北京某医药公司薪酬管理办法v1.0

某药业北京某医药经营有限公司薪酬管理办法（第一版）目录第一章总则1第二章薪酬体系3第三章薪酬单元4第四章年薪制6第五章岗位绩效工资制7第六章销售提成工资制9第七章销售绩效工资制11第八章协议工资制12第九章薪酬入级13第十章其他16附件01岗位评价得分排序表17附件02职系职级划分表19附件03年薪制适用岗位清单21附件04岗位绩效工资制适用岗位清单21附件05销售提成工资制适用岗位清单24附件06销售绩效工资制适用岗位清单24附件07各职级固定比例/浮动比例对照表25附件08地区收入调整系数对照表25附件09专业管理职系的职级、薪级与薪酬对应表26附件10营销职系的职级、薪级与薪酬对应表29附件11商务职类的职级、薪级与薪酬对应表30附件12临床销售职类的职级、薪级与薪酬对应表31附件13OTC销售职类的职级、薪级与薪酬对应表33附件14市场职类的职级、薪级与薪酬对应表35北京某医药经营有限公司薪酬管理办法第一章总则第一条目的和依据为了制定适合企业市场化运作的分配体系，激发员工活力，共同分享某医药经营有限公司（以下简称“经营公司”）发展所带来的收益，把员工个人业绩和公司整体业绩有效结合起来，促进员工价值观念的统一，建立吸引、激励和保留人才的机制，推进某药业、某医药公司总体发展战略的实现，依据国家有关法律、法规，特制定某医药经营有限公司薪酬管理办法（以下简称“本管理办法”）。第二条适用范围本管理办法适用于经营公司所有员工，包括北京总部各职能部门和各业务部门，以及经营公司的外地办事机构。第三条薪酬分配的依据薪酬分配的依据是岗位、能力和业绩。第四条薪酬设计的思路薪酬设计的思路在于薪酬改革重在结构调整，结合适当的总量调整，打破既有工资体系重新设计，采用多种薪酬模式，实现对员工的有效激励。第五条薪酬分配的基本原则薪酬作为价值分配形式之一，应遵循竞争性、激励性、公平性和经济性的原则。（一）竞争性原则在薪酬结构调整的同时，根据市场薪资水平，对与市场水平差距较大的岗位薪酬水平有一定幅度的提高，使公司的薪酬水平具有较强的市场竞争力。（二）激励性原则打破工资的刚性，增强工资的弹性。通过绩效考评，使员工的收入与公司整体经营业绩和个人业绩紧密结合，激发员工积极性；另外，开放多条薪酬通道，不同岗位的员工有同等的晋级机会。（三）公平性原则薪酬设计重在建立合理的价值评价机制，在统一的规则下，通过对员工的绩效考评决定员工的最终收入。（四）经济性原则人工成本的增长幅度应低于总利润的增长幅度，用适当工资成本的增加引发员工创造更多的经济增加值，保障公司的整体利益，实现可持续发展。第六条薪酬的特征（一）可计量性与员工薪酬相关的影响因素都将量化为工资数额，薪酬与绩效考核挂钩。（二）员工根据其所在岗位、本人具有的技能、工作努力程度和工作业绩，基本可以预期到个人的年度总收入。第二章薪酬体系第七条经营公司各管理部门、各业务部门的薪酬制度包括五种不同类型（一）年薪制（二）岗位绩效工资制（三）销售提成工资制（四）销售绩效工资制（五）协议工资制第八条实行年薪制的员工，其工作业绩以一年为一个完整经营周期进行评估，薪酬发放的数额与其经营绩效紧密挂钩。年薪制具体适用岗位详见附件3某医药经营有限公司年薪制适用岗位清单。第九条岗位绩效工资制是指以半年为一个考核周期对员工的工作绩效进行评估，其薪酬的发放与员工半年内的绩效表现紧密挂钩。岗位绩效工资制具体适用岗位详见附件4某医药经营有限公司岗位绩效工资制适用岗位清单。第十条销售提成工资制适用于处方药一线销售类员工，以一个季度为一个考核周期对员工的工作绩效进行评估，其薪酬的发放与整个季度内的绩效表现紧密挂钩。销售提成工资制具体适用岗位详见附件5某医药经营有限公司销售提成工资制适用岗位清单。第十一条销售绩效工资制适用于OTC一线终端促销类员工，其薪酬的发放与其每个月的绩效表现紧密挂钩。销售绩效工资制具体适用岗位详见附件6某医药经营有限公司销售绩效工资制适用岗位清单。第十二条对于返聘与外聘的员工实行协议工资制。