管理人员薪酬制度.doc

out city created, and care masses life, focus work, in-depth investigation, more out boutique masterpiece, makes we of research results more to into led of decision vision, more to in national some has effect of newspaper Shang published, for advance work, and publicity changde play due of role. Third, information submitted to be pragmatic. Quick and timely. The ancients said: for the time system; statement back for the time being, nothing. Therefore, the submission of information to do four, that is, find the problem faster, editorial writing, send and read faster approval and feedback to implement quickly. To be true and accurate. True mainly reflect the full picture of events, one is one, two, this is the life of the information. Accuracy is primarily qualitative and quantitative questions, quantitative objective of publicQualitative logic. To be reliable and useful. We submit information to have access to decision-making, to guide and promote the work and solve practical problems. Mixed cum. On the negative information and emergency information, rapid escalation in strict accordance with the procedures, firm, newspaper, newspapers, never late, fail to report, false claim and skimming. Investee 2. supervision and insist on, around and protecting their interests to touch the truth, seek practical results. Adhere to people-oriented, the most important thing is to realize, safeguard and develop the fundamental interests of the overwhelming majority of the people. We carry out inspection, so must go deep among the masses, go deep into the realities, always pay attention to the peoples livelihood, to grasp the public sentiment, and earnestly safeguard the benefit, addressing the masses are most concerned about and reflecting the strongest issues, efforts to solve the problem of decisions implemented and not implemented. One is to stick to principles. Right of inspection is one of the most important powers of the Office, should not only dare to use, but also with caution. So-called dared to use, is to hold a number of important issues, bold supervision over supervision, track inspection, problems are not solved do not pass, the blame does not hold did not miss, dissatisfaction of the masses did not miss, the real right of supervision authority, with the benefits. Call with caution, is supervising departments should strengthen the consciousness of authorized strictly according to procedure, preventing the supervision and excessive to prevent adding burden to grass-roots. To this end, the supervision Department of the Party Committee of supervision must be under city and County party Committee Secretary-General (Office). Second, we should focus on. Is the Governor, those related to the globalEvent, Governor the protracted difficult, strong Governor during emergency urgent. Not having special departments in charge of the General Governor, under the normal procedure can do good things not Governor, not authorized by County leaders, not the Governor. Third is to solve the problem. The purpose of supervision, to resolve the problem. To adhere to and further improve the 管理人员薪酬管理制度1、总则1.1目的：为了进一步优化公司薪酬体系促进管理规范化、更好的发挥薪酬激励作用。