xxPaper Group***
Salary management system
Table of Contents. Chapter I: General Provisions.
Chapter 2 Remuneration System.
Chapter 3 Total Remuneration.
Chapter 4 Elements of Remuneration.
Chapter 5 Annual Salary System.
Chapter VI Post Performance Salary System.
Chapter VII Commission Wage System.
Chapter VIII Piecework Wage System.
Chapter IX Negotiated Wage System.
Chapter 10 Salary Adjustment.
Chapter XI: Miscellaneous Provisions.
Chapter XII: Supplementary Provisions.
Attachment 1: Classification table of positions in XX Paper Company.
Appendix 2: Schematic table of the salary budget of XX Paper Company.
Annex 3: Annual Salary Scale.
Appendix 4: Schematic diagram of the remuneration scheme based on the commission salary system.
Article 1 Scope of application.
These management measures apply to all employees of XX Paper Company, hereinafter referred to as the company, and other subsidiaries shall be implemented with reference.
Article 2 Purpose and Basis.
The purpose of formulating these measures is to enable employees to share the benefits brought by the company's development, effectively combine short-term benefits, medium-term benefits and long-term benefits, and maintain the stability of the salary level of key departments and key positions; Employee income is linked to the company, department and individual performance, giving full play to the incentive role of salary, and promoting the realization of the company's overall development strategy.
In accordance with the relevant laws, regulations of the People's Republic of China and the relevant provisions of the company, these management measures are formulated.
Article 3 Basis for salary distribution.
The salary distribution is based on the value, ability and performance of the position, and the salary is calculated according to the employee's responsibility, personal ability and contribution to the company in different positions.
Article 4 Principle of salary distribution.
As one of the forms of value distribution, remuneration follows the principles of competitiveness, incentives, fairness and economy.
1) Competitive principle: at the same time as the salary structure is adjusted, adjust the company's salary level, and integrate with the external market, so that the company's salary level has a certain market competitiveness;
2) Incentive principle: break the rigidity of wages, enhance the flexibility of wages, and closely combine employees' income with company performance and personal performance through performance appraisal, so as to stimulate employees' enthusiasm; In addition, the salary promotion channel is designed so that employees in different positions have the same promotion opportunities;
3) The principle of fairness: the salary design focuses on the establishment of a reasonable value evaluation mechanism, and determines the final income of employees through performance evaluation under unified rules;
4) Economic principle: the growth rate of the company's human resource cost should be lower than the growth rate of total profit, and the increase in appropriate wage costs should trigger employees to create more economic added value, protect the interests of shareholders, and achieve sustainable development.
Article 5 Characteristics of salary distribution.
1) Measurability: In addition to quantifying the factors related to employee compensation as wages, the welfare expenditure is converted into salary income and linked to performance evaluation;
2) Predictability: In addition to the year-end bonus, employees can expect their total annual income according to the nature of their positions, personal work efforts and work performance.
Article 6 Different wage systems are implemented for employees in different positions, which constitute the company's salary system, including the following salary categories:
i) Annual salary system.
2) Post performance pay system.
3) Commission-based wage system.
4) Piecework wage system.
5) Negotiated wage system.
Article 7 The scope of the implementation of the annual salary system is the company's senior management and the person in charge of the subsidiary, whose work is characterized by the evaluation of business performance on an annual basis, and the corresponding remuneration is issued to motivate them to work hard to achieve the company's overall business performance.
Article 8 The scope of the implementation of the post performance wage system is the company's grass-roots management personnel and administrative support personnel, whose work characteristics are to evaluate the job performance on a quarterly and annual basis, and pay the corresponding salary. The post performance wage system adopts the principle of setting the salary by the post and changing the salary with the post, so as to realize the link between the salary and the value of the post. And set up a salary grade promotion channel to motivate employees to work hard for job performance.
Article 9 The scope of the implementation of the commission wage system is the company's sales employees, whose work characteristics are to evaluate the completion of sales performance, and pay corresponding remuneration to motivate them to work hard to achieve sales performance.
Article 10 Employees who are subject to the piecework wage system are mainly workers in the production workshop.
