Repair Performance Appraisal Scheme 5

Hehe, the question of performance appraisal.

First of all, you have to figure out what is the reason for the lack of motivation of the repairman. This involves three fairness in compensation management. If it's an external fairness issue, your salary level is lower than that of your peers, and it's a natural consequence of repairman passivity.

If it is a matter of internal fairness, it is necessary to balance all aspects of wages, perhaps the salary of the management staff is too high, resulting in the psychological imbalance of the repairman. If it is a question of self-fairness, relevant systems can be formulated for rewards and assessments.

Secondly, in terms of specific operations, we can learn from the assessment methods of peers. You can also develop or improve the original assessment method on your own. For example, the work hours of the parts to be repaired are determined according to the difficulty and time. The activity wage of a repairman is linked to the hours he completes.

Then, while adjusting the appraisal system, the relevant remuneration system was adjusted. to accommodate this change.

Finally, it is necessary to pay attention to the applicability of the new system and adjust the inappropriate points in a timely manner.

Do you have any experience in writing performance appraisal, if you have it, you can modify it in a free version on the Internet, if you don't, you can buy a case-based performance appraisal plan for this position, then you only need to adjust it according to the actual situation of the company, which is generally very cheap, dozens of dollars can buy a company's performance appraisal electronic documents for all positions, which can be used directly.

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.

[ Year Quarter (Month)] Department: Name: Employee ID:

Evaluation Elements and Weights Work Objectives and Plans Completion Supervisor Evaluation Score 1 Multi-product coverage target completion rate 20%.

2 The sales growth target of new products was achieved by 15%.

3 Sales target completion rate of 15%.

4 Key Behaviors.

The organization develops and organizes personalized network guidance and technical solutions.

Implement 10%.

5 Implement the company's network marketing and portfolio sales policy 5%6 Organize the development of regional market technology promotion plans and monitor the implementation 5%7 Control the quality of the organization's sales contracts 5%.

8 Quantity and quality of training, coaching, communication with subordinates 5%9 Quantity and quality of organizational technical training 5%.

10 Effective communication and cooperation 5%.

11 10% of other key behaviors identified by supervisors or used to adjust the weight of those key behaviors

Work Objectives Plan Communication Confirmation:

Supervisor: Responsible person: Job evaluation:

Total Score: Evaluation Results:

a □bc □d

Evaluation Communication Records:

Supervisor: Employee:

YYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYY

Adjuster: YYYYYYYYYYYYYYYYYYYYYY