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1、Workshop staffs monthly performance appraisal project消费人员月度绩效考核方案(Temporary)（暂行） Chapter 1 General principles第一章 总则 Item 1 Purpose of performance appraisal第一条 考核目的 In order to better evaluate workers working effect, arouse their work potential, enhance their passion and efficiency of working, to ens
2、ure the successful completion of the production tasks and achieve rewards distribution mechanism. 为了更好地评估消费人员的工作效果，激发其工作潜能，提高其工作热情和消费效率，以保证消费任务圆满完成并实现多劳多得的薪酬分配机制。Item 2 Object of performance appraisal第二条 考核对象 The object of performance appraisal is workshop managers, supervisors, leaders and workers.
3、考核对象为各车间主任、主管、班组长及工人。Item 3 Use of performance appraisal第三条 考核用处 The result of performance appraisal is major reflected in the following aspects:考核结果的用处主要表达在以下几个方面：. Distribution of salary薪酬分配；. Business movements职务升降；. Position transfer岗位调动；. Training员工培训。Chapter2 Appraisal project第二章 考核方案Item4 App
4、raisal period第四条 考核周期 The appraisal is based on monthly cycle, which is from the first working date to the last working date within one month. The appraisal result of this month should hand to HR Adm. Dep. for taking records before 3rd of the next month.此考核以月度为周期，即从每月第一个工作日至每月最后一个工作日为一个考核周期。当月的考核结果于
5、次月3日前上交人力资源行政部备案。Item5 Target of performance appraisal第五条 考核指标 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.)鉴
6、于目前在试产阶段，仅采纳劳动消费率的完成率作为除叉车司机外的其它消费人员的考核指标。（叉车司机考核另见附表3）Item6 Methods of performance appraisal第六条 考核方法. Cardinal number from 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 performance acco
7、rding to the completion of labor productivity.考核工资基数：将除叉车司机外的消费人员月工资的30%作为考核基数，依照劳动消费率的完成情况按月考核绩效。. 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 ratio
8、n, which is the reference 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：依照订单需求及消费计划，核定各车间产量，同时依照工时定额，计算各车间的总用工量（工时），作为劳动消费率考核依照。如遇特别产品的消费，可适当调整工时定额，工时定额如下：Table1: The man-hour ration of each w
9、orkshop from Sep to Dec of 2007 附表1： 2007年9-12月各车间工时定额表Unit （单位）：H/TDefinition of target指标定义The hours of a ton of qualified products completion完成1吨合格产品所需要的小时数Formula计算公式Man-hour ration (H/T) = planned man-hour/quantity of order form(T)工时定额（H/T）= 计划工时 / 订单量（T）Goal当年目的Sep.9月Oct.10月Nov.11月Dec.12月Wax Sh
10、elling蜡模车间220180140110Foundry熔化车间230195160120Finishing清理车间230195160120Total合计680570460350. Methods of calculation 计算方法：1、Completion rate of Labor productivity = (actual production / actual man-hour)(planned production/planned man-hour) = man-hour ration / actual unit man-hour劳动消费率完成率 =（实际产量 / 实际工时）（
11、计划产量 / 计划工时） = 工时定额 / 实际单位工时 2、Performance wage:绩效工资：Performance wage of workshop manager and leader = completion rate of labor productivity of this workshop * 30% * his monthly salary车间主任、班组长绩效工资 = 该车间的劳动消费率完成率 * 30% * 其月工资Total performance wage of workers in workshop = completion rate of labor pro
12、ductivity of this workshop * 30% * Si各车间工人总绩效工资 = 各车间劳动消费率完成率 * 30% * Si Si means the monthly wages of this worker, i means certain worker 其中，Si表示该工人的月工资，i表示某工人(Performance wage of forklift driver = performance score of this month / 100 * 30% * his monthly salary)（叉车司机绩效工资 = 当月绩效得分 / 100 * 30% * 其月工
