生产人员月度绩效考核方案

生产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 worker’s 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.

为了更好地评估生产人员的工作效果，激发其工作潜能，提高其工作热情和生产效率，以保证生产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.

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 考核用途

The result of performance appraisal is major reflected in the following aspects:

考核结果的用途主要体现在以下几个方面： Ⅰ. Distribution of salary

薪酬分配；

Ⅱ. Business movements

职务升降； Ⅲ. Position transfer

岗位调动； Ⅳ. Training

员工培训。

Chapter2 Appraisal project

第二章 考核方案

Item4 Appraisal 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.)

鉴于目前在试产阶段，仅采用劳动生产率的完成率作为除叉车司机外的其它生产人员的考核指标。（叉车司机考核另见附表3）

Item6 Methods of performance appraisal

第六条 考核方法

Ⅰ. 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.

考核工资基数：将除叉车司机外的生产人员月工资的30%作为考核基数，根据劳动生产率的完成情况按月考核绩效。

Ⅱ. 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:

考核原理：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，

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计算各车间的总用工量（工时），作为劳动生产率考核依据。如遇特殊产品的生产，可适当调整工时定额，工时定额如下：

Table1: The man-hour ration of each workshop 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/T

Definition of target The hours of a ton of qualified products’ completion 指标定义 Formula 计算公式 Goal 当年目标 Wax & Shelling 蜡模车间 Foundry 熔化车间 Finishing 清理车间 Total 合计 完成1吨合格产品所需要的小时数 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） Sep. 9月 220 230 230 680 Oct. 10月 180 195 195 570 Nov. 11月 140 160 160 460 Dec. 12月 110 120 120 350 Ⅲ. 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 = 该车间的劳动生产率完成率 * 30% * 其月工资

Total performance wage of workers in workshop = completion rate of labor

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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% * 其月工资）

3、Example:

实例：

Suppose that the man-hour ration of Sep.,2007 is 300 H/T, a production worker’s fixed monthly salary is 1000yuan/month.

假如2007年9月的工时定额为300 H/T，某个生产人员的原定月工资为1000元/月。

 If this worker’s 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月的实际单位工时为150 H/T，则其现在的月工资应为： 700 + 300 * 300/150 = 1300 （元）

 If this worker’s 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月的实际单位工时为300 H/T，则其现在的月工资应为： 700 + 300 * 300/300 = 1000 （元）

 If this worker’s 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月的实际单位工时为500 H/T，则其现在的月工资应为： 700 + 300 * 300/500 = 880 （元）

Item7 Procedure of appraisal

第七条 考核程序

Ⅰ. 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

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with approval of GM to HR & Adm. Dept. for records.

如遇特殊产品的生产，需调整次月工时定额的，生产部在每月25日前将修改后并经总经理认可的工时定额报人力资源行政部备案。

Ⅱ. 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生产人员绩效考核的依据。

Ⅲ. 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据。

Ⅳ. 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。当月绩效工资的发放时间为次月5日前。

Chapter3 supplementary articles

第三章 附则

This project will be carry into execution from Sep.1st, 2007. 本方案自2007年9月1日起实施。

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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. Name 序号 姓 名 Man-hour Output Completion rate of Labor； ration （H/T） （T） Man-hour Productivity （H） 工时定额 实际产量 实际工时 劳动生产率完成率（%） TOTAL 合计 P．S．: The actual output should give to the HR & Adm. Dep. to put 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 Target Standard 考评内容 指标内容 具体衡量标准 Drive (40%) 驾驶（40％） To ensure the production of forklift use, full mark is 40 cents 能够及时、高效地保障生产用车，满分为40分 Score 评分 Work achievement (60%) 工作业绩 （60％） Low rate of failure of forklift use, good maintenance Maintenance of forklift (15% ) of forklift, full mark is 15 cents 叉车的维护（15％） 叉车使用中故障率低，车辆保养好，满分为15分 Maintenance of products (5%) 货物的维护（5％） Responsibility (10%) 责任感（10％） Team cooperation (10%) 团队合作（10％） Avoid products harm during the transit, full mark is 5 cents. 防止货物在运输过程中受损，满分为5分 According to the behavior of routine, full mark is 10 cents. 根据日常工作表现评分，满分为10分 According to the behavior of routine, full mark is 10 cents. 根据日常工作表现评分，满分为10分 Work attitude (20%) 工作态度 (20%) Completion of production (20%) 生产完成情况（20%） Total mark 总分 Completion rate of Labor productivity = (actual Completion rate of Labor production / actual man-hour) ÷ (planned productivity production/planned man-hour) = man-hour ration / (20%) actual unit man-hour 各车间劳动生产率完成率劳动生产率完成率 =（实际产量 / 实际工时）÷（20%） （计划产量 / 计划工时）= 工时定额 / 实际单位工时 Comment of higher-up 直接上级评语 Remark 备注 Signature: 签字： 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。

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