Add schema and appraisal periods
We are excited to introduce a powerful new feature that allows factories to quantitatively evaluate employee performance and create a schema that influences rewards and incentives.
With this update, factories can now create policies to evaluate employees using customizable criteria and assign points based on their performance. Here is an overview of the main functions included in this feature:
Create flexible appraisal periods
Factories can now define multiple appraisal periods to suit their own evaluation views. Each period can have a distinct set of criteria, allowing factories to customize the evaluation process according to their preferences. To go to the page, go to Human Resources > Employee Score Report > Schema Setting
Please ensure you have permissions for these pages from the Roles page
Please note that once appraisal settings are saved, they cannot be changed. If you need to modify the appraisal period, we recommend that you remove the existing period and create a new period with the desired appraisal period settings.
Customize KPI settings
Users have the ability to adjust the KPI settings for each policy. By clicking the “Edit” button at the end of the table, users can add or remove specific KPIs for the policy and assign weights to each KPI. The sum of the weights must always equal 100%. Once KPI settings are completed, users can save them for future reference.
The employee performance report includes four categories of key performance indicators: efficiency, quality, development, and discipline.
Efficiency: This category focuses on the efficiency of work and operations for each worker. The ability of workers to use their time and resources efficiently to complete tasks effectively is evaluated.
Quality: The quality category evaluates the quality of work and the quality of processes of each worker. It aims to measure a worker's ability to maintain high quality standards in his work and ensure that finished products meet the required standards of quality.
Development: The Development category focuses on the average difficulty of operations and the number of different operations a worker is working on. It aims to evaluate a worker's adaptability and ability to deal with diverse tasks and challenges.
Discipline: The discipline category focuses on the attendance rate and time wasted by each worker. Evaluates a worker's commitment to showing up at specified times and general discipline in using working hours efficiently.
These KPI categories provide a comprehensive assessment of different aspects of employees' performance, allowing a comprehensive assessment of their contributions to the organization.
Edit range and score flexibly:
Users can expand each KPI as needed and users can assign scores to different ranges. By default, Garment IO provides preset ranges and points, but they can be easily modified. To make changes, simply click Edit and set the minimum or maximum as desired. Users can also assign scores to each range. However, please consider the following restrictions:
- All numbers must be positive integers.
- The minimum in the range cannot be greater than the maximum.
- Points cannot be repeated.
Users are free to add or remove domains as needed. Once the required changes are made, users can save the edited ranges. If users wish to return to factory default values, they can simply click “Return to Factory Default Values”.
Moreover, you will find an explanation of each indicator to understand how it is calculated. As in the picture, each range has a minimum and maximum. The range includes the minimum and does not include the maximum, meaning that if we had a range from 40% to 60% and the worker’s quality was 60%, then he is not in this range, but rather in a later range from 60% to 80%.
Example:
There is a worker whose quality percentage is 40%. This means that he is in the first range (less than 50%) and the quality score will be 1.
Start Calculating Employee Score:
After ensuring that all ranges have been adjusted to reflect the required criteria, users can navigate to the performance appraisal period page. Here, they will find the option to click “Start Calculation,” which launches the system to start calculating the employee’s points. The performance appraisal period page displays a table containing the various appraisal periods, the number of employees in each period, and their individual status:
- Completed: Indicates that the appraisal period has ended in the past, and all calculations have been completed
- Active: Indicates that the evaluation period is currently running, as the start date has passed, but the end date is still pending. Employee scores in this period are continuously updated based on new data received.
- Recalculation: If any changes are made that affect an employee's efficiency, such as removing operations performed in the past, the system will trigger a recalculation of grades for the affected employees. Users can run this recalculation by clicking on the recalculation icon next to the evaluation period. If recalculation is not run, the old scores remain unchanged.
Employee Performance Report:
By clicking on the table icon within the appraisal period page, users will be directed to a comprehensive report on employee performance. This report provides an overview of staff performance for a specific policy and appraisal period. Users can modify the selected range, allowing comparison between individual production lines and overall factory performance. The report includes three charts at the top:
- Average Score Comparison: Compares the average score for employees within the specified range with the average score for the entire factory.
- Average Score Categories: Displays the average score for each performance category.
- Individual KPI Score: Displays the scores achieved by each employee on each performance indicator within the selected schema.
Imagine we have an employee named Ahmed. Ahmed's performance is measured in three main areas: labor efficiency, operational efficiency, and the amount of time wasted. Each domain was rated on a scale from 1 to 10, and Ahmed achieved the following scores:
- Labor efficiency (97%): 9/10
- Operational efficiency (83%): 7/10
- Wasted time (3%): 8/10 (Note: Higher scores in this category indicate less time wasted)
To calculate Ahmed's overall performance score, we need to take the weights given to each of these categories into account:
- Labor efficiency (weight: 60%)
- Operational efficiency (weight: 30%)
- Wasted time (weight: 10%)
Using these weights, we can calculate the contribution of each weighted score to the overall performance score:
1- Labor efficiency contribution:
- Weighted degree of labor efficiency = labor efficiency score × weight of labor efficiency
- Weighted score for labor efficiency = 0.6 x 9
- Weighted score for labor efficiency = 4.2
2- Work efficiency contribution:
- Weighted score for operational efficiency = score for operational efficiency x weight for operational efficiency
- Weighted score for operational efficiency = 0.3 x 7
- Weighted score for operational efficiency = 2.7
3- Contribution of wasted time:
- Weighted score for wasted time = score for wasted time x weight for wasted time
- Weighted score for wasted time = 0.1 x 8
- Weighted score for wasted time = 0.8
Now, we add these weighted scores to calculate Ahmed's overall performance score:
- Overall score for performance = weighted score for labor efficiency + weighted score for operational efficiency + weighted score for wasted time
- Overall factory performance score =4.2+2.7+0.8
- Overall factory performance score = 7.7
So, according to the scores and weights provided, the overall score for Ahmed's performance is 7.7 out of a possible 10.
This score provides a quantitative view of Ahmed's performance based on pre-determined criteria and can be used to compare with other employees, establish benchmarks, or identify areas for improvement.
Employee Scorecard:
Furthermore, a detailed table provides scores and values for each employee on each performance appraisal period within the chosen schema.
Users have the flexibility to change the policy and performance appraisal period within the report as needed
We believe this new feature will significantly enhance performance and decision-making processes in factories. It provides flexibility to adapt performance criteria, encourages transparency, and enables factories to effectively improve employee performance. We look forward to seeing the positive impact this feature will have on your manufacturing operations.
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