薪酬管理制度.doc

Salary Management Rules薪酬管理制度 一、总则(General Principles)1.目的 Purpose（1）建立一种以岗位为基础，以工作绩效考核为核心的正向激励机制。 Establish to base on positions and as the core of the performance appraisal positive incentives. （2）把员工的薪资收入与岗位责任、工作绩效密切结合起来。 Closely combined staffs salary with position responsibility and performance （3）实现薪酬管理与分配的制度化，规范化。 Realize salary management and make distribution institutional and standard.2.适合范围Application Scope（1）适用于公司全体员工（临时工除外）。 For all staffs (expect temporary workers).（2）非公司所属的外联人员除外。 Except non-company outreach workers.3.管理职责Management Responsibility（1）总经理和副总经理 General Manager and Deput General Managerl 根据公司的战略发展规划，提出本制度的制订与修正原则，以及本公司收入分配的原则方案。According to the companys strategic development plan, put forward the formulation and revision of this system principles and the principles of the programs income distribution.l 组织讨论并批准本制度的实施。Organize to discuss and approve the implementation of the system.（2）人力资源部 /Human Resource Departmentl 负责组织本制度的修订和实施过程中的解释，负责本制度的执行和监督。Responsible for organizing the system implementation、 the process of revision and system interpretation, responsible for the implementation and monitoring.l 负责按各部门上报的考勤、考核等资料，计算员工工资与奖金。According to each department attendance and evaluation data, calculate staff salary and bonus.l 拟订薪资年度预算，提出员工薪酬调整议案。Protocol salary yearly budget, put forward salary adjustment motion.l 负责与HR外包供应商接洽，薪资答疑等工作。Responsible for contacting HR outsourcing, and answering salary question and other work.（3）财务部/Financial Department负责对人力资源部提交的员工工资表进行复核及最终发放。Review the payroll that human resources submit and final release.二、薪资的构成(SALARY STRUCTURE)1.薪资划分 /Salary Division（1）按各部门的具体职责划分为五大系列：生产、包装、仓库、业务、管理 According to the various departments of the specific responsibilities are divided into five series: production、package、warehouse、business、management. （2）根据公司的性质 ，集团以岗位标准工资为主体结构的薪酬制度。 According to the nature of the company, group will set as the main structure system of the position wage .（3）基于激励的需要，将薪酬体系划分为固定工资与浮动工资两大部分.固定工资包括岗位工资、工龄工资及各项福利津贴;浮动工资包括绩效工资、加班工资及年终奖金。 Based on the need to encourage, divide the salary system into two parts: fixed salary and floating salary. Fixed salary includes position wage, seniority wage and other welfare allowance; Floating wage includes performance wage, overtime wage and end year bonus.（4）岗位工资、绩效工资、工龄工资、加班工资以及福利津贴共五个项目构成月薪资总额：Position wage, performance wage, seniority wage, overtime wage and other welfare allowance are consist of the monthly gross salary. 月薪资总额/Monthly gross salary固定工资/Fixed Wage浮动工资/Floating Wage岗位工资/Position Wage工龄工资/Seniority Wage福利津贴/Welfare Allowance绩效工资/Performance Wage加班工资/Overtime Wage年终奖金/End-year Bonus2.岗位标准工资 /Post Standard Wage（1）岗位工资即各岗位的基本工资，由总经理确定。 Post salary is that the basic wage of the position, determined by General Manager.3.绩效工资/Performance Wage（1）绩效工资体现员工在某一考核期内的工作成绩，以员工考核评估确定的等级结果为依据，确定绩效工资额。Performance wage is staffs work performance during assessment period, according to staff assessment to determine the ranking results, determine the performance wage.（2）绩效工资分为A 、B、C、D、E共五等，A为最高等，E为最低等。 The performance salary is divided into A, B, C, D, E five levels, A as the most advanced, the lowest is E 车间一线员工：Workshop frontline staff:绩效工资等级/Performance wage levelA等Level AB等Level BC等Level CD等Level DE等Level E计算比例/Calculate the proportion1501251007550办公室及车间组长以上级别：Office Staff and all department supervisor level绩效工资等级/Performance wage levelA等Level AB等Level BC等Level CD等Level DE等Level E计算比例/Calculate the proportion30020015010050（3） 评估方式：各部门负责人对其管理的部门员工评估，副总经理负责对各部门负责人进行评估。