playtechbaccarat| Many banks such as Bank of China and China Merchants Bank "reverse salary collection"

SourcePlaytechbaccaratFinancial Times

Recently, the situation of salary recovery and deduction in a number of banks has attracted wide attention in the market.

A reporter from the Financial Times combed through the 2023 performance reports of some banks and found that more and more banks began to strictly implement the recovery mechanism for performance pay.

According to the annual report, last year, the Bank of China carried out recovery deductions against a total of 2059 people, with a total amount of 22.75 million yuan; China Merchants Bank recovered a total of 43.29 million yuan from 4415 employees; and the Bank of Tianjin recovered a total of 1.74 million yuan. Weihai Bank recovered 27% of its performance pay.Playtechbaccarat280000 yuan.

Lou Feipeng, a researcher at the Postal savings Bank of China, analyzed in an interview with the Financial Times that for banks, the implementation of the performance pay recovery mechanism is not only the implementation of the requirements of financial supervision, but also helps to restrain the high-risk behavior of senior executives and key personnel, improve the soundness of bank operations, and help banks recover some of their losses after risks occur.

"in 2023, banks will implement a large-scale clawback mechanism for performance pay, exceptPlaytechbaccaratIn addition to more banks strictly implementing the performance pay recovery mechanism, there are also factors that trigger the performance pay recovery mechanism due to the negative impact of financial risk exposure on banks. " Lou Feipeng said.

In fact, in recent years, more and more banking institutions have joined the ranks of salary recovery.

The relevant person in charge of Guangfa Bank said that for senior managers and employees who have a direct or important impact on risk, the bank continues to improve the deferred payment and recovery system of performance pay, and give full play to the guiding role of performance pay in operation and management.

For example, the management measures and implementation rules for deferred payment and recovery of performance pay will be issued in 2023, the scope of personnel and the proportion of deferred payment will be clearly defined, the situation and standards of recovery will be refined, and the working procedures of recovery will be improved. In addition, the bank establishes an incentive and restraint mechanism in which the total salary is linked with business efficiency and performance assessment, insisting on benefit-oriented, highlighting value contribution, supporting strategic priorities, and supporting the grass-roots front line.

"from the perspective of the future trend, the performance pay recovery mechanism plays a good role in restricting executives and key personnel to engage in high-risk business behavior, and guides banking employees to comprehensively consider risks and benefits, short-term and long-term, etc. to operate more steadily. In this regard, financial supervision also has clear requirements, so strict enforcement by banks should become the norm. " Lou Feipeng said.

In recent years, regulators have continued to improve the deferred payment and recovery system of performance pay in financial institutions.

The "three-year Action on improving Corporate Governance in the Banking and Insurance Industry" issued by the former China Banking and Insurance Regulatory Commission in March 2023 shows that more than 95% of institutions have formulated and implemented a deferred payment and recovery system for performance pay. Especially in some high-risk institutions, the relevant system has played an important role in holding executives responsible for violations and recovering asset losses.

Experts believe that, generally speaking, the bank compensation structure needs to be able to give consideration to its incentive role while taking into account fairness, and be able to implement differentiated compensation incentives according to the contribution of employees. The recovery and deduction mechanism of performance pay needs to be carefully implemented, but in this process, there should also be clear conditions, which can not be blindly expanded or simply pursued and rebated, and the legitimate rights and interests of relevant employees need to be effectively protected.