Questions about performance based pay schemes within the department

First set a basic salary You can refer to the minimum guaranteed wage, and then set different post allowances and performance bonuses according to different positions, so that the employee's salary is composed of three salaries and several subsidies.

Base salary 1000

The salary of the position is 300 (for example, the manager is 1000, etc., the money is different for different positions), and the performance bonus is 300

Transportation subsidy. Call allowance. Wait a minute.

Welfare, such as the New Year's holiday, birthday to send some welfare products or gifts.

Hehe, very simple question.

First of all, you have to make the salary composition, and you have to adopt the comprehensive hourly wage system.

The first part is the basic salary, which guarantees the basic living security of all employees, which can be the same, such as 800

The first is to evaluate the value of the post, that is, the salary of the post. The work is simple and repetitive and the work is complex and highly technical, for example, the salary of the porter position is 500, and the salary of the technician position is 800

The second is the performance salary part, which must be based on the assessment, the specific floating part of the design you can set according to the culture of each company, high incentive or high fixed, the general floating range is 10-50%.

Workers' performance programs are well done.

Summary. Hello, it is reasonable for the unit to pay performance and require employees to return the performance salary paid. According to Article 38 of the Labor Contract Law, if an employer fails to pay the employee in full and in a timely manner, the employee may terminate the labor contract.

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Hello, it is reasonable for the unit to pay performance and require employees to return the performance salary paid. According to Article 38 of the Labor Contract Preparation Law, if the employer fails to pay the labor remuneration to the employee in full and in a timely manner, the employer may terminate the labor contract. Hidden Dust.

Because we found that it was wrong after sending it, and the employee also raised objections, we asked for recovery and recalculation, but the employee just didn't agree.

In this case, we can only consult with the staff. You can communicate with the department manager first.

Legal analysis: The specific plan will be different from place to place, and there are regional differences, so you can consult the relevant departments for details.

Legal basis: Labor Contract Law of the People's Republic of China Article 4 The employer shall establish and improve labor rules and regulations in accordance with the law to ensure that the workers enjoy labor rights and perform labor obligations. When formulating, revising or deciding on rules and regulations or major matters directly related to the vital interests of employees, such as labor remuneration, working hours, rest and vacation, labor safety and health, insurance and welfare, employee training, labor discipline, and labor quota management, the employer shall discuss with the workers' congress or all employees, put forward plans and opinions, and negotiate with the trade union or employee representatives on an equal footing.

In the process of implementing the rules and regulations and decisions on major matters, if the trade union or employees deem it inappropriate, they have the right to propose it to the employer and revise and improve it through consultation. The employer shall publicize or inform the employee of the rules and regulations and decisions on major matters that directly affect the employee's interests.

It mainly reflects the actual performance and contribution of the staff. The State shall regulate and control the total amount of performance-based wages in public institutions and provide policy guidance. Public institutions shall independently distribute the total amount of performance wages approved in accordance with the procedures and requirements of the Jianshutong Specification.

Allowance and subsidy: 1. Allowance for hardship and remote areas:

Mainly according to the differences in natural geographical environment and social development, appropriate subsidies are given to staff working and living in difficult and remote areas. The hardship areas of Chongqing Municipality are as follows: Qianjiang County, Wulong County, Wushan County, and Yunyang County; The second-class areas include Chengkou County, Wuxi County, Fengjie County, Shizhu County, Pengshui County, Youyang County, and Xiushan Bihui County.

The assessment of hardship and remote areas shall be adjusted every five years according to the development and change situation.

2. Special post allowance subsidy:

Special post allowances and subsidies shall be implemented for personnel working in hardship, dirty, tired, dangerous and other special positions, and the state shall uniformly formulate the items, standards and scope of implementation of special post allowances.

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

Article 50 of the Labor Law of the People's Republic of China stipulates that wages shall be paid to the worker himself on a monthly basis in the form of money. Wages shall not be deducted or unjustifiably delayed.

The company's practice is illegal, and if an employment relationship has been established in accordance with the Labor Contract Law, and a written labor contract has not been concluded, a written labor contract shall be concluded within one month from the date of employment. Xiao Zhang's company did not enter into a contract with Xiao Zhang as required. In this case, it should be regarded as a de facto employment relationship.

The company changed the original agreed salary without Xiao Zhang's consent, violating the principle of "consensus". Shaw was compensated. According to the provisions, "if the employer fails to conclude a written labor contract with the employee for more than one month but less than one year from the date of employment, it shall pay the employee twice the monthly salary in accordance with the law and conclude a written labor contract with the employee."

If the employee has not concluded a written labor contract with the employer, the employer shall notify the employee in writing to terminate the labor relationship and pay economic compensation in accordance with the law. The double pay starts on the day after one month from the date of employment and ends on the day before the written employment contract is completed. "That's not true.

In fact, we judge each person's work based on their grades. In theory, the meaning is pretty much the same as you say; But in reality, in general, everyone gets paid more. Otherwise, it's a step backwards.

This is the company's regulation, there is no illegality, and it can only be negotiated with the unit If this issue is investigated, it should be considered from the perspective of total compensation; Analyze the impact of the overall performance appraisal results on performance.

For example, when you think that the average score is 90 points, the performance is the standard, and the labor cost paid at this time is the benchmark. Then, based on the analysis of the overall performance of the enterprise, the performance appraisal score can be readjusted, so that the performance score of employees is unified with the overall performance of the enterprise; Then develop relevant standards; There are no certain regulations for the formulation of standards, it depends on the specific situation of your enterprise, the labor law does not stipulate the proportion of performance pay, and the labor law does not even stipulate what kind of salary structure the enterprise should adopt, and whether it must set performance pay. It is completely set by the enterprise dust industry according to the management needs, but it only stipulates that the payment should not be lower than the local minimum wage standard.

