Salary management system

1. Purpose: To embody the group company’s philosophy of “appointing people on their merits and having both ability and political integrity; giving positions to those who are capable, and rewarding their merits; those who are capable will be promoted, those who are mediocre will be given up, and those who are mediocre will be demoted; it will be open, fair and impartial.” The talent recruitment mechanism and the retention mechanism of "retaining people by career, retaining people by benefits, retaining people by emotions, retaining people by environment, and retaining people by credit" have effectively established a set of manpower that "selects, educates, employs and retains people" The resource management system stimulates the enthusiasm of cadres and employees at all levels for hard work, learning and innovation, and fully realizes the purpose of combining incentives and constraints. This salary system is specially formulated. 2. Follow the principles: (1) Fairness principle: external fairness, internal fairness, personal fairness; (2) Competitiveness principle: Compared with the same position in the same region and industry with the same requirements, the salary and benefits are competitive; ( 3) Incentive principle: The structure and indicators are relatively reasonable, which can maximize the enthusiasm of employees; (4) Economic principle: According to the principle of "the value generated is more important than the cost", use the least money to do the most things ; (5) Legality principle: complies with the national Labor Law and other relevant laws and regulations; (6) Simple and practical principle: the group company headquarters mainly adopts the position functional grade salary system, with other salary distribution methods that are actually needed for production and operation . 3. Basis for formulation: (1) Based on the company’s history, current situation and future strategic development positioning needs; (2) Based on the salary and benefit levels in the same industry, the same region, and the same position; (3) Based on the amount of labor contributed by employees; (4) Based on the level of the position; (5) Based on the level of technology and training; (6) Based on the complexity of the work; (7) Based on age and length of service; (8) Based on the supply and demand situation of the labor force and talent market; 4. Scope of application: This plan is applicable to all employees of the group headquarters and senior managers of subordinate companies, except for special positions that need to be formulated separately. 5. Management organization: (1) The human resources department of the company is responsible for the formulation, implementation, adjustment, modification and interpretation of this plan. (2) If the company encounters major annual salary increases, annual performance bonus distribution and other issues, the Human Resources Department must take the lead in setting up a salary management [1] committee to deal with them together. (3) In daily salary accounting, the Human Resources Department is responsible for employee attendance statistics and sending and receiving time cards, the Administrative Office is responsible for punch-in management and clock management, and the Finance Department is responsible for salary calculation. 6. Salary structure: (1) Basic salary: It consists of job functional level salary, academic salary, skill salary, seniority salary and special appointment salary. (2) Subsidy: composed of telephone allowance, night shift allowance and part-time allowance. (3) Bonus: It consists of full attendance bonus, performance bonus and efficiency bonus. (4) Overtime wages: overtime pay. (5) Business commission. 7. Basic salary: (1) The job system of the group headquarters is as follows: (In addition to being promoted within this job system, employees in each job system can also be promoted to the supervisor job system).

