I. Purpose:
In order to reflect the group company's "meritocracy, having both ability and political integrity; Position to empower, Jue to reward; Capable, average and mediocre; The open, fair and just talent recruitment mechanism and the mechanism of "keeping people in career, treatment, affection, environment and credit" have effectively established a set of human resource management system of "selecting people, educating people, employing people and keeping people", mobilized the enthusiasm of cadres and employees at all levels to work hard, learn and innovate, and fully realized the purpose of combining incentives with constraints.
Second, follow the principle:
(1) fairness principle: external fairness, internal fairness and individual fairness;
(2) Competitive principle: Compared with the same position in the same region, the same industry and the same requirements, the salary and benefits are competitive;
(3) Incentive principle: the structure and indicators are reasonable, which can mobilize the enthusiasm of employees to the maximum extent;
(4) Economical principle: According to the principle of "generated value is more important than cost", do the most things with the least money;
(five) the principle of legality: in line with the national "Labor Law" and other relevant laws and regulations;
(VI) Principle of simplicity and practicality: The headquarters of the group company mainly adopts the salary system of post function level, with other salary distribution methods actually needed by production and operation.
Third, the formulation basis:
(1) According to the company's history, present situation and future strategic development needs;
(two) according to the level of wages and benefits in the same industry, the same region and the same position;
(3) according to the amount of labor paid by employees;
(four) according to the position;
(five) training according to the technical level;
(six) according to the complexity of the work;
(seven) according to age and length of service;
(eight) according to the supply and demand situation of labor and talent market;
Four. Scope of application:
This scheme 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.
Verb (abbreviation for verb) manages the organization:
(1) The human resources department of the company is responsible for the formulation, implementation, adjustment, modification and interpretation of this plan.
(II) The Company's major annual salary adjustment, annual benefit bonus distribution and other matters shall be jointly handled by the salary management [1] committee led by the Human Resources Department.
(3) In the daily wage accounting, the Human Resources Department is responsible for employee attendance statistics and attendance card receiving and dispatching, the administrative office is responsible for punching management and punching management, and the Finance Department is responsible for wage calculation.
Intransitive verb salary structure:
(1) Basic salary: it consists of post function grade salary, education salary, skill salary, seniority salary and special salary.
(2) Allowances: telephone allowance, night shift allowance and part-time allowance.
(3) Bonus: It consists of attendance bonus, performance bonus and benefit bonus.
(4) overtime pay: overtime pay.
(5) business commission.
Seven, the basic salary:
(1) The post system of the group headquarters is as follows: (Employees in each post system can be promoted to supervisor post system in addition to this post system).
1, supervisor position system: president; Vice president; Assistant to the president, director and general manager of subordinate companies; Deputy director and deputy general manager of subordinate companies; Minister (director of the office), factory director and assistant to the general manager; Deputy minister (deputy director of the administrative office) and deputy director; Head of department; Director in charge; Staff and team leaders; Monitor; Employees;
2. Skilled post system: senior accountant and senior engineer; Accountants and engineers; Assistant accountant and assistant engineer;
3. Service post system: senior secretary; Secretary;
4. Technical post system: senior technician; Technician; Mechanic;
(2) The post level determined by the group headquarters is *** 1 1 level.
1, level 1: president;
2. Level 2: Vice President;
3. The third level: Assistant to the President; Group directors; General manager of subordinate company;
4. Level 4: Deputy Director of the Group; Deputy general manager of subordinate company;
5. Level 5: Head of Group Department and Director of Group Office; Directors of subordinate companies; Assistant to the general manager of the subordinate company;
6. level 6: deputy minister and deputy minister of the regimental headquarters; Deputy director of subordinate company;
7. Level 7: Team leader level; Senior engineer; Senior accountant;
8. Level 8: Director level; Company Commissioner level; Engineer; Accounting; Senior secretary; Senior technician;
9. Level 9: Staff level; Assistant engineer; Assistant accountant; Secretary; Technician; Team leader;
10, level 10: monitor; Mechanic;
1 1, level 11: ordinary employees;
(3) The basic salary of each post system is as follows:
1. Salary of post function level: each post is given a fixed salary according to the level and inherent characteristics of the post, and the same level is set to three levels according to the nature and complexity of the job.
I, II, III, IV, V and VI.
Grade salary (high) 60000 yuan 30000 yuan 14000 yuan 7000 yuan 5000 yuan 3000 yuan.
Grade salary (middle) 50000 yuan 25000 yuan 13000 yuan 6000 yuan 4000 yuan 2500 yuan.
Grade salary (low) 40000 yuan 20000 yuan 12000 yuan 5000 yuan 3000 yuan 2000 yuan.
