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Performance Evaluation is a constructive process to acknowledge the

performance of a non-probationary career employee. An employee's evaluation


shall be sufficiently specific to inform and guide the employee in the performance of
her/his duties. Performance evaluation is not in and of itself a disciplinary
procedure. (University of California)

Texas Instruments Phils., Inc. (TIPI) still uses the traditional way of
performance evaluation which is through a pre-determined grading system where
Production Specialists (PS)1 are rated according to their performance on a given
year. TIPI does not use a piece-rate way of evaluation due to the nature of the
products that are being processed in the line. The performance evaluation tool is
comprised of some technical items which can be readily derived from a set of data
that is available through the system and also some items which involve a vast
judgement from the PS immediate supervisor.

The Performance Evaluation Items

Basically, the performance evaluation that the company uses comprised of 3


major items, the discipline, productivity and innovation and pro-activeness. These 3
major classifications serve as a guide for supervisors on how a specific PS should be
graded.

DISCIPLINE (60 points)

Refers to an individuals behavior and attitude with regards to Quality, Attendance,


Work Ethics, 5S and Safety.

a. Attendance (20 points)


-this is a direct computation of the number of days present vs the expected
number of days that a PS should work, this item does not include approved
leaves of the employee but the rate is affected by the number of sick leaves ,
and the number of excused and unexcused absences that an employee
incurred. The table below shows the equivalent points that a PS gets given
his/her number of absences. The number of absences can be tracked via an
attendance check system applied inside the company.

1 Production Specialists-direct labors of TIPI


b. Quality (20 points)
this is also a direct computation of how well is the work output of the PS in
compliance to defined standards and specification requirements with no
customer issue. This is again divided into 2 subcategories:

DESCRIPTION POINTS to Deduct


Major Quality Any non-compliance to defined SOP2/ SPECs3 which resulted to non- 10 points for each
Issue conforming lots affecting cycle time and / or yield and Quality metric deviation
eg. Lot scrap, lot recall, customer complaint etc., (w/ corresponding
DA)
Minor Quality - Any negligence on SOP / SPECs detected by next or other logpoints / 2 points for each
Issue processes. deviation
- Any deviation to SOPs, SPECs and Control Plan4 which are directly
controlled by the employee.

c. Work Ethics (20 points)


a. General behavior and attitude towards work (10 points)
-This is where execution of behavior consistent to TI Ethics and Values,
and TIPI Operating Principles - Integrity, teamwork and collaboration,
respecting and valuing people, responsibility and professionalism;
performance of an individual in a team; his / her working relationship
with his co-workers and the supervisor is being rated. This part is
depending on the rate given by the supervisor

2 SOP-Standard Operating Procedure

3 SPECs-a hardcoded set of instructions and specifications

4 Control Plan-Reaction plan for solving problems


b. Commitment and Dependability: (10 points)
-Pertains to the individuals ability to finish tasks within a specified
time and the ability to carry out a task with minimum supervision.
Willingness to render overtime and accept additional responsibilities
beyond normal job functions. With this, the supervisor considers the
number of hours overtime was rendered as compared to the
predefined number of hours for OT

PRODUCTIVITY (30 Points)

a. DAYS MISSED (10 points)


this includes the number of times a PS is not in the factory (this still does not
include VL5, but includes all other kinds of leaves and absences)

b. AGILITY (10 points)


this refers to the ability of the PS to adjust into situations where she is
expected to perform regardless of the MMR6

5 VL-Vacation Leave

6 MMR-Man-Machine Ratio
c. FLEXIBILITY (10 points)
this refers to the number of areas that a PS is qualified to work or operate

INNOVATION and PROACTIVENESS (10 Points)

a. 5S & Safety (5 Points)


-Strict compliance to defined standards and procedures with regards to 5S &
Safety
b. Suggestions, Innovations, Continuous Improvement (5 Points)
An individual and / or groups initiative and / or ability to come up with
suggestions and innovative ideas to improve work and work procedures and
processes. The persons readiness to take a lead.

The performance evaluation has been long discussed by the supervisors and the
managers on the best way to rate the employee without jeopardizing the motivation
they have when they receive their reviews. But still, some PS find some items to be
questionable. Miriam Quirante, 3 year supervisor, shared that the most common
question being asked to her when review comes is why the number of absences are
charged in the attendance part then again charged on the productivity, days missed
item. Another question is on the giving of rate on the innovation and proactiveness
5S part, the PS still receives a minimum grade of 3 even though no initiative was
done or seen. Another supervisor, Ghie de Dios says that another question is on the
quality side, as of now, there are only 2 qualifications of issues, it is a major or a
minor issue. The question is here, what if a certain issue falls into a major one but
does not constitute to a company loss, would it have the same effect as one that
has a true major impact on the company?

The performance evaluation is important in the company since almost 50% of


the whole population are direct labors and these are merely the workforce of the
company. Giving them a fair and just rate according to their performance not only is
a requirement of the state but also a way of motivating employees to stay with the
company.

Many attempts to fix the way of grading is being done inside the factory. The
current evaluation tool had undergone many revisions which are also based from
suggestions of both direct and indirect labor workforce of the company. Even with
such revisions, there is still issues of not meeting the expectations of the PS as
compared to what is given to them. With this in mind, they sometimes feel that a
supervisor has sides and even tag them having favorites. Lastly, a global effort is
still being ironed out to have a standard ,performance evaluation to be used across
all TI sites, that is worldwide standardization. This effort is still to take place by the
end of 2018.