In order to further play the role of bonus leverage, improve the company's production and business management system, promote the overall development of the company, in reducing production costs to better tap the potential of people to play the human subjective initiative, we have been issued in accordance with the previous period of the specific circumstances of the bonus, to further improve the bonus assessment and distribution program.
First, the standard ratio of bonuses for all types of personnel
In general, according to the completion of the target and the responsibility for the work of the two factors to determine the proportion of internal bonus distribution, that is, the main job (job) is higher than the auxiliary duties (job); heavy labor is higher than the light labor; complex labor is higher than simple labor. For example, the first level of bonuses are producers and production managers; the second level of bonuses are the main operators and logistics managers; the third level of bonuses are general logistics personnel and auxiliary personnel.
Company personnel classification
1, management line: refers to managers engaged in the company's high-level decision-making managers and staff engaged in administration, finance, personnel and other work. Specifically, it includes personnel above the level of vice president in charge of production, equipment, finance, etc. and the staff of the office, finance department, personnel department and other departments.
2, production line: refers to personnel directly engaged in production activities and management of production. Including ironmaking, sintering, pelletizing and other plants belonging to the personnel.
3, auxiliary line: refers to the personnel directly serving or coordinating the production activities of the production plant. Including the general adjustment, quality control, safety, legal supervision, fleet, technical equipment, field management, procurement, warehousing and other departments.
Second, the determination of the total amount of incentives
The total amount of incentives refers to the assessment of the main technical and economic indicators other than salary income as the company's incentive fund for all employees. There are the following main technical and economic indicators of the assessment:
1, according to the monthly gross salary minus the balance of wages payable (excluding overtime pay) to extract bonuses, the formula is:
The total amount of bonuses = {Program gross salary (1.1 million yuan) - wages payable (excluding overtime pay)}? Bonus calculation ratio (100%)
The total amount of bonus should fluctuate with the level of wages payable by the company.
2. The bonus is calculated according to the degree of excess of monthly production. The bonus shall be withdrawn in equal proportion to the degree of excess of the target production. The formula is:
Monthly bonus = {monthly production - monthly target production (25000 tons)} ? Award ratio (40 yuan / ton)
3, according to a certain percentage of the amount of savings in spare parts to extract the total amount of bonuses, the main purpose is to reward employees in the production process due to savings in spare parts and make contributions. The formula is:
Total bonus = {monthly spare parts consumption quota (1 million yuan)/monthly target production (25,000 tons)}-{monthly actual spare parts consumption/monthly actual production)? Ratio of prize (1000 yuan/ton)}
4, according to the degree of savings in the furnace coke ratio to extract the total amount of bonuses, the main purpose is to reward employees in the production process due to the contribution of fuel saving. The formula is:
Monthly total bonus = {monthly realized furnace coke ratio - monthly target furnace coke ratio (560kg/t)} ? The ratio of prize (3,000 yuan)
Third, the departmental bonus allocation principles to determine
Adopt the coefficient method of distribution .
The coefficient method is based on the evaluation of labor by post, according to the departmental staff labor intensity or workload size, labor technology content and the size of the responsibility borne by the department to determine the departmental bonus coefficient; and then according to the departmental completion of the task, according to the coefficient of distribution.
Departmental bonus amount = total company bonus ? Departmental bonus coefficients
Departmental bonus coefficients
1, vice president of the Office of 0.0237, 2, ironmaking plant 0.4150, 3, sintering plant 0.1305, 4, the General Adjustment 0.0297, 5, technical equipment 0.0137, 6, quality inspection 0.0525, 7 law supervision 0.0333, 8, procurement 0.0228, 9, machine shop 0.0731, 10, power plant 0.0351, 11, fleet 0.0509, 12, safety 0.0059, 13, warehouse 0.0091, 14, field management 0.0157, 15, pelletizing plant 0.0636, 16, office 0.0157, 17 financial 0.0065, 18 personnel 0.0033.