Seven, eight, nine, ten and eleven.
Grade salary (high) 2500 yuan 1500 yuan 1200 yuan, 900 yuan and 800 yuan.
Grade salary (middle) 2000 yuan 1250 yuan 1000 yuan in 700 yuan, 800 yuan.
Grade salary (low) 1500 yuan 1000 yuan 800 yuan 700 yuan 600 yuan.
2. Skill salary: determined according to the employee's work experience and skills * * * *: The level of employee's skill salary is determined by the human resources department and the employer according to the actual situation of employees.
Senior intermediate junior technician skill level
Skill salary 1000 yuan 800 yuan 600 yuan 400 yuan
3. Education salary: determined according to the employee's education.
Undergraduate institutions with doctoral (including double masters) and master (including double bachelors) skills.
Skills Wage 800 yuan 600 yuan 400 yuan 200 yuan
4. Length of service salary: determined by the company's length of service and the position at the time of salary adjustment. After 2004, the annual seniority salary will be increased according to the corresponding level and annual assessment;
I, II, III, IV, V and VI.
Length of service salary 300 yuan/year 200 yuan/year
Seven, eight, nine, ten and eleven.
Length of service salary 150 yuan/year 120 yuan/year 80 yuan/year 50 yuan/year 30 yuan/year.
5. Special salary: The special salary set by the recruiting company for senior personnel or personnel with special skills shall be specially approved by the President, and the amount shall be negotiated by both parties.
(4) Calculation and adjustment of basic salary:
1, basic salary = post function level salary+skill salary+education salary+special salary+seniority salary.
2. The transfer, promotion and demotion of employees mainly adjust the salary of post function level.
3. The salary increase in the year-end assessment mainly adjusts the seniority salary.
Eight. Allowance:
(1) Night shift allowance: it is only applicable to employees who work at night shift (such as security guards, night shift means 0: 00-8: 00), and 5 yuan is subsidized for each shift.
(2) Telecommunication allowance:
I, II, III, IV, V, VI and VII.
Telecommunication allowance is 100 yuan in 800 yuan, 600 yuan, 400 yuan and 200 yuan.
This expense is not included in the total salary, and it is reimbursed by documents. Exceed the standard to pay, not up to standard shall not be paid. Special approval for special circumstances.
(3) Part-time allowance:
Part-time level 3 and above, level 4, level 5, level 6, level 7 and below.
Part-time allowance 1000 yuan 800 yuan 600 yuan 400 yuan 200 yuan
Nine, bonus:
(1) Attendance Award: (applicable to employees at department manager level and below)
1. In order to encourage employees to work in Man Qin, 50 yuan's/monthly attendance bonus is specially given.
2. If the sick leave or personal leave lasts for more than half a day or more, all attendance bonuses will be deducted.
As long as there is absenteeism, all attendance bonuses will be deducted.
4. If you go to work halfway, you will be paid by the number of days.
Those who leave their jobs halfway will not get paid.
6. Those who are late or leave early for more than three times within one month will not be paid.
(2) Performance bonus: (applicable to all employees)
1, employee performance bonus will be paid according to the monthly performance appraisal results.
2. No performance bonus will be assessed during the probation period.
3. The performance bonus distribution scheme is as follows:
A. If the performance appraisal score is 96- 100, the salary income is: original total salary *120%;
B. If the performance appraisal score is 9 1-95, the salary income is: original total salary *110%;
C. If the performance appraisal score is 86-90, the salary income is: original total salary *105%;
D. If the performance appraisal score is 76-85, the salary income is: original total salary *100%;
E. If the performance appraisal score is 7 1-75, the salary income is: original total salary * 95%;
F. If the performance appraisal score is 60-70, the salary income is: original total salary * 90%;
G. If the performance appraisal score is below 60 points (excluding 60 points), the salary income is: 80% of the original total salary;
(III) Annual welfare bonus: (applicable to employees of the group headquarters)
1. Employees who have worked for less than half a year will not receive annual benefit bonus.
2. informed criticism employees of the whole group who have been warned three times or more for their annual work will not receive annual welfare bonus.
3. Employees whose annual work has been recorded for more than 1 time (including 1 time) and who are in informed criticism of the whole group will not receive annual benefit bonus.
4. Employees who are absent from work for more than three days (including three days) within one year will not receive annual benefit bonus.
5. Employees who leave for more than fifteen days a year (including fifteen days) will not receive annual welfare bonus.
6. Employees whose average annual assessment score is less than 70 points (including 70 points) will not receive annual benefit bonus.