评估必须按照员工的真实表现；客观事实,公正严明并且不夹带任何私人感情给予评估。Evaluation mode: Each department leader responsible for own department staff assessment, Deputy General manager is responsible for evaluate all department supervisors performance, Assessment must be followed with the staffs true performance with Objective fact, fairness and dont join your personal feelings to assessment.（4）各部门绩效评估表见附档 Various departments performance evaluation files form please see attached file4.工龄工资Seniority Wage（1）公司为了激励长期为本公司工作的员工而设定的工龄工资。 In order to encourage staff to work long time in company, so company set seniority wage for staffs. （2）公司中层以上人员，不再计算和发放工龄工资。 Above the management level staff, company will not calculate and release the seniority wage.（3）工龄是指进入本公司后连续工作的年限。 The seniority wage refers to the time that staff works in company.（4）工龄工资： 50元/年，仅限一线车间员工 Seniority wage: 50 yuan per year, for workshop frontline staff only5.加班补贴 Overtime allowance（1）员工加班须由本部门负责人审核，经批准的加班需提前报人力资源部办理加班手续，未按规定办理的人员不计付加班补贴。Staff need overtime work which must be approved by department manager before, after approval need to report to HR department for the overtime procedure, not in accordance with the provisions of staff wont give overtime allowance.（2）员工加班分延时加班、休息日加班与法定假日加班。 Staff overtime work can be divided into working days delay overtime, weekend overtime and statutory holiday overtime. （3）原则上安排加班的，当月尽量安排补休，如当月不能补休的，则计算加班补贴，标准如下：Overtime is arranged in principle, company will try to arrange compensatory in the same month, if cant arrange compensatory , will calculate overtime allowance, standards are as follows:延时，补贴按 1.5倍 计算;Working day delay overtime & weekend overtime allowance will be calculated by 1.5 times;法定假日加班，补贴按 3倍 计算。Statutory holiday overtime, allowance will be calculated by 3 times.6.福利津贴 Welfare allowance（1）社会保险津贴 Social insurance allowance公司根据国家有关规定为员工办理社会保险。According to relevant state provisions, company will provide social insurance for all staffs.（2）假期津贴 Holiday allowance全公司员工统一享受国家的法定带薪节假日。All Staff will take the states statutory paid holiday.女工符合计划生育的产假，哺乳假按照国家法律规定享受；Female workers applicates maternity leave which meets govenment family planning, and the lactation period vacation, will enjoy in accordance with provisions of the national law.婚假，丧假按照国家法律规定享受；Marriage holiday, Compassionate leave will be taken according to state law regulations.病假工资：按照日工资的50%计算扣除（需提供市级以上医院证明）Sick leave wage: Calculated according to 50% of daily wage deduction ( Need to provide medical certificate from City leave above hosipital)事假工资：按照日工资的100%计算扣除Casual leave wage: Calculated according to 100% of daily wage deduction（3）住房补贴 Housing subsides根据公司规定，为员工办理公积金According to company rules, will provide housing provident fund for staffs.（4）伙食津贴 Food allowance公司免费提供全公司员工的午餐。Company will provide free lunch for all staffs.（5）其他津贴 Other allowancea) 住在市区，班车不到之处所乘公车费用以实际金额按月报销； （仅针对办公室人员） Staff who lives in urban area, and shuttle doesnt reach there, will give actual amount of Reimbursement by month; (Only for office staff) b) 所有员工生日当天或者月底送上价值200元生日蛋糕券 Company will provide the value of 200yuan cake coupons on the staff birthday day or end of month c) 由绩效考核结果评选出优秀员工，优秀员工每年享受一次国内旅游机会，具体地点由公司统一决定。