1. Supervisory position system: president; vice president; assistant to the president, director, general manager of a subsidiary company; deputy director, deputy general manager of a subsidiary company; minister (director of the administrative office), factory director, assistant to the general manager; deputy minister (deputy of the administrative office) Director), deputy director; department head; director in charge; staff, team leader; squad leader; employee; 2. Skills and job system: senior accountant, senior engineer; accountant, engineer; assistant accountant, assistant engineer; 3. Affairs job system: Senior secretary; secretary; 4. Technical job position system: senior technician; technician; technician; (2) The group headquarters determines the position level *** 11 levels 1. The first level: president; 2. The second level: vice president ; 3. The third level: assistant to the president; group director; general manager of a subsidiary company; 4. The fourth level: deputy director of the group; deputy general manager of a subsidiary company; 5. The fifth level: group department director, group office director; subsidiary companies Factory director; Assistant to the general manager of a subsidiary company; 6. The sixth level: deputy director and deputy director of the group department; deputy director of the subsidiary company; 7. The seventh level: group supervisor level; senior engineer; senior accountant; 8. The eighth level : Director in charge level; company specialist level; engineer; accountant; senior secretary; senior technician; 9. The ninth level: staff level; assistant engineer; assistant accountant; secretary; technician; team leader; 10. The tenth level: squad leader; technician ; 11. Eleventh level: ordinary employees; (3) The basic salary regulations for each position corresponding to the job system are as follows: 1. Position functional level salary: Each position is given a fixed salary based on the level of the position and the inherent characteristics of the position. The same The levels are divided into three levels: high, medium and low depending on the nature of the job and the complexity of the work. Level one, level two, level three, level four, level five, level six, level salary (high) 60,000 yuan, 30,000 yuan, 14,000 yuan, 7,000 yuan, 5,000 yuan, 3,000 yuan level salary (medium) 50,000 yuan, 25,000 yuan, 13,000 yuan, 6,000 yuan, 4,000 yuan, 2,500 yuan level salary (medium) Low) 40,000 yuan 20,000 yuan 12,000 yuan 5,000 yuan 3,000 yuan 2,000 yuan Level seven, eight, nine, ten, eleven Level salary (high) 2,500 yuan 1,500 yuan 1,200 yuan 900 yuan 800 yuan Level salary (medium) 2,000 yuan 1,250 yuan 1,000 yuan 800 yuan 700 yuan grade salary (low) 1,500 yuan 1,000 yuan 800 yuan 700 yuan 600 yuan 2. Skill salary: determined based on the employee’s work experience and work skills for this position: the level of employee skill salary is determined by human resources The resources department and the employer determine the employee's actual situation. Skill level Senior Intermediate Junior Technician Skill salary 1,000 yuan 800 yuan 600 yuan 400 yuan 3. Education salary: determined according to the employee’s academic qualifications. Skill level Doctorate (including double master's degree) Master's degree (including double bachelor's degree) Undergraduate college skill salary 800 yuan 600 yuan 400 yuan 200 yuan 4. Seniority salary: determined based on the number of years of service in the company and the position at the time of salary adjustment. After 2004, the annual salary The seniority salary is increased according to the corresponding level and annual assessment at that time; the seniority salary for level one, two, three, four, five and six is ??300 yuan/year and 200 yuan/year for level seven, eight, nine, ten and eleven. 150 yuan/year 120 yuan/year 80 yuan/year 50 yuan/year 30 yuan/year 5. Special salary: The special salary set for recruiting senior personnel or special skilled personnel urgently needed by the company needs to be specially approved by the president, and the amount is based on negotiation Agreed. (4) Calculation and adjustment of basic salary: 1. Basic salary = job functional level salary + skill salary + academic salary + special appointment salary + seniority salary. 2. The transfer, promotion, and demotion of employees mainly adjust the salary of the job's functional grade. 3. Year-end assessment and salary increase mainly adjust seniority salary.

