AFE TECHNOLOGIES WUHAN CO., LTDHR & ADM. DEPARTMENTWorkshop staff’s monthly performance appraisal project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 laborproductivity 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，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/TⅢ. 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 laborproductivity 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 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% * ∑S iSi means the monthly wages of this worker, i means certain worker其中，S i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、E xample: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 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。