7. The annual welfare bonus is only paid to the employees at the director level or above of the Group.
8. The annual benefit bonus payment method is as follows:
A, depending on the annual benefit, the group company takes out part of the profits as the bonus for the annual benefit distribution of the group headquarters personnel.
B. Distribution method: the supervisor level is 1 share; Head of Department 1.5 Unit; The level of director, assistant to president and deputy director is 2.0 shares; Vice president level 2.5 shares; The president level is 3.0 shares, and the sum of the total number of shares is divided by the total bonus, and the benefit bonus distribution amount of each person is calculated respectively.
C annual benefit bonus will be paid in the salary of the following year 1 month.
(4) Annual benefit bonus: (applicable to senior managers of subordinate companies)
Allocate according to the completion of the target indicators, and if the target responsibility system is implemented, 70% will be guaranteed in advance, and 20% of the excess will be extracted as the annual benefit bonus;
X. overtime pay:
(a) according to the relevant provisions of the state. That is, the usual overtime pay is calculated according to the hourly wage 1.5 times; Overtime on rest days is calculated at twice the hourly wage; Overtime on holidays is calculated at 3 times the hourly wage;
(2) The calculation of overtime pay is based on the approved overtime sheet and time card.
(3) The overtime pay of department managers and above shall not be calculated.
XI. Business Commission:
Because the employees of the head office have no market development task, there is no such commission, but those who help the subordinate companies get business at work will be paid by the subordinate companies according to their business commission plan.
Twelve. Calculation and payment of wages under special circumstances:
(1) paid holidays are paid by the company according to the salary standard.
(2) Others:
1. Sick leave: pay the salary and allowance by half, and deduct the full attendance bonus for the month if the sick leave exceeds half a day (including half a day).
2. Personal leave: deduct holiday salary and allowance. If you leave for more than half a day, the monthly attendance bonus will be deducted.
3. Absenteeism: deduct the salary and allowance of the day, and deduct all the attendance bonus of the month. And fined according to regulations.
4. Being late or leaving early: every time you are late or leaving early, you will be fined 10 yuan. Those who are late or leave early for more than three times in the current month will be treated as one day of absenteeism.
5. If a new employee resigns voluntarily after working less than 5 working days, the salary will not be settled.
6. Those who have been absent from work for 3 consecutive days or accumulated absenteeism for more than 3 days (including 3 days) in a month will be treated as automatic resignation, and the salary of the current month will not be settled.
7. Failing to go through the resignation formalities in advance as required, and deducting wages. See the Employment Management Regulations for details.
Thirteen. Wage payment:
(1) Payment Time:
1. The company adopts the monthly salary system, and the salary calculation time is from 1 to 3 1 in the current month.
2. The salary of the current month will be paid from June 5438+05 to the 20th of next month, and will be postponed in case of holidays.
3. When the company needs to postpone the payment of wages due to special reasons, it shall notify the employees and determine the date of extension.
(2) Payment method:
1, form of bank transfer.
2. When calculating salary, if there is a decimal, round it to the nearest integer.
(3) Payment responsibility:
1. The salary shall be paid to the employee himself or the employee of the company entrusted by him, his relatives and other relevant personnel holding the employee's power of attorney.
2. The company shall set up an independent payroll list for employees, one for each year and keep it for a long time.
3. If mistakes are found in the process of salary collection, a written application shall be submitted to the Human Resources Department in the month of salary payment. After recalculation and correction by the human resources department, those who are overdue will not be hired when they are paid next month.
(4) Withholding money:
1, individual wage income tax.
2. Labor insurance premium and group accident insurance premium.
3. Employees borrow money from the company.
4. Violation fines and damages.
5. Other deductions.
(5) Minimum wage standard:
On the premise that employees arrive at their posts normally and finish their work, the total monthly salary payment shall not be lower than the minimum wage standard stipulated by the local government.
(6) Pay in advance:
1, employee died.
2. Resign.
3. Employees or their relatives get sick, die or suffer unexpected disasters.
4. Reasons recognized by other companies.
5. Prepaid wages shall not exceed unsettled wages.
Fourteen Salary calculation:
(1) basic salary payable = working days * basic salary /26. Sick leave, personal leave, public leave, etc. Are calculated according to regulations)
(2) Allowance: All allowances are calculated according to the number of working days.
(3) Bonuses and commissions: See the above provisions.
(4) Accounts payable.
(5) The amount to be deducted.
(6) others.
Fifteen, wage adjustment:
(1) Salary adjustment during probation period: if the probation period expires before 15 days (inclusive), the salary of the current month shall be implemented according to the adjusted salary; If the probation period expires after 15 days (excluding 15 days), the salary will be adjusted next month.