Adjustment of departmental award coefficients is based on the decision of the highest decision-making level of the company.
Fourth, the principles of individual bonus distribution to determine
1, the department in the distribution of individual bonuses, should be based on the size of the job contribution and personal completion of the task to determine the post of the bonus, the company does not interfere in general with the distribution of departmental bonuses to individuals.
2. Oppose the practice of reserving part of the bonus for financial expenses. Departments are not allowed to deposit the reserved bonuses into the accounts of department heads or other employees.
3, the department head (including deputy) of the bonus can not be higher than the department's average bonus of four times.
4, the bonus issued by the implementation of staffing system. On the basis of the number of existing staff, the bonus will no longer consider the number of departments to increase and reduce the number of staff, that is, the number of existing staff as one of the basis for the award.
V. These measures from the date of issue of the implementation of the previous provisions relating to bonuses are abolished.
Part II: Departmental bonus allocation program
In order to encourage all colleagues to work together *** with the company to achieve the company's various production goals, and strive to improve product quality, to create better benefits for the company, while sharing the results of hard work, the following program:
First, in the following production and quality indicators to meet the standard, the company has a certain benefit under the premise of calculating bonuses:
First, in the following production and quality indicators to meet the standard, the company has a certain benefit can be Calculation of bonuses:
1, the monthly business received a single volume is enough to ensure that the plant's target production of various production plants.
2, each workshop have reached the target production (** Department ** million, ** Department ** million, ** Department ** million).
3, the quality indicators to the "**** July?December quality control objectives" identified in the monthly indicators, 80% of the indicators to reach the target.
4, the external customer deduction of the month does not exceed 100,000 yuan.
5, the production department has been calculated floating salary personnel do not calculate this bonus.
Second, assessment:
1, assessment is the basis for reward, the departments of the staff assessment rules have been introduced and have been signed by the departments to confirm that each month by the highest director of each department is responsible for the assessment rules of the subordinates for assessment.
2, each department has quantifiable indicators, but some indicators of the data may need to be provided by other departments. (Attachment: evaluation indicators and data sources of each department). Therefore, before the 8th of each month, each department needs to provide accurate data of the relevant indicators to the Ministry of Personnel.
3, by the Ministry of Personnel according to the collection of the indicators of the departmental data review of the assessment results of the departmental personnel, assessment is not true, inaccurate Ministry of Personnel has the right to increase or decrease the assessment scores, and according to the assessment results of the calculation of bonuses.
Third, the source of the bonus:
1, in order to encourage everyone to reduce costs, improve production and increase efficiency. Bonus consists of two parts: a part of the benefit bonus, when the month's benefit to reach the company's goals, the company proposed 8000 yuan as a bonus; another part of the bonus needs to be extracted from the production of savings, production to improve quality, reduce scrap, the less scrap, the more bonuses.
2, according to the factory now the actual process capacity of the workshop scrap rate set as follows: *** scrap rate ?1.5?; *** scrap rate ?1.1?; *** scrap rate ?0.9?; external customers scrap rate ?0.4%; (after the quality of the production can be modified to improve the quality of the workshop scrap rate and to modify the data for the standard)
3, if the actual production of If the actual production of waste is lower than the set area of waste, the excess area of non-waste multiplied by the company's cost price converted to the amount of savings, take out 50% as a bonus allocation.
4, the total bonus = (factory set the waste area of the month? The actual scrap area of the month)? 50% + benefit bonus
This program indicates that the better the benefit, the better the quality, the less scrap the more bonus.
Example: **** Department of total production **** (million), the production of waste ** million, set the waste rate of 1.1?That the actual production of waste reduction ** million. According to the cost price of this ** million converted into cost savings put forward 50% for incentives.
4, if a workshop in the month of scrapping area higher than the set scrapping area of the workshop managers to bear the quality of deduction, deduction standards to assessment rules prevail. External customer deductions and client scrapping rate exceeded the standard in accordance with the evaluation rules, each person to be deducted.
