What is the salary of McDonald's waiters? Who knows about trouble? Explain in detail, thank you!

Mcdonald's employee compensation system

First, the wage system:

When you enter McDonald's, the human resources department of McDonald's and your supervisor will tell you your salary and relevant policies of McDonald's company. McDonald's has its own unique salary policy that is not influenced and interfered by the outside world. Every year, the company will investigate the wage level in the market, and decide to adjust the wage standard according to the survey results and the company's economic affordability to ensure fairness and competitiveness.

1, pay by performance

McDonald's implements the principle of paying according to performance. The best performer can get the highest salary increase. All monthly salary winners will be paid according to the current salary structure, and the working partner should be rated as "good" or above in the performance evaluation before being considered for salary increase or reward.

2, job performance evaluation

McDonald's Company evaluates and discusses their work performance with work partners every year, and adopts five evaluation grades. The following job performance definitions will help you understand McDonald's scoring system.

QOTSTANDING

The highest level of performance. The work performance has always been excellent, and the partners can foresee various situations and effectively maintain the praised work performance. This working partner is always the most accomplished and important contributor in the McDonald's team.

Excellent (excellent)

He has made great contributions, and his work performance often exceeds the expected requirements of his work objectives. His working partner can effectively respond to the goal and adjust it according to the situation. He is a strong contributor to the McDonald's team.

Good (good)

A reliable contributor, whose work performance meets McDonald's work requirements and expectations, can successfully complete the task, and the working partner can effectively respond to the goal, and is a member of the team with stable contribution.

Need improvement

Those whose work performance can't meet the job requirements and expectations are listed as members who need improvement, and they are listed as PIP.

Not satisfied (dissatisfied)

His/her job performance is unacceptable, and his/her work partner can't meet the job requirements to a great extent. If he/she is not included in the PIP, he/she should be included in the PIP.

3. Performance update

Your supervisor will do a performance appraisal with you at least once every three months, which is to make the performance appraisal more accurate, fair and effective by checking and reviewing the work.

4. Performance improvement plan.

PIP aims to actively help a working partner whose performance needs improvement or dissatisfaction to overcome his opportunities and ask him to improve within a certain period of time. If your work performance is unsatisfactory for some reason, your supervisor can include you in the work performance improvement plan to help you overcome objective difficulties, improve working methods, improve work efficiency and reduce mistakes. If the performance of the partner who has implemented the performance improvement plan still fails to meet the "good" evaluation standard within the prescribed time limit, he may be dismissed.

5, job performance evaluation-annual salary increase (performance appraisal)

April 1 day is the annual salary increase day for the annual performance appraisal, and the specific measures are as follows:

1) Except the trainee managers and newly recruited monthly salary managers (including those promoted internally) from June 65438+1 October 1 to March 3 this year, all other monthly salary managers paid their salaries in April1on the basis of annual performance appraisal.

2) If it is less than 12 months since the last performance pay adjustment (including promotion), it shall be converted according to the actual monthly proportion.

3) Newcomers (from June 65438+1 October to March 3 1 this year, including internal promotion and external recruitment) will not get this salary increase until April 1 the following year, but it can be calculated according to the ratio of more than 12 months.

4) If the accumulated leave (sick leave, personal leave and unpaid leave) exceeds one month, the corresponding month shall be deducted.

5) No work-related injury leave and maternity leave will not affect salary adjustment, but no bonus will be paid in the corresponding month.

6) The increased part is based on the average salary during the salary adjustment period from my directory PR to this PR, multiplied by the monthly assessment percentage.

7) Wages are calculated by pre-tax wages.

Example 1

Mr. XX started his job on 1 August, 19951day with a salary of 2000 yuan. 1 April, 19961day, the company carried out salary adjustment, during which there was no special salary increase, and it was rated as excellent 10%, and the adjustment amount was:

New salary = 2000+2000x10% x8 ÷12 = 2133.

Example 2

If the company makes a general salary adjustment according to 96. 1. 1 and raises the salary of Mr. Zhong in case 1 to 2200, under the same conditions, Mr. Zhong's new salary is:

New salary = 2200+(2000x5+2200x3)/8x10% x8 ÷12 = 2338.

6. promotion and salary increase

When you behave well and get promoted, it will bring a raise.

★ The salary increase ratio of job promotion depends on your performance appraisal.

Excellent/good performance evaluation

Promotion percentage 5-7% 1-5%

According to the performance appraisal, you will get a percentage salary increase.

Performance appraisal is excellent, excellent and good, which needs to be improved.

The growth percentage is11%-13% 8%-10% 5%-7% 00.

* This growth percentage will be adjusted appropriately according to the annual situation.

That is, if you are rated as "excellent", your salary increase can be 8% or 9% or 10% according to your work performance.