1.2原则: 公平、公正、职能、绩效与薪酬相匹配的原则。1.3适用范围:本制度适用于公司所有记时员工（公司另有规定除外）1.4薪酬管理:公司成立薪酬及考核委员会，负责确定薪酬政策、薪酬结构、薪酬水平、各部门年度薪酬总额及绩效考核等事项，委员会组成人员为公司总经理、总经理助理、常务副总、总监、人事部经理、各职能部门经理。2、职位管理 2.1职等职级表职等领导职非领导职职等职等名称技术/生产职行政/事务职九总经理级总经理、常务副总八总监级总监、总经理助理首席设计师、总工程师七高级经理级部门经理、总经理助理、副总助理首席设计师、总工程师高级管理师、高级会计师、高级审计师六经理级部门经理、部门副经理、副总助理、大区经理高级设计师、高级工程师、高级技师高级管理师、高级会计师、高级审计师五高级主管级副总助理、大区经理、主管总监助理设计师、工程师、技师管理师、会计师、审计师、总经理秘书四主管级经理助理、业务经理、主管总监助理设计师、工程师、技师管理师、会计师、审计师、律师、高级专员、总经理秘书三专员级经理助理助理设计师、助理工程师、高级技工、组长、品质员助理管理师、助理会计师、助理审计师、专员、高级文员、区域经理、终端推广经理、行政助理、秘书二职员级经理助理技术员、技工、组长、司机、电工、品质员、搬运工文员、会计员、出纳。核算员、统计员、跟单员、资料员、行政助理、保安员一普工级普工清洁工2.1.1 凡该表中未列入的职位，按与表中工作技能要求、所负责任、劳动强度、市场薪酬标准等因素相同或相似的职等职级同等对待。2.1.2 由于公司组织架构调整或变革而有新职位产生时，由人力资源中心组织对该职位价值进行评估后，归入职等职级表中。3、薪酬结构3.1管理人员薪酬结构表类别薪酬构成基本工资职位工资效益工资加 班 费通信补贴交通补贴住房补贴伙食补贴特殊津贴提 成工龄补贴年终奖金备注总经理总监高级经理经理高级主管主管高级职员职员普工业务人员按照营销薪酬方案执行3.1.1薪酬构成各部分的定义基本工资:通过工作分析/评估而确定的底薪。职位工资：所在职位的工资。效益工资：根据公司经营效益情况发放的奖金。加班费：周末上班的加班工资（经理级以上人员和业务人员无加班费）。通信补贴：手机电话费补贴。交通补贴：工作需要的市内交通费。住房补贴：家非在合肥内人员给予的住房补贴。（在公司住宿，将不在补贴）伙食补贴：公司提供的伙食补贴费用。工龄补贴：公司对服务每满一年员工给予每月50元补助，最高补贴年限5年。特殊津贴：对引入的具有关键技术或对公司有特殊价值的员工等，当本薪酬体系确定的薪酬标准不能满足需求，或当月有特别值得褒奖的工作事迹者，可实施特殊津贴，经总经理或常务副总审批发放。提成：营销员工、研发员工结合岗位工作特点和实际有效工作量发放的奖金。年终奖：公司向职员级以上员工(含职员级)发放的年终奖金。3.2年终奖3.2.1年终奖基数职级总经理总监级经理级主管级职员级年终奖基数按合同内薪酬方案执行按合同内薪酬方案执行按合同内薪酬方案执行1.5个月1个月3.2.2年终奖核算 年终奖=全年平均工资全年绩效平均分年终奖基数3.2.3年终奖发放年终奖在农历新年放假前发放。3.2.4至当年度12月31日止入职未满1年的员工年终奖根据工作月份数按比例计算。3.2.5至当年度12月31日止未转正的不予计算年终奖。3.2.6年终奖发放前离职的不予发放年终奖。3.3补贴3.3.1 在公司住宿或用餐人员，其房补或餐补从工资中按照补贴标准扣除。住宿水电费按照公司相关规定办理。3.3.2 职员级和普工级员工无住房补贴和伙食补贴。如在公司住宿住宿费，住宿水电费按照公司相关规定办理。3.3 如在公司用餐，按照实际刷卡费用月扣除伙食费。3.4 加班费公司不安排员工正常上班时间外加班，员工因自己工作未完成自愿延长工作时间公司不计加班费，如确因工作量饱合需延长工作时间，本人需要填写加班申请单，负责人批准后方可实施可班，当月财务凭申请单计算加班工资。职员级及以上人员周日加班可以调休不予计算加班费。4、薪酬结构等级表4.1特殊部门员工薪酬计算办法4.1.1 营销中心员工：薪酬计算办法由人力资源部会同营销中心另行制订，其它按照本制度执行。4.1.4 生产中心员工：薪酬计算办法由人力资源部会同相关中心/工厂另行制订，其它按照本制度执行。4.2 薪酬结构等级表（见附表薪酬结构等级表）本表适用于除工厂员工、营销中心员工之外的所有记时员工。5、工资计算5.1休假待遇：具体按照考勤管理制度执行。5.2实发工资计算实发工资=工资总额26出勤天数其他扣款奖罚5.3 应发工资计算应发工资=基本工资+（职位工资当月考核分100）+（效益奖金当月公司效益当月考核分100）+加班费+通信补贴+交通补贴+住房补贴+伙食补5.5个人所得税本制度所有工资均指税前工资，员工应按照国家有关法规缴纳个人所得税，由公司从员工工资中代扣代缴。6、薪酬确定6.1 试用期一般应按照对应职等前一级薪级确定工资，转正后按该薪级确定工资。特殊优秀人才需突破此限制的，应由总经理确认。6.2 除特别情况外，试用期员工参与试用期综合技能考核。6.3员工进入新工资制度的薪酬等级时，必须对其进行评估，确认其是否能在现任职位发挥应有的价值，根据职位等级序列，依据其能力、经验、学历、工作表现和绩效成绩等要素确定其职级和薪级。7、薪酬变动薪级的升降以员工本人的绩效成绩为主要依据，根据公司经营状况确定调薪的范围及幅度。除以下薪资变动情况外，一般不得以其它理由提出调薪。7.1转正调薪用人部门按照试用期和转正后工资标准的规定或事先约定提出调薪申请。7.2晋升调薪7.2.1员工晋升一般应有三个月的考察期，考察期满由用人部门按照薪酬结构等级表的要求提出调薪申请。7.2.2特别情况如需要缩短考察期的，应由用人部门提出，人力资源经理审核，总经理审批。7.2.3由计件员工晋升为计时员工，可以随晋升申请同时提出调薪申请，晋升调薪的生效日期应在晋升日即时生效。7.3调岗调薪：7.3.1员工岗位调动必须得到所在部门、调入部门以及人事部的审核通过之后，依据岗位及工作性质，重新核定职等职级。7.3.2调岗一般应有三个月的考察期，考察期满薪资如果需要提升的，由用人部门按照薪酬结构等级表的要求提出调薪申请。7.3.3特别情况如需要缩短考察期的，应由用人部门提出，人力资源总监审核，总经理审批。7.3.4员工调岗后薪资如应降低，或者由计件员工转为计时员工，调岗调薪的生效日期一般应在调岗日即时生效。7.4考核调薪7.4.1公司可根据员工的绩效考核成绩进行考核调薪（包括提薪和降薪），具体办法见公司绩效管理制度。7.4.2 考核薪资变动必须在所属薪资等级范围内进行，原则上每一次变动为一级（降薪时除外）。7.5年度调薪7.5.1公司根据经营情况决定年度是否调薪、调薪幅度、调薪原则等政策。原则上年度薪级变动周期为每年可调整2次，时间为每年度的6月、12月份。7.5.2如果公司确定年度调薪，除试用期员工，最近三个月有过调薪记录的员工外，公司其余员工均有年度调薪资格。7.5.3各部门总的调薪幅度要符合公司年度调薪幅度的要求，超出该调薪幅度的，须经常务副总经理特别批准。