• the general level of salary of the personnel of each enterprise and its further modification depend on the financial performance of the enterprise;
• the Company creates the prerequisites for differentiating the pay level by functions, personnel categories, individual employees;
• the differentiation of the level of salary for different functions/personnel categories depends on the significancy of the work performed in favor of the Company, the scope of work performed, working environment, personnel structure, the degree of implementation of performance indicators (including labor efficiency);
• the differentiation of the level of salary for individual employees depends on the qualification and competence of employees, complexity, level of accountability and performance.

Objectivity and transparency, i.e.

• the Company strives to determine the amount of the personnel compensation based on the objective/objectivized evaluation of their performance and competence;
• each employee must know the amount of the compensation he will receive depending on his/her performance;
• compensation should be aligned with the labor input of each employee to the performance of the entire team, his/her experience and qualification level;
• the Company notifies its employees of the compensation determination rules.

Focus on the labor market, i.e.

• the Company compares the level of salary of its employees with the pay level offered by reference enterprises in the industry and/or region;
• the level of salary for individual professions is aligned with the regional and/or sectoral market value of such profession;
• the Company uses the values of medians and modes of the market salary for comparison purposes.

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