Md. Omar Mondol
500566 · Sr. Operator · Sewing Line-B09 · joined 10 Mar 2022
Pay justification
Improving, but slower than the automatic increment. Agree a specific efficiency target before the next assessment.
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 |
|---|---|---|---|---|---|---|
| Top st. at welt pocket top | Semi-critical | SNLS | 98.3 | A+ | 3 | 10 Mar 2026 |
| Join back rise along with front rise | Semi-critical | OL 5 | 85.7 | A+ | 5 | 10 Mar 2026 |
| Cargo Pocket Top Stitch | Semi-critical | 2NCS | 83.2 | A | 7 | 10 Mar 2026 |
| J-Round Top Stitch With Mark | Critical | 2NLS | 82.8 | A | 2 | 10 Mar 2026 |
| Waist Band Attach | Critical | K/S | 81.8 | A | 6 | 10 Mar 2026 |
| Join Inseam by OL | Critical | OL 5 | 80.5 | A | 9 | 10 Mar 2026 |
Latest assessment — 10 Mar 2026
Assessment #9 · periodic · assessor Tania Sultana (IE)
| Operation | Category | M/C | Target /hr | Cycle times (sec) | Avg cycle | Achieved /hr | Efficiency | Grade | ||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| J-Round Top Stitch With Mark | Critical | 2NLS | 171 | 25.7 | 25.2 | 24.5 | 25.0 | 26.4 | 25.36 | 142 | 82.8% | A |
| Join Inseam by OL | Critical | OL 5 | 100 | 43.8 | 42.1 | 45.3 | 45.1 | 47.4 | 44.75 | 80 | 80.5% | A |
| Waist Band Attach | Critical | K/S | 120 | 39.6 | 38.9 | 37.7 | 40.8 | 37.0 | 38.82 | 93 | 77.3% | B+ |
| Top st. at welt pocket top | Semi-critical | SNLS | 100 | 36.6 | 38.2 | 35.1 | 38.5 | 34.6 | 36.61 | 98 | 98.3% | A+ |
| Join back rise along with front rise | Semi-critical | OL 5 | 133 | 31.4 | 32.4 | 32.1 | 29.6 | 31.9 | 31.49 | 114 | 85.7% | A+ |
| Cargo Pocket Top Stitch | Semi-critical | 2NCS | 100 | 45.3 | 43.7 | 41.8 | 43.4 | 43.4 | 43.52 | 83 | 82.7% | A |
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 |
|---|---|---|---|---|---|---|
| 9 | 10 Mar 2026 | periodic | 84.1 | A | 6 | 18,880 |
| 8 | 10 Sept 2025 | periodic | 81.3 | A | 6 | 18,574 |
| 7 | 10 Mar 2025 | periodic | 82.2 | A | 5 | 18,353 |
| 6 | 10 Sept 2024 | periodic | 80.0 | B+ | 4 | 18,064 |
| 5 | 10 Mar 2024 | periodic | 79.9 | B+ | 4 | 17,822 |
| 4 | 10 Sept 2023 | periodic | 74.7 | B+ | 3 | 17,467 |
| 3 | 10 Mar 2023 | periodic | 70.5 | B+ | 2 | 17,139 |
| 2 | 10 Sept 2022 | post training | 59.3 | C | 1 | 16,662 |
| 1 | 10 Mar 2022 | joining | 52.2 | C | 1 | 16,337 |
Salary history
Every revision, with the skill level at the time
| Effective | Reason | From | To | Increase | Skill then |
|---|---|---|---|---|---|
| 10 Mar 2026 | annual increment | 21,443 | 23,373 | +9.0% | 84.1% |
| 10 Mar 2025 | annual increment | 19,494 | 21,443 | +10.0% | 82.2% |
| 10 Mar 2024 | annual increment | 17,967 | 19,494 | +8.5% | 79.9% |
| 10 Mar 2023 | promotion | 15,431 | 17,967 | +16.4% | 70.5% |
| 10 Mar 2022 | joining | 0 | 15,431 | — | 52.2% |
Year-by-year record
The yearly average that drives every verdict
| Year | Avg skill | Skill Δ | Salary | Salary Δ | Gap | Verdict |
|---|---|---|---|---|---|---|
| 2026 | 83.4 | +2.3% | 23,373 | +8.4% | +4292 | Partial |
| 2025 | 81.5 | +3.1% | 21,443 | +9.8% | +2748 | Partial |
| 2024 | 79.1 | +12.9% | 19,494 | +9.7% | +1310 | Earned |
| 2023 | 70.0 | +27.3% | 17,967 | +13.7% | +381 | Earned |
| 2022 | 55.0 | — | 15,431 | — | -1348 | New |
Training record
Measured effect of each intervention
| Programme | Date | Hours | Before | After | Gain |
|---|---|---|---|---|---|
| Multi-skill Development Batch | 08 Aug 2022 | 32 | 50.8 | 59.3 | +8.5 |
Personal file
From the IE assessment sheet and Jibika master