Work performance

1. Achievability of work goals (per capita production capacity goal, management goal) 4

2. Production safety management effect (safety status of people/materials/machine/environment/law)

3. Control or improvement of related technology/quality

4. The stability of the team, smooth work operation, and discipline of subordinates

5. 6S management, ISO implementation, and system implementation

Work skills

1 ． Business knowledge and skills, management decision-making ability 2

2. Organizational and leadership abilities

3. Communication and coordination skills

4. Ability to develop and innovate

5. Ability to execute and implement

Work quality

1. Work hard and do everything possible to accomplish the task 2

2. Work hard and do a perfect job in your job

3. Have a strong sense of responsibility, be able to work automatically and set an example

4. Professional ethics and conduct, pay attention to personal behavior, and maintain the company's image

5. Sense of responsibility at work and dedication to the company

Work attitude

1. Obey work arrangements, be diligent and sincere,

2. Unity, collaboration, team awareness

3. Punctual and disciplined, pragmatic, proactive and positive

4. Don’t waste time, don’t be afraid of hard work, don’t complain

5. Work spirit: Is it optimistic and enterprising

Appraiser’s signature: Direct report: Manager: General manager:

Assessment score Average score of work performance × 4 + average score of work skills × 2 + Work quality × 2 + work attitude × 2 = points

Attendance and rewards and punishments

Key performance indicator assessment (i.e. KPI assessment) is a more commonly used method.

First of all, the company's strategic goals must be clarified. After the strategic deployment clarifies the relevant responsibilities and authorities of each department and personnel, the goals can be decomposed into indicators, such as: production goals, quality goals, profit goals, equipment failure rates, defective products Loss rate, sales collection rate, attendance execution rate, product development completion rate, missed inspection rate, etc., set different evaluation indicators according to different job characteristics. In the early stage, you must communicate with the department being evaluated or the person being evaluated to reach an agreement. Smooth implementation. Performance appraisal must be linked to salary, which is the performance pay part of the salary structure. It is recommended that business leaders who want to implement performance appraisals take part in the study of the "Performance Excellence Model", which is an international standard for business management and is also the basis for enterprises to apply for government quality awards.