7.5.4年度调薪要跟员工绩效考核等级相联系，在部门总的调薪幅度不变的情况下，表现优良的提薪，表现一般的不予调薪，表现较差的降薪，体现差别，真正起到激励员工的作用。年度绩效考核平均分结果为85分的，公司可以调升该员工的薪级。年度绩效考核平均分结果低于60分者，公司应降低其薪等/级。7.6特别调薪：因营销、研发、管理、生产等工作表现优异，给公司作出突出贡献或特殊贡献的，可以由经理、总监提出特别调薪申请。7.7调薪流程：7.7.1用人部门填写薪资变动审批表，属转正调薪的须附上员工评估表，属考核调薪和年度调薪的须附上绩效考核等级情况，属特别调薪的须附上特别调薪申请报告；7.7.2 调薪必须各部门经理提报，经中心总监审核、人事部审核、人力资源经理签署；常务副总经理审批方可调薪。8、工资发放8.1工资计算数据提供8.1.1考勤：各中心/部门/工厂每月3日前向人事部提交上月考勤资料。8.1.2 绩效考核：各中心/部门/工厂每月5日前向人事部提交上月绩效考核资料。8.2 工资表编制/审批与发放8.2.1 人事部每月15日前编制上月员工工资表交财务中心审核。8.2.2 财务中心在一个工作日内审核员工工资表交回人事部，人事部在每月18日前将员工工资表交常务副总经理审核；8.2.3 总经理在每月20日前审批员工工资表；8.2.4 人事部每月22日前将审批后的员工工资表交财务中心；8.2.5 财务中心每月25日前发放员工上月工资（如遇节假日顺延）。8.2.6 人事部在每月发放工资时向员工发放工资条。8.2.7离职工资发放：员工办理完毕正常的离职手续后，除特别情况外，离职工资随在职员工正常工资发放时一起发放。8.3 工资总额控制每年初人事部、总经办、财务中心根据公司上年度运营状况及下年度经营计划，作出下年度全司工资总额预算，人事部在此基础上编制公司及各部门的工资总额计划（各部门用人及薪资总额、社保等必须在此范围内）提交给公司薪酬委员会讨论后确定。9、附则：9.1 本制度由总经办负责组织制订，经总经理批准后颁布实施，修改时亦同。9.2 本制度由总经办负责监督执行，若发现有违反本制度现象，将依据公司奖惩制度进行处理。9.3 本规定自2011年6月1日起实施。外脚手架搭设，悬挂安全网，铺设跳板，进行层间封闭，外脚手架上垃圾及杂物的清理,外脚手架的日常围护，配合外装单位做好外脚手架的修改，及时清理外脚手架上垃圾及杂物feelings survey, by looking up public sentiments to find problems. Problems will increase its special supervision, set up accounts, hold on to it. We should conscientiously implement the leading contracting matters, secured, had an answer to everything, then settles rate of 100%. Have an impact on some of the outstanding issues, supervision departments and information components together, play the supervisory role of the news media to promote problem solving. Investee 3. insist on a daily run, around the practice of truth catching efficiency, focus specification. To give full play to the party Office around connecting, coordinating internal and external features, contact, rally at all levels, to motivate every aspect, adhere to the truth, strengthening standardized management to achieve coherent, efficient and effective functioning of the daily work of the Party Committee. Is processing messages should strive to streamline, standardize and quality. Streamlining is to control the number of messages, compress messages, reducing procedures, improve message handling efficiency. Specifications, is to strictly enforce the ban issued by the Communist party authorities in document handling regulations and provincial and municipal regulations, conscientiously strengthen and improve communications management to ensure that party documents orderly. High quality, is to improve the quality of message processing, it is necessary to accurately implementing the intention of the Party Committee, clearance, good communications, policy program closed, ensuring that there is no error. Second meeting scheduled to ensure thorough, safe and efficient. Any arrangements for the meetings and events, carefully arranged, item-by-item interface implemented, sure. To vigorously streamline meetings, activities, number of pressure reduction, scale to ensure that leadership emerged from the General Conference and entertainment services, focus on big things, matters. Third, reception services should lay stress on humane, personal, cultural and human. Reception and work directly wit