Company year-end award distribution plan

Part 1: The company's year-end award distribution plan

First, the purpose of assessment

4 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 5th annual performance appraisal is supervised by the general manager's office, the human resources department is implemented, and all departments cooperate.

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 2: Company 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. Deliver 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. Establish a reward name reasonably. 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 award: 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 Communication of all staff: January 20, 20XX - February 5, 20ZZ.

6.2 Release time: before February 10, 20XX.


Part 3: Company year-end award distribution plan

Step 1: Determine the corporate bonus package.

According to the overall economic benefits of the enterprise, the bonuses that can be issued are determined. There are three ways to determine the company's bonus package.

The first way is to use the profit of the company as a base to share a certain percentage of the total profit between the organization and the employees.

For example: a company's year-end profit is 10 million, according to the provisions to extract 10% of the proportion as the employee's year-end bonus.

The second way is to adopt the method of progressive sharing ratio, that is, to stipulate a number of profit segments, and to use different sharing ratios in different profit segments, and the higher the profit, the higher the extraction ratio.

For example: a company's specified profit amount is up to 3 million, the share of 3 million profit is 6%, the share of 3 million to 8 million is 12%, and the share of 8 million to 15 million is 16 %, the sharing ratio of more than 15 million is 22%.

The third way is to adopt a method of sharing according to the profit margin segment, that is, to stipulate a certain profit margin segment. The higher the profit margin, the stronger the profitability of the company, and the higher the profit margin segment, the higher the proportion of net profit extracted. .

For example, if a company's profit margin is less than 2.5%, no bonus will be paid; between 2.5% and 5.0%, 8% of the net profit will be drawn to pay the bonus; when the company's profit margin is between 5.0% and 7.5% At the time, 10% of the net profit is extracted to pay the bonus; and so on.

Step 2: Determine the strategic contribution coefficient and departmental performance coefficient of each department of the enterprise.

The department's strategic contribution coefficient is a difference indicating the strategic contribution of various departments to the enterprise. It is necessary for the enterprise to evaluate the strategic contribution of each department. Considering the collaboration and solidarity between the departments, try not to make the strategic contribution factors of each department too different. For example, by evaluating the strategic contribution of each department, the strategic contribution coefficient of each department within the organization can be defined between [1.2 and 0.8], and the unit of strategic contribution coefficient is 0.1. Usually the strategic contribution coefficient of each department is related to the enterprise. It is related to the business cycle, corporate strategy, business management focus, corporate culture, the industry in which the company is located, the enterprise marketing model, and the core human capital of the enterprise.

For example: the strategic contribution coefficient of each department of a company.

Step 3: Determine the department bonus package.

For example: If a department A contributes 1.2 to the company's strategy and the department's performance coefficient is 1.1, the bonus coefficient of department A is calculated.

Step 4: Determine the employee performance coefficient.

1. According to the quantitative and qualitative assessment indicators, the results of employee individual performance evaluation are obtained; 2. We can define the proportion of employee performance level according to the ratio of 20%, 70% and 10%; 3. The management design individual performance appraisal according to the actual situation. The correspondence between the results and the individual performance coefficient, for example, the employee who exceeds the expectations, the job performance coefficient is 1.3/1.4.

Step 5: Assign the department bonus package to the post.

Multiply the employee job performance factor by the employee's monthly base salary.