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Salary application report

Board of Directors of the Group:
The group company is striving for hard work and steady development with the reform of the east wind, and has now become a strong enterprise in the county economy of our county. In order to implement the "people-oriented" management concept put forward by Zhai, fully mobilize the enthusiasm of the work of the staff, and make a better contribution to the creation of "a hundred years of gold armor." In view of the low salary of current employees and the inability to adapt to the needs of enterprise development, we specifically request adjustments to the current salary standards of our employees. First, the reason for the adjustment
1. The wage standard of the pharmaceutical company has not been moved for the past five years. The salary standard five years ago is far lower than the current salary level, and it can no longer meet the needs of enterprise development.
2. There is an imbalance between the current company standards and the subsidiaries within the group. The gap is too large.
3. Too low wage standards seriously affect the stability of the workforce.
Second, the principle of adjustment
1. The principle of taking into account the interests of both the enterprise and the employee;
2. The principle of basic balance with the subsidiaries within the group;
3. Fully embody the principle that people do their best and pay according to work;
4. Optimize the principle of setting up posts, setting up posts, assigning responsibilities to posts, and paying for posts;
5. Principles that are easy to operate and implement.
Third, the method and standard of adjustment
1. The management personnel are assigned four levels of responsibility and position: manager;
Deputy manager
Level 2: Section Chief;
Deputy section chief;
Level 3: Length of the section;
Level 4: With class.
2. The frontline employees are assigned three positions according to their skill level and thought performance:
A, core post file,;
These employees are the core technical backbone of the company. They can fully master the production technology, work responsibly, and have high influence and appeal among employees.
B, backbone posts,;
This part of the staff is the main technical backbone, able to master the job skills, can properly handle the common problems that arise in the work, work hard and earnest, can lead a group of people to work together and complete the task.
C, general post,
This part of the staff is qualified for their own work, obeys the leadership, and is able to complete their duties.
3. All the above levels and posts, according to our investigation, the standards currently implemented by our company are generally 30-50 lower than the corresponding standards of the subsidiaries of the group. Please group companies to balance.
Fourth, the attached
1. The wages of the working age are still subject to the original salary standard of the group company, and the monthly salary is recorded.
2. The title salary is obtained through self-study and other methods. If the state recognizes the professional technical title, the monthly salary will increase by 10 yuan per person, and the senior title will increase the capital by 20 yuan per month.
3, post changes 1 administrative staff upgrade and demotion; 2 post performance evaluation after promotion and downgrade; 3 new employees of the positive rating, should be based on the change of their actual positions, the corresponding changes in their wage standards.
4. The new employee is on duty, the probation period is 3 months, and the monthly salary standard of the probation period is 300 yuan. The trial period expires and is executed according to the corresponding salary standard for entering the actual position.
5. For the post grade of employees, conduct a collective review every year, survive the fittest, be able to go up and down, and fully motivate the enthusiasm of the employees.
The above report is correct, please give instructions!
Xx Co., Ltd. January 8, 2005

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