Article 1: Purpose

In order to standardize the salary assessment, budget and payment management of the company's employees, establish a mechanism for the company and employees to share the benefits brought by the company's development reasonably, and promote the company to achieve its development goals.

Article 2: Principles

The Company formulates the salary system according to the following principles.

First, the principle of giving priority to distribution according to work.

Second, the principle of giving priority to efficiency and giving consideration to fairness.

Third, the principle of employee salary growth and the company's business development and efficiency improvement.

Fourth, the principle of optimizing the allocation of labor force.

5. The salary level of employees in the company is higher than the local average level of the same industry.

Employee compensation consideration index

According to the analysis of the design goal of incentive compensation system, we can introduce an incentive compensation system that can attract and retain the core employees of the company. Under the condition of complying with national and local laws and regulations, it should be fair and reasonable internally and competitive externally, and encourage employees to continuously improve their human resources capabilities.

Therefore, it can be concluded that the factors that need to be considered in the design of incentive compensation system are: enterprise performance, living standards, market supply and demand relations, and labor relations. Among them, the first two are decisive factors and the last two are regulatory factors.

Considering these factors comprehensively, we can get five indicators to determine the salary: job value, employee ability, labor market demand of related positions, local minimum wage standard and enterprise human resource cost.