Salary scale, salary scale salary standard comparison table

There are two aspects to the pay scale: grading and grading. As shown in the example below, there are 15 levels of remuneration, each of which consists of five levels.

So what do they mean?

Purpose or meaning: to classify positions of the same or similar value into the same salary class. In the example above, "2 to 16" means that all positions in an enterprise can be divided into 15 categories or 15 grades.

If the enterprise organization is a bureaucratic structure, such as a large state-owned enterprise, the number of salaries is relatively large, and the "bandwidth" of each salary level is relatively small; If the organizational structure of the enterprise is relatively flat, such as the high-tech company Google or Microsoft, the number of salary levels is relatively small, and the corresponding "bandwidth" of each salary level is much larger.

"Grade" is to divide the difference between each salary and so on into n grades, and each position can be adjusted in different grades in the same salary level according to the matching degree of personnel and posts. For example, in the above example, each salary level is divided into 5 levels, and some are divided into 7 levels. The purpose is to make the salary at the same level have more room for improvement, and each level also represents the different ability performance of employees in the same position.

The "number of grades" is mainly set according to the nature of the post and the number of posts, not too much, not too little, which reflects the salary improvement path of employees in the same position, and also represents the improvement of different levels of employee ability.

The type of pay scale can be divided according to criteria such as job, ability, comprehensive structure, etc.:

Competency-based remuneration system.

1) Technical grading system: a kind of salary grade that divides employee grade and wage level accordingly according to the technical complexity and labor proficiency mastered by the employees of the enterprise. The differences in grades shown by the technical hierarchy are reflected in the technical grades and salary scales.

2) Ability qualification system: It refers to a salary system that is graded according to ability and qualification. A typical representative is the seniority sequence system, that is, the salary scale is determined according to the length of service of the employees of the enterprise and the salary amount calculated by the corresponding length of service, which is a salary grade system under the lifelong employment relationship.

2. Work remuneration system.

The work remuneration system is divided into the post salary system and the post salary system. When choosing between these two pay scales, it's just "work" that needs to be considered, not "people". Because the job pay system, as the name suggests, is set up for the classification of jobs, who holds what level of work, who will receive what level of salary accordingly.

3 Comprehensive remuneration system.

The comprehensive compensation system refers to a hierarchical compensation system that combines various standards to set the structure of the salary unit. In other words, usually the compensation manager will consider the work, ability and other factors together, and distribute the salary among different payment factors, forming a composite salary scale system.

The salary unit usually includes four aspects: basic salary, post salary, skill salary and annual merit salary.

The "Listing Policy" of the "Management Listing" series of YINTL (Yingteng Consulting) has described the salary scale in detail and compared the special characteristics of different types of salary scale.

1) Hierarchical salary grade typeHierarchical salary grade type: the characteristic is that the enterprise includes more salary grades, which are arranged in a pyramid shape, and the improvement of employee salary level is increased with the upward development of individual post levels; This type of hierarchy is common in established, hierarchical businesses.

Tiered pay level type, because there are many grades, so the salary fluctuation range of each grade is generally smaller.

2) Broad pay scale types.

Broad salary grade type: characterized by the fact that the enterprise includes fewer salary grades, in a parallel shape, and the increase in the salary level of employees can be increased because of the upward development of individual post levels, or it can be increased by horizontal work adjustment; This type of pay scale is common in less mature, business-agile businesses.

The comparison table of salary scales and wage standards is as follows:

Professional and technical personnel: from the current 1,150 yuan to 3,810 yuan per month to 1,390 yuan to 4,850 yuan per month.

Management personnel: from the current 1,150 yuan to 3,770 yuan per month to 1,390 yuan to 4,770 yuan per month respectively.

Workers: The current monthly rate of 1,130 yuan to 1,640 yuan will be increased to 1,360 yuan to 2,010 yuan per month respectively.

Pay scale refers to the salary scale established on the basis of the performance and seniority of the staff member. The salary scale is determined by the corresponding"Pay scale"It is determined that 65 salary scales will be set for professional and technical personnel and management personnel, and 40 salary scales will be set for workers, and each salary scale will correspond to a wage standard. The salary scale needs to be raised"Specific years of service at different levels of positions"with"The number of years of arbitrage"Two pieces of information are OK.

