2019 salary distribution plan

Part 1: The 2019 salary distribution plan

In order to deepen the reform of the education personnel system, establish a scientific and standardized performance appraisal mechanism for school teachers, fully mobilize the enthusiasm, initiative and creativity of the teachers, and ensure the smooth implementation of school performance pay, according to the implementation of the faculty and staff of the Bianqiao District Education Bureau. The spirit of performance pay distribution opinion, combined with the actual situation of my street school, specially formulated this implementation opinion.

First, the guiding ideology

Guided by Deng Xiaoping Theory and the important thoughts of the three representatives, we thoroughly implemented the scientific concept of development, gave full play to the incentive-oriented role of performance-based wages, promoted the balanced development of education, improved the quality of the teaching staff, and focused on building a law that is consistent with education, teaching, and teacher growth. The standard science and system perfect teacher performance evaluation system promotes the comprehensive, coordinated and sustainable development of Dizhai education.

Second, the scope of implementation

All the streets are staffed

Third, the basic principles

1. Respect the law and people-oriented. Respect the law of education, respect the status of teachers, and fully reflect the professional, practical and long-term characteristics of teachers' teaching and educating.

2. Focus on morality and focus on performance. Put the teacher's morality in the first place, pay attention to the actual performance and contribution of teachers in fulfilling their duties.

3. Incentive and promote development. Teachers are encouraged to devote themselves to teaching and educating people, and to guide teachers to continuously improve their own quality and education and teaching ability.

4. Objective and fair, simple and easy. Adhere to the principle of seeking truth from facts, democracy and openness, scientific and reasonable, standardized procedures, stressing practical results, and refraining from cumbersome.

5. It is necessary to insist on more work and more rewards, and pay more attention to the frontline teachers, key teachers and other staff members who have made outstanding achievements.

Fourth, the assessment content

1. The main contents of the principal's performance appraisal:

It mainly assesses the performance of the principal in the direction of running a school, running a school, managing the school according to law, quality of education and teaching, moral education, school management, team building, solidarity and cooperation, integrity and self-discipline, safety and stability.

2. Main contents of teacher performance appraisal:

To assess the performance of teachers, teachers should fulfill their duties as stipulated in education laws and regulations, and fulfill the duties and tasks stipulated by the school, comprehensively assess the teachers' morality, ability, diligence and performance, and focus on teachers' morality and education. Achievements in the work of the class teacher.

Teacher's morality. The main assessment teachers are in compliance with the "Chinese Little Teachers' Professional Ethics", especially the performance of teachers' teachers, dedication, caring students and law-abiding. At the same time, teachers are also required not to obstruct the completion of education and teaching tasks for any reason or in any way, and must not express their appeals in an illegal way, interfere with the normal education and teaching order, and harm the interests of students as an essential basic requirement for the performance evaluation of teachers. .

Education and teaching work. The main assessment teachers are engaged in moral education, teaching, education and teaching research, professional development and other performance duties.

Moral Education The main assessment teachers implement moral education in classroom teaching according to the characteristics of the teaching department.

Teaching mainly assesses the teaching workload of teachers, teaching preparation, teaching implementation, teaching effects, and the organization of extracurricular practice activities and participation in teaching management. The assessment of teaching effectiveness is mainly based on the completion of the teaching objectives set by the state and the requirements of students to achieve basic education quality.

Education and teaching research mainly assesses teachers' understanding of students' thoughts and research on students' problems; research on teaching methods, educational techniques and students' intellectual development; and the achievements of teaching and research and scientific research.

Professional development The main assessment teachers comprehensively grasp the law of education and teaching, expand professional knowledge, and improve the ability of education and teaching.

The class teacher works. The task of the class teacher should be an important part of the teacher's teaching workload, and the basic workload should be calculated in the same way as the teacher position. The main assessment is to educate students, class management, organize class and team activities, and pay attention to the overall development of each student.

3. The performance of other professional and technical personnel, management personnel and work and safety personnel mainly assess the service attitude, performance of job responsibilities and completion of work tasks. The specific measures can be formulated with reference to the teacher assessment method.