Excellent staff chose by performance appraisal will enjoy an annual domestic tourism opportunity, company decides the specific locations.7.奖金 Bonus奖金分为一次性奖励、特殊贡献奖、项目奖和年终奖四部分组成，以货币形式给予奖励。Bonus is divided into four parts, they are one-time award, specific contribution award ,project award and end-year award, company will reward by monetary.8.薪资扣款项目 Salary Deduction Program个人所得税、代扣社保费、罚款及其他代扣应扣事项。Personal income tax, social security costs, fine and other payments to be deducted.三、定薪 Fixed Salary1.新进人员定薪 Make fixed salary for new joiner.（1）新员工试用期为2个月，New joiner has two months probation.新进员工所属岗位New joiners subordinate position 提交试用意见Submit trial comments申请Application批准Approval经理级以上（含）Above manager level(Include manager)试用岗位直属上司Trial post supervisor人力资源部经理HR Manager总经理General Manager经理级以下Below Manager level试用岗位直属上司Trial post supervisor人力资源专员HR Specialist人力资源部经理HR Manager2.内部员工定薪 Internal Staff Salary（1）规范定薪，根据员工个人表现，部门及公司的综合评价，按照新制定的薪酬体系等级确定现有人员的薪资等级。Standard salary, according to staff performance, department and company will evaluate comprehensive, according to the new formulation of the salary system to determine the existing personnel grade.（2）人员调整：每年6月份，各部门根据上一年的人员绩效考核成绩及新一年的工作目标、任务对人员进行优化组合，对于被优化出来的人员及新一年的人员缺口，以书面形式报人力资源部备案。Personnel Adjustment: Every year in June, according to last year of personnel performance appraisal achievement and new year working target, personnel optimization task, to optimize staff and a new year personnel notch, need report as written form to the human resource department for record.（4）对不胜任本岗位工作的人员，公司对其培训或转岗，如果培训或转岗仍不胜任者，将解除劳动合同。The position of incompetent staff, company will train them or transfer to other position, if after training or transferring, she/he is still not competent, we will terminate the labor contract.四、薪资调整 SALARY ADJUSTMENT1.个人薪资调整 Personnel salary adjustment（1）薪资调整时间为每年6月份，7月份实施。薪资调整比例按照前12个月的绩效考核评分的平均分相对应的等级而定。Annual salary adjustment time is in June、July for implementation. Percentage salary adjustment is according to the first 12 months of average performance appraisal score of the corresponding grade.（2）岗位或职称无变动的个人薪资等级调整，以每年12次考核为准，若未完成12次考核，则按未完成考核次数对应比例减少绩效等级数：No change in individual job title or salary grade adjustment ,if you cant complete 12 assessment, evaluation will be set according to the number corresponding to the ratio of reduce the number of outstanding performance levels.条件：绩效等级Condition: Performance Rate控制幅度Span of Control比例Proportion全年至少10个AAt least ten “A” a year5%10%全年至少8个BAt least eight “B” a year8%不符合上面或下面的条件Dont meet the condition above or below0全年8个D或E，或连续3个EEight D or E, or three consecutive E in the whole year-5%全年8个及以上EEight or more than eight E辞退Dismissal（3）考核评估结果由考核得分按照规定的等级分布比例强制确定： Evaluation results from examination score in accordance with the provisions of the grade distribution ratio of force determine:绩效工资等级Performance Salary GradeA等Level AB等Level BC等Level CD等Level DE等Level E人员分布比例Personnel Distribution Ratio5%20%65%5%5%（4）由于岗位或职称变化的个人薪资调整： The position or title changes in individual salary adjustment:调整事因Adjust Reason薪等Salary Level薪级Salary Grade职位晋升Position Promotion对应晋升后所在岗位的薪等Corresponding salary level of the current position after promotion重新评估，一般为该薪等的较低薪级，但必须确保薪资总额不低于晋升前的水平Reassessment, is general the lower grade in the salary grade, but must ensure that the gross salary not less than the level before promotion.职位平调Lateral Transfer Position薪等不变Salary level constant依新的职位重新评估薪级According to the new position to reassess the salary grade.