1. Common performance pay assessment methods Performance pay is divided into two parts: basic performance pay and reward performance pay.

Among them, basic performance salary accounts for 60% and incentive performance salary accounts for 40%.

Basic performance wages are paid monthly according to the standards approved by the Personnel Bureau.

Incentive performance pay is divided into three parts: attendance, quarterly, and year-end. It is distributed in accordance with the principles of "more work, more reward, no hard work, good performance, good reward" and "fairness, impartiality, and openness". It is linked to performance appraisal and is based on performance appraisal.

Situation issued.

1. Attendance assessment: Monthly attendance, perfect attendance is 440 yuan/month per person.

If an employee is absent from work during the month, 50 yuan will be deducted for each day; for personal leave during the month, 20 yuan will be deducted for each day; if an employee fails to sign in or sign out without any reason during the month, 5 yuan will be deducted for each time; if an employee fails to participate in studies or meetings organized by the unit without legitimate reasons, 5 yuan will be deducted for each time;

Sick leave must be accompanied by a hospital diagnosis certificate.

2. Quarterly assessment: It mainly assesses work discipline, work performance, etc. every quarter, and is divided into five aspects: morality, ability, diligence, performance, and integrity.

Implement a percentage system.

3. Annual assessment mainly assesses the overall performance or outstanding achievements in the work throughout the year.

2. Enterprise Performance Salary Assessment Management Measures adopt the form of monthly spot checks and inspections, skill assessments, and special safety briefings.

1. Monthly spot checks and inspections: Based on the inspection results and safety responsibilities of each work every month, they will be included in the monthly safety report and the performance salary will be settled.

2. Skills assessment: A technical assessment fund is set up every quarter, and the Network Information Department organizes examinations and assessments, including theory (including safety regulations) (40%), business practice (40%) and assessment (20%).

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According to the results, the scores are ranked from high to low: first-level skill performance (accounting for 30% of the total number, less than one person is counted as one person), second-level skill performance (accounting for 40% of the total number, less than one person is counted as one person), third-level skill performance (accounting for 40% of the total number, less than one person is counted as one person),

Level 3 skills performance (accounting for 30% of the total ranking). Those who do not take the skills test due to personal reasons are collectively recognized as level 3 skills performance.

Those who are unable to take the skills test due to work will not participate in the skills assessment this quarter.

3. Carry out special analysis, report and assessment on outstanding problems existing in safety production or faults that have had an impact, and include them in performance salary settlement according to performance measures.

3. Performance salary assessment method for manufacturing department Performance salary assessment is to fully mobilize the enthusiasm of employees in the manufacturing department and improve labor production efficiency. It establishes a positive incentive mechanism based on the position and with work performance assessment as the core, and combines employee salary with

Job responsibilities and work performance are closely integrated to achieve the institutionalization of salary management and distribution.

Due to the different nature of the positions in each manufacturing department, the assessment salary is subdivided into two categories: non-piece-based assessment salary and piece-rate assessment salary. This part is not limited to 50% of the total salary for the rank.

Each manufacturing department shall formulate its own internal assessment implementation rules.

1. Non-piece-rate salary assessment In principle, non-piece-rate jobs should be assessed based on strict key performance indicators based on job standards.

2. Piece-rate salary assessment: Piece-rate positions should be assessed based on the production quota based on the completion of the labor quota.

The company controls the total piece-rate wages of each manufacturing department based on the manufacturing wage costs of the piece-rate products delivered to the warehouse in that month, and summarizes the total piece-rate wages of each manufacturing department at the end of each month.

For wine information, if the total piece-rate wages of each manufacturing department in the current month are inconsistent with the total piece-rate wages payable due to the inconsistency between the piece-rate output of each process and the output delivered to the warehouse by each manufacturing department, it will be adjusted in the next month based on the actual situation.

Each manufacturing department directly calculates the piece-rate wages due to individuals on that day based on the quota of each process, the piece-rate unit price and the operator's output on the day.

The piece-rate assessment wages will be summarized and verified by the statisticians of the Production Management Department and handed over to the personnel and finance departments for wage payment matters.