5, bonus calculation:
Total bonus
A, evaluation points =
The total evaluation points of the personnel of the bonus (can be calculated as 1 point = ?). Yuan)
B. Individual Bonus = Individual Evaluation Score? Personal level coefficient? Points
C, different levels of coefficients are set as follows:
Clerical level coefficient: 1
Assistant Engineer level coefficient: 1.5
Engineer level coefficient: 2
Supervisory level coefficient: 3
Managerial level coefficient: 4
Part III: Departmental bonus distribution program
Step 1: Determine the corporate Bonus package.
According to the overall economic performance of the enterprise to determine the bonuses that can be issued, commonly used to determine the company's bonus package in three ways.
The first way is to take the profits of the company as a base and share a certain percentage of the total profits between the organization and the employees.
For example: a company's year-end profit amounted to 10 million, in accordance with the provisions of the extraction of 10% of the proportion of the year-end bonus issued as employees. This is shown in the table below.
The second way is to use the progressive sharing ratio method, that is, to provide a number of profit segments, in different profit segments using different sharing ratios, the higher the profit, the higher the extraction ratio.
For example: a company stipulates that the profit amount of the standard value of 3 million, 3 million profit within the sharing ratio of 6%, between 3 million and 8 million sharing ratio of 12%, 8 million to 15 million sharing ratio of 16%, 15 million sharing ratio of 22%. As shown in the table below.
The third way is to take according to the profit margin segment to share a method, that is, the provision of a number of profit margin segments, the higher the profit margin indicates that the company's ability to make a profit is strong, the higher the profit margin segments, the higher the proportion of the net profit extraction is also higher.
For example, if the profit margin of a company is within 2.5%, no bonus will be paid; if the profit margin is between 2.5% and 5.0%, 8% of the net profit will be withdrawn to pay the bonus; if the profit margin is between 5.0% and 7.5%, 10% of the net profit will be withdrawn to pay the bonus; and so on.
Step 2: Determine the strategic contribution coefficients and departmental performance coefficients for each department of the company.
The departmental strategic contribution coefficient is an indication of the difference in the strategic contribution of each department of the enterprise to the enterprise, and requires the enterprise to evaluate the strategic contribution capability of each department. Considering the collaboration and solidarity between departments, try not to vary the strategic contribution coefficient of each department too much. For example, by evaluating the strategic contribution capability of each department, the strategic contribution coefficient of each department in the organization can be defined between [1.2 and 0.8], and the unit of change of the strategic contribution coefficient is 0.1. Usually the strategic contribution coefficient of each department is related to the business cycle in which the enterprise is located, the enterprise strategy, the enterprise business focus, the enterprise culture, the industry in which the enterprise is located, the enterprise marketing model, and the core human capital of the enterprise. The company's core human capital, and other factors are related.
Example: The strategic contribution coefficients of each department of an enterprise.
Step 3: Determine departmental bonus packages.
Example: If a department A to the company's strategic contribution coefficient of 1.2, departmental performance coefficient of 1.1, the calculation of department A bonus coefficient.
Step 4: Determine the coefficient of employee job performance.
1, according to the quantitative and qualitative assessment indicators, the results of the employee's personal performance appraisal; 2, we can define the proportion of employee performance levels in accordance with the proportion of 20%, 70%, 10%; 3, the management of the actual situation according to the design of the personal performance appraisal results and the correspondence between personal performance coefficients, for example, exceeding the expectations of the employee, the job performance coefficient is 1.3/1.4.
Step 5: Allocate departmental bonus packages to positions.
Multiply the employee's job performance coefficient by the employee's monthly base salary (which can also be calculated based on the number of job value evaluation points) and summarize.
Article IV: Departmental bonus allocation program
In order to standardize departmental management, improve work enthusiasm and efficiency, to ensure the smooth progress of the work, and gradually realize the standardization of management, standardization, and truly fair, just, according to the work of the remuneration, the development of this approach.