The length of service refers to the number of years from the year of formal employment to the year of the current post, which is calculated on an annual basis according to the actual employment time to 2006 (only the reform of the wage system is applicable).

When the salary is changed, the length of service in the same level of post can be calculated together. For example, if an assistant researcher of a research institution is hired as a lecturer in a university, the tenure of the lecturer and the assistant researcher can be combined.

The number of years of arbitrage = years of work + the number of years of study in school without counting the length of service, which must be deducted since 1993 except for the probationary period.

The comparison table of grade salary grades is as follows:

Salary standard for civil servants (leadership positions): 4,000 yuan per month for state-level positions; 3,200 yuan per month for national-level deputy positions; Provincial and ministerial level positions 2,510 yuan per month;

Provincial and ministerial level deputy 1,900 yuan per month; 1410 yuan per month for department-level positions; Department and bureau level deputy 1080 yuan per month; 830 yuan per month for county-level full-time positions; 640 yuan per month for deputy positions at the county and department level.

The Comparison Table of Civil Servants' Salary Reform Grade Standards is a collection of the latest civil servants, public institution personnel's salary scales, standard comparison tables and other data software that began to be implemented in July 2006.

In the reform of the wage system of public institutions, a four-part post performance wage system will be established. Post performance pay includes four parts: post salary, salary scale salary, performance salary and allowance subsidy.

The comparison table of grade salary grades is as follows:

Salary standard for civil servants (leadership positions): 4,000 yuan per month for state-level positions; 3,200 yuan per month for national-level deputy positions; Provincial and ministerial level positions 2,510 yuan per month;

Provincial and ministerial level deputy 1,900 yuan per month; 1410 yuan per month for department-level positions; Department and bureau level deputy 1080 yuan per month; 830 yuan per month for county-level full-time positions; 640 yuan per month for deputy positions at the county and department level.

The Comparison Table of Civil Servants' Salary Reform Grade Standards is a collection of the latest civil servants, public institution personnel's salary scales, standard comparison tables and other data software that began to be implemented in July 2006.

In the reform of the wage system of public institutions, a four-part post performance wage system will be established. Post performance pay includes four parts: post salary, salary scale salary, performance salary and allowance subsidy.

1. Applicable levels of wages.

Level 5: Basic familiarity with the skills required for the position, but in an ordinary state (generally applicable to those who have just become a regular (post)).

Level 4: Basic mastery of the skills required for the position (required to work in the company for more than one year).

Level 3: Possess the skills required for the role, and have excelled in some aspects (required to work for a company.

More than three years of backbone or excellent employees of the company).

Level 2: Master and be competent in all aspects of the skills required by the position, and very good (i.e., work in the company for 3.

years or more and become an expert or authority in a certain field).

Level 1: Fully possess all the skills required for the role, and be excellent, creative, and have significant specialities.

Contribution (this level emphasizes working in the enterprise for more than three years and having a significant or special contribution to the enterprise).

2. Applicable personnel at all levels of employees:

6th class: security, porter, cleaning.

5. Salesman, clerk, clerk, clerk, financial and accounting personnel, electrician, driver, inspector, warehouse keeper.

4th class: department sponsor, host accountant, technician (assistant engineer), workshop director, deputy department manager, and assistant economist, senior technician, college degree personnel.

3rd class: department managers, engineers, economists, technicians, and personnel with a bachelor's degree.

2nd class: deputy general manager, senior engineer, senior economist, senior technician, and personnel with master's degree.

1st class: chairman, general manager, senior engineer (technical leader), senior economist (chief economist), special technician, doctoral degree personnel.

3. Salary structure:

Total salary = basic salary (slightly higher than the local minimum wage standard) + post salary (management subsidy) + floating salary (performance salary) + seniority salary ** will be calculated from the second year after the positive salary, plus 50 yuan per year, with a cap of 500 yuan, except for specially hired personnel).

Examples of fourth, sixth, fifth-grade systems:

1. 80% of the basic salary during the probation period should be higher than the local minimum wage standard, such as when the local minimum wage standard is 1500, the basic salary is set at 2000.

