The so-called performance award mainly refers to a reward system set for employees based on the completion of annual goals. Since it is linked to the annual goals of the unit, the work goals of the department, the job contribution and staff assessment, it is awarded at the end of

The so-called performance award mainly refers to a reward system set for employees based on the completion of annual goals. Since it is linked to the annual goals of the unit, the work goals of the department, the job contribution and staff assessment, it is awarded at the end of the year or the first half of the next year.

Many companies will issue certain performance rewards to employees at the end of the year. Some are paid in the form of 13 salary . However, strictly speaking, the 13 salary at the end of the year is of benefit and does not belong to strict performance rewards. The real performance reward is linked to the unit's annual goals. Only when the annual goals are completed will there be performance rewards. If the goals are not completed, performance rewards will not be issued, or performance rewards will be reduced.

In enterprises, employee year-end performance rewards are part of employee income. When I work in the unit, how to pay annual performance rewards every year is the most troublesome thing for everyone, that is, what standards are issued, and how to turn performance rewards into a means of incentives, encouraging employees' morale, and becoming a measure to retain employees; in government agencies and institutions, performance itself is a part of salary, and some reflect certain performance salary in normal times, and one-time performance rewards are issued at the end of the year, which also has the effect of incentives.

Performance As part of the salary and welfare income of staff of government agencies and institutions or employees of enterprises, it is also an important measure to encourage employees to do things and start businesses. The main incentives are on-the-job workers. After retirement, retirees no longer belong to employees of their original units, but to retirees. The main task of retirees is to withdraw from their posts and rest in accordance with regulations, no longer serve as employees within the unit staff, and no longer receive wages and benefits from the original units. The quality of the unit's work goals has nothing to do with retirees.

As the performance reward of the enterprise, it is generally based on the decision of the shareholders' meeting. The board of directors and the management team sign an annual target plan, such as business goals, safety and environmental protection goals, employee team building goals, etc., and complete the target tasks. The board of directors will issue a certain performance reward amount to the management team according to the proportion stipulated in the annual plan. Among these reward amounts, the proportion of the management team and the proportion of employees is stipulated, and then it will be calculated to each employee based on the performance of the employees.

annual performance is a fixed cake. How to distribute this cake is proposed by the management team and implemented after approval by the board of directors. Of course, some units will consider cutting a piece of it to distribute it to retirees when distributing this cake. If one piece of the unit’s plan is to be distributed to retirees, then the leaders of this unit are very comprehensive and very humane in consideration. Therefore, those who retire from this unit may have certain performance bonuses or living allowances in the year.

However, different units and business management situations are different, the management ideas and structures of unit leaders are different, and retirees enjoy unit performance are also completely different. Overall, large state-owned enterprises and central enterprises have had a tradition of distributing certain living subsidies to retired employees for many years, so employees who retire from these units will enjoy certain performance rewards from their original units at the end of each year or at the beginning of the next year.

Retired personnel from government agencies and public institutions, and those who handle retirement in accordance with the old system, since the original salary and welfare payment channels are all under the responsibility of the original unit, at the end of the year or at the beginning of the year, the original unit will also include the retired employees of the original unit in the scope of distribution performance in accordance with local policies; from October 2014, after the staff of government agencies and public institutions start paying pension insurance, all pensions will be distributed in a social manner. Although

pensions have been socially distributed, the original payment channels remain unchanged. Retired personnel of government agencies and institutions are very close to each other. Therefore, when some local governments consider the year-end performance of in-service personnel, they will also include retirees in the scope of payment. In some places, even if in-service personnel have no performance, they will consider issuing certain living subsidies to retirees, reflecting the local government's concern and care for retirees.

To sum up, retirees in 2022 actually do not have performance awards. The living allowances received by some people in 2022 are actually in 2021. The people who receive the year-end living allowance in 2021 are mainly retired people from some government agencies, institutions and state-owned enterprises, called living allowances. The actual and year-end performance awards are of the same nature, but from private enterprises, people who have flexible employment retirees do not have any subsidies or performance awards.