8. Subsidy: (1) Night shift allowance: only applicable to employees working night shift (for example, security guards, night shift refers to 0:00-8:00), with a subsidy of 5 yuan per person per shift. (2) Telecommunications allowance: Level Level 1, Level 2, Level 3, Level 4, Level 5, Level 6, Level 7. Telecommunications allowances are reimbursed and reimbursed: 800 yuan, 600 yuan, 400 yuan, 200 yuan, 100 yuan. This expense is not included in the total salary and will be reimbursed with the receipt. Any excess will be paid by yourself, and any underpayment will not be reimbursed. Special approval under special circumstances. (3) Part-time allowance: Part-time position level three and above, level four, level five, level six, level seven and below, part-time allowance: 1,000 yuan, 800 yuan, 600 yuan, 400 yuan, 200 yuan 9. Bonuses: (1) Full attendance bonus: (Applicable For employees at department manager level and below): 1. In order to encourage employees to work full time, a special attendance bonus of 50 yuan/month is set. 2. If the employee is on sick or personal leave for more than half a day or more in a whole month, the full attendance bonus will be withheld. 3. As long as there is absenteeism, all attendance bonuses will be withheld. 4. Those who arrive midway will be paid on a daily basis. 5. No compensation will be given to those who leave midway. 6. Those who are late or leave early more than three times in the same month will not be compensated. (2) Performance bonus: (applicable to all employees) 1. Employee performance bonus is distributed based on monthly performance appraisal results. 2. Performance bonuses will not be assessed during the employee probation period. 3. The performance bonus distribution plan is as follows: A. For those whose performance appraisal scores are between 96 and 100 points, the salary income is: original total salary * 120%; B. For those whose performance appraisal scores are between 91 and 95 points, the salary income is: : Original total salary * 110%; C. For those whose performance appraisal scores are between 86 and 90 points, the salary income is: original total salary * 105%; D. For those whose performance appraisal scores are between 76 and 85 points, the salary income is: : Original total salary * 100%; E. For those whose performance appraisal scores are between 71 and 75 points, the salary income is: original total salary * 95%; F. For those whose performance appraisal scores are between 60 and 70 points, the salary income is: : Original total salary * 90%; G. For those whose performance appraisal scores are below 60 points (excluding 60 points), the salary income is: original total salary * 80%; (3) Annual performance bonus: (Applicable to group headquarters staff ) 1. Annual performance bonuses will not be issued to employees who have worked for less than half a year. 2. Employees who have received three (including three) warnings for their annual work and have been criticized by the entire group will not be granted annual performance bonuses. 3. Annual performance bonuses will not be issued to employees who have been punished more than once (including once) for their annual work and have been criticized by the entire group. 4. Employees who have been absent from work for more than three days (including three days) in a year will not be granted annual performance bonuses. 5. Employees who take more than fifteen days of leave in a year (including fifteen days) will not be granted annual performance bonuses. 6. Employees whose annual assessment average score is less than 70 points (including 70 points) will not be granted annual performance bonuses. 7. Annual performance bonuses are only issued to employees above the group supervisor level (including supervisor level). 8. The annual performance bonus distribution method is as follows: A. The group company will use part of the profits as annual performance bonuses for group headquarters personnel based on the annual performance. B. The allocation method is: 1 share for director level; 1.5 shares for department and office head levels; 2.0 shares for director, assistant to president, and deputy director levels; 2.5 shares for vice president level; 3.0 shares for president level, total number of shares Divide the sum by the total bonus to calculate the performance bonus distribution amount for each employee. C. The annual performance bonus will be paid out of the salary in January of the following year. (4) Annual performance bonus: (applicable to senior managers of subordinate companies) It will be distributed according to the completion of target indicators. Those who implement the target responsibility system will receive a guaranteed advance of 70%, and they will get as much as they complete, and 20% of the excess will be withdrawn as annual bonus. Performance bonus; 10. Overtime wages: (1) Implemented in accordance with relevant national regulations. That is, overtime pay for regular overtime work is calculated at 1.5 times the hourly wage; overtime pay for overtime work on holidays is calculated at 2 times the hourly wage; overtime pay for holiday work is calculated at 3 times the hourly wage; (2) Overtime pay is calculated based on the approved overtime slip and time card. in accordance with. (3) Overtime work by department managers and above will not be calculated as overtime pay. 11. Business commission: Since employees of the head office do not have market development tasks, there is no such commission, but those who help subordinate companies to attract business during work will be paid by the subordinate companies according to their business commission plans.

