20 17 what is the year-end bonus of the automobile industry?

The sales growth of the automobile industry can be described as exceeding expectations. So, how many year-end awards can employees of these car companies get? The following is the 20 17 year-end award for the automobile industry that I compiled for you. I hope you like it!

20 17 year-end bonus for automobile industry

What is said here is the annual salary of ordinary regular employees. For example, 13+5 is a fixed year-end bonus of 13 months +5 months.

The monthly salary can refer to the high income level in the local manufacturing industry.

The following data comes from insiders and is for reference only.

SAIC-GM: Three months at the end of the year, but GM has a double salary. Referring to Pan Asia, it is almost 18+3. Without Pan-Asia, the bases in Shanghai, Yantai, Wuhan and Shenyang should be the same.

SAIC Volkswagen: It is said that you can get 20 months for working for 3 years.

SAIC: 20+3

Northern Line: 12 foundation, 3 quarterly awards, 2 year-end awards, 1 target achievement incentive award, 1 starting award. 13+3(SQE statement); 14+5 (according to engineering research and development, bonus will be paid for two months at ordinary times, 4+ 1 at the end of the year and 1 four years ago), 12+6+ 1 (according to quality).

SAIC Commercial Vehicle Technology Center: 4 months, almost 18 ~ 20 months a year.

SAIC commercial vehicle: 12 months +3 quarterly awards +3 irregular double salaries (one of which is 0.7) +5 months year-end bonus this year.

FAW Group: 12+3

FAW-Volkswagen: It is said that about 23 months.

Pan Asia: 18.2+5 (double salary: 10/0.7, 0.7 in February, 0.7 in June 1, 0.3 in August and 0.5 in September,1/.

Beiqi off-road: it will be paid more every month, and one year is equivalent to two months' salary, specifically, 12+2+ 1.5.

Beiqi Zhuzhou: 12+3.5

Chang 'an: 12+7.7 (post salary plus ability salary)+performance.

Changan Ford: 12+6.79

Changan Mazda: 12+8.4

GAC: 12+9.5+ project award (varies from person to person), 12.5+9.5 has been employed for more than one year.

Guang phreak: 13+5

Guangben: 12+3+6.5

Dongfeng Nissan: 12+4.5

Dongfeng shares: 1.5 months, compared with 2.5 months last year.

Dongfeng Motor Corporation Technology Center: Bonus at the end of half a year, Fengshen sales increased by 50%+, exceeding the task.

Shenlong: 13+ 1.2

Dongfeng Yulong: It is said that 1 month year-end bonus.

Great Wall: It takes about 12+4 months, and there are about 80,000 technical department-level leaders (specifically related to attendance and year-end assessment). The technology center should be better.

Yanfeng Johnson: 12+5.5 (usually 2.5+ 3 months at the end of the year)

Tianjin Volkswagen gearbox: 12+4

Jiangling: 12+2, there are still some at ordinary times, and the total is about *** 16.

General Wuling: There are three statements, one is12+6; Say12+4; It takes about 20 months to add a year-end bonus.

BMW Brilliance: 12+4.5

Brilliance: 13+7000-20000

Nanjing Ford R&D: fixed salary 13, extra salary is said to average10.5 months, paid at the end of March.

UMC: About 18 months.

Borgwarner, 65438+double salary in February, 3 months at the end of March of the following year.

Chongqing Qingshan: 12+ 1W, ordinary employees are like this, and they must pay dividends above the middle level, which is different.

Delphi Parker: Last year it was 1 month, and it is estimated that there will be more this year.

Valeo car air conditioner: 13+ 1+2300

Shenyang Shangfa: 12+3

Chery's year-end bonus is not public, so I can't say.

Chery Jaguar Land Rover: It is said that it will be 3.6 months at the end of the year.

Geely: What we know at present is that Geely's salary is 1 month, which is a little more than a month at the headquarters. Ordinary employees 12+ 1, and employees with higher ranks are counted separately. The salary negotiation of external talents is generally 12 salary +20% year-end bonus+project award (uncertain)+middle management award+other benefits that vary from one person to another (ranging from thousands to hundreds of thousands).

Volvo: 13+ is usually a bonus of 2.5-3.5 months, but it was not paid this year.

Volvo Group (non-Volvo cars): 13 salary

Baowo (owned by Futian): Not approved yet. It is said that it will still be old, that is, 1 month, 12+ 1.

Futian:12+1(0.2 in April, 0.4 in February, 0.4 in March next year)

Panasonic Electromechanical: 12+ 1+ Not sure (greater than 1)

Jianghuai: It is said that the monthly salary is about 65438+ February +7000 (550 * 12).

Weilai automobile: 12+ 1

Continental car: 12+2, usually issued in June.

Fiat Chrysler: 12+ 1

Bosch: It should be 13+2.

