Company salary management system

I. General

Article 1 This system is formulated in accordance with the company's business philosophy and management model, in accordance with the state's labor and personnel management policies and other relevant rules and regulations of the company.

Article 2 This system applies to all employees of the company. The wages referred to in this system refer to the monthly regular wages, excluding bonuses and risk income.

2. Salary structure

Article 3 The salary of an employee consists of two parts: fixed salary and performance salary.

Article 4: Salary includes: basic salary, post salary, skill salary, job allowance, working-age salary, housing subsidy, meal allowance, and transportation subsidy.

Article 5 Fixed salary is a relatively fixed work remuneration determined according to the employee's position, qualifications, education, skills and other factors. Fixed wages account for 40% of total wages.

Article 6 Performance salary is an unfixed salary and salary determined according to employee's attendance performance, job performance and company's operating performance, and is adjusted once a month. Performance pay is 0-60% of total wages.

Article 7 The total salary of employees shall be submitted to the general manager for approval after being drafted by each department manager and project manager. The department manager and the project manager will assess the employees on a monthly basis, determine the proportion of performance payrolls, and report them to the Human Resources Department for review and approval by the general manager.

Article 8 The employee salary deduction items include: personal income tax, absenteeism, deduction, social security withholding, and agency fees for withholding.

3. Salary series

Article 9 The company shall formulate five series of salary series for management, function management, project management, production and marketing according to the nature of different duties.

Article 10 The management series applies to the general manager and deputy general manager of the company.

Article 11 The functional management salary series is applicable to employees engaged in daily management or affairs such as administration, finance, personnel, quality management, logistics, etc.

Article 12 The project management salary series is applicable to each project manager and project department members.

Article 13 The production wage series shall be applicable to employees engaged in production, such as commissioning, welding and wiring, in the production department.

Article 14 The marketing salary series shall be applicable to sales personnel of the sales department.

Article 15 The scope of application of the employee salary series is shown in Table 1 below:

Table 1 salary series

Salary series

Scope of application

Management series

1. General Manager 2. Deputy General Manager

Functional management series

All employees of the office, human resources department, finance department, production department, quality management department, and logistics management department

Project Management Series

Project managers and project department members

Production series

Employees engaged in production, such as commissioning, welding, wiring, etc.

Marketing series

Sales staff

Wage calculation method

Article 16: Formula for calculating wages:

Payable = fixed salary + performance salary

Real wages = wages payable - deductions

Fixed salary = total wages × 40%

Performance salary = total salary × 60% × performance salary calculation coefficient

Article 17 Determination of the salary standard: According to the position and position of the employee, the salary standard shall be determined according to the “post salary list”. The wages of the unemployed personnel shall be implemented in accordance with the minimum living standard for the current year in the region; the salary of the employees during the probation period shall be referred to the attached file 1 “Standards for the salary period of the probationary period”.

Article 18 Performance pay is linked to the results of performance appraisal. The probationary period and the employees who are on duty do not enjoy performance pay. The performance salary determination method is shown in Table 2.

Table 2: Method of determining performance pay

test scores

Performance paying factor

Performance payroll amount

90--100 points

≤1

Performance salary × calculation coefficient

80-90 points

≤0.8

Performance salary × calculation coefficient

60--80 points

≤0.5

Performance salary × calculation coefficient

60 points or less

≤0.3

Performance salary × calculation coefficient

Article 19 The assessment of the general staff of the functional department shall be the responsibility of its department manager; the assessment of the department manager shall be the responsibility of the deputy general manager; the assessment of the project department shall be the responsibility of the project manager. The assessment scores and calculation factors will be reported to the Human Resources Department before the 8th of each month.

Note 1: In principle, the management salary is borne by the company. If the management personnel is also the project manager, the basic salary is borne by the company and the performance salary is borne by the project department.

Note 2: General manager performance salary calculation method: general manager monthly performance salary = project manager monthly average performance salary × 1.5. The general manager’s income is in principle a maximum of 5,500 yuan. When the deputy general manager is also the project manager, the performance salary is determined in principle according to the operation of the project he is responsible for.

Article 20 In order to encourage company department managers, project managers and above to work for the company, and to embody the principle of combining responsibility, power and profit, the company issues job allowances on a monthly basis, as shown in the following table:

table 3

Company salary management system

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