A scientific and effective incentive mechanism can enable employees to bring out their best potential and create greater value for the enterprise. The following is a sample article on the salary management regulations for state-owned enterprise personnel that I compiled and recommended for everyone. You are welcome to read it.

Sample 1 Regulations on Salary Management of State-owned Enterprise Employees

1. General Provisions

1.1 In order to standardize the determination and adjustment methods of employee salaries and other related matters, this system is specially formulated.

1.2 This system applies to all employees of the company (i.e. employees working abroad at the Huizhou headquarters). The salary referred to in this system refers to the salary paid regularly every month, excluding bonuses and allowances (except for project allowances in the technical series).

2. Salary structure

2.1 Staff salaries are composed of fixed salary and floating salary.

2.2 Fixed wages include: basic wages, skill wages, housing subsidies, and medical subsidies. Fixed salary is a relatively fixed work remuneration determined based on the employee's position, qualifications, education, skills and other factors.

2.3 Variable wages include: attendance wages, performance wages, benefit wages, and project allowances for project developers. Variable salary is an unfixed salary remuneration determined based on employee attendance performance, work performance and company operating performance, and is adjusted monthly.

2.4 Project allowances will be paid out of the monthly salary of the relevant R&D personnel after the R&D project is approved by the general manager. The project manager assesses relevant R&D personnel every month and determines the payment ratio, which is up to 20% of the salary standard.

2.5 The completion of the project will be evaluated by the company's Technology Strategy Development Committee. If the project is completed ahead of schedule or on schedule, the project subsidy will be suspended from the month of completion. At the scheduled deadline, if the project completion rate is lower than 60%, the project subsidy will be stopped from that month; if the project completion rate is higher than 60%, the project subsidy will continue to be paid until the project is completed in the month. The Technology Strategy Development Committee determines the issuance of project awards based on project evaluation value, completed quality, and progress.

2.6 Employee salary deduction items include: personal income tax, education fees, absence from work, deductions (including deposits, loans, fines, etc.), withholding of social insurance premiums, withholding of supplementary insurance premiums, and withholding of housing provident funds.

2.7 If there are any errors or omissions in the payment of staff wages, or if donations need to be returned, they will be repaid in the next month's salary and miscellaneous items.

3. Salary series

3.1 The company formulates three types of salary series: administrative, technical and marketing according to the nature of different positions.

3.2 The administrative salary series is suitable for employees engaged in daily management or affairs such as administration, finance, and production.

The 3.3 technical salary series is suitable for personnel engaged in professional and technical work such as product technology development, production technology, and quality management.

The 3.4 marketing salary series is applicable to employees engaged in marketing, promotion and related work, including all employees of the marketing headquarters and overseas agencies.

Sample 2 Regulations on Salary Management of State-owned Enterprises

1. Purpose

To establish a fair, just and reasonable salary management system to promote the development and growth of the company and its employees .

2. Scope of application

Applicable to ____________.

III. Content

1. For newly hired employees, the company determines their salary grade by examining their academic qualifications, work experience, work ability and other comprehensive qualifications and positions held. After the probation period, the company will decide whether to adjust the salary level based on the individual's actual performance. And during the validity period of the employee's labor contract, the company has the right to adjust (high or low) the employee's salary grade at any time based on the employee's performance.

According to company policy, wages are adjusted once every ____ month.

The company may make temporary adjustments to wages when relevant national policies, administrative regulations change or when there are major changes in the company's personnel structure or other reasons.

2. Salary composition

Employees’ remuneration consists of monthly salary and year-end double salary (year-end dividend).

Monthly salary = standard salary + bonus

Standard salary = basic salary + welfare allowance + position salary

Standard salary is the employee’s contract salary, based on each employee The position, qualifications, abilities, etc. are determined.

The basic salary accounts for 40% of the standard salary, which is the minimum living wage for employees and should not be lower than the local minimum wage standard.

Welfare allowance accounts for 30% of the standard salary, including all living allowances and policy subsidies stipulated by the state. Employees who are not working do not receive welfare benefits.

The job salary accounts for 30% of the standard salary. Employees in different positions have different job salaries. Employees who are not working do not receive welfare benefits.

Year-end double pay (year-end bonus) is established to reflect the company's concern for its employees. In February of each year (before the Spring Festival), an additional month's salary will be paid based on the company's business performance in the previous year. Year-end double pay is only available to regular employees of the company.