Article 1 This system is based on national laws and regulations and the actual situation of the company's salary management regulations.
Article 2 This system adheres to the principle of internal fairness and external competitiveness.
Article 3 The employees referred to in this system are all the personnel of the company (excluding the chairman and general manager), and the ordinary employees refer to the employees below the rank of department manager.
Article 4 The company has set up the Salary Assessment Committee, which is responsible for the evaluation and deliberation of the annual job classification, performance pay, excess task awards, year-end benefit bonus program and special bonus issuance.
Article 5 This system applies to all employees within the company's establishment (excluding the chairman and general manager).
Chapter II Remuneration Methods and Scope of Application
Article 6 The Company's remuneration methods are categorized into four: piece-rate wage system, annual salary system, negotiated wage system and performance-based wage system.
Article 7 The piece-rate wage system is applicable to production workers. Piece-rate wage system is adopted for the wage management of production workers, which is paid on the basis of monthly assessment according to the output of the workers, and the specific payment is carried out in accordance with the "Provisional Measures for the Salary Management of Production Workers". For the seasonal workers and student workers' salary management, each unit can draw up a plan according to its own actual situation and submit it to the Human Resources Department for approval before implementation.
Article 8
The annual salary system applies to the general manager and core deputy general manager of each division and subsidiary. The annual salary salary is approved by the general manager according to the annual task of the total annual salary. The salary of the employees who implement the annual salary system consists of three parts: monthly salary, half-yearly assessment salary, annual assessment salary, and its salary ratio is 4:2:4 . Excessive completion of the task at the end of the year in accordance with the provisions of the economic responsibility statement, the Department of Enterprise Planning assessment issued by the excess bonus.
Article 9
Negotiated wage system is applicable to the company's introduction of science and technology and senior management personnel, according to the specific circumstances of the Ministry of Human Resources approved by the general manager for approval.
Article 10
The performance pay system is applicable to employees other than those who implement the above three types of pay system. The entire remuneration is divided into fixed salary, performance salary, seniority salary, over-task award, year-end efficiency bonus, and special incentives.
Chapter III Structure and Content of Performance Wage System
Article 11 The salary grades of the employees shall be determined according to the nature of the positions and the specific conditions of the personnel on duty.
Article 12 The amount of the employee's salary grade refers to the sum of the fixed salary and the standard performance salary, and the ratio of the two is determined according to the actual situation of each post.
The ratio of fixed salary to standard performance salary for the deputy general manager grade is 6:4;
The ratio of fixed salary to standard performance salary for the department manager grade is 7:3;
The ratio of fixed salary to standard performance salary for positions at the general employee grade is 9:1;
The ratio of fixed salary to standard performance salary for positions at the research and development staff is 6:4.
Article 13
Performance pay:
Performance pay = individual standard performance pay * performance appraisal coefficient (build your own table)
Article 14 Employee's seniority pay.
The standard of calculation of seniority wage of this enterprise: the employee joins the new company to sign a contract for one year after the beginning of the calculation of seniority wage of this enterprise, each person 10 yuan / month, and after that, the seniority wage of this enterprise for each additional year of seniority increase by 10 yuan, increased to 150 yuan / month until the end, and will not be increased thereafter.
Article 15 Excess Task Award.
Research and development personnel according to the progress of the project and the effect of the project bonus as appropriate; according to the R & D project in the market profitability of the results of the bonus.
Sales staff when the performance appraisal results to meet the standards, and over completion of the sales task and payback task, the company according to the area and the staff over completion of the sales volume, over completion of the amount of money back to the sales bonus issued.
Purchasing staff at the end of the year in accordance with the part of the task in excess of a certain percentage of the annual cost of the task issued by the excess bonus.
Article 16 The research and development personnel shall be granted innovation bonus according to the relevant regulations.
Article 17 The Company may grant year-end efficiency bonus after accomplishing the business task targets required by the Board of Directors.
Article 18 The specific amount of annual year-end efficiency bonus shall be proposed by the general manager and reported to the board of directors for approval. The specific distribution plan shall be prepared by the Enterprise Management Planning Department of the Company and submitted to the general manager for approval.
