1、 PAGE PAGE 7Workshop staffs monthly performance appraisal project生產人員月度績效考核方案(Temporary)（暫行）Chapter 1 General principles總則 Item 1 Purpose of performance appraisal考核目的In order to better evaluate workers working effect, arouse their work potential, enhance their passion and efficiency of working, to e

2、nsure the successful completion of the production tasks and achieve rewards distribution mechanism.為了更好地評估生產人員的工作效果，激發其工作潛能，提高其工作熱情和生產效率，以保證生產任務圓滿完成并實現多勞多得的薪酬分配機制。Item 2 Object of performance appraisal考核對象 The object of performance appraisal is workshop managers,supervisors, leaders and workers.考核對象

3、為各車間主任、主管、班組長及工人。Item 3 Use of performance appraisal考核用途 The result of performance appraisal is major reflected in the following aspects:考核結果的用途主要體現在以下幾個方面：. Distribution of salary薪酬分配；. Business movements職務升降；. Position transfer崗位調動；. Training員工培訓。Chapter2 Appraisal project第二章 考核方案Item4 Appraisal p

4、eriod考核周期 The appraisal is based on monthly cycle, which is from the first working date to the last working datewithin 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。當月的考核結果于次月3日前上交人力資源

5、行政部備案。Item5 Target of performance appraisal考核指標 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.)鑒于目前在試產階段，僅采用勞動生

6、產率的完成率作為除叉車司機外的其它生產人員的考核指標。（叉車司機考核另見附表3）Item6 Methods of performance appraisal考核方法.Cardinal numberfrom 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 performanceaccording to the completio

7、n of labor productivity.考核工資基數：將除叉車司機外的生產人員月工資的30%作為考核基數，根據勞動生產率的完成情況按月考核績效。. 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 refere

8、nce 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：依據訂單需求及生產計劃，核定各車間產量，同時依據工時定額，計算各車間的總用工量（工時），作為勞動生產率考核依據。如遇特殊產品的生產，可適當調整工時定額，工時定額如下：Table1: The man-hour ration of each workshop from Sep to De

9、c of2007 附表1： 2007年9-12月各車間工時定額表Unit（單位）：H/TDefinition of target指標定義The hours of a ton of qualified products completion完成1噸合格產品所需要的小時數Formula計算公式Man-hour ration (H/T) = planned man-hour/quantity of order form(T)工時定額（H/T）= 計劃工時 / 訂單量（T）Goal當年目標Sep.9月Oct.10月Nov.11月Dec.12月Wax & Shelling蠟模車間220180140110

10、Foundry熔化車間230195160120Finishing清理車間230195160120Total合計680570460350. Methods of calculation 計算方法：1、Completion rate of Labor productivity = (actual production/actual man-hour)(planned production/planned man-hour) = man-hour ration/actual unit man-hour勞動生產率完成率 =（實際產量 / 實際工時）（計劃產量 / 計劃工時） = 工時定額 / 實際單位

11、工時 2、Performance wage:績效工資：Performance wage of workshop manager and leader = completion rate of labor productivity of this workshop * 30% * his monthly salary車間主任、班組長績效工資 = 該車間的勞動生產率完成率 * 30% * 其月工資Total performance wage of workers in workshop = completion rate of labor productivity of this workshop

12、 * 30% * Si各車間工人總績效工資 = 各車間勞動生產率完成率 * 30% * SiSi 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 = 當月績效得分 / 100 * 30% * 其月工資）3、Example:實例：Suppose that t

13、he man-hour ration of Sep.,2007 is 300 H/T, a production workersfixed monthly salary is 1000yuan/month.假如2007年9月的工時定額為300 H/T，某個生產人員的原定月工資為1000元/月。If this workers actual unit man-hour of Sep. is 150 H/T, so his current salary is:700 + 300 * 300/150 = 1300 (Yuan)若該生產人員9月的實際單位工時為150 H/T，則其現在的月工資應為：700

14、 + 300 * 300/150 = 1300 （元）If this workers actual unit man-hour of Sep. is 300 H/T, so his current salary is: 700 + 300 * 300/300 = 1000 （Yuan）若該生產人員9月的實際單位工時為300 H/T，則其現在的月工資應為：700 + 300 * 300/300 = 1000 （元）If this workers actual unit man-hour of Sep. is 500 H/T, so his current salary is: 700 + 300

15、 * 300/500 = 880 （Yuan）若該生產人員9月的實際單位工時為500 H/T，則其現在的月工資應為：700 + 300 * 300/500 = 880 （元）Item7 Procedure of appraisal 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 the modified man-hour ration with approvalof

16、GM to HR & Adm. Dept. for records.如遇特殊產品的生產，需調整次月工時定額的，生產部在每月25日前將修改后并經總經理認可的工時定額報人力資源行政部備案。. 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 dr

17、iver.生產部將當月各車間的實際產量情況于次月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人員績效考核的依據。. 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

18、 for forklift driver.生產經理填寫附表2對叉車司機進行考核，并將當月的考核結果于次月3日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。. 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, an

19、d report to HR & Adm. Dept. The performance wage will be given to the workers before5thof the next month. 由人力資源行政部負責核定車間主任、班組長及各車間工人總績效工資。各車間主任會同班組長將工人總績效工資分解至各生產工人，并報人力資源行政部核實發放。當月績效工資的發放時間為次月5日前。Chapter3 supplementary articles第三章 附則This project will be carry into execution from Sep.1st, 2007.本方案自2

20、007年9月1日起實施。AFE TECHNOLOGIES WUHAN CO., LTDAFE TECHNOLOGIES WUHAN CO., LTDHR & ADM. DEPARTMENTPAGE Table2: _year _month_day actual output of workers附表2： 年月車間工人實際產量情況表NO.序號 Name姓 名Man-hour ration （H/T）工時定額Output （T） 實際產量Man-hour（H）實際工時Completion rate of Labor； Productivity勞動生產率完成率（%）TOTAL合計PS: The ac

21、tual output should give to the HR & Adm. Dep. to put on records before the next month 3rd.注：當月的實際產量情況于次月3日前上交人力資源行政部備案。Table3: performance appraisal table_forklift driver附表3： 績效考核表_叉車司機Dept.: _ Examinee: _ Grade: _score Grade:_ Time:_部門： 被考核人： 評分：分 等級： 時間：Content考評內容Target指標內容Standard具體衡量標準Score評分Wo

22、rk achievement(60%)工作業績（60）Drive(40%)駕駛（40）To ensure the production of forklift use, full mark is 40 cents能夠及時、高效地保障生產用車，滿分為40分Maintenance of forklift(15% )叉車的維護（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，車輛保養好，滿分為15分Maintenance of products (5%)貨物的維護（5）Avoid products harm during the transit, full mark is 5 cents.防止貨物在運輸過程中受