Employee incentive plan details

The details of employee reward scheme, punishment and reward are contradictory. In order to encourage employees to continue their efforts, many companies will formulate a series of incentive schemes to stimulate employees' enthusiasm. Let me take a look at the details of the employee incentive plan with you.

Details of employee incentive plan 1 1. Classification of outstanding employees of the month

Excellent employees in the department are divided into department level and company level;

Second, the monthly outstanding employees should have the conditions

(a), excellent employees should also meet the following conditions:

1, employees below supervisor level who have been employed for more than one month;

2. Successfully completed the work of this position this month and became a model of the department with excellent performance;

3. Make a significant contribution to the company's operation and management or be affirmed by the brother departments;

4. No gross negligence;

(2) Excellent employees should have the same dedication and skilled work skills as those in the same position at the same time (see "VI". See "Evaluation Rules for Excellent Employees"); Three. quota allocation

(a), each department to carry out their own selection, the number of candidates is not limited, and those who have the conditions can stand for election;

(2) Each department organizes candidate selection, and selects a monthly outstanding employee of the department;

(3), organized by the management department, according to the outstanding employees recommended by various departments, select the company-level outstanding employees, and select two company-level monthly outstanding employees.

(4) Excellent employees at the company level are divided into logistics support category and technical support category, which belong to logistics support departments respectively: management department, finance department and project assistants of various technical departments; Departments belonging to the technical support category: technical post personnel of Safety Department I, Safety Department II, EMC, Inspection Department and Chemical Analysis Department.

Fourth, the selection method

(a), the management department to establish employee rewards and punishments record files, as one of the basic data of the monthly selection of outstanding employees at the company level;

(2) Employees should keep all kinds of basic data when carrying out various work activities, so that they can be used as data basis when selecting outstanding employees at the company level every month;

(3), by the management department according to the monthly outstanding employee list and opinions reported by the department, submitted to the general manager's office for approval;

(4) At the monthly meeting, the personnel from all departments attending the meeting voted to select the outstanding monthly employees at the company level.

(five), the general manager's office will determine the on-site reward, and post an announcement after the meeting and meet the requirements of incentive travel.

Verb (abbreviation for verb) Reward for excellent employees.

(1) departmental excellent employee of the month

1, get the opportunity to attend the monthly supervisor meeting;

2. Won the excellent employee award and took a photo with the general manager;

(B) Company-level monthly outstanding employees

1, awarded a certificate of honor;

2. Obtain the excellent employee travel plan of the participating company (attachment 1 "Excellent employee travel incentive plan").

Six, excellent staff evaluation rules

Employees in technical and administrative logistics positions of the company must meet the requirements and meet the conditions stipulated in these Detailed Rules, and be elected after personal application or recommendation by department managers and through selection procedures. The evaluation rules are divided into uniform applicable standards and specific standards for each post, and the standards that excellent employees should meet. The specific standards for each post include two parts, one is the company's target requirements for the post, and the other is the specific assessment methods.

(a), all employees of the company were rated as excellent employees unified applicable standards.

1, which can meet the requirements of employee handbook and post function;

2. Use standard working methods to complete the work with good quality and quantity, or handle temporary tasks according to the requirements of company leaders;

3. Strong sense of responsibility, initiative, love for the post and the company, and high moral character;

4. Correct work attitude, including not being late and leaving early, and not being punished for violating work discipline;

5. After democratic appraisal, it has been recognized by most people.

(II) Please refer to the requirements of corresponding job responsibilities for the specific standards of outstanding employees of the company.

Details of employee incentive plan 2 i. Purpose

In order to meet the company's manpower demand in time, effectively shorten the recruitment time and improve the recruitment efficiency, the company plans to broaden and strengthen the management of internal recruitment channels, so as to stimulate the enthusiasm of employees for internal introduction, and this reward scheme is specially formulated.

Second, the scope of application

Rewards applicable to the introduction of employees within the company (except the human resources manager of the personnel administration department).

Three. accountability

1. The personnel administration department is responsible for recording and sorting out the internal introduction information of employees, and handling the bonus collection procedures for internal introductions that meet the reward conditions according to this scheme.

2. The Finance Department will issue corresponding bonus according to this plan.

3. The heads of all departments publicize this reward scheme to their subordinates and encourage them to actively recommend suitable talents to the company.

Four. principle

1. The internal introducer must meet the job requirements. No employee may introduce people who do not meet the job requirements to the company in the name of internal introduction and realistic relationship.

2. Employees introduced internally by management personnel shall not be placed in the same department as the introducer after being hired.

Verb (abbreviation of verb) content

1, reward

1. 1 The personnel introducer shall first go to the Personnel Administration Department for recommendation and filing, introduce the recommended personnel, and go through the formalities after passing the interview. At the same time, the personnel administration department should make records in the Employee Internal Introduction Record Form. The recommendation and filing must be conducted before the interviewee interviews, otherwise the employment of employees will not be regarded as internal introduction.

1.2 If the referee has worked for 3 months and has not been given administrative punishment above warning, he can enjoy a reward of 100 yuan; If the referee has worked for 6 months and has not been given administrative punishment above warning, he can enjoy a reward of 100 yuan.

1.3 annual internal introduction assessment: for every introduction 1 person working 1 month, the introducer will give 1 point; Give it to the introducer 1 after 3 months. 5 points integral; After working for 6 months, the introducer will get 2 points. Employees with a total score of 6 in the whole year are eligible to participate in the annual internal introduction competition. First place in the total score, rewarding 500 yuan; Second place, reward 300 yuan; Third place, 200 yuan. If there is a tie ranking, select the total working hours of the employees introduced by the introducer.

2. Incentive plan

2. 1 After the introducer has worked for the specified time, he can apply to the Personnel Administration Department for a reward. According to the provisions of this reward scheme, the recruiter shall assist in the financial procedures related to the bonus collection, and require the introducer to sign the employee's internal introduction record form when receiving the bonus.

2.2 The Personnel Administration Department is responsible for the annual internal introduction assessment. According to the classification principle, the personnel administration department counts the number of employees and working hours introduced by each introducer, conducts assessment, determines the ranking, issues corresponding bonuses and posts them.

3. The right to interpret this scheme belongs to the Personnel Administration Department.