Dear Sir,
I am trying to develop a suitable performance evaluation template for my supervisors and QCs in our garment factory. If anyone has such experience, please share it with me and, if possible, send me a sample/template.
Regards,
RAMESH
From India, Tiruppur
Acknowledge(0)
Amend(0)
13I am trying to develop a suitable performance evaluation template for my supervisors and QCs in our garment factory. If anyone has such experience, please share it with me and, if possible, send me a sample/template.
Regards,
RAMESH
From India, Tiruppur
Acknowledge(0)Amend(0)
Dear Ramesh,
I faced the same challenge and managed to achieve a partial solution. First, make a detailed job description for each position. Ask people to list their achievements with supporting data. This alone shall help you in achieving the performance appraisal part.
In my previous company, an IT major, we were COPC certified. Metrics are defined for every KPI, i.e., all KPIs are tracked on a real-time basis (e.g., Average handling time, talk time, first-time resolution, etc., for calls). 52 weeks of data are ready at the end of the year, and lo, you have the appraisal ready too.
However, in certain positions/activities, the same is not easy to measure. There, instead of efficiency, use effectiveness. For example, for an HR manager, the number of compliance notices should be restricted to 2. This will force him to exercise his skills to the maximum.
Let me know if you require further help.
Surya Vrat
surya@cornell-overseas.co.in
From India, Delhi
Acknowledge(0)Amend(0)
I faced the same challenge and managed to achieve a partial solution. First, make a detailed job description for each position. Ask people to list their achievements with supporting data. This alone shall help you in achieving the performance appraisal part.
In my previous company, an IT major, we were COPC certified. Metrics are defined for every KPI, i.e., all KPIs are tracked on a real-time basis (e.g., Average handling time, talk time, first-time resolution, etc., for calls). 52 weeks of data are ready at the end of the year, and lo, you have the appraisal ready too.
However, in certain positions/activities, the same is not easy to measure. There, instead of efficiency, use effectiveness. For example, for an HR manager, the number of compliance notices should be restricted to 2. This will force him to exercise his skills to the maximum.
Let me know if you require further help.
Surya Vrat
surya@cornell-overseas.co.in
From India, Delhi
Acknowledge(0)Amend(0)
Dear Friend,
I have received your comment, which I found quite useful. Being a certified ISO 9001 company, we diligently adhere to its standards. We have Key Performance Indicators (KPIs) and conduct monthly review programs. However, we encounter challenges in cascading these down or breaking them into smaller objectives suitable for the supervisory level.
Given the varying skill levels, experiences, and responsibilities within our organization, I believe we need different methodologies to evaluate performance effectively. Our industry, as widely recognized, is highly labor-intensive, necessitating robust systems.
I trust that everyone in our network can contribute to this discussion.
Thanks,
P.T. RAMESHAN
From India, Tiruppur
Acknowledge(0)Amend(0)
I have received your comment, which I found quite useful. Being a certified ISO 9001 company, we diligently adhere to its standards. We have Key Performance Indicators (KPIs) and conduct monthly review programs. However, we encounter challenges in cascading these down or breaking them into smaller objectives suitable for the supervisory level.
Given the varying skill levels, experiences, and responsibilities within our organization, I believe we need different methodologies to evaluate performance effectively. Our industry, as widely recognized, is highly labor-intensive, necessitating robust systems.
I trust that everyone in our network can contribute to this discussion.
Thanks,
P.T. RAMESHAN
From India, Tiruppur
Acknowledge(0)Amend(0)
Dear Madam,
Please find the present level performance indicators I have set for my Line QAs/ Supervisors. If the line performs well, both QA and Supervisors will receive the same amount of increment:
a) Attendance
b) Discipline
c) Line production performance
d) External inspection failures due to workmanship
e) Rejection/Rework
f) Adherence to budget
Additionally, the HOD has specified the following criteria:
- 85% capacity utilization
- Rework below 3%
- Rejection below 1%
- CMT saving by 10%
- Nil customer complaints
- Nil external inspection failures
I hope this addresses your query.
Regards,
P.T. RAMESHAN
From India, Tiruppur
Acknowledge(0)Amend(0)
Please find the present level performance indicators I have set for my Line QAs/ Supervisors. If the line performs well, both QA and Supervisors will receive the same amount of increment:
a) Attendance
b) Discipline
c) Line production performance
d) External inspection failures due to workmanship
e) Rejection/Rework
f) Adherence to budget
Additionally, the HOD has specified the following criteria:
- 85% capacity utilization
- Rework below 3%
- Rejection below 1%
- CMT saving by 10%
- Nil customer complaints
- Nil external inspection failures
I hope this addresses your query.
Regards,
P.T. RAMESHAN
From India, Tiruppur
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Performance Appraisal Form for Staff.doc