Article 11 The negotiated wage system is mainly applicable to talents in key positions that are scarce in the market or senior talents that enterprises focus on attracting and retaining, and is also applicable to some temporarily hired personnel.
Article 12 Total remuneration.
It refers to the total amount of labor remuneration paid directly by the enterprise to all employees within a certain period of time, including the total basic salary, total performance salary, total year-end bonus and other total salary expenses.
Article 13 Determination of total remuneration.
The total salary is calculated based on four factors: staffing, operating efficiency, the company's salary level in the previous year and the industry salary level in the region.
The Human Resources Department shall adjust the remuneration policy according to the company, and shall be implemented after approval by the Remuneration Appraisal Committee of the Board of Directors.
Article 14 Salary budget.
In January of each year, the human resources department shall be responsible for adjusting the salary base of each grade and grade according to the target total salary and the business plan of the current year, and submit it to the president's office for approval; And through the current year's estimate of the number of people in each grade and salary scale, the annual salary budget (refer to Annex 2) is made
Article 15 The salary budget shall be implemented after approval by the board of directors of the company.
Article 16 In order to strengthen the process control of the implementation of the salary budget, the human resources department shall summarize and report the actual salary payment of the company in the previous month at the beginning of each month.
Article 17 The budget and approval of the staffing and total remuneration of each subsidiary company shall be submitted to the human resources department of the company for approval.
Article 18 The salary structure of employees includes the following elements as a whole, and is combined differently according to the working style and nature of different positions:
1) Fixed salary: including basic salary and post salary;
2) Variable salary: including performance salary, commission bonus, year-end bonus, president incentive, etc.;
3) Welfare salary: including social insurance, various subsidies and allowances, holiday benefits, etc.
Article 19 Fixed salary.
1) Basic salary.
Basic salary = education salary + annual merit salary.
1. Educational salary.
According to the academic qualifications obtained by employees, it is divided into six levels, and the corresponding academic qualifications and salary standards for each level are shown in the following table:
Recognition of academic qualifications:
The academic qualifications mentioned in this system refer to the graduation certificates and degree certificates included in the national higher education series, and the above-mentioned academic qualifications are limited to the date of obtaining the certificates.
Those who have more than two academic qualifications at the same time shall choose the highest academic qualification as the standard and enjoy the corresponding level of academic salary.
2. Annual merit salary.
It is determined according to the employee's working years, reflecting the employee's work experience and service years to the company's contribution. Employees will increase their annual salary by 10 yuan for each year they work in the company. The calculation of length of service is based on the full year.
2) Post salary.
It is calculated according to the company's human resource cost affordability, external market salary level and job evaluation results, reflecting the intrinsic value of the employee's position and the employee's skill factor. With the value of the post as the mainstay, supplemented by skill factors, the combination of posts and skills is realized, and the principle of salary is determined by post and salary changes with the post is adopted to realize the link between salary and post value.
Please refer to Annex 1 for the specific standard of post salary.
Article 20 Variable salary.
1) Performance-based pay.
Performance-based salary is an incentive salary for the completion of employees' job performance under the post performance salary system and commission salary system, which reflects the value realized by employees in their current positions and existing skill levels through their own efforts, and is applicable to employees under the post performance salary system. Performance-based pay is linked to individual appraisal results and is paid quarterly.
2) Commission bonus.
The commission bonus is an incentive salary for sales personnel to complete sales performance, which is applicable to employees under the commission salary system and is determined and paid according to a certain proportion of sales revenue.
3) Year-end bonus.
The year-end bonus is the sharing of the company's profits by employees when the company's annual operating profit target is exceeded, and is applicable to employees under the annual salary system and the post performance salary system. The year-end bonus is linked to the company's annual business situation, individual and departmental annual assessment results, and is issued on an annual basis. If the company's operating profit for the current year does not exceed the expected target, the year-end bonus will be cancelled.
5) President Reward**.
The President's Award is an award designed to encourage employees to make greater breakthroughs in technological improvement, business development, corporate culture, etc., so as to motivate employees to consciously care about the company's development and promote the company's corporate culture. For example, employees bring large customers to the company through personal relationships, or solve the company's practical difficulties through the relationship with the company.
