薪酬管理体系.pdf

1、By Peter2015.81.2.3.4.5.1.Hay-2.3.-LPL-eaderT-echnologyF-unctionS-pecialtyM-arketingQABDP1P2/P3/P4L2L3L4L5（CEO）-后备干部：员工进入P3后即具备申报L1资格，可主动申报或选择接受公司提名，认证通过的需参加公司组织的各类管理培训与干委会活动。一旦管理岗位出现空缺，L1可主动申报或接受公司提名并进入考察期。考察期通过后正式任命。外聘干部：试用期=考察期，考察期内按干部薪资标准执行，但不享受干部待遇。考察期通过后正式任命。（L1）后备干部12345-认定机构职类岗位经理总监副总总经理初级工程

2、师工程师级/级/级高工级/级/级专家助理专员主管专家助理专员经理高级经理初级中级高级职级L2L3L4L5T1T2T3T4F1F2F3F4S1S2S3S4M1M2M313000300030003000300030003000300030003000300030003000300030003000300030003000233003300330033003300330033003300330033003300330033003300330033003300330033003350035003500350035003500350035003500350035003500350035003500350

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12、0003600034380003800038000380003800038000380003800038000380003800038000380003800038000380003800038000380003540000400004000040000400004000040000400004000040000400004000040000400004000040000400004000040000干部管理委员会（L序列）职业发展委员会（P序列）（L)Leader-管理性质（公司中高层管理干部）（T）Technology-研发性质（系统研发、应用研发、QA、运维）（F）Function-职能

13、性质（会计、出纳、人力、行政、采购、计划合同）（S)Specialty-专业性质（市场、项目管理、产品、总助、设计）（M)Marketing-销售性质（BD、销售、新能源运营）由市场供求关系或地域差异造成的薪资偏差，可在2档内重新取值。除外部环境发生重大变化需调整外，矩阵内各带宽位置维持相对稳定。-A11221BC1高管吕华杨奇儒熊永钊曾西李祥部门财务部QAValukaUMHR行政部市场BD总经办新能源产品事业部干部刘丹赵春詹骥-厉彦文-蒋益员工人数2427244147合计吴锦莲出纳李勃范宏锐刘捷颖贾琴王振邱宗林杨林刘艳朱鹏冯军王懋Web开发*2吴丹倪雪叶青牟娜娜韩丹行政主管张琦但艳李琳冯丽颖纪征赵峰张婷黄涛江明娟陈维弟奚源张旭东何继茂黄坚迎曾存发朱强ABCABCABC15510031022103144100310111031349039119312480291192113802811821037027117293602611628260251152725015115162401411415230131131413013003131201200212110020020110001001030%70%0%20%70%10%10%70%20%PBC50%P2-2/123212323753341185123(+-8-910-20161