Is it normal that there is a big gap between the amount of year end performance bonuses and colleagu

Before this question, it is necessary to figure out the difference between the year-end performance bonus and the year-end bonus. The biggest difference between the two is whether there is a basis for the issuance of rewards such as performance. The year-end performance bonus refers to the rewards issued according to the work performance of employees, such as completing the annual production goals of the organization, reaching the annual sales standards, etc., and the rewards issued according to the employees achieving a certain goal.

The year-end bonus is a kind of welfare, which weakens the evaluation of the goal, and most of it is based on the company's system and the mood of the leader.

The purpose of the year-end performance bonus is to constrain, while the purpose of the year-end bonus is to incentive. yearsFinal Performance AwardThe weight of the "basic salary" generally ranges from 20% to several times. The year-end bonus generally has no weight ratio limit, and there is no upper limit, which generally depends on the performance or efficiency of the enterprise.

Figure out the difference between the two, and there will be no doubts when calculating an individual's year-end bonus and year-end performance bonus.

If your year-end performance bonus is too different from that of your colleagues, it depends first on your personal work performance, work attendance, and how many work mistakes there are. If you are often late for work, your work performance is much worse than other colleagues, you often play with your mobile phone at work, and there are always big and small mistakes at work, then your year-end performance bonus is much worse than other colleagues with excellent performance, it is normal, it is no wonder that the company can only look for problems from yourself, then in this case, don't complain about injustice, if you want to have the same year-end performance bonus as other colleagues or more, then work hard, perform well!

However, if your work performance is very good, the attendance rate is high and there are no work mistakes, and the year-end performance is still very different from other colleagues who are similar to your performance and attendance, you can first talk to your company's leaders, communicate problems and solve problems, if the leaders do not accept your feedback, you can go directly to the labor arbitration procedure, if you work in such an unfair enterprise is really not able to stay for a day! So,Workers must learn to use the law to protect their legitimate rights and interests!!

Of course, it's not normal, and the gap between colleagues shouldn't be too big, provided that the performance gap is not too big.

Look at what angle you stand on. In our unit, the leaders have much more than the ordinary cadres. The same assessment score, 1 yuan per cent for leaders, 1 yuan for ordinary cadres, has been the case for many years, and the leader said that this is very reasonable.

It feels like this is more normal, maybe other colleagues are giving too much, so the more rewards.

If the gap is big, it's more or less, if it's your own, don't make a sound.

Generally speaking, it is not normal, you can go to the personnel and finance department to ask about the situation.

I feel like that's normal, and there's a big difference in performance between colleagues.

Of course, this is not normal, after all, everyone works the same job.

If it is abnormal, it means that you are not good enough, and the leader is not satisfied with you.

It's definitely not normal, ask him what the reason is, why is there so much difference between the two people?

It's not the same. Performance bonus, also known as one-time bonus, the essence of performance pay is "post value deposit". It is a one-time reward given according to the performance appraisal results of employees.

The year-end bonus refers to the uncapped reward given to employees by the company at the end of each year, which is an affirmation of the work performance of the past year.

Article 2 of the Interim Provisions on Payment of Wages.

Wages can only be deferred in the form of legal tender, and cannot be paid in kind or in lieu of value.

Year-end bonuses and performance bonuses.

It's not the same thing. There is a difference between the performance award and the year-end bonus, the difference between the two is that the performance award strengthens the strengthening basis for the performance-based reward, while the year-end bonus is more based on the situation of the enterprise and the boss. Salary structure of modern enterprises.

There are three main components: salary, performance, bonus (year-end bonus and special bonus) and welfare (statutory welfare and enterprise supplementary welfare). Performance bonus, also known as one-time bonus, performance pay.

The essence of the "post value deposit".

Labor Contract Law of the People's Republic of China

Article 17. The content of the labor contract shall have the following clauses:

1) The name, address, and legal representative or principal responsible person of the employer;

2) The worker's name, address, and resident ID card or other valid identification number;

3) The term of the labor contract;

4) The content of the work and the place of work;

5) Working hours, rest and vacation;

6) Labor remuneration;

7) Social insurance;

8) Labor protection, working conditions and protection against occupational hazards;

9) Other matters that shall be included in the labor contract as stipulated by laws and regulations. In addition to the necessary clauses stipulated in the preceding paragraph, the employer and the employee may agree on a probationary period, training, confidentiality and supplementary insurance.

and other matters such as welfare benefits.

Performance-based pay is not a year-end bonus, and the specific differences are as follows:

1. The purpose is different, the purpose of performance pay is to restrict, and the purpose of bonus is to incentive;

2. The weight ratio is different, the weight of performance salary generally accounts for 20% to several times of the "basic salary", and the bonus is generally not limited by the weight ratio, depending on the performance or efficiency of the enterprise;

3. The composition of the important items is different, the performance salary is a regular item, and the bonus is an unconventional item;

4. The focus of the linkage is different, the performance salary is directly affected by the fluctuation of individual performance, and the bonus is mainly affected by the overall performance of the enterprise.