第三章薪酬单元第十三条经营公司的薪酬结构从整体上包含下列薪酬单元，并根据不同岗位的岗位特点和工作性质进行不同组合。（一）岗位工资是为了体现岗位价值和反映员工积累的岗位技能和专业经验而设定的工资单元，主要取决于岗位性质和工作内容，是员工薪酬中相对固定的部分，每月固定发放。（二）绩效工资是依据员工通过努力而取得的工作绩效来确定的工资单元，是员工薪酬中相对变动的一部分。主要包括半年绩效工资、年末绩效工资、季度提成奖金、半年奖、月度绩效工资、季度奖等多种绩效工资形式，且发放周期有月、季度、半年之分，对不同类型的岗位有不同的组合和计算方式。（三）年终奖是依据经营公司的总体经营业绩，年终核定发给部分岗位的超值奖励单元，年末一次性发放。（四）福利是员工所能享受到的一种福利待遇，包括国家强制性保险、补充保险和公司为员工提供的出差、住房、交通、通讯等方面的各类补贴补助补助。详见某医药公司相关福利、费用管理办法。第十四条岗位工资的确定岗位工资构成经营公司各个职系职类的岗位每月固定发放的固定工资，其计算公式为公式41月岗位工资月工资基数员工个人工资系数固定比例（一）月工资基数所有员工的月工资基数均取值为1000元。工资基数用于员工的整体调薪，经营公司每年可根据物价的浮动情况以及行业薪资水平的升降对月工资基数进行调整，以实现全员的薪资水平调整。（二）员工个人工资系数经营公司在工作分析和岗位评价的基础上，根据各岗位所处的得分区间确定专业管理、营销、商务、处方药销售、OTC销售、市场等岗位所属的职系、职类和职级（详见附件1某医药公司岗位评价得分排序表、附件2某医药公司职系职类职级划分表）。经营公司的每个职级均对应一定幅度的薪级带宽，每个薪级有唯一对应的工资系数，以形成各个岗位的宽带薪酬，使得员工无需岗位的变动就可实现薪酬的升降。具体每个职级对应的工资系数详见附件8各职系职类职级的工资系数对照表。当经营公司未来出现新增岗位或岗位职责发生变化后，新增岗位所属职级可根据岗位评价的结果相应确定，或在和相邻岗位综合比较后就近植入相应职级。（三）固定比例/浮动比例不同岗位固定比例和浮动比例的规定见附件7各职级固定比例/浮动比例对照表。第十五条绩效工资和年终奖的确定各职系职类和各职级的员工，其绩效工资的构成单元以及计算方法不尽相同，具体详见后续章节。第四章年薪制第十六条适用范围适用于营销职系中的部分岗位，具体适用清单详见附件3某医药经营有限公司年薪制适用岗位清单第十七条薪酬结构公式41薪酬构成月岗位工资年终奖第十八条月岗位工资岗位工资按本管理办法第十四条的规定计算确定，于每月固定发放。第十九条年终奖年终奖12月工资基数个人工资系数浮动比例年度综合考核系数，年终奖计算确定之后，于第二年年初一次性发放。年度综合考核系数的确定详见某医药经营有限公司业绩考核管理办法。第二十条调薪年薪制适用岗位的调薪周期为一年，具体调薪细则如下1年度综合考核系数11，第二年个人工资系数上调一级；211年度综合考核系数09，第二年个人工资系数维持不变；309年度综合考核系数08，第二年个人工资系数维持不变，若连续两年09年度综合考核系数08，第三年个人工资系数下调一级；408年度综合考核系数，第二年个人工资系数下调一级；第五章岗位绩效工资制第二十一条适用范围适用于专业管理职系的所有岗位，以及营销职系中商务职类、处方药销售职类、OTC销售职类、市场职类的部分岗位。（详见附件4某医药经营有限公司岗位绩效工资制适用岗位清单）第二十二条薪酬结构公式51薪酬构成月岗位工资半年奖年终奖第二十三条月岗位工资月岗位工资按本管理办法第十四条的规定计算确定，于每月固定发放。第二十四条半年奖岗位绩效工资制中的半年奖分为“半年绩效工资”和“年末绩效工资”，分别于年中和年末一次性发放。具体计算公式如下半年绩效工资6月工资基数个人工资系数浮动比例员工半年考核系数年末绩效工资6月工资基数个人工资系数浮动比例员工年末考核系数其中“半年”和“年末”考核系数的确定详见某医药经营有限公司业绩考核管理办法。