V. Assessment methods

The principal's performance appraisal consists of two parts: the school semester work goal responsibility assessment and the individual performance appraisal, with a total score of 100 points. Among them, the principal's semester work target responsibility assessment and individual performance appraisal each account for 50%; the vice principal's performance appraisal is conducted at the school. The school's semester work target responsibility assessment is comprehensively assessed by the street center school according to the principal's quantitative assessment plan, and is recorded in the principal's performance appraisal content.

Under the guidance of the street center school, the performance appraisal of teachers is organized and implemented by the performance appraisal leading groups of each school. In the performance appraisal, we should give full play to the role of principals and teachers.

The teacher's performance appraisal is divided into the usual assessment and the semester assessment. The usual assessment is carried out by the school in combination with the usual work on a monthly basis. The semester assessment can refer to the annual assessment project of the staff of the institution, and the combination of qualitative and quantitative is adopted. The teacher self-evaluation is combined with the evaluation of the subject group, the review of the grade group, and the assessment of the leading group. At the same time, listen to the opinions of students and parents.

The assessment methods for other professional and technical personnel, management personnel and work and safety personnel shall be formulated and organized by the school.

6. Composition and distribution of performance pay

1. Performance pay is divided into two parts: basic and reward. The basic performance salary mainly reflects the economic development level, price level and job responsibilities of the district, accounting for 70% of the total performance pay. The reward performance pay mainly reflects the workload and actual contribution. On the basis of the assessment, the school determines the distribution plan and method. In the award-based performance salary, a class teacher allowance, a post allowance, a super-time allowance, and an education and teaching achievement reward are set up.

2. Give full play to the incentive-oriented role of performance-based pay. All schools must improve the assessment system, formulate assessment rules, and implement classified assessment according to the different characteristics of teachers, management, and technical and technical positions. All schools must formulate practical assessment methods and distribution systems, increase the distribution of incentive performance wages, and open distribution.

For each school of workers and workers, the grades should be appropriately opened according to the assessment of the workers and workers.

3. The assessment of the teaching teachers shall be carried out in accordance with the provisions of the “Administrative Measures for Teaching Teachers of the Education Bureau of Baqiao District”, and shall be assessed in accordance with the assessment standards of the school. The above-mentioned assessment is qualified by the District Zhenxing Office to send a transportation and living allowance of 3,000 yuan per year. At the same time, it is given priority under the same conditions in the evaluation of professional titles. The year-end target assessment does not account for the outstanding indicators of the school.

4. Distribution method

The performance salary is determined by the District Personnel Bureau according to the situation of the street center school personnel. The basic performance salary is distributed monthly by the district finance bureau according to the number of registered persons; the reward performance salary is distributed by each school according to the assessment results. The distribution plan is submitted to the central school for review before it can be passed.

7. Provisions on specific issues

1. Promote job hiring and strengthen the competition mechanism. In accordance with the principles of open competition, two-way choice, equal competition, and merit-based employment, post-employment in the approved posts, signing employment contracts on a person-by-person basis, and realizing wages and salaries according to posts, and improving employer autonomy. Through the post setting management, the transition from fixed users to contract users and the transition from identity management to post management can be realized, and the staff positions can be upgraded and lowered, and the treatment can be high or low.

2. Improve and improve the assessment and distribution system and establish an incentive mechanism that is compatible with the appointment system. All schools should actively implement the reform of the distribution system, increase the autonomy of performance wage distribution, gradually establish a distribution mechanism that is compatible with the employment system, and link the performance salary of the faculty and staff with job responsibilities, workload and work performance, and further establish the lifting The allocation mechanism of capacity, performance and contribution.

3. For the following circumstances, the award of reward performance pay is as follows:

Due to the overall work of the district committee and the district government, the performance-based performance of the staff of other units other than the education system, which is seconded to the education system by the organization and personnel departments, is distributed according to the assessment of the secondment; other incentives are seconded to the staff of the unit outside the education system. Wages are paid at 50%.

The reward performance pay for retired and normal migrants in the current year is paid according to the actual work month.

The state stipulates that the reward performance pay during the period of marriage, funeral and maternity leave shall be paid according to the standard; the reward performance pay shall not be enjoyed during the work period; the reward performance pay during the winter and summer vacation shall be included in the first half and the second half of the assessment. .

Those who are subject to disciplinary action and discipline shall be deducted 30% of the reward performance pay during the disciplinary period.

