Corporate employee compensation plan

Part 1: Enterprise employee compensation plan

Through the efforts of all employees, this year's project has been overfulfilled, and all aspects of the work have achieved gratifying results. In order to encourage employees to work harder next year and create higher economic benefits, the company intends to adjust the salary of employees. The plan is as follows:

1钡髡The salary of foreign employees

Foreign employees work hard and are productive. For this purpose, it is proposed to adjust the salary of X-month jobs for foreign employees ××× and others. That is to increase by 5% on the original basis; ××× and others increase by 3% of the post salary, and the RMB is distributed in two forms in the form of red envelopes.

2毙薷毙薷毙薷谖ぷぷ

It is proposed to amend the current salary scale of 10 grade 30 positions. The maximum amount will be raised from 4,700 yuan to 5,600 yuan, and the lowest level will be raised from 1 000 yuan to 1,500 yuan. After 3 months of trial, it will pass the examination. The salary of the post can be determined to be 1,400 yuan. The salary of the technically strong post during the trial period is 800 yuan. After 3 months of trial and evaluation, the salary of the post can be determined to be between 1,500 and 2,400 yuan according to the level of the technical level. For newly recruited employees with positions above the foreman, the post salary during the trial period is determined in the C file, and after 3 months of trial use, it can be adjusted to the B file of each position.

3钡髡 post salary plan

The adjustment of the post salary is combined with the off-season training, and the department will assess the employees.

For those employees who have passed the examination in the off-season training, they are also subject to the adjustment of the salary range of the post. However, employees who fail to pass the assessment will be re-evaluated after 3 months of extension. After passing the examination, the salary of the post can be adjusted, but it will not be reissued.

Adjust the scope of post salary:

××××Year × Month×Day in the book, participate in the official staff of the company's off-season training and passing the examination.

Adjustment amount:

1) The deputy general manager will increase the capital by 900 yuan per month, the assistant general manager will increase the capital by 800 yuan, the department manager will increase the capital by 700 yuan, and the department deputy manager will increase the capital by 600 yuan. For those who have outstanding achievements in the work of ××××, they can be adjusted to the corresponding A file by the general manager. For those who are not qualified for their duties, they can be adjusted to the corresponding C file or not adjusted by the general manager.

2) The position salary of the foreman to the supervisor is up-regulated to the B file of each level, and the salary of the post with outstanding performance can be adjusted to the A file. Employees who are transferred to A or C positions or whose wages are not adjusted should be strictly controlled. After review by the Human Resources Department, they should be reported to the center for approval.

3) In principle, the salary of employees employed by the company with professional technical titles is adjusted to:

The salary for senior titles is 4,700 yuan.

The salary for intermediate titles is 3,700 yuan.

The salary for junior titles is 2,300 yuan.

For those who have professional titles and positions, they can choose a high salary for their positions.

4) The general staff adjusts the post salary according to the technical and general adjustment:

The adjustment of the salary of the technically strong post is adjusted to 1,900~2,400 yuan in principle according to the assessment of the department.

The employees of the general engineering are divided into three grades according to their performance and performance to adjust the salary of the post:

First gear: Excellent work performance, the adjustment amount is 800 yuan.

Second gear: Good performance, the adjustment amount is 500 yuan.

Third gear: The performance is average, and the adjustment amount is 300 yuan.

The proportion of salary adjustments is: 30% of employees who adjust 800 yuan; 60% of employees who adjust 500 yuan; 10% of employees who adjust 300 yuan.

4. The specific arrangement of the salary of the post

After the off-season training, the department will evaluate each employee and fill out the “×× Company Staff Assessment Form”. The department manager will put forward specific opinions and adjustment plans for the time of ××year×month×day××month×day.

The department will report the adjustment plan to the Human Resources Department for review, the time is × month × day ~ × day.

×月×日×日, the computer is approved by the general manager of the company, and the post salary difference of ×××月～×月 is reissued.


Part 2: Corporate employee compensation plan

According to the work plan of the human resources management consulting project, according to the job analysis and evaluation, the salary status of Zhigao advertising company and the market salary status, following the concept and mode of modern enterprise salary design, the following graduates human resources network provides the salary of a company employee. Management design plan for reference.

