1, basic salary.
The basic salary is set to ensure the basic living income of employees. The lower limit of the basic salary is generally greater than the local minimum living security line. Considering the annual basic income and rank comprehensively, the basic salary of employees with lower ranks accounts for a higher proportion of wage income.
2. Length of service salary.
The establishment of seniority salary is to reward employees' loyalty to the company and enhance the cohesion of the company. The determination of seniority salary is positively related to the number of years of continuous service in the company.
Length of service salary is generally limited to 10 years. Enterprises are always under the pressure of cost control. People's value is devalued, and training can only slow down the decline of value. Therefore, to encourage employees to move appropriately, we need different ways of thinking to innovate operations. The length of service does not represent the actual ability of employees, which conflicts with the company's concept of paying according to the value of the position. The proportion of service salary is generally less than 15%, which should not be too large.
3. Performance pay.
The delayed payment of performance pay relative to annual salary is a short-term performance incentive method for employees, which is mainly related to the timeliness and quality of work completion. Specific performance appraisal indicators can be divided into negative indicators, quantitative indicators, qualitative indicators and temporary key task indicators.
Performance pay is an uncertain income because it is linked to the assessment results. If the floating ratio is too large, employees will increase the mobility probability because of insecurity and subjectively resist the assessment, thus increasing the difficulty of assessment and failing to improve their work performance through assessment. Performance pay comprehensively considers the annual basic income and rank. Generally speaking, the performance pay of employees with lower ranks accounts for a lower proportion of wage income.
4. Long-term floating reward.
Long-term floating rewards can reflect the fairness of internal income and the positive correlation between employee income and company performance: when the company fails to achieve its set goals, it can be achieved by reducing the number of long-term floating rewards; When the company overfulfils the set target, it can be achieved by increasing the number of long-term floating prizes.
There is no limit to the specific amount and weight of the long-term floating prize, but the overall amount and weight should not be too large. Long-term floating rewards are icing on the cake, and wage income is rigid. To consider the sustainable development of enterprises, there is an adequate salary reservation mechanism, so the amount should not be too large.
5. Subsidies or subsidies.
All kinds of subsidies or subsidies are compensatory, and none will affect the satisfaction of employees. Subsidies or subsidies belong to the company's extra labor costs, and the general company will strictly control them. Specific items such as communication subsidies, transportation subsidies, lunch subsidies and rent subsidies.
Calculation method
Basic salary = basic salary+post salary+various allowances+overtime pay.
Assessment salary = monthly assessment salary+quarterly assessment salary+annual assessment salary.
Employees who implement the daily wage system or piecework wage system shall be executed in other ways.