又是一年调薪季！It's that time of the year for salary reviews again! 尊敬的企业HR负责人，为帮助会员企业了解本地企业调薪动态，DUSA开展本次匿名迷你调研。您提供的所有数据仅用于参与调研的所有企业之间参考，绝不披露任何单一企业信息。感谢您的支持！Dear HR Leaders, to help all members understand the local salary adjustment trends, DUSA is conducting this anonymous mini-survey. All data you provide will be used solely for reference among all participating companies. Information from any single company will not be disclosed. Thank you for your support!
*1.请选择贵公司所属的主要行业。Please select your company's primary industry.
其他行业（请简要说明） | Other Industry (Please briefly specify)
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*2.请选择贵公司人员规模。Please select your company's employee size.
≤50
51 - 200
201 - 500
501-1000
1000 - 2000
＞2000
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*3.贵公司 2026 年度的整体调薪预算（平均增幅）范围是？What is the overall salary adjustment budget (average increase rate) range for your company in 2026?
0%
1% - 3%
4% - 5%
6% - 7%
7% - 9%
≥10%
其他 | Other
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*4.本次调薪，绩效表现优异的员工与绩效一般的员工，调薪幅度差距通常为多少？What is the typical gap in adjustment percentage between top performers and average performers?
基本无差距（主要按普调）| Minimal gap (primarily across-the-board adjustment)
差距在1% - 3% 之间 | Gap within 1% -3%
差距在4% - 6%之间 | Gap between 4% - 6%
差距在7%以上 | Gap more than 7%
我们实行 “零基调薪” | We implement a "zero-based" merit increase approach
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*5.本次调薪，一线生产员工与非一线员工（管理 / 技术 / 职能）的调薪幅度预计差异如何？请根据实际情况填写大致百分比范围。What is the anticipated difference in increase rates between front-line production employees and non-front-line employees (management/technical/administrative)? Please indicate the approximate percentage range based on your situation.
基本持平| Roughly equal
一线员工更高 | Higher for front-line
非一线员工更高 | Higher for non-front-line
结构差异为主：增幅不直接可比。一线员工收入增长主要来自加班费 / 津贴，非一线员工主要来自基本工资 / 奖金调整。| Primarily structural difference: Increases are not directly comparable. For front-line staff, income growth comes mainly from overtime pay/allowances; for non-front-line staff, from
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*6.贵公司对不同岗位序列的调薪策略是否有明显倾斜？Does your company significantly tilt its salary adjustment strategy towards specific job families?
是，销售岗位倾斜最高 | Yes, highest tilt towards sales roles
否，各序列基本遵循统一预算 | No, all families generally follow the unified budget
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*7.针对当前招聘 / 保留难度最大的岗位，贵公司是否会采取特殊调薪策略？For roles currently most difficult to recruit or retain, does your company adopt special adjustment strategies?
是，有单独的 “市场溢价调整” 或保留津贴 | Yes, separate "market premium adjustment" or retention allowance
是，在年度调薪中给予显著高于平均的增幅 | Yes, grant significantly above-average increases within the annual cycle
否，但会在调薪中优先考虑 | No, but they are prioritized within the adjustment
否，暂无特殊政策 | No special policy currently
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*8.除了基本薪资调整，贵公司今年是否考虑通过其他方式提升员工总薪酬回报？Besides base salary adjustment, is your company considering other ways to enhance total compensation this year?
增加或提高绩效奖金比例 | Increase or raise the performance bonus ratio
增设或提高各类津贴（如技能津贴） / Introduce or increase various allowances (e.g., skill allowance)
优化或增加福利项目 | Optimize or enhance benefit programs
主要聚焦于基本薪资调整 | Primarily focus on base salary adjustment
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*9.（针对已调薪公司）如贵公司已完成 2026 年度调薪，实际执行的整体平均调薪比例是多少？If your company has completed the 2026 salary adjustment, what was the actual overall average increase rate implemented?
0%
1% - 3%
4% - 5%
6% - 7%
8% - 9%
≥10%
不适用 | NA
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*10.您预计 2027 年，本地制造业的薪酬增长趋势将如何？How do you anticipate the salary growth trend in the local manufacturing sector will be in 2027?
比 2026 年更乐观，增幅可能扩大 | More optimistic than 2026, increase may expand
与 2026 年基本持平 | Generally flat compared to 2026
比 2026 年更谨慎，增幅可能收窄 | More cautious than 2026, increase may narrow
难以判断 | Difficult to predict
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11.（开放题，选填）在薪酬管理方面，您目前最大的挑战或困惑是什么？(Optional Open-ended) What is your biggest challenge or confusion regarding compensation management currently?
*12.如希望收到调研报告，请留下您的邮箱，谢谢！If you would like to receive the survey report, please leave your email address. Thank you!