T1 cup layering (3–4 weeks)?

Same structure, different levels — HQ profit/productivity; BU P&L; roles on deliverables and quality.

Why T3 trial cannot be skipped?

Skip 8-week pilot — group rollout triggers manager collective block; scores must tie bonus.

T0 business alignment — table is mechanism output, not start.

Cup sets levels and weights; point splits auditable actions.

Multi-plant one table?

Unified structure, different scales — not three unrelated spreadsheets.

Common 8 weeks, two cycles — under 4 weeks hard to verify linkage.

Design done but stuck?

Trial skipped or pay not linked — pilot + on-site + staged sign-off beat another table revision.

Same cup framework — plant delivery/quality/cost; group profit/productivity.

How to Design a Manufacturing Performance Appraisal System — T0 to T4 Timeline

Business scenarios

Equipment group — HR built scorecard by habit. Review asks: how does this link to cost-control strategy? Silence — whole table scrapped. Then: align business → cup layers → point breakdown → 8-week trial → handoff.

Design by timeline beats filling blanks — especially RMB 100M+ multi-plant groups. Align strategy before mechanism — table is output, not start.

T0 · Align business (2 weeks)

Leadership sets: profit, productivity, strategic projects owned. Manufacturing performance is org mechanism, not HR homework. Misalign first — rebuild later.

Pass: goal tree group / BU / key roles — finance and HR aligned definitions.

T1 · Cup layers (3–4 weeks)

Same structure, different levels: HQ revenue/profit/productivity; BU P&L and capacity; roles on deliverables and quality. Avoid HQ profit vs plant volume mismatch.

Pass: metric dictionary and weights signed by leadership. See cup KPI.

T2 · Point breakdown (2 weeks)

“Improve satisfaction” fails — major client OTD ≥95%, zero major quality incidents works. Each KPI: data source, owner, dispute path in policy not PPT.

Pass: review-ready line items. See point KPI.

T3 · Trial correction (8 weeks)

1–2 BUs — design, trial, adjust, handoff; scores tie bonus and promotion; advisor at operations reviews.

Pass: two usable review cycles; managers accept numbers.

T4 · Handoff (4 weeks)

Group rollout — HR and leadership own next cycle. Ride and hand off — acceptance window, not PPT close.

Pass: policies, training, coaching archived — next year iterable.

Why T3 matters

Skip trial — T4 group rollout faces manager block. 8 weeks, two cycles, bonus linkage — miss any, “new table old logic.”

Benchmarks: communications 6× revenue; optoelectronics 2× in 3 years; electronics 3× in 2 years — all long trial + review rhythm.

Stage	Evidence
T0	Signed goal tree
T1	Metric dictionary
T2	Data source list
T3	Two review cycles
T4	Archive + handoff

Total ~19–22 weeks including trial — 4-week “group go-live” promises usually skip trial.

Liu Xinzhen · NDU MSc · ICMC-certified consultant ｜ XieChunQiu · Shenzhen

20+ years · 600+ clients · 200+ listed companies · 80%+ repeat or referral