Criteria for issuing year-end awards

As a part of employee bonus, year-end bonus is employee's salary income, which belongs to the category that enterprises should pay. As for whether or not to pay, how much should be paid depends on the benefits of the enterprise, as well as the labor contract and collective contract between the enterprise and its employees. Therefore, not every enterprise has to issue a year-end bonus at the end of the year. The year-end bonus, as its name implies, is the bonus paid by the employer at the end of one year. How to issue the year-end bonus, and the scope and standard of the year-end bonus? It is one of the most concerned topics for enterprises and employees. For the enterprise, the year-end bonus is not only the recognition of employees' hard work for one year, but also the reward for employees' contribution to the enterprise; At the same time, it is also to encourage employees to continue to work hard for the enterprise, and of course it is also one of the weights to retain talents. For employees, the end of the year is approaching, and after a hard year, it is finally time to harvest. They naturally hope to get a generous year-end bonus, which is also the recognition of their work throughout the year. The year-end bonus is a one-time bonus paid to employees by the unit according to its annual economic benefits, comprehensive assessment of employees' annual work performance and development plan for the next year. It also includes the year-end salary increase, year-end double salary, annual salary and performance salary issued by the unit that implements the annual salary system and performance salary method according to the assessment. Article 4 of the Provisions of the National Bureau of Statistics on the Composition of Total Wages stipulates that the total wages consist of the following six parts: (1) hourly wages; (2) piece rate; (3) bonuses; (4) Allowances and subsidies; (5) Overtime pay; (6) Wages paid under special circumstances. ? Article 7 stipulates that bonus refers to the excess labor remuneration paid to employees and the labor remuneration for increasing income and reducing expenditure. Including: (1) production award; (2) saving prize; (3) Labor Competition Award; (four) the incentive wages of organs and institutions; (5) Other bonuses. ? Article 2 of the Interpretation of the Provisions on the Composition of Certain Specific Scope of Total Wages by the National Bureau of Statistics stipulates: What is the scope of bonus? (1) Production (management) awards include over-production award, quality award, safety (accident-free) award, comprehensive award for assessing various economic indicators, early completion award, ocean transportation dispatching award, year-end bonus (labor dividend) and so on. It can be seen that the year-end bonus is a kind of bonus and a part of salary, which belongs to the category of labor remuneration. The year-end bonus distribution scheme is generally formulated by each employer independently according to the production and operation of the enterprise, some of which were formulated at the beginning of the year, and some of which were not formulated in that year, which belongs to the category of independent operation of the enterprise. Generally speaking, if there is no agreement in the labor contract or collective contract, and there is no relevant content in the enterprise rules and regulations, the enterprise can decide whether to issue the year-end bonus according to the comprehensive operating conditions, development conditions and personal annual work performance of the workers, and according to what standards and within the scope of the employees. In other words, in the absence of contracts and relevant rules and regulations, enterprises should have the right to choose whether to issue year-end bonuses.

Year-end bonus distribution system

In order to establish and improve the company's salary and welfare management system, so that the contribution of the company's employees can be recognized, the performance of employees and the company can be improved, and the company can achieve sustainable development, this system is specially formulated.

2 Scope of application

2. 1 All the staff at the official company level and above. 2.2 Before the annual year-end bonus is issued, the year-end bonus will not be issued under any of the following circumstances: a) those who leave their jobs halfway. B) If the annual leave or sick leave exceeds 26 days (inclusive), it does not include Sundays and legal holidays. C) Employees on probation before the natural year. D) Safety or industrial accidents or fights caused by negligence in production operation or management. E) Losses caused to the Company or customer complaints caused by negligence in daily work or quality accidents. F) Serious violation of the company system, severe punishment or significant impact. G) The performance appraisal score for one month is less than 70 points.

3 definition

3. 1 natural year: refers to 1 from October to February.

Four responsibilities

4. 1 Administration Department: responsible for the calculation of year-end bonus; 4.2 Finance Department: responsible for issuing year-end awards; 4.3 General Manager: responsible for determining the year-end bonus coefficient according to the company's annual operating conditions; Responsible for the examination and approval of this system and the annual year-end bonus.

; 5 content

5. 1 The following factors will be comprehensively considered in the year-end bonus distribution of employees: a) the salary of employees; B) Monthly performance of employees; C) Attendance of employees in that year; D) the company's annual operating performance; E) Length of service of employees (calculated from the date when Minxing Company was established); F) employee rewards and punishments; G) employee evaluation status.

5.2 Detailed Rules for the Issuance of Year-end Awards 5.2. 1 Calculation Formula of Year-end Awards m=(s? k 1？ k2？ k3 )+(k4？ 100) m-indicates the total year-end bonus; S-represents the monthly salary of employees; K 1-indicates the employee performance appraisal coefficient; K2-represents the annual attendance of employees; K3-indicates the year-end bonus coefficient; K4-comprehensive coefficient. 5.3 Interpretation and calculation of each coefficient 5.3. 1 s-employee's monthly salary: take the employee's final salary in the current year; 5.3.2 k 1-employee performance appraisal coefficient: take the annual average monthly performance appraisal value? Performance payment coefficient? For this value, please refer to the performance evaluation table. 5.3.3 k2-Employee's annual attendance rate: refers to the proportion of employees' attendance months in the current year to the annual months. Absence for more than 2 days or half a day is not included in the attendance month. 5.3.4 k3-year-end bonus coefficient: determined by the general manager according to the business performance of the enterprise in the current year. 5.3.5 k4-Comprehensive coefficient: The comprehensive coefficient comprehensively considers the length of service of employees (calculated from the date of the establishment of Minxing Company), the reward and punishment status of employees, the evaluation status of employees and other factors. The comprehensive coefficient is the accumulation of the following three scores, and the specific scoring criteria are as follows: a) employee's length of service coefficient: every employee's length of service reaches 1 year, then 1 coefficient will be increased, with the maximum not exceeding the number b) employee's reward and punishment coefficient: what is the comprehensive coefficient score of reward/warning, minor achievement/minor achievement/major achievement/major achievement? 0.5 each time? 1/ times? 1.5/ time? 2/ time c) Employee appraisal coefficient: monthly outstanding employees will be added with 1 minute/time, otherwise 1 minute/time will be deducted; 5 points/time for outstanding employees of the year, or 5 points/time will be deducted; 5.4 The year-end bonus is 50% before the Lunar New Year and 50% at the end of March. 5.5 If the calculation of the year-end bonus is wrong, the party concerned may complain to the Administration Department within 5 working days after the bonus is issued.