Department year-end award distribution plan

Part 1: Departmental Year-end Award Distribution Plan

First, the overall principle:

1. Guarantee basic incentives. Every year, there are also this year. This part of the bonus usually does not have an incentive effect, but not paying a bonus will cause great dissatisfaction to the employee.

2. Redeem the promised reward. The company promises that this part can establish a good credit culture for the company and meet the personal expectations of its employees. Achieve incentives.

3. Reasonably set the name of the reward. By setting a bonus name to issue bonuses, the company's value orientation is clarified, reflecting the company's employee care.

4. Bonus allocation permission level. Through the establishment of the General Manager Award Fund, the Director Award Fund, and the Department Manager Award Fund, the licenses for the distribution of bonuses for managers at all levels will be increased.

5. Increase the year-end award communication link. Through the communication between the upper and lower levels, it is clear how much the employee gets the bonus amount, based on what, in the position of the whole staff. Make rewards reasonable and achieve incentive effects.

6. Cost control and future development. Consider the future development of the company and reasonably control the incentive costs.

Second, the distribution method:

1 Basic incentives: one month's basic salary. ,

2 Commitment to fulfill: Encourage the company's commitment to employees throughout the year, and award bonuses by assessing team and individual performance.

3 Reward name part:

3.1 Comprehensive rewards: a, company performance contribution award; b, team performance contribution award.

3.2 Team rewards: a, excellent department awards; b, new product development awards; c, project team awards.

3.3 Single reward: a, excellent employee award; b, excellent newcomer award; c, market development award; d, innovation award; e, service star award; F, rationalization proposal award; g, special contribution award.

3.4 Long-term awards: a, team performance awards; b, employee education development fund; c, family health care fund.

4 Bonus Allocation Permission Level:

4.1 The General Manager Award Fund is awarded to department managers and individual employees who have made outstanding contributions throughout the year. The bonus is distributed by the general manager.

4.2 Director Award Fund, awarded to the manager of the department and the individual employee. The bonus is distributed by the director personally.

4.3 Department Manager Award Fund, awarded to outstanding employees of the competent department. The bonus is distributed by the manager.

5 Awards and bonus calculations

5.1 Appraisal plan: The setting of various awards is set, and the name of the award can be set according to the characteristics of the department. December 1, 20XX - December 20, 20XX.

5.2 Appraisal time: December 20, 20XX - January 10, 20XX.

5.3 Bonus Accounting: January 10, 20XX - January 20, 20XX.

6 year-end reward communication and distribution

6.1 All staff communication: January 20, 20XX - February 5, 20XX.

6.2 Release time: before February 10, 20XX.


Part 2: Departmental Year-end Award Distribution Plan

At the end of a fiscal year, the purpose of this approach is to supervise and improve the work for the purpose of assessing the performance of employees, as a basis for rewards and punishments, transfer, promotion, resignation, etc., and to understand and evaluate the work spirit and potential of employees Ability to serve as a reference for training development.

First, the purpose of assessment

On the 6th day before the Spring Festival, the general manager completed the review, and the human resources department forwarded the units and everyone to know;

The annual performance appraisal is supervised by the general manager's office, the human resources department is implemented, and all departments cooperate.

Second, the assessment program

Employee performance appraisal is set once a year as a year-end appraisal;

On the 15th day before the Lunar New Year holiday, the assessment form will be issued by the human resources section to each unit. The supervisors of each unit must complete the assessment at the beginning of the 10th day before the Spring Festival, submit the form to the general manager's office for collection, and report to the general manager for reviewing the instructions.

The performance appraisal of each unit is reviewed by the general manager; in order to assess the employee's work performance, as a basis for rewards, transfer, and promotion, the company often evaluates the overall situation of the employee and sends the year-end award accordingly, rewarding the employee. The results achieved in the past year.

Writing points

The employee year-end award is the most common type of reward, and most companies have year-end awards. The employee year-end bonus distribution plan usually includes two major parts.

Assessment of the employee's year-end award;

The issuance of the employee year-end award.

Third, the performance grade annual performance appraisal is divided into four categories: 90 points or more for the special grade; 80 to 89 is divided into A; 76 to 79 is divided into B; 70 to 75 is divided into C and so on.

Note: The performance scores are always integers.

Fourth, assessment restrictions

l Employees and managers who have one of the following conditions during the year shall not be listed as a Principal.

Those who have been dismissed for any disciplinary action during the performance appraisal year;

Those who have accumulated more than 13 times in the late arrival and early retreat;

Those who have been elected for more than one day.

2 If one of the following circumstances occurs during the year, the performance appraisal shall not be classified as A.

I have been remembered for the above, and the maximum number of candidates for special performance is 2 people. For the first time, the manager of the department is required to submit a “Principal Performance Appraisal Report” to the general manager.

2 The average total score of each department should not exceed 80 points. However, if the department manager thinks that the department is performing well, it can be presented by the general manager. The approver is the exception, but the total score must not exceed 85 points.

Note: The Special Performance Score is not included in the audit of the unit's total score.

5. Increase or decrease of scores

1 Employees who have been rewarded and punished during the year shall be subject to the following points:

If you remember great or greater than one time: add or subtract 5 points;

Remember to do small work or less than one time: add or subtract 3 points;

Those who award or apply for one time: add or subtract 1 point; the points are not revoked;

Those who have accumulated more than 20 times in the early years of late arrival;

Those who have been elected for more than 2 days.

Number of people:

1 special:

For a unit of 5 or less, the maximum number of candidates for special performance is one.

Those who have more than 5 employees will be completed on the 1st: 2 points will be deducted;

If the number of late arrivals exceeds 13 times, each time the deduction is 0 5 points.

