OMK uses the following personnel system of monetary incentives:

	Salary
Basic salary	Incentives	Allowances
Constant salary component	Variable salary component, additional payments to employees	Additional employee payments specified in the  Labor Code of the Russian Federation
Determined on a case-by-case basis based on the value of the position, its intra-company “weight” Depends on the labor market situation	Aimed at improving individual/group performance and work effectiveness of each employee

In 2006, the pay system is scheduled to be aligned with the assessment of the value of working positions.

Incentives are related to the implementation of Key Performance Indicators (KPI). Said indicators are quarterly and established for each function and position.