In the past few years, fixed components such as position wages, seniority wages, meal allowances, and comprehensive subsidies accounted for a large proportion of Zhenjiang Telecom employees' salaries and other incomes. If performance wages alone were used to widen the gap, the incentive effect on employees would not be enough. Therefore, the company continues to enhance the incentive effect of labor costs by gradually adjusting the distribution structure of some labor costs.
First, the spiritual civilization award and safety production award were adjusted. In the past, the annual spiritual civilization award was distributed evenly at the end of the year regardless of position; the safety production award only distinguished between internal and external offices. As long as employees did not cause major problems or safety accidents, everyone could get it, and the gap was small. Since 2004, the company has adjusted the spiritual civilization award and included it in the annual assessment of each party branch. After the assessment, it will be honored in grades; for the safety production award, reward standards are set based on the size of safety responsibilities and the level of safety risks. Through adjustments, the phenomenon of even distribution over the years has been resolved.
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