12. Salary calculation and payment under special circumstances: (1) Paid holidays will be paid by the company according to salary standards. (2) Others: 1. Sick leave: Vacation wages and allowances will be reduced by half, and all attendance bonuses for the month will be deducted for sick leave lasting more than half a day (including half a day). 2. Personal leave: vacation wages and allowances will be withheld. If the employee leaves for more than half a day, the full attendance bonus for the month will be deducted. 3. Absenteeism: The salary and allowances for the day will be withheld, and all attendance bonuses for the month will be withheld. And fines will be imposed as required. 4. Being late or leaving early: A fine of 10 yuan will be imposed for each late arrival or early leave. Those who are late or leave early more than three times in the month will be treated as one day of absence. 5. If a new employee voluntarily resigns after working for less than 5 working days, his salary will not be settled. 6. Those who are absent from work for 3 consecutive days or who are absent from work for more than 3 days in a month (including 3 days) will be automatically dismissed and their monthly wages will not be settled. 7. Failure to apply for resignation procedures in advance as required will result in salary deductions. Please see the "Employment Management Regulations" for details. 13. Salary payment: (1) Payment time: 1. The company adopts a monthly salary system, and the salary calculation time is from the 1st to the 31st of the month. 2. The salary of the current month will be paid from the 15th to the 20th of the next month. If there is a holiday, it will be postponed. 3. When the company has to postpone salary payment due to special reasons, it should notify employees and determine the date of postponement of payment. (2) Payment form: 1. By bank transfer. 2. If decimals occur during salary calculation, they shall be rounded to an integer. (3) Payment responsibility: 1. The salary is required to be paid to the employee himself or the company’s employees entrusted by him, his relatives and other relevant persons holding the employee’s power of attorney. 2. The company sets up an independent salary payment list for employees. The salary payment list is prepared once a year and is kept for a long time. 3. If an error is discovered when receiving salary, a written application should be submitted to the Human Resources Department in the month when the salary is paid. After the Human Resources Department recalculates and corrects it, the excess will be refunded and the shortfall will be compensated when the salary is paid next month. Overdue applications will not be accepted. (4) Withholding amounts: 1. Personal salary income tax. 2. Labor insurance premiums and group accident insurance premiums. 3. Employees borrow money from the company. 4. Violation fines and damage compensation. 5. Other amounts that should be deducted. (5) Minimum salary standards: On the premise that employees arrive at work normally and complete their jobs, the total monthly salary payment shall not be lower than the minimum salary standards stipulated by the local government. (6) Advance payment of salary: 1. Death of employee. 2. Resign, resign. 3. Employees or their relatives become ill, die, or suffer accidental disasters. 4. Reasons recognized by other companies. 5. Advance payment of salary shall not exceed unsettled salary. 14. Salary calculation: (1) Basic salary payable = number of working days * basic salary / 26. (Sick leave, personal leave, public leave, etc. are calculated according to regulations) (2) Allowances: Various allowances are calculated based on the number of working days. (3) Bonuses and commissions: See the above provisions. (4) Amounts due. (5) Amounts that should be deducted. (6) Others. 15. Salary adjustment: (1) Salary adjustment during the probation period: After the employee passes the probation and assessment, if the probation period expires before the 15th (inclusive), the salary for that month will be based on the adjusted salary; if the probation period expires before 15 days, (excluding the 15th), the salary will be adjusted in the following month. (2) Salary adjustment for job changes: 1. Salary adjustment for promotion: Salary adjustment will be made in the month following promotion, mainly adjusting the salary of the functional level of the position. 2. Flat salary adjustment: The salary will be adjusted in the month following the transfer, and will be implemented according to the salary standard of the new position. If the salary standard of the new position is lower than the original salary, no adjustment will be made. 3. Demotion and salary adjustment: The salary will be adjusted in the month following the demotion, mainly adjusting the salary of the functional level of the position. (3) Year-end general salary adjustment: 1. In principle, the company’s current employees who are officially appointed by the company before December 31 of each year are eligible for salary adjustment. 2. In principle, salary adjustments are based on employees’ assessment results. 3. The salary adjustment base is the seniority salary of the employee’s grade. 4. Salary adjustment method based on year-end assessment results: For those with excellent performance (91 points and above), the salary adjustment amount is: the seniority salary base of the position * 120%; for those with good performance (81 points and above), the salary adjustment amount is: the seniority salary base of the position * 100%; for qualified candidates (71 points and above), the salary adjustment amount is: job seniority salary base * 80%; those with scores below 70 will not be promoted or demoted, and those who fail can be considered for dismissal. For particularly outstanding candidates, special adjustments may be made with the approval of the general manager. 5. The following personnel are not within the scope of year-end salary increase: A. Those who have been suspended for more than 6 months. B. Those with less than 6 months of service. C. Those who are going through the resignation procedures in the month of salary increase.

