1. Performance evaluation: the company can determine the salary level of lecturers through performance evaluation. Performance evaluation can determine the salary adjustment range according to the performance of lecturers, training effect, customer feedback and other indicators.
2. Teaching quality and student satisfaction: The company may consider linking the lecturer's salary with teaching quality and student satisfaction. For example, according to the evaluation and feedback of the students, make corresponding salary adjustments.
3. Training results and performance: The company can decide salary adjustment according to the results and performance of training courses led by lecturers. For example, if the lecturer successfully improves the training effect of the trainees or brings more business opportunities, the company can raise the salary accordingly.