2 The increase or decrease of this item is independent of the fourth average score of performance appraisal.

Sixth, reward implementation

Note: The test scores are issued based on the i-points of the m-year fixed-end bonus.

Pour: If you get 82 points, you will receive a bonus of: fixed year-end bonus of ten; get L

When the score is 79, the prize is issued: fixed year-end bonus

l Counselor, etc., priority sub-m promotion position;

2 The filial piety and penalty desk are issued together with the year-end podium.

Seven, performance appraisal requirements

The competent personnel in charge of performance appraisal shall be evaluated on an objective basis and shall not be smuggled. After several review by the general manager's office, if there is any violation of the company's regulations, the supervisor will record a small time and be examined by the general manager.

8. Appeals, after review by the general manager, if there are any opponents, the general manager's office personnel will return to the supervisor of the assessment, and the performance appraisal scores will be re-prudently evaluated and then presented;

3 After the method is submitted to the general manager for verification, it shall be implemented as of the date of promulgation.


Part 3: Departmental Year-end Award Distribution Plan

Chapter I General Provisions

Article 1 This regulation is formulated in order to regulate the management of employee year-end bonuses and determine the procedures and quotas for year-end bonuses.

Article 2 These Provisions are formulated in accordance with the “Administrative Measures for the Performance Evaluation of Molecular Companies” and the “Implementation Rules for the Performance Evaluation of Molecular Companies”.

Article 3 These Provisions apply to all employees of the subsidiaries of Qixing Electronics except the management team.

Article 4 These Provisions are only used as the basis for the distribution of the total amount of year-end bonuses for each of the companies. Each company shall, under the control of the total amount of bonuses allocated, formulate a clear plan for the issuance of the employee's year-end bonus.

Article 5 The year-end bonuses issued by each company shall take into account the interests of core employees and ordinary employees, and make internal relative fairness.

Article 6 The year-end bonus plan formulated by each company shall be reported to the Human Resources Department for the record.

Chapter II Extraction of Total Year-end Bonus and Determination of Coefficient

Article 7 The total amount of year-end bonus withdrawals is drawn from the total profit of Qixing Electronics this year.

Article 8 The amount of the year-end bonus withdrawal shall be discussed and decided by the leading members of the Leading Group of the Performance Evaluation of the Molecular Company.

Article 9 The year-end bonus coefficient is determined by the leadership of the Business Performance Assessment Leading Group.

Article 10 The year-end bonus factor is generally set to [0, 2]. If the operating performance of individual companies is outstanding, it can also be greater than 2.

Article 11: The year-end bonus factor of the headquarters is the average of the year-end bonus factors of each company.

Chapter III Year-end Bonus Distribution Plan

Article 12: Year-end bonus distribution process

Grading stage

1. The relevant departments of each molecular company shall, in light of their own circumstances, carry out self-evaluation according to the “Implementation Rules for the Performance Evaluation of Molecular Companies”, and report the results to the main control department of each indicator;

2. The main control department of each indicator takes the self-evaluation results reported by each molecular company as a reference, and scores the companies according to the information held by each department;

3. The main control department of each indicator will summarize the final results to the Human Resources Department.

Data analysis phase

1. The Human Resources Department aggregates the scores reported by each department into the performance scores of the companies for the current year;

2. The Human Resources Department ranks in order of highest to lowest according to the results of each company;

3. According to the sorting result, the file will be binned;

4. Report the results of the sub-levels to the leadership of the Business Performance Assessment Leading Group.

Formation plan

1. The leader of the business performance appraisal leading group finally determines the different levels of each company within the same grade;

2. Finally, different year-end bonus factors are assigned to different grades and different levels of companies;

Chapter IV Functions of the Human Resources Department

Article 13: Formulating the method of allocating the total amount of year-end bonuses

The year-end bonus total allocation is determined by the following formula:

F=Q×N×M

Q=The average monthly salary of each company in the 12 months of the year/12

among them:

F is the total amount of total year-end bonuses for the year.

Q is the average number of total wages for each company in the 12 months of the year.

N is the actual number of incumbents in each month of each company.

M is the year-end bonus factor

Article 14: Principles for determining the grades assigned by each company

The distribution grades of each company are implemented as follows:

According to the order from high to low, it is divided into three grades, and the first grade is the best;

When the company's profit is 0 or negative, it must be the third gear;

If the company has a veto indicator in the year, it shall not be included in the first file;

If the company's profits decline in the current year, it shall not be included in the first file;

The year-end bonus factor is allowed to be different in the same grade;

According to the scores of financial indicators, development indicators and management indicators, different units in the same grade determine the grade at the grade or lower a grade, and the units that lower grades rank first in the new grade.

Article 15 Determine the range of year-end bonus factors for different grades

According to the division of different grades, the year-end bonus coefficient is divided into the following categories:

Third gear [0,05]

Second gear

Article 16 Determine the scope of employees involved in the distribution of year-end bonuses

Employees who have been in the unit for more than 6 months of continuous work are eligible to participate in the year-end bonus distribution.

The following employees are not involved in year-end bonus distribution

1. Temporary workers;

2. Employees in the medical period;

3. Experts and consultants employed by the company;

4. Staff members waiting for posts;

5. Employees who are in the probationary period when performing year-end bonus distribution;

6. The probation period is not stipulated in the labor contract, and the employees who work in the company for less than one month are recruited;

7. The employee who terminates the labor relationship or the abnormally resigned employee before the end of the year-end bonus distribution;

8. Internship students in the enterprise at the end of the year-end bonus distribution or recent graduates who have signed a tripartite agreement and have been internships;

9. Employees who believe that they should not participate in the year-end bonus distribution.

Chapter V Others

Article 17 The power of interpretation and modification of these Provisions shall be implemented by the Ministry of Human Resources.

Article 18 These Provisions shall be implemented as of the date of promulgation.