第二十五条年终奖岗位绩效工资制中的年终奖其计算公式如下个人年终奖3月工资基数个人工资系数半年度与年末绩效考核系数的均值企业年度效益系数其中，企业年度效益系数的计算公式为企业年度利润实际完成值/上年度利润实际完成值年终奖计算确定之后，于第二年年初一次性发放。第二十六条调薪岗位绩效工资制适用岗位的调薪周期为一年，具体调薪细则如下1半年度与年末绩效考核系数的均值11，第二年个人工资系数上调一级；211半年度与年末绩效考核系数的均值09，第二年个人工资系数维持不变；309半年度与年末绩效考核系数的均值08，第二年个人工资系数维持不变，若连续两年09半年度与年末绩效考核系数的均值08，第三年个人工资系数下调一级；408半年度与年末绩效考核系数的均值，第二年个人工资系数下调一级；第六章销售提成工资制第二十七条适用范围适用于营销职系处方药临床销售职类中的部分岗位。（详见附件5某医药经营有限公司销售提成工资制适用岗位清单）第二十八条薪酬结构公式61薪酬构成月岗位工资季度提成工资半年奖第二十九条月岗位工资月岗位工资月工资基数个人工资系数地区收入调整系数固定比例，月岗位工资于每月固定发放。其中地区收入调整系数的确定详见附件7某医药经营有限公司地区收入调整系数对照表），其他参数依照本管理办法第十四条的规定确定。第三十条季度提成工资季度提成工资季度考核系数（各产品提成系数当季度各产品销量）各产品提成系数的确定方法由各销售部门的部长会同各产品经理在年初制定，临床代表与销售主管的提成系数应该各不相同，具体参见相关文件；当季度各产品销量指该岗位所负责区域/医院当季度各产品的进货量；其中“季度考核系数”的确定详见某医药经营有限公司业绩考核管理办法。季度提成工资在每季度末计算确定，并于下月初一次性发放。第三十一条半年奖半年奖月工资基数个人工资系数地区收入调整系数销量奖励系数其中销量奖励系数的计算方法如下销量奖励系数该岗位所负责区域/医院“半年来某产品进货额/上个半年的某产品进货额”1当该岗位所负责区域/医院的“半年来某产品进货额/上个半年的某产品进货额”09时，奖励系数取值为原值；2当该岗位所负责区域/医院的“半年来某产品进货额/上个半年的某产品进货额”AND,LEADTOSAFEGUARDTHESOLEMNITYANDAUTHORITYOFTHEPARTYDISCIPLINE,ENSURETHATTHEPARTYDISCIPLINEANDTHELAWSANDREGULATIONSFORIMPLEMENTATIONINPLACETHROUGHOUTTHEDISCIPLINEINTHEDAILYSUPERVISIONANDMANAGEMENT,STRENGTHENSUPERVISIONANDINSPECTION,FROMTHETHOROUGHINVESTIGATIONOFVIOLATIONSOFDISCIPLINEBEHAVIORSTRENGTHENTOKEYAREAS,KEYDEPARTMENTSANDKEYPROJECTSASWELLASTHEMASSESREFLECTTHECONCENTRATIONOFTHEUNITSANDDEPARTMENTSFORSUPERVISIONSTRENGTHENINGSUPERVISION,DISCIPLINEINSPECTIONANDSUPERVISIONOFCADRESTOSETANEXAMPLEFORCOMPLIANCEWITHTHEANDISAMANMUSTBEHEXYL,BLACKSMITHNEEDSITSOWNHARDWAREDISCIPLINEINSPECTIONORGANSASTHEEXECUTOROFTHEPARTYDISCIPLINE,ANDSUPERVISOROFTHEDEFENDERS,FORITSSUPERVISIONMUSTBEMORESTRICTLY,DISCIPLINEINSPECTIONANDS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