家具厂生产管理人员绩效考核制度（Performance appraisal system of production management personnel in furniture factory）.docVIP

家具厂生产管理人员绩效考核制度（Performance appraisal system of production management personnel in furniture factory） Performance appraisal system of production management personnel in furniture factory I. purpose In order to meet the increasingly fierce market competition, further scheduling management enthusiasm, improve work efficiency and overall cohesion. Optimize the allocation of resources, at the lowest cost, punctual, accurate production of quality products. For enterprises to provide a more comfortable market, the competitive advantages of space, and promote enterprise, benign, steady and sustainable development. Two, practical range: All management personnel in production department. Three, final interpretation: General manager Four, specific content 1, wage system The existing salary system of 1.1 adjusted for the original basic salary 80%+ original basic salary of 65% floating salary reward. 1.2, the basic wage of 80% is the minimum wage. Floating wages for 55% reward magnitude, which is the highest industry resources for the existing wage 145%. 1.3 65% of the original salary reward, floating wages, a performance appraisal, performance appraisal scores constant the number of reward and punishment. 2, content of performance appraisal Assessment of output value of 2.1 sector 2.2 progress control assessment 2.3 quality control assessment 2.4 cost control assessment 3, performance evaluation specific standards In order to facilitate the assessment of statistics, all performance scores are divided into statistical units (1 points =5 yuan). 3.1, department output value assessment According to the actual production capacity of the factory at present, under the premise of balanced allocation of personnel in all departments, existing site equipment). In the premise of factory resources, departments are required to maintain the output value in more than 2 million of all departments exceeded this standard, to the person in charge of super value 0.05% to reward failed to achieve t