Welcome to the Board!
There are a lot of elements to consider on this one. Primarily is how do you intend to track performance data (i.e. collection method - barcode scan, paper or PC forms, etc.)?
What are your targets? I.E. do you have hourly production goals for a set/standardized product (let's say a newspaper, which would be fairly consistent with run time/PerM page count) or will you have varying measurement levels (let's say motorcycle tires in 10 different sizes/configurations, where each will have different assembly time components)?
What are your measurement goals? Do people get penalized for underperformace and/or rewarded for performance to goals? Are there salary increases/decreases to consider? Punitive measures? Training programs?
You might want to start by looking at the
Microsoft Template Gallery and see if there's anything applicable.
I've had a ton of experience in performance management, so I'll tell you that from my perspective one of the most important things is to come up with reasonable goals that you can track (objective vs. subjective). Another thing that may or may not be applicable in your situation is to be able to set a performance target (e.g. Parts per Operator Hour) that takes breaks (lunch) into account, but not penalize for unplanned machinery downtime (which would go against the maintenance dept and their measurement system), which is again objective vs. subjective.
We actually dropped annual turnover in an operating unit from over 200% to 16% in one year by establishing realistic employee goals and making the keen differentiation between recognizing external issues and employee issues when evaluating goals.
You just need to figure out what you want to define and how to gather it. Once you do that we can help you set something up.
HTH,
