【正文】 5440 6800 8160 50％ 32％ F 7620 9520 11420 50％ 40％ E 10250 13330 16410 60％ 40％ D 14350 18660 22970 60％ 40％ Compensation Management Merit Pay System 績效工資系統(tǒng) Link Performance With Pay 工資及表現(xiàn)的結(jié)合 Compensation Management Merit Pay System 績效工資 ? Pay differentiation by individual performance ? 根據(jù)不通的工作表現(xiàn)拉開工資差距 ? Link pay with performance management ? 績效評估系統(tǒng)與工資的結(jié)合 ? Internal equity ? 內(nèi)部公平性的體現(xiàn) Compensation Management Salary Range Profile 工資幅度的典型 4th Quartile Consistently outstanding 3rd Quartile Exceeds standards 2nd Quartile Meets standards 1st Quartile Does not fully meet standards 75% Midpoint 25% pay Performance definitions Compensation Management Position in Range 在級別中的位置 Pay Progression with Range 在同級中工資的進(jìn)度 25% Does Not Meet Standards 0% 50% Meet Standards 75% Exceed Standards 100% Outstanding Pay Range Minimum Range Peration Pay Range Maximum Pay Time Compensation Management Quartiles of a Range 工資幅度的區(qū)間 1Q 2Q 3Q 4Q I 32503574 35753899 39004224 42254550 H 42904719 47505149 51515579 55806010 G 54406119 61206799 68007479 74808160 F 76208569 85709519 952010469 1047011420 E 1025011789 1179013329 1333014869 1487016410 D 1435016504 1650518659 1866020814 2081522970 Compensation Management Position in Range 在工資幅度中的位置 CompaRatio Calculations Compa –Ratio 的計算 Market Index (actual to market) Midpoint Individual CompaRatio (actual to structure) Average Salary Market Average Organisational/Unit CompaRatio (actual to structure) Salary = Midpoint = = Average Salary Compensation Management Exercise on Calculating Comparatio 計算 CompaRatio的練習(xí) Position Lv No. Of EEs Average Salary New Salary Midpt CompaRatio Junior accountant I 8 3300 3900 Accountant H 5 4600 5150 Sr accountant G 2 6500 6800 Finance supervisor F 1 9000 9520 Finance manager D 1 17000 18660 Compensation Management Position in Range 工資幅度中的位置 Range Peration Control 工資百分位值 1200 900 800 1000 800 1200 Range Peration = Pay Rate Minimum Maximum Minimum Compensation Management Exercise on Calculating Peration 計算工資百分位值的練習(xí) position level Number of EEs Average salary peration Junior accountant I 8 3300 Accountant H 5 4600 Sr accountant G 2 6500 Finance supvervisor F 1 9000 Finance manager D 1 17000 Compensation Management Merit Increase Guidelines 績效工資增長規(guī)定 ? Performance only ? 只與表現(xiàn)掛鉤 ? Performance and position in range ? 與表現(xiàn)及在工資架構(gòu)中的位置一起掛鉤 Compensation Management Based on Performance Only –Increase an Percent of Base Pay 只與表現(xiàn)掛鉤 —基本工資增長幅度 Performance Rating Fixed Increase Amount Discretionary Increase Range Outstanding 10% 712% Consistently Exceeds Standards 7% 68% Meets Standards 4% 35% Does not Fully Meet Standards 0% 0% Compensation Management Based on Performance and Position in Range 與表現(xiàn)及在幅度中的位置相掛鉤 Fixed Increase Amount Performance Rating 1st Quartile or below 2nd Quartile 3rd Quartile 4th Quartile Outstanding 12% 9% 6% 3% Consistently Exceeds Standards 8% 5% 3% 02% Meets Standards 5% 3% 02% 0% Does not Fully Meet Standards 03% 0% 0% 0% Compensation Management Factors when Defining the Increase Percentage 決定漲工資幅度的因素 ? Average increase budget 漲工資的預(yù)算 ? Salary structure movement percentage 工資架構(gòu)增長的比例 ? Performance rating distribution 工作表現(xiàn)分?jǐn)?shù)的分布 ? Average pay position in range 平均工資在幅度中的位置 – Comparatio – Peration – quartile ? Pay differentiation 差距的大小 Compensation Management Salary Increase Budget 工資增長預(yù)算 ? Percent necessary to match market as of January 1 ? 追趕一月一日市場的增長百分比 ? Anticipated percent of next year’s market movement (lead ,lag ,lead/lag) ? 預(yù)期的市場增長比例，考慮領(lǐng)先或滯后策略 ? Desired position above or below the market (pay policy) ? 想要比市場高或低的百分比（市場定位） Compensation Management Percentage Increase Example 工資增長比例的例子 ? Percent Increase = 8% Percent to match market % Total market salaries /Total pany salaries –1 Market movement 3% Company pay policy 5% Compensation Management Exercise for Salary Increase Matrix 工資增長矩陣的練習(xí) ? Average salary increase budget 8% ? 平均加薪幅度預(yù)算為 8％ ? Performance evaluation distribution ? 績效考評分?jǐn)?shù)分布 – Outstanding 10% – Meet all target 50% – Meet most target 30% – Does not fully meet target 10% ? Maximum increase percentage 16% ? 最高加薪幅度 16％ ? Population distribution in salary range ? 在薪酬架構(gòu)中人員的分布 – 1Q 40% , 2Q 30% , 3Q 20% , 4Q 10% ? Flexibility adder 2% ? 靈活加薪幅度 Compensation Management Exercise on Merit Matrix 工資增長矩陣的練習(xí) Population in each cell 每小格的人數(shù) 1Q 40% 2Q 30% 3Q 20% 4Q 10% Outstanding 10% 4% 3% 2% 1% Meet all target 50% 20% 15% 10% 5% Meet most target 30% 12% 9% 6% 3% Does not fully meet target 10% 4% 3% 2% 1% Compensation Management Exercise on Merit Matrix 工資增長矩陣的練習(xí) Merit % Assumption 增長比例設(shè)定 1Q 40% 2Q 30% 3Q 20% 4Q 10% Outstanding 10% 4% (16%) 3% (13%) 2% (8%) 1% (5%) Meet all target 50% 20% (13%) 15% (9%) 10% (6%) 5% (3%) Meet most target 30% 12% (7%) 9% (5%) 6% (0%) 3% (0%) Does not fully meet target 10% 4% (3%) 3% (0%) 2% (0%) 1% (0%) Compensation Management A Sample of Pay Structure amp。 Merit Matrix 工資架構(gòu)與績效工資增長的例子 1Q 40% 2Q 30% 3Q 20% 4Q 10% I 32503574 35753899 39004224 42254550 H 42904719 47505149 51515579 55806010 G 54406119 61206799 68007479 74808160 F 76208569 85709519 952010469 1047011420 E 1025011789 1179013329 1333014869 1487016410 D 1435016504