1. The conditions for the implementation of performance-based wages are as follows:

1. The salary range is large enough, and the distance between the grades is widened;

2. The performance standards should be formulated scientifically and objectively; Performance measurement should be fair and effective, and the results should be linked to the wage structure;

3. There is a strong corporate culture atmosphere to support the implementation and operation of the performance evaluation system of Chanhe, so that it can play the purpose of rewarding the advanced and restraining the backward;

4. Combine the performance evaluation process with the implementation process of organizational goals, and integrate the operation of the wage system into the production and operation system of the whole enterprise.

2. The distribution form of the year-end bonus is as follows:

2. Floating bonus, such as according to the results of individual annual performance evaluation and company performance;

3. Red envelopes, which are usually decided by the boss, have no fixed rules. In short, there is a difference between performance pay and year-end bonus, and its purpose is different, and when implementing performance pay, it is necessary to combine the performance evaluation process with the implementation process of organizational goals, and integrate the operation of the wage system into the production and operation system of the entire enterprise. The standard for the issuance of year-end bonuses is based on the business owner.

Legal basis

Civil Servants Law of the People's Republic of China

Article 80 The salaries of civil servants include basic salaries, allowances, subsidies and bonuses. Civil servants are entitled to regional supplementary allowances, hardship and remote area allowances, post allowances and other allowances in accordance with state regulations. Civil servants are entitled to subsidies and subsidies for housing and medical care in accordance with state regulations.

Civil servants who are determined to be outstanding and competent in the regular evaluation shall enjoy year-end bonuses in accordance with state regulations. The salaries of civil servants shall be paid in full and on time.

Performance bonuses are not the same as year-end bonuses. Performance bonus is a one-time reward given according to the performance appraisal results of employees, that is, the company divides the salary level of the corresponding position of the employee into two parts when the personnel and posts are not completely matched, one part is fixed, and the other part is adjusted according to the performance; The year-end bonus is an uncapped reward given to employees by the company every year, and it is an affirmation of the work performance in the past year.

Legal basisArticle 46 of the Labor Law of the People's Republic of China.

The distribution of wages shall follow the principle of distribution according to work, and equal pay for equal work shall be implemented.

The level of wages has been gradually raised on the basis of economic development. The state Duan Chun implements macroeconomic regulation and control of the total amount of wages.

Article 47.

Employers shall, in accordance with the characteristics of their production and operation and economic benefits, independently determine their wage distribution methods and wage levels in accordance with the law.

Hello Liang, performance and bonus are not the same thing, first of all, performance is determined by the performance appraisal results of the core functions of the post, and the general company has a certain performance appraisal coefficient, which is determined by this acorn source coefficient. The bonus is based on the employee's special contribution and overall collaboration effect, and is determined according to the employee's contribution to the company, and the employee can exceed the task, so the performance and bonus are different.

Total wages are made up of hourly wages, piecework wages, bonus key points, allowances and subsidies, overtime wages, and wages paid under special circumstances. Performance refers to the degree to which an organization, team or individual completes a task well under certain resources, conditions and environments, and is a measure and feedback on the degree of goal achievement and achievement efficiency, including performance pay and performance bonus. The year-end bonus refers to the uncapped reward given to employees by the company at the end of each year, which is an affirmation of the work performance of the past year.

The amount and form of the year-end bonus are generally adjusted by the enterprise itself according to the situation.

The year-end bonus refers to the uncapped reward given to employees by the company at the end of each year, which is an affirmation of the work performance of the past year. The amount and form of the year-end bonus are generally adjusted by the enterprise itself according to the situation. A good year-end manuscript reward method should have a good evaluation index, evaluation method, distribution rules and other corresponding systems, which can effectively motivate employees and increase corporate cohesion.

Legal basis

Provisions on the Composition of Gross Wages

Article 4 The total salary shall be composed of the following six parts:

1) Hourly wages;

2) piece-rate wages;

c) bonuses; iv) allowances and subsidies;

5) Overtime wages;

6) Wages paid under special circumstances. 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 3 Total wages refer to the total amount of labor remuneration paid directly by each unit to all employees of the unit within a certain period of time.

The calculation of gross wages shall be based on the total remuneration paid directly to the employee. Article 10 Wages paid under special circumstances. Includes:

1) Wages paid according to the hourly wage standard or a certain proportion of the hourly wage standard due to illness, work-related injury, maternity leave, family planning leave, marriage and funeral leave, personal leave, family visit leave, regular leave, suspension of work and study, performance of state or social obligations, etc., in accordance with national laws, regulations and policies;

2) Additional wages and retained wages.

There is a difference between a performance bonus and a year-end bonus. The performance bonus is a one-time reward given according to the performance appraisal results of employees, that is, the company will divide the salary level corresponding to the employees into two parts when the personnel and posts are not completely matched, one part is fixed, and the other part is adjusted according to the performance; The year-end bonus refers to the uncapped reward given to employees by the company at the end of each year, which is an affirmation of the work performance of the past year.

Article 46 of the Labor Law of the People's Republic of China The distribution of wages shall follow the principle of distribution according to work, and equal pay for equal work shall be implemented. The level of wages has been gradually raised on the basis of economic development. The state implements macroeconomic regulation and control over the total amount of wages.

Article 47 of the Labor Law of the People's Republic of China An employer shall, in accordance with the characteristics and economic benefits of its own production and economic benefits, independently determine the wage distribution method and wage level of its own unit in accordance with the law.