First, the concept and program of salary design

1. Comparison of design concepts:

Traditional salary design concept

n Determine the salary level of employees according to the economic benefits of enterprises

n arrogant seniority, based on the year

n absolutely fair, all open

n highly centralized management

n Mainly based on academic qualifications and qualifications as the basis for the establishment of salary scales

Modern salary design concept

n Determine wage levels based on talent market prices

n is based on ability, fixed salary

n is relatively fair, the salary is kept secret

n unified policy, hierarchical management

n Scientific position assessment as the basis for the development of salary scale

2. Compensation structure

A. Fixed salary

n must have market competitiveness

n positions, the importance of skills

n labor fixed degree

n vesting and protection

B. Variable salary

n reward performance

n control cost

n improve production efficiency

n flexibility

C. Indirect compensation

n effective plan

n incentive

n attract talent

3. Compensation design program

Second, the principles and policies of salary plan design

1. According to the evaluation results of the position evaluation committee, design the salary level of the position, make the newly adjusted salary structure more reasonable and open the gap, and have a strong market competitiveness, so as to facilitate the overall improvement and motivate the employees to attract and retain. Key management business technology talents.

2. The annual salary system is implemented by the directors and above, which makes the senior management pay more attention to the realization of the annual management and management objectives, and embody the close connection of responsibility, power and profit. The basic approach is to divide the total annual salary approved for this position into 40%: 20%: 40%, the first part 40% divided by 12, as the monthly salary; the second part 20% as the semi-annual performance appraisal; the third part 40% As a performance appraisal at the end

3. In order to guide the department manager, the first-level management personnel pay attention to the improvement of the overall management level of the department while paying attention to the business indicators, enhance the sense of belonging and security, and adjust the proportion of the department manager's job salary and rewards according to market industry practices. The department manager of the business department is adjusted to 30% to 70%; the non-business department manager is adjusted to 60% to 40%.

4. In order to further attract and retain the excellent employees needed by the company, appropriately strengthen the incentives and establish a comprehensive welfare allowance system. 20% of the salary of the department manager or above; 15% of the salary of the department manager is the monthly comprehensive incentive subsidy, which is accumulated every month, and can be used after 3 years of work, and will be abandoned if he leaves the job. After the use of the quota is extracted, an agreement must be signed to continue the service for two years. For each less than one year, 50% of the withdrawal amount will be refunded. The specific policy will be formulated separately.

5. After the monthly salary is determined, the general practice should have low, midpoint and high points, and the “stepless speed regulation” is graded according to the background of the qualifications and qualifications of the incumbent. Generally, new employees and those with low qualifications or low academic qualifications should start from a low point; other employees are generally positioned at the midpoint; only those who have long working hours, consistently outstanding performance, or imported from the market can Set at the highest point.

6. Simplify the salary structure, cancel the wages for working age, and distribute the lunch stickers, communication, and traffic stickers separately.

7, should pay attention to the smooth transfer of the new and old wage system, under normal circumstances, the new and old wages should not jump too large, hope to be measured through specific new and old programs, to achieve a reasonable determination, smooth transfer, and gradual transition. The maximum salary adjustment is 25%.

8. With the introduction of the new wage plan, the salary management system should be followed to implement a salary secrecy system to regulate the wage management program and improve the salary management level.

9. The employee's annual leave system is implemented in accordance with the original regulations.


Part 3: Corporate employee compensation plan

Chapter I General Provisions

First entry

In order to standardize the company's remuneration management, give full play to the incentive function of the remuneration system, and formulate this system based on the relevant laws and regulations of the state and the actual situation of the company itself.

Article 2 Scope of application

This system applies to all employees of the company.

Article 3 Principles

The principle of strategic consistency: consistent with the company's development strategy, through flexible design, give full play to the incentive and guidance of compensation to ensure the sustainable development of the company;

Market competitiveness guiding principle: Emphasis on salary competitiveness and effectively attract high-quality talents. The level of general talent compensation is competitive in the region, and the level of key talents is competitive in the same industry across the country;

The principle of fairness: pay attention to internal fairness, determine the relative importance of the position within the company through job evaluation, and then determine the corresponding salary level;

The principle of performance linkage: reflecting the combination of corporate benefits and employee benefits, increasing the incentives for variable income, making staff compensation change with changes in performance, and fully mobilizing employees' enthusiasm for work.

The fourth factor affecting the salary level of the post includes the following:

The goals, tasks and responsibilities of the work;

The complexity of the work;

Labor intensity;

The working environment.

Chapter II Classification of Salary Nature

Article 5 The company divides wages into logistics post salary series and sales post salary series according to the nature of the duties.

Article 6 The salary series of logistics posts are divided into nine grades, which are external trials, official phase 1, formal phase 2, official phase 3, official phase 4, official phase 5, official phase 6 and official. The seventh grade and the official grade eight.

Article 7 The salary series of sales posts are divided into five grades, which are external trials, official phase 1, formal phase 2, official phase 3 and formal phase 4.

