【正文】 1 Workshop staff’s monthly performance appraisal project 生產(chǎn)人員月度 績效考核方案 (Temporary) （暫行） Chapter 1 General principles 第一章 總則 Item 1 Purpose of performance appraisal 第一條 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 pletion of the production tasks and achieve rewards distribution mechanism. 為了更好地評估生產(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)圓滿完成并實現(xiàn)多勞多得的薪酬分配機制 。 Item 2 Object of performance appraisal 第二條 考核對象 The object of performance appraisal is workshop managers, supervisors, leaders and workers. 考核對象為各車間主任、 主管、 班組長及工人。 Item 3 Use of performance appraisal 第三條 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)在以下幾個方面： Ⅰ . Distribution of salary 薪酬分配； Ⅱ . Business movements 職務(wù)升降； Ⅲ . Position transfer 崗位調(diào)動； Ⅳ . Training 員工培訓(xùn)。 2 Chapter2 Appraisal project 第二章 考核方案 Item4 Appraisal period 第四條 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 amp。 Adm. Dep. for taking records before 3rd of the next month. 此考核以月度為周期，即從每月第一個工作日至每月最后一個工作日為一個考核周期。當(dāng)月的考核結(jié)果于次月 3日前上交人力資源行政部備案。 Item5 Target of performance appraisal 第五條 考核指標(biāo) Because it is in trialproduce phase, we adopt the pletion 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，僅采用勞動生產(chǎn)率的完成率作為除叉車司機外的其它生產(chǎn)人員的考核指標(biāo)。（叉車司機考核另見附表 3） Item6 Methods of performance appraisal 第六條 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 pletion of labor productivity. 考核工資基數(shù)：將 除叉車司機外的生產(chǎn)人員 月工資的 30%作為考核基數(shù)，根 3 據(jù)勞動生產(chǎn)率的完成情況按月考核績效。 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 manhour according to the manhour ration, which is the reference of labor productivity appraise. In case of special products production, the manhour ration can be properly adjusted, the manhour ration as follows: 考核原理：依據(jù)訂單需求及生產(chǎn)計劃，核定各車間產(chǎn)量，同時依據(jù)工時定額，計算各車間的總用工量（工時），作為勞動生產(chǎn)率考核依據(jù)。如遇特殊產(chǎn)品的生產(chǎn)，可適當(dāng)調(diào)整工時定額，工時定額如下： Table1: The manhour ration of each workshop from Sep to Dec of 2020 附表 1： 2020年 912月各車間工時定額表 Unit （ 單位 ） ： H/T Definition of target 指標(biāo)定義 The hours of a ton of qualified products’ pletion 完成 1 噸合格產(chǎn)品所需要的小時數(shù) Formula 計算公式 Manhour ration (H/T) = planned manhour/quantity of order form(T) 工時定額（ H/T） = 計劃工時 / 訂單量（ T） Goal 當(dāng)年目標(biāo) Sep. 9 月 Oct. 10 月 Nov. 11 月 Dec. 12 月 Wax amp。 Shelling 蠟?zāi)＼囬g 220 180 140 110 Foundry 熔化車間 230 195 160 120 Finishing 清理車間 230 195 160 120 Total 合計 680 570 460 350 Ⅲ . Methods of calculation 計算方法： 4 Completion rate of Labor productivity = (actual production / actual manhour)247。 (planned production/planned manhour) = manhour ration / actual unit manhour 勞動生產(chǎn)率完成率 =（實際產(chǎn)量 / 實際工時）247。（計劃產(chǎn)量 / 計劃工時） = 工時定額 / 實際單位工時 Performance wage: 績效工資： Performance wage of workshop manager and leader = pletion rate of labor productivity of this workshop * 30% * his monthly salary 車間主任、班組長績效工資 = 該車間的勞動生產(chǎn)率完成率 * 30% * 其月工資 Total performance wage of workers in workshop = pletion rate of labor productivity of this workshop * 30% * ∑ Si 各車間工人總績效工資 = 各車間勞動生產(chǎn)率完成率 * 30% * ∑ Si Si 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) （叉車司機績效工資 = 當(dāng)月績效得分 / 100 * 30% * 其月工資） Example: 實例： Suppose that the manhour ration of Sep.,2020 is 300 H/T, a production worker’s fixed monthly salary is 1000yuan/month. 假如 2020年 9月的工時定額為 300 H/T，某個生產(chǎn)人員的原定月工資為 1000元 /月。 ? If this worker’s actual unit manhour 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月的實際單 位工時為 150 H/T，則其現(xiàn)在的月工資應(yīng)為： 700 + 300 * 300/150 = 1300 （元） 5 ? If this worker’s actual unit manhour 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月的實際單位工時為 300 H/T，則其現(xiàn)在的月工資應(yīng)為： 700 + 300 * 300/300 = 1000 （元） ? If this worker’s actual unit manhour of Sep. is 500 H/T, so his current salary is: 700 + 300 * 300/500 = 880 （ Yuan） 若該生產(chǎn)人員 9月的實際單位工時為 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 第七條 考核程序 Ⅰ . In case of special products production, if it is needed to adjust the manhour ration of next month, the production Dep. has to give the modified manhour ration with approval of GM to HR amp。 Adm. Dept. for records. 如遇特殊產(chǎn)品的生產(chǎn)，需調(diào)整次月工時定額的，生產(chǎn)部在每月 25 日前將修改后并經(jīng)總經(jīng)理認(rèn)可的工時定額報人力資源行政部備案。 Ⅱ . The production Dep. should give the actual output to HR amp。 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. 生產(chǎn)部將當(dāng)月各車間的實際產(chǎn)量情況于次月 3 日前上交人力資源行政部備案，作為 除叉車司機外的其它生產(chǎn)人員 績效考核的依據(jù)。 Ⅲ . The production Manager fill in the table2 to carry out performance appraisal for the forklift driver, and give the result to HR amp。 Adm. Dept. to put on records before 3rd of the next month, which will be the gist of performance appraisal for forklift driver. 生 產(chǎn)經(jīng)理填寫附表 2 對 叉車司機進行考核，并將 當(dāng)月的考核結(jié)果于次月 3日 6 前上交人力資源行政部備案，作為 對叉車司機 績效考核的依據(jù)。 Ⅳ . HR amp。 Adm