Efficiency Assessment and Procedures:

Performance appraisal is a very important issue. Proper evaluation of a worker or officer-employee can increase various benefits including his salary and at the same time it is possible to reach the highest level of output and efficiency by evaluating him properly. The amount of work he does and the quality of his work if his performance is evaluated in various aspects of quality, on the one hand the interest in his work will increase and on the other hand he can be made an asset of the company.

 

Performance appraisal

Part A-Introduction:

In this section an employee's identity is discussed in detail in which section his job is in which department and in which position his ID number is discussed so that in order to evaluate the performance it is necessary to know about the person.

 

Part B-Evaluation-

In this jute an assignment value is determined on the basis of several important factors and it is ranked by adding the acquired goods by determining the value acquired on the basis of the assignment value.

 

Part C-Recommendation:

This part evaluates the performance and reviews all the issues like whether he will be stabilized according to the score, whether the apprenticeship will be extended or his salary will be increased or he will be promoted. And is assessed according to his school.

 

 

Evaluation Guidelines:

1. Corporate / Factory H. And from the section the evaluation form of the concerned staff / employees will be issued to the head of the department / branch / factory head.

2. The Reporting Officer will comment in favor of any score other than Score 3 in Column E of Part B and write the details of training required for it in Column J. The next assessment paper will send its comments and recommendations to the concerned branch head.

3. H. of the concerned factory. The head of the admin and compliance department will verify the information provided and provide his comments.

4. The concerned factory / department head will verify the information, comments and recommendations, provide his comments and ensure that the assessment letter is sent to the Corporate HR Section.

5. Group Head of H. And the Admin and Compliance will review all the comments and recommendations given in the evaluation form and send it along with its recommendation to the Director / Chairman for approval.

 

Score details:

5 Very good performances is above the required standard

4 Good performances is above the required standard

3 The performance is satisfactory as per the required standards

2 There is a general lack of skills in related work; Improvements are required

1) Poorly qualified standard are well below the required standards. Immediate improvement is needed.

 

Explanation of evaluation

Application of efficiency: Application of knowledge / performance, knowing the right way to perform the task and performing the assigned responsibilities in an effort to reduce the loss and perform the production activities according to the plan.

Achieving production / work targets: Skills according to the work targets imposed by the authorities.

Quality of work: Work errors, number of warnings, which are in cases other than errors in customer demand products.

Maintenance: Cleanliness, trouble-free working environment, daily cleaning skills, number of alerts etc. (cleanliness and discipline, follow guidelines).

Waste Prevention: Waste analysis of pre-production and post-production waste, which is an attempt to reduce waste from actual waste and direct waste to waste and follow the guidelines to reduce waste and waste.

Health and safety awareness: Safety precautions, safe work habits, number of accidents, hazard-free work areas, etc., follow safety rules. (Providing advice on the importance of security and improvement).

Obedience: To take necessary responsibility in the interest of the company as per the instructions and to fulfill it.

Attendance: Scores will be allocated at a fixed rate considering regular attendance at work, absenteeism and holiday trends. 5 points if there is no absence during the assessment period. 4 points for 1 day absence, 3 points for 2 days absence, 2 points for 3 days absence. 1 point for 4 days of absence and 0 points for more than 4 days of absence.

Discipline: All the rules and regulations of the company should be followed and quarrels with others should be monitored according to the records. 5 points if no warning letter is issued. A warning letter = 4 points; 2 warning letters = 3 points, 3 warning letters = 2 points. That means 1 point will be deducted for each issued warning letter.

Experience: 5 points for 5 years or more experience. 4 years’ experience = 4 points; 3 years’ experience = 3 points; 2 years’ experience = 2 points; 1 year experience = 1 point; And years less experience = 0, this does not apply to probationers.