13、资）3、Example:实例：Suppose that the man-hour ration of Sep.,2007 is 300 H/T, a production workers fixed monthly salary is 1000yuan/month.假设2007年9月的工时定额为300 H/T，某个消费人员的原定月工资为1000元/月。u If this workers actual unit man-hour of Sep. is 150 H/T, so his current salary is:700 + 300 * 300/150 = 1300 (Yuan)假设该消费人
14、员9月的实际单位工时为150 H/T，则其如今的月工资应为：700 + 300 * 300/150 = 1300 （元）u If this workers actual unit man-hour of Sep. is 300 H/T, so his current salary is: 700 + 300 * 300/300 = 1000 （Yuan）假设该消费人员9月的实际单位工时为300 H/T，则其如今的月工资应为：700 + 300 * 300/300 = 1000 （元）u If this workers actual unit man-hour of Sep. is 500 H/
15、T, so his current salary is: 700 + 300 * 300/500 = 880 （Yuan）假设该消费人员9月的实际单位工时为500 H/T，则其如今的月工资应为：700 + 300 * 300/500 = 880 （元） Item7 Procedure of appraisal第七条 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 th
16、e modified man-hour ration with approval of GM to HR Adm. Dept. for records.如遇特别产品的消费，需调整次月工时定额的，消费部在每月25日前将修正后并经总经理认可的工时定额报人力资源行政部备案。. 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 f
17、or the workshop staff except forklift driver.消费部将当月各车间的实际产量情况于次月3日前上交人力资源行政部备案，作为除叉车司机外的其它消费人员绩效考核的依照。. 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 wil
18、l be the gist of performance appraisal for forklift driver.消费经理填写附表2对叉车司机进展考核，并将当月的考核结果于次月3日前上交人力资源行政部备案，作为对叉车司机绩效考核的依照。. 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
19、 performance wage to each worker, and report to HR Adm. Dept. The performance wage will be given to the workers before 5th of the next month. 由人力资源行政部负责核定车间主任、班组长及各车间工人总绩效工资。各车间主任会同班组长将工人总绩效工资分解至各消费工人，并报人力资源行政部核实发放。当月绩效工资的发放时间为次月5日前。Chapter3 supplementary articles第三章 附则This project will be carry int
20、o execution from Sep.1st, 2007.本方案自2007年9月1日起施行。Table2: _year _month_day actual output of workers附表2： 年 月 车间工人实际产量情况表NO.序号 Name姓 名Man-hour ration （H/T）工时定额Output （T） 实际产量Man-hour（H）实际工时Completion rate of Labor； Productivity劳动消费率完成率（%）TOTAL 合计PS: The actual output should give to the HR Adm. Dep. to p
21、ut on records before the next month 3rd.注：当月的实际产量情况于次月3日前上交人力资源行政部备案。Table3: performance appraisal table_forklift driver附表3： 绩效考核表_叉车司机Dept.: _ Examinee: _ Grade: _score Grade:_ Time:_部门： 被考核人： 评分： 分 等级： 时间： Content考评内容Target指标内容Standard详细衡量标准Score评分Work achievement(60%)工作业绩（60）Drive (40%) 驾驶（40）To
22、ensure the production of forklift use, full mark is 40 cents可以及时、高效地保障消费用车，总分值为40分Maintenance of forklift (15% ) 叉车的维护（15）Low rate of failure of forklift use, good maintenance of forklift, full mark is 15 cents叉车使用中毛病率低，车辆保养好，总分值为15分Maintenance of products (5%)物资的维护（5）Avoid products harm during the
23、transit, full mark is 5 cents.防止物资在运输过程中受损，总分值为5分Work attitude (20%) 工作态度(20%)Responsibility (10%)责任感（10）According to the behavior of routine, full mark is 10 cents.依照日常工作表现评分，总分值为10分Team cooperation (10%)团队合作（10）According to the behavior of routine, full mark is 10 cents.依照日常工作表现评分，总分值为10分Completio
24、n of production (20%)消费完成情况（20%） Completion rate of Labor productivity (20%) 各车间劳动消费率完成率（20%）Completion rate of Labor productivity = (actual production / actual man-hour) (planned production/planned man-hour) = man-hour ration / actual unit man-hour劳动消费率完成率 =（实际产量 / 实际工时）（计划产量 / 计划工时）= 工时定额 / 实际单位工时Total mark总分Comment of higher-up直截了当上级评语Signature:签字：Remark备注 PS.: The appraisal result should give to HR Adm. Dept. to put on records before 3rd of the next month. 注：当月的考核结果于次月3日前上交人力资源行政部备案。