职位降级Position Downgrade对应降级后所在岗位的薪等Corresponding salary level of the current position after downgrade重新评估，但必须确保薪资总额不高于调整前的水平Reassessment, but ensure that total gross salary is not more than before adjustment（5）薪资调整后的计算方式：每月15日以后生效的，当月按原等级计算，15日之前生效的，当月按新等级计算。Calculation of salary adjustment: it will be effective after 15th every month, current month will be calculated as the original level, if it is effective before 15th,will be calculated as the current level.（6）个人薪资调整的岗位权限见下表： Individual salary adjustment of status privileges as follows:调整类型Adjustment Type提交建议与申请Submit Proposal And Application批准Approval岗位变化Position Change人力资源部经理Human Resource Manager总经理General Manager岗位不变化Position Dont Change部门经理提交上一年度绩效考核成绩和调整建议Department manager submit performance appraisal results and suggestion for adjustment人力资源部经理Human Resource Manager2.全公司普调(COMPANY GENERALLY ADJUSTMENT)（1）薪资普调：指公司根据定期同行业的薪酬调查情况以及国家物价上涨指数而对公司薪酬体系全部或部分内容进行的调整。General Salary Adjustment: The company will adjust all or parts according to the survey of the same industry salary standard and national inflation index.（2）有下列情况者，无资格参与薪资普调： Who has following conditions that cant involve in general salary adjustment.l 病假、事假、工伤假、产假等累计超过一个月者。Sick leave, casual Leave, injury leave, Maternity leave accumulative more than 1 month.l 该年度因违反公司纪律受到重大行政处罚以及收到两次警告信处罚者。The person who violate the companys discipline that subject to significant administrative penalties and those who received two warning letters in this year.l 加薪实施日前提出离职者。The person who proposes to resign before implementation day.五、薪资计算、审批与发放(SALARY CALCULATION、APPROVAL AND RELEASE)1.薪资计算/Salary Calculation（1）薪资计算项目/Salary Calculation Items员工月薪资总额=岗位工资+绩效工资+工龄工资+加班补贴+各种福利津贴+补杂-应扣款项。Staff gross monthly salary=Post Wage+ Performance Wage+ Seniority Wage+ Overtime Pay+ Various Welfare Allowance+ Additional-Should Deduct Money（2）考勤管理/Attendance Managementl 薪资计算的考勤期间为自然月，严格按照当月指纹考勤记录计发。无考勤者视为缺勤。During the attendance of calculation salary is natural month, strictly according to the fingerprint attendance record to release. Be treated as absent without attendance.（3）计件工资的计算/ Calculation of the piece ratel 必须在每月5日之前将计算好的计件工资表提交到人力资源部。The relevant person must submit calculated piece-rate wages sheet to Human Resource Department before 5th monthly.l 每月第6-10日为劳资专员汇总、计算计件工资时间。Labor commissioner will summary and calculate the piece rate wage time from 6th to 10th every month.（4）绩效工资计算/Performance calculationl 每月的前5个工作日为各部门绩效考核评估时间，并于第6个工作日汇总到人力资源部。The time of examining and evaluating performance to various department is the first five working days per month.l 每月第6至10日为人力资源部专员汇总绩效考核结果并确定绩效工资等级的时间。Human resource commissioner will summarize the results of performance appraisal and merit pay grade from 6th to 10th every month.l 每月第10至11日为劳资专员计算工资并制成“工资表”的时间。The labor commissioner will make the “salary sheet” start from 10th to 11th every month（5）薪资计算时，各项目一律以元为单位计算，若有小数产生，一律四舍五入。 During calculating salary, the project will be calculated by unit Yuan, if there is a decimal generate, all four to five homes.2.工资审批 (SALARY APPROVAL)（1）薪资必须由总经理批准后方能发放. The salary must be approved by General Manager before being released.（2）劳资专员完成薪资计算并形成“工资表”后，一并提交副总经理核查，再交由总经理审批，审批完毕后交财务部出纳员。After labor commissioner finish salarys calculation to become “salary sheet”, submit all relevant information to Deputy Manager for verification, then get approval from Genera