4. Those who do not participate in the target assessment do not enjoy the reward performance pay. For those who fail to pass the two consecutive targets, they will be adjusted by dismissing the employment contract, transferring the post, and waiting for the post. For those who fail to pass the evaluation of the target, the employed and the unemployed personnel shall be given a six-year or one-year off-job study. During the period of leaving the post, they will not enjoy the reward performance pay. If they are still unable to work or are unable to work after the expiration, they will be The personnel relationship is handled by the Talent Exchange Center and is self-employed.

5. Teachers who punish students due to corporal punishment and disguised corporal punishment or engage in paid tutoring and safety liability accidents shall, depending on their seriousness, deduct the reward performance pay for the current month or semester.

6. The teacher will not be entitled to the reward performance pay for the month without any reason during the month; during the semester, the total number of dereliction of duty will be 3 or more, and the semester reward performance pay will not be enjoyed. The sick leave is carried out in accordance with the school leave system.

Eight, work requirements

1. Strengthen leadership. The reform of the faculty's income distribution system is policy-oriented and involves a wide range of issues, which is directly related to the vital interests of the faculty and staff. All units should attach great importance to it, strengthen leadership, meticulously organize, and discipline, and carefully grasp all aspects of the implementation process to ensure smooth and smooth progress.

2. Standard operation. The award-based performance payroll must be based on a rigorous quantitative assessment. For schools that do not have a performance appraisal method, the district education bureau will stop allocating or recovering the rewarded performance payrolls. Investigate the principal's direct responsibility.

3. Strict discipline. We must uphold the principles of fairness, justice, and openness, and do not rush to engage in it. It is necessary to conduct in-depth research, make careful decision-making, and scientifically formulate quantitative assessment methods for faculty and semester work and rewards performance-based salary distribution programs for faculty and staff. The program must be passed through the teaching delegates. The units that have been falsified in the issuance and have not adversely affected the implementation of the regulations will be excused from the main leaders of the school once they have been verified.

IX. The implementation opinions are explained by the District Education Bureau and will be implemented as of the date of issuance.


Part 2: The 2019 salary distribution plan

1. Purpose

Establish a reasonable wage distribution mechanism to fully mobilize the enthusiasm of employees.

2 Scope of application

The employees of the company include: production management, logistics administration, marketing, first-line production and other personnel.

3 principles

3.1 In accordance with the principle of doing everything possible and according to the principle of labor, combined with the characteristics of production, operation and management of the company, establish a standardized and reasonable salary distribution system.

3.2 Comprehensively assess employee compensation based on employee job responsibilities, job performance, work attitude, skills and other indicators, and appropriately tilt to positions with high operational risk, heavy responsibility, high technical content, and quantitative work indicators.

3.3 Salary model: The structural wage system is adopted. The wages of employees are linked to their performance, and their wages are directly proportional to the annual operating profit.

3.4 In order to reflect the responsibility and performance, the salary structure, salary items and weights of each position shall be flexibly matched. For details, please refer to the “List of Salary Structures for Each Position”.

4 salary structure

4.1 Employees' salaries mainly include basic salary, skill salary, piece-rate wage, working-age salary, performance salary, bonus, etc.

4.2 Basic salary: According to the average living standard and minimum living standard of local employees, it can guarantee the basic living needs of employees. The nature is the same as the guaranteed salary. As long as the employees attend the job, they can get the economic income that can guarantee the basic life. About 40% of the total salary.

4.3 Skills and salaries: According to the company's employees' academic qualifications, work experience, duties, professional titles, etc., the company assesses the skill wages of employees at the beginning of each year. After the skill salary standard is determined, it will not be changed during the current year. About 30% of the total salary.

4.3.1 Skill salary assessment criteria:

4.3.1.1 Education:

4.4 Piece-rate wages: Determine the piece-rate coefficient according to the work content, labor intensity and technical content of each post, and analyze and calculate the workload of the employees. This salary item applies to first-line production employees.

4.5 Performance Salary: It mainly measures the employee's work performance, assesses the employee's compliance, collaboration, teamwork and work tasks. About 30% of the total salary. The method of assessment will be formulated separately.