The awards that can be set up include: Innovation Award, Excellent Suggestion Award, Bole Award, Work Model Award, Outstanding Employee Award, Outstanding Contribution Award, Righteousness and Courage Award, Helping Others Award, etc.
The president shall propose the reward budget and submit it to the president's office for approval and distribution. The total amount of awards** is controlled within 10% of the company's total remuneration. Applies to all employees of the company and is paid annually.
Article 21 Welfare and remuneration.
Welfare salary is a kind of welfare treatment that can be enjoyed by the company's official registered employees. For details, please refer to the "XX Paper Group *** Employee Welfare Management Measures".
Article 22 Scope of application.
The annual salary system is applicable to the company's senior management and the general manager of each subsidiary.
Article 23 Wage structure.
Annual salary income = basic annual salary + benefit annual salary.
Article 24 Distribution Measures.
1) The determination of the standard annual salary shall be determined with reference to the salary level of the external market and the company's own situation, and the specific standards shall be referred to Annex 3.
2) The basic annual salary is paid on a monthly basis and is not linked to the assessment results. Thereinto.
Monthly base annual salary = 50% of the standard annual salary 12
3) The annual salary is paid on an annual basis and is linked to the annual assessment results.
According to the completion of the annual business objectives and work objectives undertaken by each position, the performance of senior management personnel is assessed, and the annual salary of benefits is calculated according to the assessment coefficient, 90% of which is cashed in the current year, and the remaining 10% will be paid after the expiration of the term of office after being audited and confirmed by the board of directors.
1. Benefit annual salary = 50% assessment coefficient of standard annual salary.
2. The benefit annual salary paid in the current period = 90% of the benefit annual salary
3. Deferred payment of benefit annual salary = benefit annual salary 10%.
4. For details of the determination method of the assessment coefficient, please refer to the "XX Paper Group Assessment Management System".
4) Full deduction of the annual salary for the current period or during the term of office in the following cases:
1.There is a big mistake in major decisions, causing heavy losses to the company;
2.The important work (or project) undertaken is not completed on time and with quality, which seriously affects the realization of the company's entire strategic goals;
3.Voluntary resignation, bringing certain losses to the company;
4.The individual seriously violates the company's work discipline or rules and regulations, or violates the laws and regulations of the country;
5.After leaving office, some responsibilities have not been completely eliminated, and after the occurrence of major liability accidents, he is the main person responsible.
Article 25 Scope of application.
The post performance salary system is applicable to employees in middle and grass-roots management positions.
Article 26 Wage structure.
Post performance salary income = basic salary + post salary + performance salary + year-end bonus.
Article 27 Methods of distribution.
1) The basic salary and post salary are paid on a monthly basis and are not linked to the assessment results.
2) The performance salary is linked to the quarterly assessment results and is calculated and paid on a quarterly basis.
1. Performance salary = quarterly standard performance salary and personal quarterly assessment coefficient.
2. For details of the determination method of the quarterly assessment coefficient of individuals and departments, please refer to the "XX Paper Group Assessment Management System".
3) The year-end bonus is linked to the annual assessment results of individuals and departments, and will be issued in January of the following year.
1. The total amount of the year-end bonus shall be withdrawn every year according to a certain proportion of the company's annual profit growth, and the specific proportion shall be discussed and determined by the president's office meeting.
2. The year-end bonus will only be issued when the company exceeds the target profit of the year, and if the company's operating profit for the year does not exceed the expected target, the year-end bonus will be cancelled.
3. The year-end bonus is determined.
Department's year-end bonus = the company's total year-end bonus The department's annual assessment coefficient The department's annual assessment coefficient.
Individual year-end bonus = departmental year-end bonus Individual annual appraisal coefficient Annual appraisal coefficient of department employees.
Article 28 Scope of Application.
The commission wage system applies to the company's employees who work in sales.
Article 29 Wage structure.
Commission-based salary income = basic salary of salesperson + performance salary + commission bonus.
Article 30 Distribution Measures.
1) The basic salary is paid on a monthly basis and is not linked to the assessment results.
2) Quarterly performance salary = (standard annual bonus c% 4) Quarterly assessment coefficient. For details of the determination method of the quarterly assessment coefficient, please refer to the "XX Paper Group Assessment Management System".