D. Those who are punished. E. Those who fail the assessment. 16. Salary benefits for probationary and newly arrived personnel: (1) During the probation period, the salary standard for new employees of the company shall be more than 80% of the salary standard for this position and grade, or the minimum salary standard for this position, which can be determined by the human resources The Ministry of Resources and the employer will determine based on the specific situation. After passing the probationary assessment, the employee will be promoted to the standard salary of the position. (2) The salary standard for newly promoted personnel shall be based on the lowest level of the position. If the salary of the post after promotion is lower than the salary level of the original position, the salary standard of the original position shall be applied. (3) The salary standard of the original position shall be applied for personnel transferred to the same level. 17. Salary policy description: (1) Job functional level salary: The salary of the same level of positions is divided into three levels: high, medium and low. Although they belong to the same level, the work intensity of different positions is different, and the work intensity of the positions is different. People have different requirements, so they need to be flexibly handled in actual use. 1. Large, medium and small enterprises are classified according to the annual output value: those with an annual output value of less than 50 million yuan are small enterprises; those with an annual output value of 50 million yuan to 150 million yuan are medium-sized enterprises; those with an annual output value of more than 150 million yuan are large enterprises ; For the general managers of three types of companies, large companies can receive high wages at this level, medium-sized companies can receive middle wages at this level, and small companies can receive low wages at this level. Group directors and assistants to the president can receive the minimum wage at this level. 2. For the deputy general managers of three types of companies, large companies can receive the high salary of this level, medium-sized companies can receive the middle salary of the level, and small companies can receive the low salary of the level. The executive vice president of a small company = the vice president of a medium-sized company; the executive vice president of a medium-sized company = the vice president of a large company. The deputy director of the group can receive the minimum salary at this level. 3. The salary of job functions at other levels is determined based on the position and personal ability. (2) Skills allowances and education allowances are designed to cooperate with the group company’s strategic decision to establish a learning organization, to recognize and reward the efforts of employees who have obtained certain skills and academic qualifications, and to encourage employees to be diligent in learning and good at thinking. Strive to improve one's own quality and work ability and level; (3) Seniority wages mainly take into account the interests of older employees who have worked for the company for many years and made significant contributions, aiming to encourage employees to establish the company as their home and serve the company for a long time thinking and maintain the stability of employees; (4) Annual bonuses are intended to motivate employees to work diligently and create more profits and value for the company; monthly performance bonuses are intended to encourage employees to conscientiously complete their responsibilities and tasks assigned by the company or department. (5) Make the salary system open and transparent to eliminate various misunderstandings; 18. Storage of relevant information: (1) "Monthly Attendance Statistical Report": formulated by the Group Human Resources Department at the beginning of each month, approved and signed by the Director Finally, the original is submitted to the Finance Department for salary calculation and archived, and the copy is archived by the payroll management staff of the Human Resources Department. (2) "Monthly Salary Adjustment Report": Before the end of each month, new employees and employees with salary adjustments shall be submitted to the group president for approval. The original shall be submitted to the Finance Department for salary calculation and archiving, and the copy shall be archived by the payroll management personnel of the Human Resources Department. 19. Supplementary Provisions: (1) The Human Resources Department is responsible for the interpretation and revision of this plan. (2) This plan will be implemented after approval by the group president. Appendix: (1) "Salary Application Adjustment Form"; (2) "Monthly Attendance Statistical Report"; (3) "Monthly Salary Adjustment Report".

Edit this paragraph of salary management document

1. General Provisions (1) In order to standardize the salary management of the company's employees, this document is specially formulated. (2) The company's salary, salary calculation and salary payment shall be handled in accordance with this document unless otherwise specified. (3) The salary of the company's employees is based on comprehensive factors such as their academic qualifications, work experience, skills, inherent potential, difficulty of the job, and severity of responsibilities. (4) The salaries of the company's consultants, special personnel, and temporary personnel shall be separately stipulated according to the actual situation or issued with reference to this document. 2. Employee Salary Categories (1) The meaning of the salary of our company’s employees is as follows: 1. Basic salary (basic monthly salary). 2. Additional payment: supervisor additional payment, position additional payment, technical additional payment, special additional payment. 3. Allowances: motorcycle allowance, meal allowance, overtime (attendance) allowance and other allowances. 4. Bonuses: full attendance bonus, performance bonus, year-end bonus and other bonuses. (2) The detailed description of employee salaries is as follows: l. Basic salary: Basic salary is the basic monthly salary, and its amount is determined according to the provisions of the "Salary Scale".

