The next step is the personnel arrangements for the company’s senior management.
The company’s Chief Executive Officer (CEO) is concurrently held by Chang Le, Chief Operating Officer (COO) is concurrently held by He Liang, Chief Technology Officer (CTO) concurrently by Lu An, Chief Information Officer (CIO) concurrently by Chu Xiao, Chief Marketing Officer (CMO) by Yang Yicheng, Chief Brand Officer (CBO) by Fang Yuzhou, and Chief Personnel Officer (CHO) by Zhang Hezhi.
Meng Qiuyan holds the two positions of Chief Administrative Officer (CAO) and Chief Financial Officer (CFO) in the management. In addition, she also serves as Assistant to the Chairman.
·The company’s board of directors members also basically serve in the core senior management.
At this stage, the general framework should be set first. When the company's personnel expand in the future, personnel adjustments can be made accordingly.
In addition, the company's supervisory board consists of 11 people including Yan Sixiu, Qin Guanyue, and Xie Yu.
Meng Qiuyan sorted out these lists, and Lu An read them again, and nodded after confirming, "Well, that's it."
The company's decision-making brain has been arranged, and the next step is to adjust the salary package, which is divided into two parts: basic salary and virtual equity income.
· Under the new architecture system of Yuanjie Intelligent Control, it is divided into technical positions and management positions.
Technical positions are subdivided into 12 levels, from low to high, ranging from P1 level junior engineer to P12 level chief scientist.
Management positions are subdivided into 9 levels, from low to high, from M1 level supervisor to M9 level director.
Lu An looked at the salary package designed by Meng Qiuyan, and then said in a deep voice: "With a slight adjustment, the annual salary of P1 level for technical positions is 250,000 yuan. Using this as the base, each promotion will increase by 30% of the previous value, and so on; the same is true for management positions, the annual salary of M1 level The salary is 250,000 yuan, and based on this, it increases by 30% for each rank. For example, the annual salary of P1 level is 250,000 yuan, then the annual salary of P2 level is 325,000 yuan, and the P3 level salary is 422,500 yuan.
The annual salary for technical positions up to the highest level P12 is 4.48 million yuan, and the annual salary for management positions up to the highest level M9 is 2.03 million yuan.
Meng Qiuyan made adjustments according to his arrangement, and then couldn't help but ask: "Is the salary in the management position a little low?"
Hearing this, Lu An said calmly: "As a high-tech company, with technical texts, we must first respect technology. The most intuitive and simple explanation is that technical people get more money than managers. Besides, isn't there a virtual equity allocation? If you follow me, you still have to worry about low pay?"
"In addition, starting from next year, 2015, all employees will be paid according to the The basic salary of each current rank will increase by 8% every year, up to 20 years. Those who are still employed after 20 years will be paid according to the current salary. "
Lu An's decision is obviously based on the growth rate of domestic credit expansion. The greater the credit expansion, the greater the depreciation of money. The company's basic salary increases by 8% every year, which means that employees' rank benefits are valuable.
The annual basic salary increases by 8%. If a P1-level employee works at Metaverse Intelligent Control for 20 years, his salary can increase from 250,000 yuan at the beginning to 1.16 million yuan after 20 years.
This is calculated based on the fact that he will still be at P1 level after 20 years. Under normal circumstances, it is impossible to remain at P1 level after working in the company for 20 years.
After 20 years of working at P12, the highest level, the basic salary can increase from the initial annual salary of 4.48 million yuan to 22.55 million yuan.
Meng Qiuyan originally felt that the salary offered in management positions was relatively low, but it is not low when combined with the 8% annual increase requirement, and the length of service has a valuable value. The longer you work, the less willing you are to leave, because the longer you work, the more money you get.
Lu An added: "In addition, if an employee is promoted, his or her salary will be increased in the following year based on the post-promotion + actual length of service multiplied by 8%."
The employee then jumped several levels and was promoted to level P5. The basic salary for this level is 566,800 yuan per year.