Chapter III Salary Composition

The monthly salary of the logistics staff consists of total salary, performance award, performance bonus, incentive award, excellent free speech award, half-year full attendance award, birthday welfare, wedding congratulation fund, Guan Di birthday subsidy and other welfare bonuses and business travel/overtime subsidies.

The salary of the sales staff should be paid monthly by the total salary, performance award, performance bonus, incentive award, excellent free speech award, half-year full attendance award, birthday welfare, wedding congratulation fund, Guan Di birthday subsidy and other welfare bonuses and travel/overtime subsidies and individuals. Sales salary, team awards and excess prizes, etc.

Article 8 The total wages shall consist of six parts: basic salary, post subsidy, telephone subsidy, living allowance, transportation subsidy and geographical subsidy.

Article 9 The performance award for logistics posts is based on the trial period and the first to eighth grades. The sales post performance awards are based on the trial period and the first to fourth grades. The performance award is linked to the number of employees on the post, and the performance award is calculated as: performance award/21.75 days* enjoyment ratio* on-the-job days; if the employee does not strictly enforce the company's rules and regulations and adversely affect the company, the performance award can be used as a floating penalty amount. The superior leader may impose a penalty penalty according to the circumstances, and the penalty limit is less than 50% of the total performance award. For detailed regulations and implementation methods, see “Employee Attendance Management System”.

Article 10 Performance bonuses are divided into monthly performance bonuses, quarterly performance bonuses and annual performance bonuses, which are calculated based on the company's operating efficiency and individual employee performance. According to relevant regulations, the company divides the performance appraisal results into five grades: excellent +, excellent, good +, good, general and poor.

Monthly Performance Bonus: The performance of logistics staff is assessed and distributed on a monthly basis. The amount of monthly performance bonus is determined based on the results of employee performance appraisal;

Quarterly performance bonus: The performance of sales employees is assessed and distributed quarterly. The specific time is the performance bonus of the previous quarter for the second month of each quarter. The amount of the quarterly performance bonus is determined based on the results of employee performance evaluation;

Annual Performance Bonus: The company determines the amount of the annual bonus for the employee based on the annual operating conditions and the performance evaluation results of the employee for one year.

The eleventh incentive award is established to enhance the cohesiveness of the enterprise, commend the advanced, establish a model, and inspire employees to work hard and work hard.

Incentive Assessment Award: The items that motivate the evaluation are:

1. Sales staff: sales champion, best master, service star, iron man award, etc.;

2. Sales team: champions, best store training, etc.;

3. Branch office logistics staff: best office director, best training specialist;

4. Headquarters departments: Stars of the department, stars behind the scenes, etc.

Article 12: “Excellent and free speech” reward: To provide employees with a platform to speak freely, to further understand the details of each employee and to help solve problems in employee work, to promote the common progress of all departments of the company, and to set up a “speak freely” project, specifically by The office of the head office of the head office of the head office organizes and awards the “Excellent Freedom of Speech” award according to relevant regulations. At the same time, it awards 100 yuan bonuses and certificates to each writer who is “excellent and free to speak” to encourage them. For detailed regulations and implementation methods, see “Speak freely” management process.

Article 13: Half-year full-time awards: The company expresses its gratitude and encouragement to employees who have stood firm for a long time, and has set up a “half-year full-time award” for the period of January-June and July-December. The official employees of the absence period such as leave, absenteeism, late arrival/early leave, etc. will be awarded a half-year full-time bonus of 100 yuan; the full-time list will be provided by the personnel commissioners according to the personnel system information in the annual salary in June and December, followed by finance. The Ministry will distribute the bonuses to the employees' salary in June and December, and the personnel compensation department of the Human Resources Department of the head office will publish the winners in January and July 15 each year to the “Personnel Information” folder of the OA system.

Article 14 Other benefits such as subsidies and allowances.

The specific rules of Article 15 refer to the corresponding management system.

Article 16 Calculation method for the deduction of absenteeism in the salary plan:

Basic salary = total salary + performance award

Leave deduction = basic salary / 21.75 * leave days

Half-day deduction for completion = basic salary / 21.75 / 2 basic salary * 0.045

One-day deduction for completion = basic salary / 21.75 + basic salary * 0.09

Sick leave deduction = basic salary / 21.75 * sick days *

Late deduction and early deduction = total salary * late arrival and withdrawal *0.015

Annual leave deduction = performance bonus / 21.75 * annual leave

Marriage leave deduction = performance bonus / 21.75 * marriage leave days

Funeral deduction = performance bonus / 21.75 * days of funeral leave

Maternity leave deduction = performance bonus / 21.75 * maternity leave days

Work mistakes deduction = total should be issued *0.025 * number of work errors

For detailed regulations and implementation methods, see "Employee Attendance Management System"

Article 17 The sales commission is the salary that the company pays according to the business income of the sales staff according to a certain proportion; the sales commission of the clerk consists of three parts: individual commission, team commission and excess prize; the sales manager of the store is composed of two parts: the team commission and the excess prize. The sales commission of the sales assistant and the sales commission of the sales manager are composed of two parts: the team commission and the excess prize.