2. After the electrician is hired and turned into a regular worker, he has no academic qualifications and no skill certificate, and he can have a post salary according to 5 to meet the standard of 25% of the industry. If you have obtained a college certificate or a senior technician certificate, you can include the starting salary of the 4th class (the same as the 3rd level of the 5th class), and after obtaining the technician certificate, you can include the starting salary of the 3rd class (the same as the 3rd level of the 4th class).

3. The annual salary system for external experts is not implemented according to the above standards for the time being.

Salary scale division refers to a set of salary grades and rank systems formulated by enterprises for employees, which usually include the following aspects:

1.Salary scale: According to the work ability, work experience, educational background and other factors, the company divides employees into different salary scales, and each level corresponds to a certain salary range and benefits.

2.Position level: According to the employee's job responsibilities, rights and responsibilities and other factors, the company divides employees into different job levels, and each level corresponds to a certain salary range and promotion space.

3.Job level: According to the employee's work performance, ability level and other factors, the company divides employees into different job levels, and each level corresponds to a certain salary range and promotion opportunities.

4.Performance level: According to the work performance, work results and other factors of employees, the company divides employees into different performance levels, and each level corresponds to certain salary rewards and benefits.

Salary scale classification can help enterprises to carry out salary management and performance management, so as to motivate employees' work enthusiasm and creativity, improve employee job satisfaction and enterprise performance. Enterprises should flexibly design and implement salary grades and rank systems according to the actual needs and work performance of employees, and provide employees with better salary benefits and promotion opportunities, so as to attract and retain outstanding talents and provide support for the long-term and stable development of enterprises.

The salary scale is determined by the calculation of the length of service in school and the number of hours worked, which refers to the number of years of service from the year of enrollment. In practice, the actual working age is generally used to calculate the length of service, rather than the time spent in school.

Article 47 of the Labor Law 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 48 of the Labor Law The State implements a minimum wage guarantee system. The specific standard of minimum wage shall be prescribed by the people of provinces, autonomous regions and municipalities directly under the Central Government, and shall be reported to Lao Zheng for the record.

The wages paid by the employer to the employee shall not be lower than the local minimum wage.

The common salary grade classification standards include job evaluation method, task evaluation method, ability evaluation method, and performance evaluation method.

1. Job evaluation method:

Determine the salary scale of the position based on factors such as the difficulty, complexity, rights and responsibilities of the position. This method is suitable for large enterprises or institutions.

2. Task evaluation method:

According to the work tasks of employees, evaluate the work value and role of employees, and determine the salary level of employees. This method is suitable for small and medium-sized enterprises.

3. Ability evaluation method:

According to the employee's ability, experience and other factors, evaluate the employee's contribution to the enterprise, and determine the employee's salary grade. This approach is suitable for companies that focus on talent development.

4. Performance evaluation method:

According to the performance evaluation results of employees, determine the salary level of employees. This method is suitable for businesses that emphasize performance management.

In short, the salary level division standard should reflect fairness, reasonableness, competitiveness and incentives, not only considering the economic responsibility of the enterprise, but also paying attention to the performance and contribution of employees, so as to ensure the stable development of the enterprise and the enthusiasm and loyalty of employees.

Salary Profile:

In a sense, compensation is a variety of rewards for an organization's contribution to its employees, including their attitudes, behaviors, and performance.

Broadly speaking, compensation includes external rewards such as salary, bonuses, and time off, as well as internal rewards such as participation in decision-making and greater responsibility. External remuneration refers to the various forms of remuneration that employees receive from outside themselves as a result of the employment relationship, also known as external remuneration. External compensation includes both direct and indirect compensation.

Direct remuneration is the main component of employee remuneration, which includes the basic remuneration of employees, that is, basic salary, such as weekly salary, monthly salary, annual salary, etc.; It also includes employee incentive compensation, such as performance pay, dividends and profit sharing.

Indirect compensation is benefits, which include various insurances, non-working day wages, additional perks, and other services provided by the company to employees, such as bachelor apartments, free working meals, etc.

Internal returns refer to the psychological returns felt by employees themselves, which are mainly reflected in some social and psychological returns. This generally includes participation in corporate decision-making, access to a larger workspace or authority, greater responsibility, more interesting work, opportunities for personal growth, and diversification of activities.