不同的企业类型在不同的行业环境中，企业在不同的发展阶段、企业的发展目标、企业现今的水平等因素都是进行股权激励所必须考虑的因素，那么在实行股权激烈方式时的表决和考核是怎样的内容呢？

Different types of enterprises in different industry environments, enterprises in different stages of development, enterprise development goals, the current level of enterprises and other factors must be considered for equity incentives, so what is the content of voting and assessment when implementing the equity intense method?

掌握67%以上的表决权可以决定修改公司章程，增减注册资本，改变公司的经营形式，以及公司的合并分立解散。34%的一票否决是针对以上的决议。51%过半数除以上几项外由过半数表决权者可以决定。

Holding more than 67% of the voting rights can decide to amend the articles of association, increase or decrease the registered capital, change the business form of the company, and the merger, division and dissolution of the company. 34% of the one vote veto is for the above resolutions. 51% more than half can be decided by more than half of the votes except for the above items.

技术股东入股根据其阶段性成果，适用股权成熟机制，比如一年内达到技术的某一个既定阶段就将多少股份进行转让，三年或几年将约定好的股权全部转让到位。

According to its phased results, technology shareholders apply the equity maturity mechanism. For example, how many shares will be transferred when they reach a certain stage of technology within one year, and all the agreed equity will be transferred in three or several years.

岗位股就是对岗位进行的配股，在岗就有分红，升职或降级了，就根据后的职位确定股份分红数。离开就没有分红了。一个萝卜一个坑，股是分给坑的，哪个萝卜来了就给谁坑和股。

Post shares are the allotment of shares to posts. There will be dividends on post. If you are promoted or demoted, the number of share dividends will be determined according to the final position. If you leave, there will be no dividends. A radish is a pit, shares are distributed to the pit, which radish comes to whom the pit and shares.

退出机制决定整个股权激励计划的成败。一年内如何退出，两年内如何退出，到期了如何退出，违规了怎么退出，考核不通过如何退出。保证金或风险抵押金如何退还等必须协议约定。

The exit mechanism determines the success or failure of the entire equity incentive plan. How to quit within one year, how to quit within two years, how to quit when it expires, how to quit when it violates the rules, and how to quit if it fails the assessment. How to return the deposit or risk mortgage must be agreed.

考核机制决定了股权激励是否变成了股权奖励。公司大盘子，部门及个人三个层面的考核都要兼顾，高层大权重看公司，中层大权重看部门，个人大权重看自己。不同层级看不同的楼层，锁定考核内容，各自干好各自的楼层。年底根据考核系数或等级拿分红。

The evaluation mechanism determines whether equity incentive has become equity incentive. The assessment of the company's overall situation, departments and individuals should be taken into account. The high-level power focuses on the company, the middle-level power focuses on the Department, and the individual power focuses on himself. Look at different floors at different levels, lock in the assessment content, and do their own floors well. At the end of the year, dividends will be paid according to the assessment coefficient or grade.

山东股权激励的个量一定要公平公正，既要考虑历史贡献，如司龄，特殊贡献，又要考虑未来价值，比如将来在公司的工作年限，未来潜力，价值越大股份数量越多。年底根据考核的系数适当的增减股，做好变量管理。

The individual amount of equity incentive in Shandong must be fair and equitable. We should not only consider historical contributions, such as company age and special contributions, but also consider future values, such as future working years in the company and future potential. The greater the value, the more shares. At the end of the year, increase or decrease shares appropriately according to the evaluation coefficient, and do a good job in variable management.

总之应该全面综合所有因素来考虑通过何种方式进行股权激励，同时通过股权架构设计，确保在进行股权激励的同时掌握住控制权。更多相关内容就来我们网站http://www.guquanzhanlue.com看看吧！

In a word, we should comprehensively integrate all factors to consider how to carry out equity incentive, and at the same time, through the equity structure design, ensure to grasp the control right while carrying out equity incentive. Come to our website for more relevant content http://www.guquanzhanlue.com Look!