How is the annual salary of state owned enterprises calculated?

Base salary+ performance + subsidy (this is what you can get every month) + year-end bonus +Five insurances and one housing fund+ Various benefits (festival fee, shopping card, meal supplement, etc.). The annual salary is all added together.

State-owned enterprises.

Civil servants generally calculate the annual salary, because the monthly salary fluctuates greatly, generally the monthly salary is 2500, the annual salary is 120,000+, most of which are various bonuses and benefits.

Everyone has their own paybag on their head. Salary, performance, project awards, overtime pay.

And so on are all paid from this payroll package. The salary package is the basis, and the assessment results determine the proportion of the increase or decrease, which is different in different units, but the salary of the unit is the general contract.

It is fixed, someone must raise it and someone down, even if the performance of the unit is very outstanding, the total salary still cannot be broken.

The annual salary is the basic guarantee for the implementation of incentives, and it is a monthly remuneration based on the annual fixed remuneration amount, which is equivalent to the monthly salary in form

First of all, managers are also workers, so managers should also be in the labor market.

The way in which it can realize the income in the property rights of the labor force should be equivalent to the income of other employees.

Secondly, the income of the enterprise can only be generated after the end of a certain accounting period, and during this period, the operator needs basic means of subsistence to maintain his ability to work, so that he must also receive monthly remuneration income.

Third, people have a tendency to avoid the risks of hosiery sailors, and operators are no exception. Otherwise, the operator is likely to abandon working with the owner, or lower the level of effort. It should be based on the dual-objective fairness incentive model based on remuneration, and comprehensively consider internal fairness, external fairness, and the expectation of managers.

and business expectations.

Therefore, this kind of remuneration agreement is not only related to the business objectives, but also not affected by the quality of the business objectives, because the annual salary is also based on the business objectives, and it is not affected means that regardless of the effect, the basic annual salary must be paid as scheduled.

Legal analysis: stable or steadily developing enterprises, you can generally refer to:

Ordinary employees: basic salary and performance bonus from the ratio of 80 and 20;

Middle-level management: basic salary and performance bonus from 70 and 30 to 60 and 40;

Top management: the basic spring salary and performance bonus from the ratio of 60 and 40 to 40 and 60;

Salespeople: The proportion of performance salary (commission, bonus, etc.) at the grassroots level is more than 60, and the proportion of performance salary at the middle and senior level is lower.

Technical personnel: basic salary, performance salary, project bonus, generally the first two basic salary ratio is larger, the latter amount is larger.

Legal basis: "Labor Law of the People's Republic of China" Article 47 A unit that uses a leak to erect a person shall, in accordance with the characteristics of its production and operation and economic benefits, independently determine the wage distribution method and wage level of its unit in accordance with the law.

Legal analysis: The wage standards of state-owned enterprises have different regulations according to different towns and enterprises. In general, gross wages are made up of hourly wages; Piece; Bonus; allowances and subsidies; overtime pay; Composition of wages paid in exceptional circumstances.

Legal basis: "Decree on the Composition of Total Wages".

Article 2 Enterprises and institutions under the ownership of the whole people and collectively, all kinds of joint ventures, state organs, political party organs and social organizations at all levels shall abide by these provisions in the calculation of the scope of total wages in planning, statistics and accounting.

Article 4 The total salary is composed of the following six royal calendar parts:

1) Hourly wages;

2) piece-rate wages;

c) bonuses; iv) allowances and subsidies;

5) Overtime wages;

6) Wages paid under special circumstances.

The ratio of basic salary to performance pay is: performance pay generally does not exceed 40% of the basic salary. Performance salary = basic performance + reward performance, basic performance accounts for 70% of performance salary, and reward performance accounts for 30%.

Performance-based pay is related to the assessment results, and the total salary of the overall employee is formulated according to the net profit of the enterprise, and then the base is determined according to the total salary.

Article 62 of the Labor Contract Law The employer shall perform the following obligations: (1) Implement national labor standards and provide corresponding working conditions and labor protection; (2) Inform the dispatched workers of their work requirements and remuneration; (3) Pay overtime pay and performance bonuses, and provide benefits related to the job; (4) Conduct the necessary training for the non-employed workers who are dispatched on the job to give up their jobs; (5) In the case of continuous employment, the normal wage adjustment mechanism shall be implemented. The employer shall not dispatch the dispatched worker to another employer.