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在维修工人青黄不接的情况下,如何调动现有人员积极性、鼓励他们学好技术、修好设备至关重要。我们的做法是以经济手段促进维修工作。结合企业内部分配制度的改革,我们将维修工作考核定量化,维修人员的2.5级浮动工资和奖金捆在一起做岗位工资,以故障停机率来确定岗位工资高低。除考核全部设备平均故障停机率外,还考核单台故障停机率。维修保证系统人员如维修技术员、自制备件人员的岗位工资也随故障停机率高低上下浮动,这样就比较有效地保证了维修工作的顺利开展。
In the absence of maintenance workers, it is important to mobilize the enthusiasm of existing personnel, encourage them to learn technology and repair equipment. Our approach is to promote maintenance work economically. Combining the reform of the internal distribution system of the company, we quantified the maintenance work assessment, and the 2.5-level floating wages and bonuses of the maintenance personnel were bundled together to make the position salary, and the level of the positional wage was determined by the failure rate. In addition to assessing the average failure rate of all equipment, it also assesses the rate of single failure. The salary of the maintenance guarantee system personnel such as maintenance technicians and self-preparation personnel also varies with the rate of downtime, which effectively ensures the smooth development of the maintenance work.