The salary system in the Tamaki company

Taking into account modern approaches to calculating wages, Tamaki has implemented a personalized labor assessment system. According to it, an employee's monthly salary consists of two components: The fixed part (salary or hourly) is the part related to the performance of basic job duties and actual presence at the workplace. The variable (motivational) part depends on the fulfillment of key performance indicators (KPIs) for the position. Perhaps many of you are familiar with the concept of KPIs — key performance indicators that are traditionally used in the IT field or in sales. At Tamaki, we have adapted this system to our tasks and integrated it into the monthly payroll for all positions. Each employee has a personalized motivation file, which is filled out on a daily or weekly basis. It records the amount of work performed during the reporting period. This allows the manager to see the employee's workload and the speed of completing tasks. Key metrics have been developed for all positions, from line employees to the CEO, reflecting the performance of each position. Within a single position, multiple metrics can be used to comprehensively evaluate an employee's performance. At the end of the month, depending on the performance of the KPI, an employee can receive from 100% to 120% if the indicators are exceeded. We regularly review metrics within divisions, adapting them to current realities. For most large departments, indicators are calculated automatically, which increases the transparency and accuracy of the assessment. For employees holding managerial or unique positions, there is a monthly task setting system. At the beginning of the month, the employee receives a list of tasks from the manager (including strategic and current ones), discusses them and begins to complete them. At the end of the month, the result is evaluated, and when the goals are achieved, the employee receives additional motivation included in the salary calculation. Wages are paid twice a month in accordance with labor legislation. The motivational part is paid with the second part. Thus, Tamaki has implemented a smart remuneration system that motivates employees to develop and at the same time contributes to increased efficiency. We are sure that success starts with every member of the team!