issuing standard: time+performance+coefficient. Time is 12 months a year. If you have a long time, you will get more, and if you have less time, you will get less. Performance: It is their contribution to the store when you evaluate them. Those with good performance will get more, while those with poor performance will get less. Coefficient: that is, different positions take different comparisons. For example, if you are going to issue a 5,111-year-end bonus, the employee will get a coefficient of 1.8, which is 4,111 yuan. The coefficient of management taking 1 is 5 thousand, and the manager taking 1.2 is 6 thousand.

suppose: you are going to give a 5,111-year-end bonus. If an employee has worked for 6 months, his performance is 81 points, and the employee coefficient is 1.8, then he should get 2,511 yuan, the performance of 2,511 yuan is 81 points, that is, 2,111 yuan, and the coefficient of 2,111 yuan is 1.8,1611 yuan, so his final bonus of 5,111 yuan is 1,611 yuan.

to get a high bonus, 1, you have to meet the time requirement, 12 months. 2. If the performance is good, it will be high. 3, the coefficient is higher than the column.

if an employee has worked for one year, with a performance of 111 points and a coefficient of 1, he should get 5 thousand. Do you understand?

distribution time: generally, it is ten days before the Chinese New Year, because the Chinese New Year is coming, and everyone is waiting for the year-end bonus to buy new year's goods. This is the most appropriate time to distribute it. And if you feel that someone will not come next year after receiving the money, many enterprises adopt the method of distributing 61% of the year-end bonus, and then distributing the remaining 41% on May 31 next year. It's up to you.