How to formulate the performance appraisal method of the factory equipment management and maintenanc

Power workshop staff professional level assessment program.

Position: Maintenance squad leader.

Assessment item 1, equipment integrity rate of 96%.

2. The maintenance pass rate is 97%.

Assessment methods: 1. Assessment of maintenance pass rate.

Pass the "Maintenance Application, Completion Order" for assessment. The document is in duplicate, one copy is given to the maintenance personnel as a maintenance notice, and the other copy is given to the production department for statistics and comprehensive calculation of scores. (This slip should have a serial number).

The result column of the equipment maintenance application and the completion list is evaluated and scored by the director of the production workshop and the director of the power workshop respectively, and the average score is the score of the maintenance pass rate. At the end of each month, the production department calculates the average score of all maintenance tasks, which is used as the comprehensive score of the maintenance pass rate.

2. Assessment of equipment integrity rate.

According to the maintenance time recorded on the equipment maintenance application and completion order, the failure time is calculated, and it is estimated that the daily working time of each section of equipment is:

Milk harvesting section: 8 hours per day.

Pretreatment section: 12 hours per day.

UHT section: 14 hours a day.

Filling section: 12 hours a day.

Outsourcing section: 8 hours a day.

Laboratory: 8 hours a day.

Boiler section: 24 hours a day.

Water, electricity, compressor equipment: 18 hours a day.

Logistics: 8 hours a day.

Equipment availability rate of each section = (Monthly working hours - Fault hours) Monthly working hours * 100%.

The equipment availability rate is the average value of the equipment availability rate of each section.

The professional level score of the maintenance squad leader is the average value of the equipment integrity rate and the maintenance pass rate * 40% + the score of the power director * 10%.

Position: Maintenance worker.

Professional water score = the average value of equipment integrity rate and maintenance integrity rate and maintenance pass rate * 30% + maintenance squad leader score (100-point system) * 10% + power workshop director score * 10%.

Position: Operator.

Position: Boiler squad leader.

Professional level score = equipment integrity rate * 20% + **pass rate * 20% + power workshop director score * 10%.

Position: Stoker.

Professional level score = equipment integrity rate * 15% + **pass rate * 15% + squad leader score * 10% + power director score * 10%.

It can be assessed from two parts: qualitative and quantitative

The qualitative part can involve basic job quality requirements.

The quantitative part can consider equipment maintenance satisfaction, equipment failure rate, equipment operation stability, equipment maintenance completion, maintenance timeliness and so on.

Or set a certain standard according to the difficulty of equipment maintenance and how much time it takes to complete the repair.

How to design the performance appraisal plan of equipment maintenance personnel to be more reasonable? .I'm also a general equipment that does repairs. Senior equipment maintenance personnel (engineers) are mainly responsible for the OEE of the equipment, the completion of important tasks, and communication and coordination.

Look at your description Your company's maintenance workers are mainly engaged in repeated maintenance work, the purpose is to carry out the maintenance of the LED screen, to ensure that the display is normal, therefore, the design assessment indicators can be found from the work results, one is the integrity rate of the LED display, according to the results of the random inspection at the bus station or other places, the assessment of the maintenance group in percentage.

The second is to assess the work record, because the maintenance difficulty of the display screen is difficult to compare, so the main comparison of the number of maintenance, maintenance should be signed by the driver or leader, for the number of rewards, you can consider whether to carry out personal performance appraisal.

The third is to spot check the attendance status, there should be shift duty personnel or all on duty, you can check whether there are personnel from time to time, carry out the assessment of the maintenance group, and require collective supervision.

1. The characteristics of each enterprise are different, and the performance appraisal cannot be copied, as long as it is reasonable;

2. The so-called "reasonable" is very important, otherwise the purpose of performance will not be achieved, I think reasonable is the question of who to compare, generally speaking, compared with history, compared with the excellent, and compared with the goal of the general manager;

3. The company's goal is the starting point of performance, decomposing goals, decomposing into teams, groups, and people;

When communicating, it is important to achieve goals and achieve performance, and team cooperation and understanding are very important;

The formulation of quantitative indicators is a tool for assessment, and without the assessment of quantitative indicators, it cannot be operational;

The supervision of the assessment is the guarantee of implementation;

Timely fulfillment is the information guarantee for the implementation of the assessment, and the clear rewards and punishments are the guarantee for the durability of the assessment.

4. Generally speaking, performance appraisal solves the problem of achieving the company's goals and income distribution, which is related to the vital interests of bosses, managers and employees, and the appraisal needs time to test.

Performance appraisal is to promote employees to develop in the direction of the company's expectations through the layer-by-layer decomposition of the goal and the inspection and evaluation of the completion of the goal, and finally achieve the overall goal of the enterprise. Therefore, assessment is not the goal, but only a method, and the real goal is to achieve the goal of the enterprise through assessment.

The complete performance appraisal includes: plan formulation, process management, assessment and scoring, and performance improvement.

Too often, companies only complete the two parts of plan formulation and appraisal scoring, and ignore the key links: process management and performance improvement. About Process Management:

What is the progress of the work, what kind of methods are adopted, the difficulties faced, how to speed up the progress of the work, and so on. Through the survey, the appraiser is required to put forward feasible suggestions on the improvement process of the work according to the specific situation of the enterprise. About Performance Improvement:

What is the reason why employees do not complete their tasks during performance appraisal? Whether it's internal or external, corporate or personal, lack of knowledge, poor skills, or a problem with attitude. These need to be carefully divided and analyzed by filial piety.

It is the responsibility of the appraiser to find the real reasons for the good and poor performance of employees and help them recognize their shortcomings. What the appraiser needs to know: why the employee's performance is not up to standard, what are the real problems, what are the shortcomings, what are the difficulties, what are the ideas, etc.

In performance appraisal, in addition to acting as a reviewer and scorer, the appraiser should also play the role of an assistant to help employees improve their performance. Only by helping employees improve their performance and enhance their confidence and enthusiasm for work can they promote further improvement in future performance and show a virtuous circle of enterprise performance.