Chapter IV Salary Adjustment

Article 18 The salary adjustment is divided into two types: overall adjustment and individual adjustment.

Article 19 The overall adjustment refers to the adjustment of the company according to the changes in the macroeconomic factors such as the national policy and the price level, the competition situation of the industry and the region, the change of the enterprise development strategy and the overall efficiency of the company, including the adjustment of the salary level and the adjustment of the salary structure. The adjustment range shall be implemented by the Personnel Remuneration Section of the Human Resources Department according to the company's operating conditions, and the adjustment plan shall be submitted to the general manager for approval. Article 20 Individual adjustment mainly refers to the adjustment of the salary level, which refers to the adjustment of the salary level of the employees due to changes in the positions of employees or according to the results of performance appraisal.

Chapter V Salary

Article 21 The company shall pay the employee's salary by means of direct transfer by the bank.

Article 22 The company is currently scheduled to settle and distribute the employee's salary for the previous month on the 20th of each month. If the company will change the date of payment settlement and transfer, the company will announce the change in the date of payment settlement and transfer in advance by notice. .

Article 23 If, in the event of wages, the natural disasters, wars, production and operation difficulties, and poor capital turnover that can be resisted by holidays or non-human resources, the company will announce the salary payment operation in advance by notice.

Article 24 When a monthly salary is paid, the employee who voluntarily purchases social insurance will be deducted from the amount of the employee who is required to pay the social insurance and the amount of the absence.

Chapter VI Principles of Pay Privacy

Article 25: Overall requirements for the secrecy of wages

Payroll operators must ensure that the salary, salary adjustment, payroll, and payroll processes are not compromised. If the content and data related to salary are disclosed privately, the company will deduct 5-10 work errors according to the circumstances;

Payroll Confirmation Operation: The payroll is tailored by the accountant to each employee for signature to ensure that the signed employee cannot see the salary information of other employees. If the accounting personnel has caused the loss of the documents due to personal reasons, the company will deduct the 3-10 work errors according to the circumstances;

When the employee receives the salary plan and saves it on the computer, he must set the “open license password” to save the salary plan. If the file is not archived according to the company regulations, the file will be leaked or lost. The company will deduct the 3-8 work mistakes according to the seriousness of the case; If the company's archives and related information cause serious impact, the company will deduct 3-10 work errors according to the circumstances;

Company employees are not allowed to consult other people's salary materials, do not inquire about the salary level of others, and do not disclose their salary level to others. Once found, the company will deduct 2-8 work mistakes depending on the circumstances; if the circumstances are serious, the superior leader may, according to the circumstances, sentence the employee to terminate the labor contract.

The head of the department must promptly announce the awareness of salary secrecy when determining the salary with the new employee. If the responsible person of the department fails to promptly announce the position and the new employee violates the secrecy system, the responsible person of the department shall be jointly and severally liable. The company will deduct the 1-5 work mistakes of the department head according to the seriousness of the case;

After receiving the salary plan, each department manager must communicate to the lower level supervisors in a one-to-one manner. The contents of the communication include: the supervisor and the salary plan of the department under its jurisdiction, and may not disclose the salary of other competent departments or departments to the lower level supervisor. . If the salary of other competent departments or departments is disclosed to the lower level supervisor, the adverse effects will be deducted by the company according to the circumstances; 3 to 10 work mistakes will be deducted;

When the supervisors communicate the salary plan to the lower-level ordinary employees, they must be conveyed according to different positions or in a one-to-one manner, but the salary of other positions cannot be disclosed. If the salary situation of other positions is leaked from the lower level, the adverse effects will be affected. Once verified, the company will deduct 2-8 work mistakes depending on the circumstances;

Any employee who finds that the salary is leaked should report to the relevant department in time;

The Personnel and Remuneration Section of the Human Resources Department supervises the confidentiality of employees' salaries.

In the above confidentiality system, if an employee fails to comply with the regulations and the circumstances are serious, the superior leader may, at his discretion, sentence the employee to terminate the labor contract.

Chapter VII Supplementary Provisions

Article 26 The provisions of this system are not specified separately, or refer to the corresponding provisions of other regulations.

Article 27 The administrative department of the head office has the final right to interpret this system.

Article 28 This system shall be implemented as of the date of promulgation, and all relevant personnel shall be strictly enforced.