After the employee is promoted to the P5 level, his salary in the fourth year is not 566,800 yuan, nor is it 612,100 yuan. Instead, the P5 level 566,800 yuan is used as the base. After he has been employed for three years, his salary will be increased by 8% for three consecutive years.
From this, it can be concluded that after this employee was promoted, the actual annual salary he received in the fourth year was 714,000 yuan, and in the fifth year it was 771,100 yuan.
If you are promoted later, the corresponding salary will be given according to the same calculation rules.
Finally, Lu An looked at the virtual equity incentive plan and said immediately: "Well, there is no problem with your plan, no need to adjust, just decide like this."
The virtual equity incentive plan meets Lu An's requirements. The plan stipulates that all regular employees of the company will be eligible for the lowest guaranteed allotment of virtual equity after three years of employment.
The actual number of quota shares depends on the employee's contribution. The core logic is that those who are capable work more, and the greater the contribution, the greater the quota.
With virtual equity allocation, employees do not need to spend their own money to exercise the rights and subscriptions. Instead, the company allocates them directly for free. However, if an employee resigns, the virtual equity allocated to him will be automatically taken back by the company instead of paying to buy it back from the employee.
Because it is configured for free, employees do not have to pay to exercise their rights to purchase it.
Hence, virtual equity only has dividend rights and no voting rights. This is the biggest difference from the equity held by He Liang and his more than 20 initial team members.
Compared with the 100,000 shares held by He Liang, they were real original shares with dividend rights and voting rights. After all, he spent real money to subscribe for them.
Lu An said: "After adjusting the dividend distribution, after the company achieves profitability, it will use 20% of the current period's net profit based on the results of the current annual report, and fully distribute it to all shareholders who hold shares in the following year in the form of cash dividends."
Meng Qiuyan nodded, and immediately made adjustments according to his wishes. The original plan was to take out 15% of the net profit, and Lu An increased it by 5 percentage points.
Finally, Lu An read the adjusted plan again and nodded with satisfaction: "Yes, the overall framework has been determined. Let it be announced and implemented in two days."
...
In the morning of the next day, the company issued an internal announcement.
Make major strategic adjustments to the company's organizational structure, personnel, benefits, etc., which will take effect in three days.
Relevant documents are posted on the company's internal bulletin board, and there are also electronic documents. As long as you are a regular employee of Metaverse Intelligent Control, you can download and read them.
· During the lunch break, many employees gathered around the company’s internal bulletin board to watch.
After the announcement was released, it immediately caused a stir among employees. Most of the grassroots employees were most concerned about the adjustment of salary and benefits.
"Good guy! The latest adjusted salary is significantly higher than those of well-known top companies." An employee at a certain station was looking at the electronic version and chatting enthusiastically with the colleague next to him.
His colleague excitedly said: "According to the new rank structure, I should be at the P1 level, that is to say, I can get an annual salary of 250,000 yuan next year?"
As far as this treatment is concerned, he is already extremely satisfied.
Because the treatment of grassroots employees of big companies like BAT Internet giants is just like this, Yuanjie Intelligent Control's current treatment is directly in line with those of those big companies.
With the company's new benefits starting from next year, the annual salary for P1 technical positions is 250,000 yuan, which is equivalent to a monthly salary of over 20,000 yuan. Compared with his salary when he joined the company, his salary has increased by about 73%. It is already significantly higher than the salary of grassroots employees in large factories.
What surprises everyone even more is that every year after joining the company, the salary will increase by 8% based on the salary of the previous year, and the salary increase can be up to 20 years.
There are also options and share allotment qualifications after three years of employment, and there is also a minimum guarantee mechanism.
Now the job of Yuanjie Intelligent Control is going to become a super hot commodity in the industry. Many employees who have just joined the company secretly say that they are lucky to have already got on board. In the future, it is estimated that the number of people coming to the company to apply for jobs will increase exponentially, and the difficulty of entering this company will also increase exponentially.
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