岗位分红股是为了激励公司关键岗位的员工，对其授予一定数量的公司股份，或者为其在公司内部记账为一定数量的虚拟股份，使得该激励对象在这一岗位上任职期间可以享受该股份的分红权。那么岗位分红权的股权激励方案设计需注意的问题有什么呢？

　　Post dividend share is to motivate the key position of the company employees, to grant them a certain number of company shares, or for them in the internal accounting of a certain number of virtual shares, so that the incentive object in this post can enjoy the right to share the bonus. So what are the problems that should be paid attention to in the design of the equity incentive scheme of post bonus right?

　　岗位分红股的特点是不需要购买，激励对象在特定岗位时拥有，离开岗位时自动失去，由继任者享有。岗位分红权主要要适用于岗位序列清晰，岗位职责明确、业绩考核规范的大中型公司。

　　The feature of post dividend shares is that they do not need to be purchased, and the incentive object owns them at a specific post, but loses them automatically when leaving the post, which is enjoyed by the successor. The post bonus right is mainly applicable to large and medium-sized companies with clear post sequence, clear post responsibilities and standardized performance assessment.

　　岗位分红权激励对象原明上限于在和科技创新和科技成果产业化过程中发挥重要作用的公司核心科研、技技术人员和管理骨干。

　　The incentive object of post bonus right is originally limited to the core scientific research, technical personnel and management backbone of the company who play an important role in the process of scientific and technological innovation and industrialization of scientific and technological achievements.

　　激励对象般应在工作岗位上连续工作1年以上。根据公司的行业特点和人才结构，参与岗位分红权激励的激励对象原则上不超过本公司在岗职工总数的30%。

　　The target should work continuously for more than 1 year. According to the industry characteristics and talent structure of the company, the incentive object of participating in the post bonus right incentive should not exceed 30% of the total number of employees in the company in principle.

　　长期战略规划的重要性和面献，分别确定不同尚位的授子股份数额和分红标准。岗位分红权方案的股权来源，如果是实股的话，应由公司股东提供。在岗位股实际设置时，要考虑与年薪制的补充。

　　The company shall, according to the importance and contribution of the position to the company's long-term strategic planning, determine the amount of shares granted by different positions and the standard of dividends. The stock source of the post bonus scheme, if it is actual stock, should be provided by the shareholders of the company. When the post unit is actually set up, the supplement with annual salary system should be considered.

　　公司可以对岗位分红股权激励设定实施条件，可以在激励方案中与激励对象约定相应条件以及业绩考核办法，并约定分红收益的扣减或者暂缓、停止分红激励、退还股权的情形及具体办法，这样可以解决激励与约束对称问题。离开激励岗位的激励对象自离岗当年起，不得享有原岗位分红权。

　　The company can set the implementation conditions for the post dividend equity incentive, and can agree with the incentive object in the incentive plan the corresponding conditions and performance assessment methods, and agree on the deduction of dividend income or the suspension, suspension of dividend incentive, return of equity and specific methods, so as to solve the problem of incentive and constraint symmetry. The incentive object who leaves the incentive post shall not enjoy the right of bonus of the original post from the year of leaving the post.

　　岗位分红股既可以是实股，也可以是虚拟记账股份，使用哪种形式要看公司的具体经营情况。如果您在这方面还有很多问题想要了解的话，不妨直接来网站www.guquanzhanlue.com咨询有关人员吧，让您更好的了解股权激励知识。

　　Post share out bonus shares can be real shares already, also can be shares of virtual accounting, using which form to see the specific management of the company. If you still have a lot of questions in this respect want to know, might as well directly to the website www.guquanzhanlue.com to consult the relevant professionals, so that you better understand the knowledge of equity incentive.