Momena Aktar
500400 · Sr. Operator · Sewing Line-B05 · joined 15 Oct 2019
Pay justification
Primary plus one secondary skill. A single cross-training completes the 1 + 2 standard — the cheapest capability gain available on this worker.
Skill and salary since joining — both indexed to 100
If the orange line falls below the blue one, pay has grown faster than measured capability.
Operation profile
Best recorded efficiency per operation
Skill inventory
Every operation this worker has been tested on — the basis for line allocation
| Operation | Category | M/C | Best eff. | Grade | Tests | Last |
|---|---|---|---|---|---|---|
| Join bk yoke by folder | Critical | DNCS | 74.7 | B+ | 12 | 15 Apr 2026 |
| Attach cargo pocket | Critical | SNLS | 73.3 | B+ | 14 | 15 Apr 2026 |
| Bottom Hem | Critical | 2NCS | 66.6 | B- | 11 | 15 Apr 2026 |
Latest assessment — 15 Apr 2026
Assessment #14 · post training · assessor Yeasmin Akter (IE)
| Operation | Category | M/C | Target /hr | Cycle times (sec) | Avg cycle | Achieved /hr | Efficiency | Grade | ||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Attach cargo pocket | Critical | SNLS | 60 | 80.9 | 88.2 | 93.5 | 83.3 | 83.9 | 85.96 | 42 | 69.8% | B- |
| Join bk yoke by folder | Critical | DNCS | 200 | 24.1 | 26.4 | 27.2 | 26.7 | 27.5 | 26.38 | 136 | 68.2% | B- |
| Bottom Hem | Critical | 2NCS | 80 | 64.8 | 65.0 | 65.5 | 71.3 | 74.1 | 68.13 | 53 | 66.0% | B- |
Target /hr = 60 ÷ SMV. Achieved /hr = 3600 ÷ average cycle time. Efficiency = achieved ÷ target. Identical to the IE department's stop-watch method.
Assessment history
Complete audit trail
| # | Date | Type | Skill | Grade | Ops | Entitled |
|---|---|---|---|---|---|---|
| 14 | 15 Apr 2026 | post training | 68.0 | B- | 3 | 18,834 |
| 13 | 15 Oct 2025 | periodic | 69.1 | B- | 3 | 18,622 |
| 12 | 15 Apr 2025 | promotion | 67.2 | B- | 3 | 18,342 |
| 11 | 15 Oct 2024 | periodic | 69.8 | B- | 3 | 18,165 |
| 10 | 15 Apr 2024 | periodic | 68.4 | B- | 3 | 17,897 |
| 9 | 15 Oct 2023 | periodic | 67.2 | B- | 3 | 17,633 |
| 8 | 15 Apr 2023 | periodic | 67.8 | B- | 3 | 17,411 |
| 7 | 15 Oct 2022 | periodic | 65.8 | B- | 3 | 17,130 |
| 6 | 15 Apr 2022 | periodic | 68.0 | B- | 3 | 16,943 |
| 5 | 15 Oct 2021 | periodic | 67.0 | B- | 3 | 16,684 |
| 4 | 15 Apr 2021 | periodic | 70.1 | B+ | 3 | 16,513 |
| 3 | 15 Oct 2020 | periodic | 67.9 | B- | 2 | 16,232 |
| 2 | 15 Apr 2020 | periodic | 64.0 | B- | 1 | 15,916 |
| 1 | 15 Oct 2019 | joining | 65.6 | B- | 1 | 15,712 |
Salary history
Every revision, with the skill level at the time
| Effective | Reason | From | To | Increase | Skill then |
|---|---|---|---|---|---|
| 15 Oct 2025 | promotion | 23,272 | 27,403 | +17.8% | 69.1% |
| 15 Oct 2024 | annual increment | 21,449 | 23,272 | +8.5% | 69.8% |
| 15 Oct 2023 | annual increment | 19,678 | 21,449 | +9.0% | 67.2% |
| 15 Oct 2022 | annual increment | 18,053 | 19,678 | +9.0% | 65.8% |
| 15 Oct 2021 | annual increment | 16,487 | 18,053 | +9.5% | 67.0% |
| 15 Oct 2020 | annual increment | 15,126 | 16,487 | +9.0% | 67.9% |
| 15 Oct 2019 | joining | 0 | 15,126 | — | 65.6% |
Year-by-year record
The yearly average that drives every verdict
| Year | Avg skill | Skill Δ | Salary | Salary Δ | Gap | Verdict |
|---|---|---|---|---|---|---|
| 2026 | 68.4 | +0.1% | 27,403 | +12.8% | +8411 | Partial |
| 2025 | 68.3 | -0.2% | 27,403 | +11.0% | +8702 | Partial |
| 2024 | 68.5 | +1.9% | 23,272 | +8.9% | +5028 | Partial |
| 2023 | 67.2 | -0.1% | 21,449 | +9.0% | +3737 | Partial |
| 2022 | 67.2 | -2.3% | 19,678 | +9.4% | +2469 | Not justified |
| 2021 | 68.8 | +5.1% | 18,053 | +9.1% | +1291 | Partial |
| 2020 | 65.4 | -0.3% | 16,487 | +2.3% | +177 | Partial |
| 2019 | 65.6 | — | 15,126 | — | -665 | New |
Training record
Measured effect of each intervention
| Programme | Date | Hours | Before | After | Gain |
|---|---|---|---|---|---|
| Critical Operation Up-skilling | 11 Mar 2026 | 25 | 62.0 | 68.0 | +6.0 |
Personal file
From the IE assessment sheet and Jibika master