2) The commission bonus is linked to performance and is divided into monthly bonus and annual bonus. For the specific payment method, please refer to Annex 4 "Salary Plan Based on Commission".
Article 31 Scope of application.
The piece-rate wage system applies to employees who produce specific products.
Article 32 Wage structure.
Piece-rate wage income = basic salary + piece-rate salary.
Article 33 Methods of distribution.
1) The basic salary is paid on a monthly basis and is not linked to the assessment results.
2) Piece-rate wages are calculated and paid on a monthly basis according to the quantity and quality of products completed by employees.
Article 34 Scope of application.
The negotiated salary system is applicable to temporary or externally recruited special talents.
Most of the positions engaged in by external recruiters are key positions that cannot be met by the company's existing human resources, including senior technical and managerial talents urgently needed or necessary in the company's human resources planning, and scarce talents with fierce market competition in the industry.
The application of the negotiated salary shall be proposed by the Human Resources Department and approved by the Remuneration Appraisal Committee of the Board of Directors.
Article 35: Principles of Application.
1) Negotiation principle: The negotiated wage is based on the market ** and is determined by the two parties through negotiation;
2) Principle of confidentiality: strictly keep confidential the personnel and their wages under the negotiated wage system, and prohibit employees from inquiring into each other;
3) Quota principle: the number of personnel under the agreement wage system is dynamically managed, and adjusted according to the company's efficiency and development.
Article 36 Determination and payment of agreed wages.
Both parties to the agreement must sign a written agreement to clarify the total amount of salary, payment method, work content and assessment method. In the case of a structured wage system, it shall be paid according to the factors of the salary determined by the two parties through negotiation and with reference to the provisions of the above-mentioned salary series.
Article 37 The assessment of the negotiated wage system and the withdrawal of employees.
Employees who are subject to the negotiated wage system shall be assessed at the end of the year according to the written agreement and the company's assessment management measures. Those who have the following conditions will automatically withdraw from the negotiated wage system
1) The assessment result is lower than the scheduled work standard;
2) The relationship between talent supply and demand has changed, and it is no longer a talent that is scarce in the market or urgently needed by the company.
Article 38 In principle, the total amount of the agreed salary system shall not exceed 10% of the total remuneration of the company.
Article 39 The company's salary adjustment is divided into two ways: overall adjustment and individual adjustment, mainly for the basic salary and basic salary of employees.
Article 40: Overall adjustment.
1) The overall adjustment of salary is to adjust the overall salary of all positions and personnel of the company by changing the overall level of the company's salary.
2) The overall adjustment cycle and adjustment range of remuneration are determined according to the company's efficiency, the company's development and the salary level in the external market.
3) The salary adjustment shall be planned by the Human Resources Department, submitted to the President's Office for discussion and decision, and will be implemented in the next year.
Article 41 Individual Adjustments.
The individual adjustment of salary is determined according to the annual assessment results of individual employees, academic qualifications, professional titles, and job changes.
The starting salary scale is determined.
It is proposed to adjust according to the principle of proximity, that is, according to the existing salary level of each employee, in principle, all positions should be based on the minimum salary bracket of the new subordinate grade as the starting salary bracket.
1) Adjust according to the assessment results.
1. Employees whose personal annual assessment and departmental annual assessment grade are "beyond the target" at the same time will be raised by one level in the next year's salary level, and the proportion of employees who are promoted to the company's annual salary will be controlled within 10%.
2. Employees whose personal annual assessment rating is "far below the target" will be lowered by one level in the next year's salary grade, and the proportion of employees whose annual salary will be lowered by the company will be controlled within 10%.
3. For details of the determination method of individual and departmental annual assessment and evaluation grades, please refer to the "XX Paper Group Assessment Management System".
2) Adjustment of academic qualifications. If there is a change in the employee's academic qualifications, the employee's educational salary will be adjusted accordingly according to the regulations, and the adjustment will be implemented from the next month after the change in academic qualifications.
3) Position change and adjustment. If the employee's position changes, the salary will change with the post, and the employee's salary grade will change accordingly, which will be implemented from the next month after the post change. Specifically, it is divided into transfer adjustment, promotion adjustment, and demote adjustment.