The performance pay in the question can actually be understood as a floating salary, which can be in the form of performance salary, bonuses, commissions, etc. As for the proportion of variable salary, it is often designed differently depending on the nature of the position. For example, the floating salary ratio of sales staff and production lines is usually greater than 50%, or even fully floating; R&D's technicians are usually less than 50%, most are 40% and 30%; The floating percentage of functional logistics personnel will be smaller, usually 30% and 20%.

The principle can be summarized as follows: the greater the impact on the performance of the enterprise, the greater the proportion of variable wages in its wages.

This is feasible, as long as there are relevant provisions in the contract, and it generally does not violate contract law.

is not feasible. Because if you do this, you will just take out the salary as an appraisal, which will cause dissatisfaction among employees.

It is not feasible, because in this case, it is equivalent to deducting half of your salary, which is very uneconomical.

It is not feasible to do so. Because many employees now calculate their salaries, doing so will make employees feel that the company is really going too far.

One dollar for more than one! Do a lot for a small amount of money! It's a bit of a loss, though!

It is possible to receive performance pay. Generally, employees above the supervisor level of the company receive performance wages on a quarterly basis, that is, performance wages are paid once every three months as you mentioned above, but the difference is that the general company will pay them together with the salary, that is, on April 10 or 15, when the March salary is paid, together.

The results of January, February and March are issued together.

It is said that an employee submitted an application for resignation on April 2, and according to the provisions of the labor law, "the labor contract can be terminated by consensus of the parties to the labor contract", since the company's leaders have approved and completed the resignation procedures, it can be determined that the two parties have reached an agreement through negotiation and confirmed that the labor contract can be terminated, then they should get performance pay. Legally, all wages should be paid on the day of resignation, but in terms of general practice, for the above situation, when the salary is paid in April, you will get the performance of the above three months and the salary in March, and in May, you will get the salary for the number of days you worked in April. Because the resignation was made in April, the above three months were indeed full days.

If you want to seek legal remedy, you must first look at what parts of your performance pay are made up, and whether it is divided into basic performance pay and incentive performance pay. The basic performance salary should be issued to you, if the business salary is not completed, the relative reward performance salary will also be deducted, however, every month or every quarter you will have a "performance appraisal form", you must have a copy signed by the superior supervisor here, and the salary slip when the above performance salary is paid can go to the labor department for arbitration, of course, the arbitration is too hurtful and angry, and it will also have an impact on the future workplace, so it is recommended that you try to negotiate with the company first, if the negotiation is not good, There is only arbitration.

It should be issued, and you can find labor arbitration.

The relationship between your job responsibilities and the goals of the unit has weakened, and one possibility is that the unit as a whole adjusts the salary ratio; Another possibility is that the importance of the job has declined.

Performance-based salary: A system in which remuneration income is linked to performance.

1. Set the company's performance bonus package, the performance bonus base is equal to the sum of the performance bonus of all employees of the company, and the performance bonus package is linked to the company's sales task completion rate;

Company performance bonus package = company performance bonus base * sales task completion rate.

Employee's monthly performance bonus = the company's monthly performance bonus package * employee's monthly performance salary standard * employee's monthly appraisal results * monthly attendance hours for all employees (individual monthly performance salary standard individual monthly appraisal results personal monthly attendance hours).

This approach is suitable for small-scale companies, where employees can work hard to exceed sales targets.

2. Set up bonus packages for different departments, and the base of the departmental performance bonus package is equal to the sum of the performance bonuses of all employees in the department, and the departmental performance bonus package is linked to the company's sales task completion rate and the monthly assessment results of the department head;

Sales department performance bonus package = sales department performance bonus base * (sales task completion rate * 70% + department head assessment results * 30%)

Production department performance bonus package = production department performance bonus base * (sales task completion rate * 60% + department head assessment result * 40%)

Functional department performance bonus package = departmental performance bonus base * (sales task completion rate * 40% + department head assessment result * 60%)

Employee's monthly performance bonus = department's monthly performance bonus package * employee's monthly performance salary standard * employee's monthly appraisal results * monthly attendance hours of all employees of the department (individual monthly performance salary standard individual monthly appraisal results personal monthly attendance hours).

This method is suitable for large-scale companies, where employees can achieve sales overachieves through hard work, and the contribution of each department to the impact of sales contribution can be comprehensively considered.

Executive Performance Appraisal Form.

Name: Position: Date of Assessment:

Project and assessment content Score self-assessment Approval by superiors.

Work tasks. 50% of the company's internal information communication is completed, timely and accurate, 10 points, and 10 points are awarded for the timeliness and accuracy of document processing.

Normative document management 10 points.

Front desk reception management 10 points to complete other tasks assigned by the leader. 10 points.

Ability to work. 30% Expertise 10 points.

Organizational and coordination skills: 10 points.

Communication skills: 10 points.

Work attitude. 20% Execution 4 points.

Personal overall quality 4 points.

Team Consciousness 4 points.

Service Awareness 4 points.

Organizational discipline 4 points.

Note: A work summary must be attached for reference and review as to the completion of the work task; The administrative department assesses once a month, and the assessment form is issued on the morning of the 29th of the month, and returned to the audit team of the company's office on the morning of the 30th. In the afternoon, the results will be announced and sent to the finance.

Signature of the appraiser The general manager confirms the date of the appraisal.