Scope of application
These measures apply to the Sales Department of Inner Mongolia Datang International Xilinhot Mining Company.
Principles of Distribution
According to the principle of ? The principle of distribution is according to the principle of each employee's job, distribution according to the efficiency. principle, the work performance of the employee's position assessment, and assessment and bonus linked to the distribution of bonuses, so that the bonus distribution really play its role in regulating the management of the department, so that the staff to establish a spirit of enterprise, and effectively mobilize the enthusiasm of the staff to give full play to the creativity of the staff.
Allocation procedures
The total amount of monthly departmental bonuses is issued by the human resources department of the mining company. The department allocates the total amount of bonuses for each specialty and the bonuses for the professional in charge of each specialty, and the person in charge of each specialty allocates the bonuses for each professional according to the results of the monthly assessment of the economic responsibility system.
After the allocation is completed, the head of the department will review and sign, and report to the human resources department.
Appraisal method
Based on the bonus approved by the human resources department, 30% of the total bonus is reserved for appraisal, and the rest as the basic bonus.
Distribution rules
All personnel to achieve the required number of days of attendance, no absenteeism, lateness, early departure phenomenon, no major work errors, in principle, can get the basic bonus. If there are major work errors, separate assessment.
On the basis of the basic bonus, plus departmental and professional assessment of the bonus constitutes each employee's monthly award. The calculation method of the basic bonus is based on the relevant regulations formulated by the Human Resources Department of the company.
The scope of appraisal of the appraisal bonus:
Timeliness of the completion of the monthly work plan;
Quality of the completion of the work tasks;
Training assessment results;
Timeliness and quality of the completion of the daily work;
Violation of the department of other provisions;
Assessment of the professions
The Departmental or professional commendation:
Outstanding work performance;
Rationalization proposal award;
Awards and penalties
In accordance with the contents of the "Sales Department Economic Responsibility System Assessment Measures", based on the results of the monthly assessment, the assessment of the bonus part of the secondary distribution.
Other provisions
1, this approach was discussed and approved by all employees of the Sales Department began to implement.
2, the final interpretation of the distribution of the sales department, if there is a conflict with the company's assessment system, the company system shall prevail.
Article V: Departmental bonus allocation program
A general
Article 1 In order to standardize the management of year-end bonuses issued to employees, to determine the procedures for the issuance of year-end bonuses, as well as the amount; in line with the spirit of incentives to motivate employees to work enthusiastically and positively, and to improve the loyalty of the staff and the sense of belonging; in accordance with the awarding of diligence and punishment of laziness, efficiency first, taking into account the principle of fairness in the distribution of the bonuses; in accordance with the operating conditions and development plan of the plant has been developed. According to the factory's operating conditions and development planning, we have formulated this year-end bonus distribution program.
Article 2 This provision applies to all employees of Liuzhou XXXXXX General Factory except the management team.
Article 3 This provision is only as a basis for the factory to allocate the total amount of year-end bonuses, the factory's departments need to be within the total amount of bonuses allocated to develop their own departmental distribution of the details of the year-end bonus allocation program.
Article 4 The year-end bonus distribution program of each department should take into account the interests of the core staff and ordinary staff, and make the internal relative fairness.
Article 5 The year-end bonus program formulated by each department of the factory shall be reported to the General Office for the record.
The total amount of year-end bonus and coefficient determination
Article 6 The total amount of year-end bonus is extracted from the total annual profit of Liuzhou XXXXXXXX General Factory. The specific proportion depends on the operating conditions and development plan of the factory.
Article 7: The amount of year-end bonus shall be discussed and decided by the leading members of the leading group of the factory's business performance appraisal.
Article 8 The coefficient of year-end bonus shall be discussed and determined by the leading members of the leading group of business performance appraisal.
Article 9 The year-end bonus coefficient is generally set at [0, 2], and can be greater than 2 if the plant has outstanding business performance.