4.6 Working-age salary: Determine the length of service for the company, and encourage employees to work for the company in a long-term and stable manner. A subsidized wage for employees who have worked in the company for a certain number of years.

4.7 The employee's working age subsidy can be enjoyed after the company has worked for one year. The working period is 30 yuan per month from the beginning of the year, and the working age increases with each additional one year.

4.8 Bonus: If the employee's work performance is outstanding or makes a significant contribution to the company, it shall be rewarded in accordance with the relevant system regulations of the company, and the employee shall be rewarded with cash after approval by the general manager.

5 Establishment and change of salary standard

5.1 If it meets the change criteria, it can be changed; the change of salary standard must be approved by the general manager;

5.2 Changes in salary standards: According to the principle of changing salary and salary, promotion and salary increase, downgrade and salary reduction. The salary change is adjusted from the last month of the change.

5.3 The new post salary standard shall be executed after the approval of the general manager by the deputy general manager.

5.4 The probationary salary standard shall be determined by the deputy general manager to report to the general manager for approval.

6 salary calculation

6.1 Basic salary = post salary standard × weight / number of attendance days × actual attendance days.

6.2 Skills salary = post salary standard × weight / number of attendance days × actual attendance days.

6.3 Performance Salary = Post Salary Standard × Weight ×.

6.4 Working-age wages: Those who meet the standard for the payment of working-age wages and who have been working for 15 days are paid monthly.

6.5 Bonus: Issued according to company regulations.

6.6 Payable wages = basic salary + skill salary + performance salary + working age salary + bonus

7 overtime subsidies

7.1 Determination of overtime

7.1.1 Statutory holidays are arranged by the company's leaders and departments to work overtime or on duty due to work needs.

7.1.2 Due to special circumstances, it is necessary to arrange to complete specific tasks within a specified time in the evening.

7.1.3 The staged work tasks are heavy and often overtime work, and the department managers are responsible for the calculation of overtime work at their discretion.

7.1.4 The driver often works overtime in the urban area, and the department manager shall, at his discretion, approve the calculation of overtime work.

7.1.5 Due to the failure to complete the daily work tasks as required, the work hours must be properly extended, and the overtime work due to short-term work due to handling daily affairs is not overtime.

7.3 overtime treatment

7.3.1 Calculation of overtime allowance: The overtime pay is calculated based on 1.5 times the daily working day salary.

7.3.2 Calculation of compensation for rehearsal compensation: The overtime shift is 1:1, that is, 1 day overtime, and 1 day can be adjusted.

7.3.3 Employees work overtime at the end of each month. The statistics are sent to the company's finance department for the purpose of calculating overtime pay.

8 wages

8.1 Wages are issued once a month and are issued on the 9th of the following month.

8.2 If the new employee has not completed one month from the date of the employment, it will be calculated according to the proportion of actual service days.

8.3 The salary of the resignee is calculated until the date of separation, and the salary is paid on the date of the next salary.


Part Three: Teacher Performance Salary Allocation Scheme in 2019

In order to fully implement the “Implementation Plan for Incentive Performance Wage of Mingguang Compulsory Education School”, the enthusiasm of teaching and educating the staff of the whole school was fully mobilized, and the quality of education and education was comprehensively improved. Really implement the incentive mechanism of more work, more work and higher salary. According to the relevant archives requirements of the Municipal Education Bureau, combined with the actual education of our town. This program is specially formulated.

First, the guiding ideology:

Guided by the scientific outlook on development, to build a harmonious bridgehead education, and to improve the quality of education in the whole town.

Body goal. Adhere to the "one outstanding", "two grasp the prison", "three strengthen" work ideas, adhere to excellent labor and reward, seeking truth from facts. The principle of fair and just work ensures the healthy, efficient and rapid development of the education of the small and medium-sized schools in our town.

Second, the scope and objects of implementation:

The school's in-service teachers will implement incentive performance payrolls from January 1, 2019.

Third, the payment method:

Reward performance payrolls account for 30% of the total performance pay, according to the school's reward performance payrollers

In the case, the results of the assessment are submitted to the Education Bureau for review. The semester is based on the assessment results by the financial department. Transfer to a personal salary bank account.

