There are many forms of salary scale system, and the essence is basically the same. Reprint one for your reference:

How to design the post-efficiency wage system

The post-efficiency wage system is a basic wage system that verifies the post wage coefficient according to the post nature of each employee, the total benefit wage coefficient according to the work task and the number of employees in the department, and then verifies the wage base according to the economic benefit and overall wage level of the enterprise in the current year, supplemented by supplementary distribution forms such as technical allowance and general manager incentive fund.

I. composition of post-effect salary scale

post-effect salary scale consists of post salary, benefit salary and additional salary. For the old employees who meet the relevant conditions, a certain number of seniority wages and housing stickers are given. For employees who are employed by enterprises as professional and technical posts at a certain level, enterprises give subsidies to scientific and technical personnel. For the employees who have done particularly well in the annual work, the enterprise will reward the outstanding employees of the year.

1. Post salary. Post salary is determined according to the job responsibility, job skill requirements, working environment and work intensity of employees, and is the main component of employees' wage income. The salary of a post is multi-paid, and the salary changes from post to post. The salary standard is all expressed by the coefficient.

2. Benefit salary. Benefit salary is mainly determined according to the annual work performance of employees, the completion of the work objectives of their departments and the economic benefits of enterprises, and is the main component of employees' income. The benefit wage issuance coefficient is linked to the post salary, and the post-change benefit wage issuance coefficient changes at the same time.

3. Additional salary. Additional wages refer to some special wages given to employees according to the provisions of the state or the actual situation of enterprises, including holiday benefits.

4. room stickers. Housing stickers are housing subsidies given to employees who meet certain conditions according to relevant state regulations.

5. seniority salary. Seniority salary is the compensation for the accumulation of the enterprise's work experience and labor contribution to the old employees, and it is a measure to deal with the problems left over from the history of wage system reform.

6. allowances for scientific and technical personnel. The allowance for scientific and technical personnel is an extra salary given by enterprises to the technical backbone of production and operation according to the needs of enterprise development, so as to attract and retain the talents needed for enterprise development and lay the foundation for gradually connecting with the market wage level of scientific and technical personnel.

7. Reward salary for outstanding employees of the year. The annual bonus salary for outstanding employees is an extra salary paid to employees who have done particularly well in their work, achieved certain technical (or management) achievements and made great contributions to the enterprise during the year. The annual bonus salary of outstanding employees shall be paid from the general manager's bonus fund (which is drawn according to the proportion of 5% of the total annual salary)

II. Implementation of the post-efficiency salary scale system

1. Post salary

(1) Job category. According to the nature of posts, all posts in enterprises are divided into two series: managers and workers. The series of managers is divided into seven posts (except for the management team), and the series of workers is divided into seven posts, with one post being the highest (with the highest post wage coefficient standard) and seven posts being the lowest (with the lowest post wage coefficient standard).

(2) salary scale. Considering the differences in skills and work experience of employees in the same position, and the different requirements for the skill proficiency of employees in different positions, the salary scale for one to five posts is set at 6 levels, and the salary scale for six posts and below is set at 4 levels. For those who can't meet the basic post qualification requirements, their post salary will be implemented according to the reserve salary scale, and they will enter the normal salary scale after reaching the post qualification. The salary scale of the post fluctuates according to the performance appraisal results, and the post will not float when it reaches the highest salary scale.

(3), salary base. The post salary base is determined according to the economic benefits of the enterprise, the total wages and the target income level of the enterprise employees, and then dynamic management is implemented according to the economic benefits of the enterprise, the income level of the employees and the actual market level.

2. Benefit salary

(1) issuance coefficient. The coefficient of benefit wage issuance is linked to the post, that is, the higher the post, the higher the coefficient of issuance; The same post, the issuance coefficient is the same. If the post qualification is not met, the coefficient of benefit wage issuance shall be lower than the normal level of the same post.

(2) salary base. According to the annual economic responsibility system assessment results of various departments within the enterprise, the benefit wage base of this department is determined.

(3) Total amount issuance. Enterprises shall determine the total benefit wages according to the wage base and issuance coefficient of all units and departments, and all units and departments shall organize their own assessment and issuance of employees.

in order to compensate for the historical contribution of the old employees, the seniority salary and housing subsidy can be kept unchanged or slightly adjusted according to the original situation of the enterprise.

3. Additional wages

Additional wages are paid separately by the enterprise within a predetermined amount according to the actual situation of the enterprise, and are not included in the daily wage calculation and management scope.

4. Scope of application of technical allowance

. According to the professional and technical post setting of the post, the employees who are employed by the enterprise as technicians, technical posts at or above the intermediate level, deputy chief engineers and chief engineers (except for managers at or above the middle level of the enterprise) are given technical allowances. The above technical positions shall be subject to the employment term system. At the end of the employment term, the enterprise shall organize the evaluation and decide whether to renew the employment. Allowance payment standards can be determined according to the actual situation of enterprises and the market wage level of local professional and technical personnel.

5. Reward for outstanding employees

Employees who have done particularly well in their work during the year, achieved certain technical (or management) achievements and made great contributions to the enterprise will be rewarded by the enterprise.

The procedure for producing outstanding employees of the year is generally as follows: employee appraisal-department recommendation-discussion by the enterprise leadership-decision by the general manager, and at the same time, it is subject to the supervision of the trade union at the same level in the enterprise. Outstanding employee awards shall be paid from the general manager's award fund, and the total number of recipients shall be mastered by the enterprise according to the benefits of the year and the work performance of employees.

III. Operation of the post-efficiency salary scale wage system

The post-efficiency salary scale wage system is a dynamic management system related to the production development and benefit improvement of enterprises, and a normal operation mechanism must be established to ensure the healthy development of this wage system.

the enterprise shall establish the post evaluation system for employees according to the implementation plan and relevant regulations. According to the performance evaluation results of employees in the current year, the salary scale is floating, and the salary scale gap is widened reasonably.

enterprises should create conditions to carry out job competition and exchange, so as to promote the formation of the mechanism of "being able to go up and down, being able to have more and less, and being able to enter and leave".

every year, the enterprise pays the benefit salary in advance every month according to 6% of the base of benefit salary and the total coefficient of benefit salary in the previous year, and makes settlement at the end of the year according to the assessment results of economic responsibility system of various departments.

all departments within the enterprise should formulate the internal benefit salary assessment and distribution method according to the nature of the department's work and the degree of employees' due diligence, so as to truly link the level of benefit salary with each employee's work performance and contribution to the enterprise, so as to fully stimulate each employee's work enthusiasm.