Where is the standard of performance pay
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Performance pay is a wage system that "pays for performance".
The reporter's interview found that some companies use performance wages to deduct wages in disguise, and some companies set basic wages very low, and then "find compensation" for performance wages, but the quantitative performance appraisal is not easy to operate.
The industry believes that the key to formulating a performance-based wage payment system is to follow legal procedures such as openness and negotiation.
As long as the employees think that the rules are well-founded, they can be implemented well, and the company can also find the best balance in the continuous improvement and modification of the system.
70%, 90%, 75%, 85%, 95%... On July 26, looking at the personnel notice sent by the company's internal system, Luo Zhongan, 35, found that he had worked in a bank for 10 years and never received performance pay. 100%.
According to the regulations of Luo Zhongan's bank, performance wages are paid on a quarterly basis, and the assessment content includes attendance, service quality, accounting quality, internal control management, business learning, etc.
He found that even in the quarter when the task was completed well, he only got part of the performance salary, which was different from the salary that the company had originally agreed with him.
Luo Zhongan believes that performance pay is an incentive wage and should not be used to deduct wages in disguise.
Also doubtful is the 20-year-old He Junlang, who works in a food processing company in Shenyang. Everyone gets the same performance salary for more or less work. There are many cases in which workers are delayed in starting work after lunch break but are watching mobile phone videos.
Performance salary is a salary system of "remuneration based on performance". It is based on the effective evaluation of employee performance and realizes the link between salary and evaluation results.
How should the assessment criteria be determined?
How should performance pay be paid?
A reporter from Workers’ Daily conducted an interview.
The performance pay for 10 years of work has never been full
Luo Zhongan has seen the company's performance appraisal management methods, including 5 major items and 53 small items for a total of 100 points, and each item has a specific deduction principle.
Among them, Luo Zhongan never got full marks, that is, daily learning in the system.
“I’m answering questions every morning when I go to the bathroom. Some non-professional questions that are not related to the job can’t be answered at all. When I’m busy forgotten, as long as I don’t accumulate points after the early hours of the day, my performance will be deducted. Luo Zhongan said that the assessment accounted for 5%.
In other words, he can only get 95% of the performance salary without deduction for other items.
According to his understanding, there are still many employees who, like himself, cannot meet the standards in this assessment, and believe that such answers should not be used as the content of the performance appraisal.
The appraisal standard directly affects how much performance pay an employee can get, how should it be formulated?
How should performance pay be paid?
A reporter from the Workers’ Daily checked relevant laws and found that there are currently no relevant laws and regulations on performance-based wages.
Only Article 16 of the "Interim Regulations on Wage Payment" stipulates that if the employer causes economic losses to the employer due to his own reasons, the employer may demand compensation for the economic losses in accordance with the labor contract.
Compensation for economic losses can be deducted from the worker’s own wages, but the monthly deduction shall not exceed 20% of the worker’s current month’s wages.
Luo Zhongan’s monthly salary is 5,014 yuan, and the performance wage agreed with the company is 5,000 yuan per month. Even if only 70% of the performance wage is paid, with reference to the above law, Luo Zhongan’s deducted performance wage does not exceed 20% of the total wages. Did not touch the legal "red line".
But this assumption happened when Luo Zhongan caused economic losses to the enterprise.
Performance wages are generally deducted in accordance with the requirements of the work and established standards. The company has the right to deduct but cannot deduct at will. It must be implemented in accordance with the relevant provisions in the labor contract and must not violate the relevant national rules and regulations.
A year ago, He Junlang's company implemented the salary payment system reform, changing the piece rate to performance pay.
Turning out the assessment form a year ago, he never fell out of the top three every month, and when he was good, his salary was more than 8,000 yuan.
Today, the monthly salary cap is fixed at 5,500 yuan.
Because the head office conducts graded assessments on each branch, only the first grade can get 100% of the performance salary.
He Junlang believes that this means that employees are eating a "big pot of rice", and this performance appraisal system is unreasonable and does not serve as an incentive.
The assessment standards are complex and difficult to unify
According to the "Regulations on the Composition of Total Wages" promulgated in 1990 and implemented so far, total wages include hourly wages, piece-rate wages, bonuses, allowances and subsidies, overtime wages and wages paid under special circumstances.
Meng Yuping, a lawyer at the Shanghai Duan and Duan (Shenyang) Law Firm, said that the predecessor of performance-based wages was piece-rate wages, and the assessment criteria were complicated and difficult to unify.
"Usually companies will introduce relevant payment management measures, and if they don’t, they will also be agreed in the labor contract. Because the company is the resource management and distribution party, there will be companies that will suppress labor costs within the legal scope, and there will also be unfair circumstances. "Meng Yuping said.
"Performance pay cannot effectively motivate, it is better not to evaluate." said Wang Wenzheng, who has worked in human resources in 6 companies.
He has seen the "annual leave without full attendance, 10% deduction of performance pay" regulations, and has also seen the company change its performance appraisal standards 17 times in three years. The situation where the performance pay of the logistics staff is low.
He believes that unreasonable and unfair payment methods for performance wages have instead discouraged employees' enthusiasm for work.
"The company believes that stable wage income is the basis for employees to support their families and will increase the attractiveness of the company." Wang Wenzheng said, for example, in recruitment practice, "monthly performance salary of 800 yuan" is more than "monthly performance salary of 0 yuan to 1,200 yuan". The term "yuan" is more attractive.
In order to reduce labor costs, companies will set basic wages very low, and then "find compensation" on performance wages, but the quantitative performance appraisal is not easy to operate.
When an enterprise withholds or pays low performance wages for no reason, workers can apply for labor arbitration to protect their rights in accordance with the law.
However, Meng Yuping said that the focus of such disputes is on enterprise evaluation standards and methods, and it is common for workers to find it difficult to produce evidence, and some companies even falsify evidence when producing evidence.
Meng Yuping took over an appeal case after a laborer lost the case.
During the first-instance trial, the company presented an assessment method that the worker had never seen before, and the worker could not prove its authenticity.
Later, when Meng Yuping was investigating and collecting evidence, he inadvertently discovered two different assessment methods and turned defeat into victory.
The key is to follow legal procedures such as public consultations
"Is it to protect the enthusiasm of a small number of outstanding employees, or to protect the enthusiasm of most employees? As long as it does not violate laws, regulations, public order and good customs, it is acceptable." Hao Hongbin, general manager of Liaoning Bailian Talent Management Co., Ltd. believes that the incentive function of performance pay has not failed. , It depends on whether we can positively guide employees to work actively.
"The key to formulating a performance wage payment system is to follow legal procedures such as disclosure and negotiation." Hao Hongbin said, "Enterprises allocate wages reasonably according to factors such as strategic objectives, job nature, and employee characteristics. Before the system is introduced, it must negotiate with employees to improve the details. As long as employees believe that the rules are rational and well-founded, they can implement it well, and the company can also find the best balance in the continuous improvement and modification of the system."
Meng Yuping reminded employees that when signing a labor contract, they must clearly write down the labor content, payment methods, management methods, and dispute resolution methods related to performance wages.
If it is not stated in the labor contract, it is necessary to find a basis in the relevant management measures of the enterprise.
If not, you can find it in the industry collective contract and labor law.
At the same time, pay attention to keep good evidence for the needs of rights protection.
(Some interviewees are pseudonyms)
Liu Xu