Md. Shamim Khan
500796 · Sr. Operator · Quality-B02 · joined 03 Feb 2020
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 |
|---|---|---|---|---|---|---|
| Close Waistband Top/bottom (Manual Waistband) | Critical | SNLS | 83.3 | A | 14 | 03 Aug 2026 |
| Attach Waistband (Double Folder) | Critical | MNCS | 81.8 | A | 12 | 03 Aug 2026 |
| Front Rise Join (Fly) | Critical | SNLS | 68.7 | B- | 11 | 03 Aug 2026 |
Latest assessment — 03 Aug 2026
Assessment #14 · periodic · assessor Tania Sultana (IE)
| Operation | Category | M/C | Target /hr | Cycle times (sec) | Avg cycle | Achieved /hr | Efficiency | Grade | ||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Close Waistband Top/bottom (Manual Waistband) | Critical | SNLS | 86 | 48.9 | 49.6 | 55.3 | 48.0 | 51.2 | 50.58 | 71 | 83.0% | A |
| Attach Waistband (Double Folder) | Critical | MNCS | 120 | 37.0 | 36.2 | 37.1 | 39.4 | 37.8 | 37.49 | 96 | 80.0% | A |
| Front Rise Join (Fly) | Critical | SNLS | 150 | 36.8 | 36.7 | 38.3 | 38.8 | 35.1 | 37.14 | 97 | 64.6% | 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 | 03 Aug 2026 | periodic | 75.9 | B+ | 3 | 19,738 |
| 13 | 03 Feb 2026 | promotion | 76.4 | B+ | 3 | 19,511 |
| 12 | 03 Aug 2025 | periodic | 73.3 | B+ | 3 | 19,198 |
| 11 | 03 Feb 2025 | periodic | 73.3 | B+ | 3 | 18,961 |
| 10 | 03 Aug 2024 | periodic | 75.6 | B+ | 3 | 18,777 |
| 9 | 03 Feb 2024 | periodic | 75.5 | B+ | 3 | 18,535 |
| 8 | 03 Aug 2023 | periodic | 72.6 | B+ | 3 | 18,230 |
| 7 | 03 Feb 2023 | periodic | 73.3 | B+ | 3 | 18,008 |
| 6 | 03 Aug 2022 | periodic | 71.0 | B+ | 3 | 17,718 |
| 5 | 03 Feb 2022 | post training | 69.4 | B- | 3 | 17,445 |
| 4 | 03 Aug 2021 | periodic | 68.6 | B- | 3 | 17,191 |
| 3 | 03 Feb 2021 | periodic | 66.4 | B- | 2 | 16,908 |
| 2 | 03 Aug 2020 | periodic | 70.0 | B- | 1 | 16,747 |
| 1 | 03 Feb 2020 | joining | 61.9 | B- | 1 | 16,342 |
Salary history
Every revision, with the skill level at the time
| Effective | Reason | From | To | Increase | Skill then |
|---|---|---|---|---|---|
| 03 Feb 2026 | annual increment | 25,691 | 28,003 | +9.0% | 76.4% |
| 03 Feb 2025 | promotion | 22,231 | 25,691 | +15.6% | 73.3% |
| 03 Feb 2024 | annual increment | 20,302 | 22,231 | +9.5% | 75.5% |
| 03 Feb 2023 | annual increment | 18,541 | 20,302 | +9.5% | 73.3% |
| 03 Feb 2022 | annual increment | 17,010 | 18,541 | +9.0% | 69.4% |
| 03 Feb 2021 | annual increment | 15,464 | 17,010 | +10.0% | 66.4% |
| 03 Feb 2020 | joining | 0 | 15,464 | — | 61.9% |
Year-by-year record
The yearly average that drives every verdict
| Year | Avg skill | Skill Δ | Salary | Salary Δ | Gap | Verdict |
|---|---|---|---|---|---|---|
| 2026 | 75.9 | +3.3% | 28,003 | +9.1% | +8265 | Partial |
| 2025 | 73.5 | -2.4% | 25,691 | +15.1% | +6334 | Not justified |
| 2024 | 75.3 | +3.4% | 22,231 | +9.5% | +3295 | Partial |
| 2023 | 72.8 | +4.1% | 20,302 | +9.5% | +1913 | Partial |
| 2022 | 70.0 | +3.5% | 18,541 | +9.1% | +664 | Partial |
| 2021 | 67.6 | +3.1% | 17,010 | +9.2% | -338 | Partial |
| 2020 | 65.6 | — | 15,464 | — | -1441 | New |
Training record
Measured effect of each intervention
| Programme | Date | Hours | Before | After | Gain |
|---|---|---|---|---|---|
| Multi-skill Development Batch | 25 Dec 2021 | 39 | 66.0 | 69.4 | +3.4 |
Personal file
From the IE assessment sheet and Jibika master