(2) Wage adjustment caused by post change:
1. Promotion and salary adjustment: salary adjustment is carried out in the month after promotion, mainly to adjust the salary of post function level.
2. Horizontal salary adjustment: salary adjustment will be made in the month following the transfer, and it will be implemented according to the new post salary standard. If the salary standard of the new post is lower than the original salary, it will not be adjusted.
3. Demotion and salary adjustment: salary adjustment is carried out in the next month after demotion, mainly to adjust the salary of the functional level of the post.
(3) General year-end adjustment:
1. In principle, all employees formally appointed by the company before 65438+February 3 1 every year are eligible for salary adjustment.
2. Salary adjustment is based on the assessment results of employees in principle.
3. The salary adjustment base is the seniority salary at the employee level.
4. Method of adjusting salary according to the results of year-end assessment: the salary adjustment amount for those with excellent grades (9 1 and above) is: salary base of post seniority *120%; The salary adjustment amount for the excellent (8 1 and above) is: salary base of post seniority *100%; , qualified (7 1 and above) salary adjustment amount: post seniority salary base * 80%; Those who score below 70 will not rise or fall, and those who fail will be considered for dismissal. Particularly excellent ones can be specially adjusted with the approval of the general manager.
5. The following personnel are not included in the year-end salary adjustment scope:
A. suspended for more than 6 months.
B, service experience is less than 6 months.
C. The employee is going through the resignation formalities in the month of salary increase.
D. the person being punished.
E. those who failed the exam.
Sixteen, probation period and new employee salary:
(1) The salary standard of new employees in the company during the probation period is more than 80% of the salary standard or the minimum wage standard of this position, which can be determined by the human resources department and the employer according to the specific situation, and will be raised to the post standard salary after passing the probation period.
(2) The salary standard for newly promoted personnel shall be implemented according to the lowest level of the post. If the post salary after promotion is lower than the original post salary, the original post salary standard shall be implemented.
(3) If the employee is transferred at the same level, the original post salary standard shall be implemented.
Seventeen. Salary policy description:
(1) Salary of post function level: the salary of a post at the same level can be divided into three levels: high, medium and low. Although they belong to the same level, they have different requirements for post personnel due to different work intensities, so they should be handled flexibly in actual use.
1. Divide large, medium and small enterprises according to the annual output value: small enterprises with an annual output value of less than 50 million yuan; Medium-sized enterprises with an annual output value of 50 million yuan to 65.438+0.5 billion yuan; Large enterprises with an annual output value of more than 65.438+0.5 billion yuan; For the general managers of three types of companies, large companies can receive higher wages at this level, medium-sized companies can receive medium wages at this level, and small companies can receive lower wages at this level. Group directors and assistant presidents can receive this level of minimum wage.
2. For the deputy general managers of the three types of companies, large companies can receive the higher salary, medium companies can receive the middle salary, and small companies can receive the lower salary. Executive vice president of small company = vice president of medium-sized company; Executive vice president of a medium-sized company = vice president of a large company. The deputy director of the group can receive the minimum wage at this level.
3. The salary of other levels of job functions depends on the position and personal ability.
(2) Skill allowance and academic allowance are designed to cooperate with the strategic decision of the group company to establish a learning organization, affirm and reward the efforts made by employees who have obtained certain skills and academic qualifications, encourage employees to study hard, be good at thinking, and strive to improve their own quality and work ability and level;
(3) The length of service salary mainly considers the interests of the old employees who have worked for the company for many years and made significant contributions, aiming at encouraging employees to establish the idea of taking the company as their home and serving the company for a long time and maintaining the stability of employees;
(4) The annual bonus aims to motivate employees to work hard and create more profits and value for the company; The monthly performance bonus aims to motivate employees to conscientiously complete the duties and tasks assigned by the company or department;
(5) The salary system is open and transparent, and all kinds of misunderstandings are eliminated;
Eighteen. Custody of related materials:
(1) Monthly attendance statistics report: It is made by the HR department of the group at the beginning of each month, and after being approved and signed by the director, the original report is submitted to the Finance Department for accounting and filing, and the copy is filed by the salary management personnel of the HR department.
(II) Monthly salary adjustment report: Before the end of each month, all new employees and salary adjustment employees shall be submitted to the President of the Group for approval, and the original shall be submitted to the Finance Department for accounting and filing, and the copy shall be filed by the salary management personnel of the Human Resources Department.
Nineteen. Supplementary terms:
(1) The Human Resources Department is responsible for the interpretation and revision of this plan.
(II) This plan shall be implemented after being approved by the Group President.
Timetable:
(1) Salary Application Adjustment Form;
(2) Monthly attendance statistics report;
(3) Monthly salary adjustment report.