Fourth, the performance payroll leading group

Group leader: Zhong Rufei

Deputy leader: Lu Yongsheng Yan Baowei

Member: Lv Faqing Li Mingbin Jiang Jiajie Gu Changyin Lu Bingxiang Lu Jie

Zheng Keting Bi Meigong Cao Yu

The office of the leading group consists of Lu Yongsheng as the director of the office and arranges the operating program.

V. Reward performance salary implementation rules:

(1) Attendance allowance:

Fully full moon, not late, no early leave is issued according to the attendance allowance standard, the following circumstances

One deducted from the attendance allowance:

A, late, early leave 3 times a holiday for half a day. Accumulate this.

B. One-day deduction of the attendance allowance of 10 yuan for the completion of the work, and deduction of 5 yuan for the absentee class.

C. Marriage, funeral, and production related laws provide for holidays. The monthly attendance allowance is not available for the actual number of holiday days.

But do not do absenteeism.

D. The meeting and participation in various trainings are deducted 3 yuan for one time and 1 yuan for one time. And so on,

For 5 consecutive times or more, it will be processed as one day.

E, things, sick leave deducted 3 yuan a day, more than 10 days, the month does not enjoy attendance allowance,

(2) Class teacher allowance:

The class teacher should do a good job in the daily management of the class, earnestly do a good job in class hygiene, board reports, student ideas, etc.

Work and conscientiously perform the duties and responsibilities of the class teacher. It is issued according to the class teacher's allowance standard, and the deputy class teacher is executed according to the class teacher's allowance standard of 50%. If one of the following circumstances occurs, it shall be deducted from the class teacher's allowance.

1, the blackboard is missing a period, deducted 5 yuan.

2, the class teacher's manual is not complete, found a deduction of 5 yuan.

3, the class teacher plans, the summary is not timely in turn, a deduction of 5 yuan.

4. The deputy class teacher did not participate in the school-wide group activities and deducted 30 yuan at a time.

5. If there is a serious or serious safety accident in the class, or if it causes serious consequences, the deduction of the sub-class teacher's allowance for the month.

6. Whenever there is a large-scale activity in the school, or a higher-level competent department conducts a work inspection, the deputy class teacher is paralyzed and the work is not in place, and the critics of the superior are deducted from the subsidy of the deputy head teacher of the month.

7. The deputy class teacher is not present at the time, and deducts 5 yuan for each absence.

8. The primary school quality report should be filled in objectively, fairly, and reasonably. Students should find a deduction of 1 yuan if they are sloppy and unfair.

9. The class health was rated as unclean for 3 consecutive times, and the deputy class teacher was 5 yuan.

(3) School regular management allowance.

The routine management of the school is an important part of the teacher's work and an important part of the faculty's spiritual civilization construction. Every teacher must conscientiously implement education laws and regulations, teach in accordance with the law, act in accordance with the law, and be a good teacher who abides by the law. Consciously abide by the "Chinese Small Teachers' Professional Ethics", which is a teacher's watch and strengthens the cultivation of teachers' morality. Dedicated to work, unite and work together, respect others, take care of the overall situation, and maintain collective honor. I am open-minded and eager to learn, not arrogant, not talking about unfavorable unity, not doing things that are unfavorable, and being in a civilized manner with parents, receiving courtesy, courtesy, and caring for students. Deducted from the school's regular management allowance if one of the following conditions is true:

1, corporal punishment or disguised corporal punishment students. Found 1 deduction of 10 yuan.

2, office hours online chat, playing poker, playing games, 1 deduction 5 yuan.

3, violation of the rules to make up the class or engage in paid tutors, deduct 20 yuan.

4, privately recommend materials or commodities to students, deduct 20 yuan.

5, irresponsible in the teaching process, causing student injury, deduct 45 yuan.

6. If the public property is damaged for no reason, it shall be compensated according to the price.

(4) Education and teaching management allowance,

1. Teaching routine management,

Prepare lessons, attend classes, and correct homework as required, and actively carry out routine work in all aspects. Full hair

Put a regular teaching management allowance. In one of the following cases, it is deducted from the regular teaching allowance.

(1) Preparing lessons

a did not over-prepare lessons, found a deduction of 2 yuan.

b No teaching reflection, or not preparing lessons as required, deducting 1 yuan for each class.

