生产人员月度绩效考核方案样本.doc

Workshop staffs monthly performance appraisal project生产人员月度绩效考评方案(Temporary)（暂行） Chapter 1 General principles第一章 总则 Item 1 Purpose of performance appraisal第一条 考评目标 In order to better evaluate workers working effect, arouse their work potential, enhance their passion and efficiency of working, to ensure the successful completion of the production tasks and achieve rewards distribution mechanism. 为了愈加好地评定生产人员工作效果，激发其工作潜能，提升其工作热情和生产效率，以确保生产任务圆满完成并实现多劳多得薪酬分配机制。Item 2 Object of performance appraisal第二条 考评对象 The object of performance appraisal is workshop managers, supervisors, leaders and workers.考评对象为各车间主任、主管、班组长及工人。Item 3 Use of performance appraisal第三条 考评用途 The result of performance appraisal is major reflected in the following aspects:考评结果用途关键表现在以下多个方面：. Distribution of salary薪酬分配；. Business movements职务升降；. Position transfer岗位调动；. Training职员培训。Chapter2 Appraisal project第二章 考评方案Item4 Appraisal period第四条 考评周期 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.此考评以月度为周期，即从每个月第一个工作日至每个月最终一个工作日为一个考评周期。当月考评结果于次月3日前上交人力资源行政部立案。Item5 Target of performance appraisal第五条 考评指标 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.)鉴于现在在试产阶段，仅采取劳动生产率完成率作为除叉车司机外其它生产人员考评指标。（叉车司机考评另见附表3）Item6 Methods of performance appraisal第六条 考评方法. 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 according to the completion of labor productivity.考评工资基数：将除叉车司机外生产人员月工资30%作为考评基数，依据劳动生产率完成情况按月考评绩效。. 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 ration, 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:考评原理：依据订单需求及生产计划，核定各车间产量，同时依据工时定额，计算各车间总用工量（工时），作为劳动生产率考评依据。如遇特殊产品生产，可合适调整工时定额，工时定额以下：Table1: The man-hour ration of each workshop from Sep to Dec of 附表1： 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当年目标Sep.9月Oct.10月Nov.11月Dec.12月Wax & Shelling蜡模车间220180140110Foundry熔化车间230195160120Finishing清理车间230195160120Total累计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劳动生产率完成率 =（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 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 = 该车间劳动生产率完成率 * 30% * 其月工资Total performance wage of workers in workshop = completion rate of labor productivity of this workshop * 30% * Si各车间工人总绩效工资 = 各车间劳动生产率完成率 * 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% * 其月工资）3、Example:实例：Suppose that the man-hour ration of Sep., is 300 H/T, a production workers fixed monthly salary is 1000yuan/month.假如9月工时定额为300 H/T，某个生产人员原定月工资为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)若该生产人员9月实际单位工时为150 H/T，则其现在月工资应为：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）若该生产人员9月实际单位工时为300 H/T，则其现在月工资应为：700 + 300 * 300/300 = 1000 （元）u If this workers actual unit man-hour of Sep. is 500 H/T, so his current salary is: 700 + 300 * 300/500 = 880 （Yuan）若该生产人员9月实际单位工时为500 H/T，则其现在月工资应为：700 + 300 * 300/500 = 880 （元） Item7 Procedure of appraisal第七条 考评程序. 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 approval of GM to HR & Adm. Dept. for records.如遇特殊产品生产，需调整次月工时定额，生产部在每个月25日前将修改后并经总经理认可工时定额报人力资源行政部立案。. 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 driver.生产部将当月各车间实际产量情况于次月3日前上交人力资源行政部立案，作为除叉车司机外其它生产人员绩效考评依据。. 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 for forklift driver.生产经理填写附表2对叉车司机进行考评，并将当月考评结果于次月3日前上交人力资源行政部立案，作为对叉车司机绩效考评依据。. 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, 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生产工人，并报人力资源行政部核实发放。当月绩效工资发放时间为次月5日前。Chapter3 supplementary articles第三章 附则This project will be carry into execution from Sep.1st, .本方案自9月1日起实施。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劳动生产率完成率（%）TOTAL 累计PS: The actual output should give to the HR & Adm. Dep. to put on records before the next month 3rd.注：当月实际产量情况于次月3日前上交人力资源行政部立案。Table3: performance appraisal table_forklift driver附表3： 绩效考评表_叉车司机Dept.: _ Examinee: _ Grade: _score Grade:_ Time:_部门： 被考评人： 评分： 分 等级： 时间： Content考评内容Target指标内容Standard具体衡量标准Score评分Work achievement(60%)工作业绩（60）Drive (40%) 驾驶（40）To ensure the production of forklift use, full mark is 40 cents能够立即、高效地保障生产用车，满分为40分Maintenance of forklift (15% ) 叉车维护（15）Low rate of failure of forklift use, good maintenance of forklift, full mark is 15 cents叉车使用中故障率低，车辆保养好，满分为15分Maintenance of products (5%)货物维护（5）Avoid products harm during the transit, full mark is 5 cents.预防货物在运输过程中受损，满分为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.依据日常工作表现评分，满分为10分Team cooperation (10%)团体合作（10）According to the behavior of routine, full mark is 10 cents.依据日常工作表现评分，满分为10分Completion of production (20%)生产完成情况（20%） Completion rate of Labor productivity (20%) 各车间劳动生产率完成率（20%）Completion rate of Labor productivity = (actual production / actual man-hour) (planned production/planned man-hour) = man-hour ration / actual unit man-hour劳动生产率完成率 =（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直接上级评语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：当月考评结果于次月3日前上交人力资源行政部立案。