The calculation method of performance pay is: one is that absolute performance pay is the post salary multiplied by 30%, multiplied by the personal performance appraisal coefficient multiplied by the department performance appraisal coefficient, and the other is that relative performance pay is the post salary multiplied by 30%, multiplied by the personal performance appraisal coefficient multiplied by the employee performance salary.
The proportion of performance pay should not be too high. Too high will make it difficult for employees with unstable performance and excessive income fluctuation to accept, which is not conducive to the stability of personnel, but it should not be too low, and it will not achieve the incentive effect. So it is usually reasonable to set it at 40% to 60%.
Performance, a management concept, refers to the combination of achievement and effect, which is the work behavior, method, result and its objective influence in a certain period of time. In enterprises and other organizations, it is usually used to evaluate the completion of employees' work, the degree of fulfilling their duties and the growth of employees.
Performance refers to the excellent degree of an organization, team or individual in completing tasks under certain resources, conditions and environment, and it is a measure and feedback of the degree and efficiency of achieving goals.