(2) class

1 No teaching case to enter the class, deduct 5 yuan.

2 Sitting in class, absent from school for no reason, deduct 5 yuan.

3 arbitrarily adjust the class or privately invite people to substitute classes, both parties deduct 2 yuan.

4 Classes are not closed or use communication equipment, deduct 2 yuan.

(3) Homework

1. If the teacher fails to correct the operation on time, or corrects the mistake, the deduction is 5 yuan.

2, did not urge the students to correct the mistakes in time, deduct 2 yuan.

(4) Others

a, do not pay various plans, summary, deduct 10 yuan at a time.

2. Teaching quality inspection allowance,

(1) Center School Teaching Quality Testing Allowance Standard

1 pass rate is 90~100%

2 pass rate is 80~89%

3 pass rate is 70~79%

4 pass rate is 60~69%

5 pass rate is below 60%

Calculation method:

The first and second grades of 65 are qualified.

2 3 to 6 grade 60 is divided into qualified.

3 The full-time teachers shall be calculated according to the total qualified rate of the subject, and multiplied by 1.5 for the teaching quality allowance.

4 Interdisciplinary teacher teaching quality testing allowance, Chinese and mathematics are calculated according to the standard, plus English

50% calculation of subject teaching quality inspection allowance

5 Preschool teachers are calculated according to the per capita number of teaching quality test allowances.

(2) Village school teaching quality testing allowance standard:

1 pass rate is 90~100%

2 pass rate is 80~89%

3 pass rate is 70~79%

4 pass rate is 60~69%

5 pass rate is below 60%

Calculation method:

The 1st and 2nd grades are divided into 65 grades.

2, 3, 6 grade, language, English, 60 points are qualified.

3 Teachers who have two or more majors in language, mathematics, and English take the average pass rate of the subject, and then refer to the teaching.

The quality inspection allowance standard is calculated.

4 Serving as a language, number, and English. Calculated according to the pass rate of a subject.

(5) Teaching and research grants:

Actively participate in teaching and research activities. Do not be late, absent, and do something to perform the leave. every term

It is necessary to read a monograph on educational theory, write a study experience, go to an open teaching class, adhere to the concept of "scientific research and development", give play to the role of education and scientific research in promoting education reform and development, and closely educate scientific research and educational thoughts and educational practices. Relationships make the education and scientific research work standardized, institutionalized and scientific. Further mobilize to protect the enthusiasm of the education and scientific research of the faculty and staff, so that the education and scientific research of our school has reached a new level.

Deducted from the teaching and research allowance in any of the following circumstances

1. Political business study, deducted 1 yuan for a late arrival.

2. Each semester, no public class deduction of 5 yuan.

3, one semester, did not read educational theory books, did not pay attention to experience and teaching papers, missing a deduction of 5 yuan.

4, no reason not to participate in teaching and research activities, deduct 5 yuan

(6) Workload allowance

1. The workload mainly reflects the principle of teachers' more work and more work. Teachers work in super class, and each class subsidizes 4 yuan.

Less than 2 yuan. The calculation standard is based on the teacher's class at the beginning of each semester.

2. There are more than 45 students in the class, and each more than one person fills the class teacher with 4 yuan.

3, due to work needs to work overtime, 30 yuan a day.

Special instructions

1. Individual circumstances are not considered in the development and implementation of this programme.

2. If there are major deviations or unfinished matters during the implementation, the office director will submit the questions to the school committee.

Will discuss the decision or the teacher's meeting.

3. This plan is reported to the Education Bureau for the record.


Part 4: Incentive Performance Salary Distribution Plan

In order to mobilize the enthusiasm of the staff of the center, establish an internal distribution mechanism that is fair, reasonable, open and transparent, and effective incentives. According to the spirit of the [] file, combined with the actual situation of our center, this distribution plan is specially formulated.

1. The guiding ideology is based on the total amount of performance wages approved by the superiors, with the tenet of dedication of employees, the core of improving the spirit of dedication and respect for employees, the promotion of employee performance-oriented distribution incentive mechanism, and the enthusiasm of all employees. Breaking the distribution method of egalitarianism, implementing the principle of distribution according to work, and implementing the performance-based wage distribution mechanism of “fair and reasonable, distribution according to work, excellent salary, and high reward”.