Article 10 The year-end bonus coefficient is the average of the year-end bonus coefficients of the plant each year.
III Year-end Bonus Distribution Program
Article 11: Year-end Bonus Distribution Process
(A) Scoring Stage
1, the relevant departments of the factory combined with their own situation, based on the "Personnel Appraisal System", "Quality Rewards and Punishments Regulations", "Employee Code", etc., and carry out self-assessment, and the results will be reported to the integrated office;
2, the integrated office based on the self-assessment reported by each department. Office according to the self-assessment results reported by the departments as a reference, and based on the mastery of the comprehensive information for the department scoring;
(B) data analysis stage
1, the integrated office will be reported by the departments of the scoring results are summarized as the plant's annual operating results;
2, the integrated office and the results of the departments under the plant in accordance with the order of the highest to lowest sorting; based on the sorting result The comprehensive office and according to the results of the departments under the plant in accordance with the highest to the lowest order of sorting; based on the sorting results of the classification;
3, the classification results will be reported to the leadership of the leading group of business performance assessment.
(C) the formation of the program
1, the leading group of business performance assessment leadership to determine the final grade within the same grade of the plant's departments of different levels;
2, and finally different year-end bonus coefficients given to different grades, different levels of employees;
four integrated office functions
Article 12 to develop the total amount of the distribution of the year-end bonuses Methods
The total year-end bonus allocation is determined with reference to the following formula:
F (t) = Q (p)?N?M where: F (t) is the total amount of year-end bonus allocation for the current year
Q (p) = ? The total average monthly salary of the factory for the 12 months of the current year/12
N is the actual number of people working in the factory in the 12th month
M is the year-end bonus coefficient
Article 13 Principles for Determining the Allocation of Grades to the Factory
The allocation of the grades to the factory is carried out with reference to the following:
(a) It is divided into three grades according to the order of from the highest to the lowest, and the first grade The first grade is the best;
(b) If the profit of the factory in the year is zero or negative, it must be the third grade;
(c) If there is a veto target in the factory in the year, it shall not be included in the first grade;
(d) If the profit of the factory in the year is declining, it shall not be included in the first grade;
(e) Different coefficient of the end-of-the-year bonus in the same grade is allowed;
(f) Different departments in the same grade shall be divided according to the following conditions (F) different departments within the same grade in accordance with the financial indicators, development indicators, management indicators to determine the number of grades in the grade or lower a grade, lower the grade of the department in the new grade ranked first.
Article 14 determines the range of year-end bonus coefficients for different grades
Based on the division of different grades, the year-end bonus coefficients are divided into the following ranges:
The third [0, 0.5]
The second (0.5, 1.5)
The first (1.5, 2) or (2, ?).
Article 15 Determination of the scope of employees participating in the distribution of year-end bonuses
(1) Employees who have worked continuously for more than six (6) months in the organization are eligible to participate in the distribution of year-end bonuses.
(2) The following employees shall not participate in the year-end bonus distribution
1. Temporary workers;
2. Employees in medical treatment period;
3. Experts and consultants hired by the enterprise;
4. Employees on standby;
5. Employees on probationary period at the time of the year-end bonus distribution;
6. Employment contract The probationary period is not agreed in the labor contract, and the socially recruited employees who have worked in the factory for less than one month;
7, the employees who have terminated the labor relationship with the unit or left the company abnormally before the distribution of year-end bonus;
8, the internship students who are in the enterprise at the time of the distribution of the year-end bonus, or the fresh graduates who have already signed the agreement between the two parties and have already been on the job for internship;
9, the employees who the factory thinks should not be involved in the distribution of the year-end bonus. The factory thinks that the employees should not participate in the year-end bonus distribution.
V Supplementary Provisions
Article 16 The interpretation and modification of these provisions shall be carried out by the general office.
Article 17 These provisions shall be implemented from the date of promulgation.
Article 17