Article 19 If an employee's sick leave exceeds 15 days in a year, and welfare leave exceeds 30 days in a year (except for national holidays and annual leave of the Company), or if he/she has worked for less than 12 months for reasons such as probationary period, the year-end bonus shall be calculated by dividing the number of months he/she has actually worked by 12 months.
Article 20 Employees who leave the company before December 31 of each year for whatever reason shall not be entitled to the year-end benefit bonus of that year, and the time of leaving shall be subject to the approval of the Human Resources Department of the company.
Chapter IV Performance Wage System Salary Levels
Article 21 The salary levels of the positions shall be determined after the employees are regularized and fixed, and the salary levels of each position shall have a certain fluctuation range. The general manager shall determine the level of the positions above the department manager, and the human resource department shall determine the actual position level of the ordinary employees based on the assessment results, and report it to the general manager for approval.
Article 22 The company's salary appraisal committee decides the promotion or demotion of employees' positions every year based on the comprehensive scores of employees' work performance, attitude and ability.
Article 23 The salary grade is divided into three levels, which are the deputy general manager level, the manager level and the general employee level.
Article 24 The deputy general manager level is divided into five levels, A, B, C, D and E. The deputy general manager level can be promoted or demoted within the five levels.
Article 25 The manager level is divided into eight levels: A, B, C, D, E, F, G, H. Different managers have different levels, and they can be promoted or demoted within their corresponding adjustments.
Article 26 The ordinary employee layer is divided into A, B, C, D, E five levels, of which each level is divided into a number of grades, *** 28 grades.
Article 27 After the adjustment of the employee's position, his/her position level is adjusted accordingly.
Chapter V Probationary Salary
Article 28 The probationary period of the company's employees is generally three months, and can be extended to a maximum of six months under special circumstances.
Article 29 The employee shall receive the agreed probationary salary on a monthly basis after joining the company.
Article 30 The assessment basis during the probationary period shall be determined by each department and the Human Resources Department according to the actual situation.
Article 31 The probationary salary shall be agreed upon separately between the Human Resources Department and the probationary employee.
Chapter VI Remuneration Organization and Issuance
Article 32 The chairman of the Remuneration Evaluation Committee shall be the general manager of the Company, the vice-chairman shall be the vice president of administration and the vice president of finance, the manager of the Human Resource Department shall be the executive vice-chairman, and the other members shall include the main persons in charge of the centers and the business divisions.
Article 33 The chairman of the Remuneration Assessment Committee is responsible for proposing the direction of the overall remuneration policy, the vice president of administration is responsible for proposing the incentive target, the vice president of finance is responsible for proposing the remuneration cost target, and the manager of the Human Resource Department is responsible for providing the specific plan and organizing the remuneration adjustment working conference after the annual performance evaluation. The salary adjustment working meeting mainly discusses issues related to salary incentives, such as salary grade adjustment, year-end benefit bonus program, and issuance of special allowances. Specific employees' salary grade adjustment and various salary payments are implemented by the Human Resources Department according to the results of the salary adjustment working conference and performance appraisal.
Article 34 The Human Resources Department is responsible for organizing the preparation of the monthly salary payment plan and submitting it to the General Manager for approval before sending it to the Finance Department for implementation.
Article 35 The Enterprise Management Planning Department is responsible for the preparation of the annual benefit bonus payment program, submitted to the general manager for approval, and then sent to the Finance Department for implementation.
Article 36 Employees' fixed salary, seniority pay is paid on the 8th of the month, monthly performance pay is paid on the 8th of the next month, and quarterly performance pay is paid on the 25th of the first month of the next quarter. Each production unit must submit the previous month's payroll to the Human Resources Department for review before the first day of the following month.
Article 37 Employees' bonus for over-tasking shall be paid quarterly or annually according to the appraisal.
Chapter VII Supplementary Provisions
Article 38 The Company has the right to independently decide the wage relationship, wage standard and its reward and punishment programs for all internal employees.
Article 39 These provisions are part of the company's enterprise management system and are interpreted by the Human Resources Department.
Article 40 The company implements the wage confidentiality system, individuals shall not disclose their wages to others, but also to ask others, and shall not discuss with each other, or will be punished according to the circumstances.
Article 41 The provisions of this September 1, 2003 from the beginning of the trial.