20xx staff remuneration system.
1. Purpose
In order to meet the needs of enterprise development, give full play to the role of salary incentives, further expand the career promotion channel of employees, and establish a relatively closed, circulating, scientific and reasonable salary system, these regulations are formulated according to the current situation of the branch.
2. Formulating principles
This system is formulated in accordance with the principles of fairness, justice, incentives, economy and legality.
2.1. Fairness: It means that different employees in the same position enjoy the same level of remuneration;At the same time, according to the different performance of employees' performance, length of service, work attitude, etc., the salary scale of the rank is dynamically adjusted, which can be up or down, and at the same time enjoy or bear different salary differences;
2.2. Impartiality: refers to the basic data collection of this system** in the early stage of communication with all personnel and social data in the same industry;
2.3. Incentive: refers to the development of a dynamic management system with rising and falling to fully mobilize the enthusiasm, self-motivation and sense of responsibility of personnel;
2.4. Economy: refers to the reasonable formulation of this system on the basis of fully considering the affordability, profit and development planning of the branch, so that the personnel and the enterprise complement each other, share benefits and grow together;
2.5. Legality: It means that the system is intended to comply with the provisions of relevant national laws and regulations.
3. Scope of application
It is applicable to all personnel who work in the Shanxi branch of Jingyi Jinye.
FourthDivision of Duties
5. Salary calculation method
5.1 Salary Composition.
Basic salary + monthly bonus + quarterly bonus + subsidy.
5.2 Basic salary: It is the basic component of remuneration and is approved according to the corresponding rank and position. You can enjoy it if you have normal attendance, and you can enjoy it without attendance.
5.3 Monthly Awards: refers to the monthly rewards issued according to the post balance scoring assessment of Yi Jinye Shanxi Branch.
Here's how:
1. Personnel other than the back-end administrative staff have tried to implement the management method of "post balance scoring assessment";
2. The score range of the balanced scoring assessment is 0-100 points, and our company stipulates that 60 points are passing.
3. When the personnel score more than 60 points, a monthly award will be given, and the trial calculation formula:
Monthly bonus = base salary * value of 100 points
5.4. Quarterly bonus: refers to the reward given to personnel for completing the quarterly assessment.
1. The assessment method is: in addition to the back-end administrative personnel, each position will try to implement the quarterly balanced scoring assessment.
2. Score range: 0-100 points, our company stipulates that 60 points are passing points, and 60 points and above are rewarded.
3. Trial calculation formula:
Quarterly bonus = basic salary * (1 + 100%) * 3 2 * 100 points scored in the assessment
5.5. Subsidy: call subsidy, lunch subsidy.
Six, payroll
1.The salary payment of Jingyi Jinye Shanxi Branch this year is set as a weekly salary system.
2.Bonus distribution: The monthly bonus will be calculated at the end of each month, and will be issued at the end of the next month, and the quarterly bonus will be calculated at the end of each quarter and distributed in the first week of the next month. The company will temporarily retain the monthly or quarterly award that a single person does not get according to the task assessment, and as long as the person makes up for the previous performance deficit within the subsequent working hours, the company will issue it until the end of the year.
3.This remuneration system will be implemented on a trial basis for two quarters, and there will be no major adjustments in principle without special circumstances.
8. Salary confidentiality
All employees and managers of the Human Resources Department and the company's financial department who handle salary information must keep their salaries confidential. Employees shall not disclose their remuneration information to any third party or any person outside the company unless it is necessary for their work. Salary information must be communicated through formal channels. Written materials related to remuneration (including various relevant financial documents) must be locked and managed. When leaving the office area, staff should not pile up relevant confidential materials on the desktop or in places that can be easily leaked. Electronic documents relating to remuneration must be stored encrypted and passwords must not be passed on to others. When an employee needs to check his or her salary, the cashier of the finance department must do so. Violations of the relevant provisions on salary confidentiality will be regarded as a serious violation of the company's labor discipline and will be dismissed.
This system will be implemented from the date of implementation.
General Manager's Office:
Formulated by the Human Resources Department on January 8, 20xx.