Second, the principle of distribution is fair and reasonable, according to the distribution of labor, excellent labor and reward, and high rewards.

III. Composition of Incentive Performance Salary There are 6 employees in the center. The annual performance salary is 69,816 yuan and 6 people = 418,896 yuan, of which the basic performance salary for the whole year is 229,680 yuan, and the annual performance salary is 189,216 yuan. The reward performance salary consists of four parts, which is linked to the performance appraisal and is issued according to the performance appraisal.

Monthly attendance award, 600 yuan / month / person, issued monthly. The annual attendance award for the year was 43,200 yuan, accounting for 22.8% of the annual reward performance pay;

Monthly performance award, the base is 800 yuan / month / person, according to different job responsibilities. The proportion of the staff of the official department, the deputy department, the management level 8 and the level 10, and the general staff is 1.3:1.2:1.1:1, which is issued on a monthly basis. The annual attendance award of the whole year is 58,560 yuan, accounting for 30.9% of the annual reward performance pay;

Annual Performance Award, issued at the end of the year, annual performance award = 3.5. The annual performance award was 71,778 yuan, accounting for 37.9% of the annual reward performance pay.

Other performance awards were issued at the end of the year, totaling 15,678 yuan, accounting for 8.3% of the annual reward performance pay.

Fourth, the assessment method

Monthly attendance award

1. If the staff member arrives late or withdraws less than 5 times in the current month, each time he deducts 50 yuan, if he is late or early 5 times or more in the current month, he will deduct the monthly attendance award in full. If the work is completed without reason, the full-time attendance award for the month will be deducted;

2, within 3 working days of sick leave in the current month, deduct 50 yuan per working day, 10 working days or more for sick leave in the current month, deduct the monthly attendance award for the full month, please leave the leave for 3 working days or more in the current month, Fully deducted the monthly attendance award for the month;

3. The above-mentioned deductions, suspensions, and unpaid monthly attendance awards are all included in the unit's other performance awards.

Monthly performance award

1. The performance bonus of the month of the month that meets one of the following conditions is 25%: 1 is late or early retreat to 6-10 times in the month; 2 the accumulated monthly leave is 4-6 working days;

2. 50% of the performance bonus for the month of the deduction of one of the following conditions: 1 late or early leave more than 10 times in the month; 2 total of 7-10 working days in the month; 3 accumulated 2 working days in the month ;

3. Full-time deduction of monthly performance awards that meet one of the following conditions: 1 the accumulated monthly leave is 10 working days; 2 the unfinished completion of the month is 2 working days; 3 due to work dereliction of duty or lawlessness, resulting in a major economy Loss or adverse effects; 4 due to work dereliction of duty in the community caused serious adverse effects; 5 work in the practice of fraud, resulting in the completion of the work objectives or cause serious consequences.

4. If the sick leave is approved, the monthly performance award will be deducted according to the proportion of sick days;

5. The monthly performance awards for deduction, suspension, and non-receipt are all included in the unit's other performance awards.

Annual Performance Award The Annual Performance Award is based on the individual's annual assessment and receives the annual performance award corresponding to the individual's position. The following annual performance awards will be deducted for the following qualifications. The outstanding staff of the annual assessment will add an additional 500 yuan to the annual performance award. The annual cumulative leave is over 60 working days and the sick leave is 90 working days. The above-mentioned deductions, suspensions, and monthly performance awards that were not received are all included in the unit's other performance awards.

Other performance awards include overtime, duty, overwork, and year-end advanced awards, which are distributed according to the specified coefficient ratio.

V. Other issues

In one of the following circumstances, the annual reward performance salary is deducted:

1. Subject to criminal punishment, or severely warned by the party or the regiment, the administrative record is greater than the above punishment, the period of disposition is not full or the division period is not specified but the punishment period is less than one year;

2. Being warned or notified by the above-mentioned performance at the municipal level;

3. The performance is very poor and the public has great opinions. Allotted performance payrolls are all included in the unit's other performance awards.

National statutory holidays are implemented in accordance with relevant regulations.

If it is not covered in this article and the policies and regulations have provisions, it shall be handled in accordance with the relevant regulations.

Sixth, other matters

The program was approved by the Nikkei Workers' Congress in December, and became effective on January 1, 2014.