What is Basis Salary and What is Performance Compensation? Public institutions .

Performance salary: also known as performance salary increase, incentive salary or salary linked to evaluation, is based on the job position where the employee is hired, according to the technical content of the post, the size of the responsibility, the labor intensity and the environmental advantages and disadvantages to determine the post level, the economic benefits of enterprises and institutions and the price of labor to determine the total amount of wages, based on the labor results of the labor of the employee to pay labor remuneration, is the labor system, personnel system and wage system closely combined wage system. Performance pay is composed of four parts: basic salary, age salary, post salary and incentive salary.

It was decided that the performance-based salary system of public institutions in China will be implemented in three steps: the first step will be implemented in compulsory education schools from January 1, 2009; The second step is to cooperate with the reform of the medical and health system, especially the implementation of the basic drug system, from October 1, 2009, in disease prevention and control, health education, maternal and child health care, mental health, emergency treatment, blood collection and supply, health supervision and other professional public health institutions, township health centers, urban community health service institutions and other primary medical and health institutions; The third step will be implemented in other public institutions from January 1, 2010. At the same time as the implementation of performance-based wages, public institutions also pay living allowances to retirees.

It should be performance-based salary, which is linked to personal performance. It has nothing to do with the base salary.

Performance salary, in layman's terms, is commission, there is a corresponding assessment, more work, more pay. It has nothing to do with the base salary.

Performance salary, in layman's terms, is commission, there is a corresponding assessment, more work, more pay.

The performance salary of public institutions is composed of two parts: basic performance and reward performance, and in layman's terms, basic performance is the original salary slip of fragments, such as meal allowance, retention allowance, job allowance, etc., and so on, and become an integer, which is the basic performance. However, this round number is stipulated, and what position and title are fixed in the performance salary reform document. In the future, the salary slip will be relatively simple, and there are three main ones:

Post salary, salary scale, basic performance. Reward performance is all the benefits that the unit itself gives to employees, which are collectively referred to as reward performance.

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

Performance pay refers to the number of years you have worked in the unit, which is calculated on an annual basis, and the more years you have, the more wages you have. For example, the performance salary of an employee who has worked in the company for 10 years will be higher than that of an employee who has worked for 9 years.

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

, the basic salary is at least the minimum guarantee? Performance-based pay is the result of your company's performance appraisal!

The basic salary is set, and the enterprise generally follows the local minimum wage level. All others are added to the performance salary, and the performance salary changes according to the performance score of the month.

Performance-based pay refers to the payment of wages and bonuses according to the performance of employees;

The basic salary is the salary that is paid to you on a fixed basis;

Performance Pay: Basic Salary:

If the company is in breach of contract, you can apply for labor arbitration or even labor litigation.

The base salary is the salary that includes your allowances, overtime pay, etc.

The basic salary is the minimum wage for regular hours, that is, eight hours a day, five days a week, and 21.75 days a month.

Performance-based wages are mainly paid according to the third type of labor of employees, that is, solidified labor, which is a typical wage system that judges heroes with results and determines employee remuneration based on actual and final labor results.

The basic salary remains unchanged, and the performance salary fluctuates with the company's performance.

Salary = basic salary + performance salary, and performance pay is related to your company's rules.

For example, your basic salary is 2,300 per month, and the company's monthly sales reach 30,000, and the company's performance rules are to calculate a point for you, then this month's performance salary is 300 yuan, then your salary is 2,600 yuan. Thank you.

If the company is in breach of contract, you can apply for labor arbitration or even labor litigation.

Monthly salary = basic salary + performance salary, and then the performance salary is actually a fixed value, what does it mean? Shouldn't performance-based pay be floating?

What is the nature of your unit? Private companies? State-owned enterprises? Undertaking?

The performance-based salary of public institutions is basically the situation you mentioned.

The baseline you mentioned is the basic performance salary, which must be paid to individuals according to regulations. There is also a part of the reward performance, which is assessed and issued according to the situation of each unit and the individual, and the reward performance will generally be less than the basic performance. The proportion of the full business is generally the basis:

Reward = 7:3, the difference is generally 6:4, and self-support is generally 5:5.

Every year, the Ministry of Labor and Social Security publishes a benchmark for wage increases, like the "minimum wage" (you should have heard of this), and uses this benchmark to ensure some rights and interests of employees.

Take Guangdong as an example, for example, if you had a salary of 2,000 months last year, you will take out the benchmark of 7% wage growth this year, 2,000

That is, on average, your salary will rise to 2140 months.

But!! This is just an analogy, because it involves the efficiency of your business itself, your original salary level and other factors. This year, Guangdong's wage growth benchmark is 7%, the upper line is 12%, and the lower line is zero or negative growth.

In other words, wages this year will definitely not rise as much as in the previous two years, and it is possible that wages will not rise or fall (offline).

In fact, the biggest change is this downline, because in the first two years, the downline was about 5%, and this year it can become a negative growth, which means that in the first two years, at least 5% of the wages of employees should be given, and this year it can be reduced back...

This blog has a baseline of wage growth from previous years, which can be used as a reference: