Production enterprise workshop director performance appraisal

I. Purpose and Use of Appraisal

1. The ultimate purpose of appraisal is to improve the working ability of the employees in order to achieve the business objectives of the enterprise.

2. The results of the appraisal are mainly used for training needs, salary management, job adjustment and work improvement.

Two, the content and score of the appraisal

1, the content of the assessment is divided into the following two parts:

(1) job duties: job duties described in the job content, by the direct supervisor to carry out the assessment;

(2) work attitude: refers to the spirit of collaboration within the job, positive attitude, etc., by the direct supervisor to carry out the assessment.

2. Calculation of scores

In principle, the total score of 100 points, job work, work attitude weighted 80 points, 20 points.

Three, the general procedures for evaluation

1, for the organization and implementation of performance evaluation, the proposed establishment of the company's performance evaluation leading group (if necessary, to absorb the participation of department managers).

The leader of the group is the general manager, an executive vice president, several members of the group.

2, the leader is responsible for the overall requirements of the performance appraisal, and the appraisal results of the final decision.

The executive deputy group leader is responsible for the daily supervision, evaluation hosting, data summarization and filing, evaluation communication, as well as the handling of emergencies before and after the evaluation.

The members of the team are responsible for daily supervision, record keeping, and providing data support for the evaluation.

3. After the evaluation, the team leader (accompanied by direct supervisor if necessary) on behalf of the company and the employee to communicate with the evaluation alone.

Fourth, confidentiality

1, the evaluation documents are only open to the company's evaluation leadership team, no one shall tell the results of the evaluation to unrelated personnel

2, the results of the appraisal and the appraisal documents to the office archives;

Fifth, the application of the results of the assessment

Evaluation criteria are divided into four grades:

Performance appraisal scores

Grade

Reward and punishment decision

Remarks

90 points or more

Good

Performance Recognition, issued a bonus

Bonus for the quarterly bonus and then floated by 10% to 50%

75 points-89 points

Qualified

Awarded a quarterly bonus

No reward or punishment

60-74 points

Poor

Performance warning

Deduction of 10% to 50% of the quarterly bonus, and three consecutive times may be dismissed.

Below 60 points

Very poor

Sacking

Deduction of 10% to 50% of quarterly bonus

Employee compensation is divided into basic salary and quarterly bonus (divided from annual bonus).

Sixth, other matters

1, the evaluation is conducted once a quarter, the time is generally scheduled for the 1st-6th of each month, the 10th summary of the evaluation results to the Ministry of Finance.

2, the assessment team members can consult and communicate with each other before the assessment in order to improve work efficiency.

3, the implementation of the rules of each position in the system based on the development.

Seven, this system is formally implemented from the date of promulgation.

Appendix I:

Work Performance Scoring Standard

Item

Examination Content

Standard Score

Scoring

Safety and Civilized Production

The occurrence of accidents: property damage 2 points/time, personnel injury 5 points/time, major loss or death of this item 0 points.

Off-duty failure to turn off the water, electricity, gas 2 points / times, employees wearing slippers or other violations of safe operation behavior 1 point / times

20

Quality process management

Not according to the process of operation or rough production 2 points / times. No sampling inspection according to the company deduct 5 points, finished product sampling according to the actual deduction.

Customer complaints 5 points / time, customer return claims 0 points for this item.

20

Production scheduling and ERP management

Quality and quantity to complete, such as due to personal reasons for stoppages or delayed delivery of discretionary points. Failure to operate according to ERP 1 point / time.

10

On-site management

Mainly, there are points deducted according to the actual positioning, environmental hygiene, saving, etc..

10

Personnel management

Deduction of 3 points for substantiated employee complaints due to non-transparent wages, etc., and 0 points for retaliation.

The failure to carry out staff training and meetings deducted 2 points.

Employee abuse of the company's leadership deducted 3 points, assault on the company's leadership of this item 0 points, abuse between employees, assault with reference to this standard discretion.

10

Equipment management

Not submitted production equipment account 2 points, no maintenance of equipment 1 point / time, equipment with disease operation 2 points / time.

10