After the employee is adjusted, if the salary of the original position is higher than the salary of the lowest post corresponding to the new position, the salary level of the original post will remain unchanged, and if it is lower, the starting salary of the corresponding post corresponding to the new position will be lowered.
After the employee is promoted, if the salary of the original position is higher than the lowest post salary corresponding to the grade of the new position, the starting salary will be increased by one level on the basis of the salary of the post corresponding to the new position, and if it is lower, the starting salary of the corresponding post corresponding to the new position will be lowered.
After the employee is demoted, if the salary of the original position is higher than the salary of the highest post corresponding to the grade of the new position, the starting salary of the corresponding post corresponding to the grade of the new position shall be used. If it is lower than the salary of the highest grade post corresponding to the grade of the new post, the starting salary will be reduced by one level according to the salary of the corresponding level post.
Article 42 Salary management during the probationary period.
1) The probationary period for new graduates recruited by the school is six months, and a fixed salary will be paid according to the academic qualifications during the probationary period (see the "Actual Xi Salary Table"); The actual Xi salary of master's and doctoral graduates with more than two years (including two years) of work background will be increased by 30%. During the probationary period, no performance appraisal will be performed.
Xi salary scale
2) During the probationary period of newly recruited employees recruited by the society, the basic salary shall be paid according to 80% of the salary corresponding to the position to be hired (not lower than the local minimum wage standard), and no additional salary shall be enjoyed during the probationary period. The probationary period for new hires is three months.
3) The probationary period for the promotion of internal employees is three months, and the salary standard of the original position shall be implemented during the probationary period.
Article 43 Salary management of employees assigned for training.
For the company's employees who are assigned to training, the monthly fixed salary will be paid in full, and the quarterly performance salary will be calculated and paid according to the individual's expatriate training time
1) Within three months, 50% of the standard performance salary will be paid;
2) 3 months to 6 months, 40% of the standard performance salary;
3) For more than six months, the performance pay will be abolished.
Article 44 Overtime wages.
1) The company does not advocate overtime, but must work overtime according to the needs of the work, and can not arrange for the rest of the person, with the approval of the company, can pay their overtime wages in the same month. Press 26 per month5. Calculated on standard working days, the calculation base is basic salary and post salary.
1. Usually work overtime.
Usual overtime pay = [(basic salary + post salary) 265] Overtime hours 8 150%.
2. Work overtime on public holidays.
Overtime pay on public holidays = [(basic salary + post salary) 265] 200% of overtime days
3. Overtime on statutory holidays.
Overtime pay on statutory holidays = [(basic salary + post salary) 265] 300% of overtime days
2) Each person will work overtime for no more than two days per month, and the company will arrange compensatory leave for more than two days.
Article 45 Wages during sick leave.
Those who take sick leave with the approval of the supervisor shall be deducted from their wages according to the number of days of leave.
Personal leave salary deduction = number of days of leave [(basic salary + post salary) 26.]5]
Sick pay deduction = number of days of leave post salary 265
Article 46 Remuneration management of departing personnel.
1) Employees whose contracts are terminated by the company due to serious negligence shall have all remaining wages, benefits and year-end bonuses cancelled after resignation;
2) Employees who voluntarily resign are not entitled to year-end bonuses;
3) When the company lays off employees due to business changes or other reasons, it will pay an additional 2 months' basic salary;
4) If the employee's position is adjusted (demotion, promotion, flat adjustment, etc.), the year-end bonus will be calculated in different time periods (in months).
Article 47 The part that must be directly deducted from wages:
1) Individual salary income tax;
2) Deductions for absenteeism;
3) the portion of social insurance that is borne by individuals;
4) Other deductible items.
Article 48 The payday shall be the day of each month.
Article 49 The Human Resources Department is responsible for the interpretation of this system.
Article 50 The implementation and revision of this system and other related matters shall be implemented by the Human Resources Department after being discussed and approved by the president's office meeting of the company.
Article 51 Matters not stipulated in this system shall be implemented in accordance with the relevant regulations of the company.
Article 52: This system shall take effect on the date of promulgation, and other provisions and measures that conflict with this system shall be repealed at the same time.
The specific commission ratio varies by region and category.