man-hour of Sep. is 150 H/T, so his current salary is:700 + 300 * 300/150 = 1300 (Yuan)若該生產(chǎn)人員9月的實(shí)際單位工時(shí)為150 H/T，則其現(xiàn)在的月工資應(yīng)為：700

14、 + 300 * 300/150 = 1300 （元）If this workers actual unit man-hour of Sep. is 300 H/T, so his current salary is: 700 + 300 * 300/300 = 1000 （Yuan）若該生產(chǎn)人員9月的實(shí)際單位工時(shí)為300 H/T，則其現(xiàn)在的月工資應(yīng)為：700 + 300 * 300/300 = 1000 （元）If this workers actual unit man-hour of Sep. is 500 H/T, so his current salary is: 700 + 300

15、 * 300/500 = 880 （Yuan）若該生產(chǎn)人員9月的實(shí)際單位工時(shí)為500 H/T，則其現(xiàn)在的月工資應(yīng)為：700 + 300 * 300/500 = 880 （元）Item7 Procedure of appraisal 考核程序. In case of special products production, if it is needed to adjust the man-hour ration of next month, the production Dep. has to give the modified man-hour ration with approvalof

16、GM to HR & Adm. Dept. for records.如遇特殊產(chǎn)品的生產(chǎn)，需調(diào)整次月工時(shí)定額的，生產(chǎn)部在每月25日前將修改后并經(jīng)總經(jīng)理認(rèn)可的工時(shí)定額報(bào)人力資源行政部備案。. The production Dep. should give the actual output to HR & Adm. Dept. to put on records before 3rd of the next month, which will be the gist of performance appraisal for the workshop staff except forklift dr

17、iver.生產(chǎn)部將當(dāng)月各車間的實(shí)際產(chǎn)量情況于次月3日前上交人力資源行政部備案，作為除叉車司機(jī)外的其它生產(chǎn)人員績(jī)效考核的依據(jù)。. The production Manager fill in the table2 to carry out performance appraisal for the forklift driver, and give the result to HR & Adm. Dept. to put on records before 3rd of the next month, which will be the gist of performance appraisal

18、 for forklift driver.生產(chǎn)經(jīng)理填寫附表2對(duì)叉車司機(jī)進(jìn)行考核，并將當(dāng)月的考核結(jié)果于次月3日前上交人力資源行政部備案，作為對(duì)叉車司機(jī)績(jī)效考核的依據(jù)。. HR & Adm. Dep. is take charge of checking and ratifying the total performance wage for the Workshop Manager, Leader, and workers. The Workshop Manager and Lead will allot the total performance wage to each worker, an

19、d report to HR & Adm. Dept. The performance wage will be given to the workers before5thof the next month. 由人力資源行政部負(fù)責(zé)核定車間主任、班組長(zhǎng)及各車間工人總績(jī)效工資。各車間主任會(huì)同班組長(zhǎng)將工人總績(jī)效工資分解至各生產(chǎn)工人，并報(bào)人力資源行政部核實(shí)發(fā)放。當(dāng)月績(jī)效工資的發(fā)放時(shí)間為次月5日前。Chapter3 supplementary articles第三章 附則This project will be carry into execution from Sep.1st, 2007.本方案自2

20、007年9月1日起實(shí)施。AFE TECHNOLOGIES WUHAN CO., LTDAFE TECHNOLOGIES WUHAN CO., LTDHR & ADM. DEPARTMENTPAGE Table2: _year _month_day actual output of workers附表2： 年月車間工人實(shí)際產(chǎn)量情況表NO.序號(hào) Name姓 名Man-hour ration （H/T）工時(shí)定額Output （T） 實(shí)際產(chǎn)量Man-hour（H）實(shí)際工時(shí)Completion rate of Labor； Productivity勞動(dòng)生產(chǎn)率完成率（%）TOTAL合計(jì)PS: The ac

21、tual output should give to the HR & Adm. Dep. to put on records before the next month 3rd.注：當(dāng)月的實(shí)際產(chǎn)量情況于次月3日前上交人力資源行政部備案。Table3: performance appraisal table_forklift driver附表3： 績(jī)效考核表_叉車司機(jī)Dept.: _ Examinee: _ Grade: _score Grade:_ Time:_部門： 被考核人： 評(píng)分：分 等級(jí)： 時(shí)間：Content考評(píng)內(nèi)容Target指標(biāo)內(nèi)容Standard具體衡量標(biāo)準(zhǔn)Score評(píng)分Wo

22、rk achievement(60%)工作業(yè)績(jī)（60）Drive(40%)駕駛（40）To ensure the production of forklift use, full mark is 40 cents能夠及時(shí)、高效地保障生產(chǎn)用車，滿分為40分Maintenance of forklift(15% )叉車的維護(hù)（15）Low rate of failure of forklift use, good maintenance of forklift, full mark is 15 cents叉車使用中故障率低，車輛保養(yǎng)好，滿分為15分Maintenance of products (5%)貨物的維護(hù)（5）Avoid products harm during the transit, full mark is 5 cents.防止貨物在運(yùn)輸過(guò)程中受