【正文】 on 計(jì)算方法： 4 Completion rate of Labor productivity = (actual production / actual manhour)247。 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(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)。 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(dòng)生產(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)。 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。 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(gè)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(dòng)； Ⅳ . Training 員工培訓(xùn)。 1 Workshop staff’s 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 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(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 第二條 考核對(duì)象 The object of performance appraisal is workshop managers, supervisors, leaders and workers. 考核對(duì)象為各車間主任、 主管、 班組長(zhǎng)及工人。 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。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。（叉車司機(jī)考核另見(jiàn)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(jī)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(dòng)生產(chǎn)率的完成情況按月考核績(jī)效。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 manhour ration of each workshop from Sep to Dec of 2020 附表 1： 2020年 912月各車間工時(shí)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(shí)數(shù) Formula 計(jì)算公式 Manhour ration (H/T) = planned manhour/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 amp。 (planned production/planned manhour) = manhour ration / actual unit manhour 勞動(dòng)生產(chǎn)率完成率 =（實(shí)際產(chǎn)量 / 實(shí)際工時(shí)）247。 ? 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(shí)際單 位工時(shí)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(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 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(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 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。 Ⅱ . The production Dep. should give the actual output to HR amp。 Ⅲ . The production Manager fill in the table2 to carry out performance appraisal for the forklift driver, and give the result to HR amp。 Ⅳ . HR amp。 Adm. Dept. The performance wage will be given to the workers before 5th of 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。當(dāng)月績(jī)效工資的發(fā)放時(shí)間為次月 5日前。 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 Manhour ration （ H/T） 工時(shí)定額 Output （ T） 實(shí)際產(chǎn)量 Manhour（ 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) P． S． : The actual output should give to the HR amp。 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(mén)： 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 Work 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.