2. Supervisor bonus: All supervisors will be paid monthly bonus according to the severity of their responsibilities. 3. Position bonus: Those who hold special positions will be paid monthly bonus according to the severity of their position. 4. Technical bonus (special bonus): Those who hold technical departments or have special performance in their positions will be paid technical bonus (special bonus) as appropriate. 5. Food allowance: Food allowance will be given to those who are not provided with meals by the company. 6. Motorcycle subsidy: All field staff of the business department who bring their own motorcycles will be given a motorcycle subsidy. 7. Overtime allowance (overtime allowance): If working hours are extended beyond the prescribed working hours, overtime allowance will be paid as appropriate according to the actual situation, or overtime allowance will be paid on an hourly basis. Overtime allowance will be paid on a daily basis for those who work as usual on holidays but do not take compensatory leave. 8. Other allowances: All allowances other than the above-mentioned basic salary, bonuses and allowances must be paid by the unit supervisor in conjunction with the personnel unit. 9. Full attendance bonus: Those who have no record of asking for leave, absence from work, being late, or leaving early every month except the holidays specified by the company shall be given a perfect attendance bonus. 10. Performance bonus: All employees of the company have the right to receive performance bonuses, and the methods are separately stipulated. 11. Year-end bonus: The year-end bonus will be awarded to all employees of the company by the board of directors based on the company's profit situation and the employee's annual performance appraisal grade. The method will be separately stipulated. 12. Other bonuses: including individual bonuses, group bonuses or bonuses for special contributions to the company, all are paid by the board of directors. 3. Employee Salary Management (1) The salary calculation period for employees is from the date of reporting for service to the date of resignation. For newly appointed and resigned employees, the monthly salary shall be multiplied by the actual number of working days by the monthly salary amount. For new employees who report after the 26th of the second half of the month, in order to facilitate payroll operations, their salaries will be paid in the next month. (2) If an employee's professional title is transferred or promoted during work, the salary of the new professional grade will be applicable from the date of change. (3) Those who concurrently serve as subordinates or supervisors at the same level will be given or not paid special bonuses depending on the circumstances. (4) When a lower-level employee acts as an agent with a higher-level professional title, he or she will still be paid the salary according to his or her original grade, but will receive an additional salary for the acting professional title. (5) The regulations on attendance and salary increase for all levels of the company are calculated in accordance with the relevant provisions of the International Enterprise Attendance Management System. 4. Payment of employee salaries (1) The salary of employees is determined as the salary of the previous month paid on the 5th of each month. Unless otherwise provided, salary income tax, insurance premiums and other deductible amounts should be deducted. (2) When employees receive their salary, they must sign and collect it in person. If they cannot receive it in person for special reasons, the department head will collect it on their behalf. (3) When receiving wages, the money must be counted. If there are any questions or errors, they should be reported to the supervisor for verification as soon as possible to avoid future disputes. (4) The salary of retired personnel will be paid after completing the resignation and handover procedures. If there are special circumstances, it will be issued on the date of retirement after approval. (5) Employees should keep their salaries confidential and are not allowed to discuss them publicly, otherwise they will be demoted. 5. Employee Promotion Management The promotion regulations for employees are as follows: 1. Efficiency promotion: Those who perform well on weekdays and have special circumstances will be given temporary performance appraisal by their supervisors and will be given an efficiency promotion. Efficiency promotion includes three types: professional title, grade, and rank promotion. 2. Regular promotion: January 1st of each year is the performance appraisal processing period for the previous year, and March 1st of each year is the effective date of promotion. Promotion is based on performance appraisal....