Institutions, Performance Pay Reform, Specific Measures Or Recent Introduction

Heavy payroll

In 2009, one was called "

In the near future, this reform is expected to be vigorously promoted.

According to "China Economic Weekly", recently, the president of the Wujiang Academy of personnel sciences has just completed a report commissioned by the Ministry of personnel and social affairs for the reform of the national merit pay.

The report "directly aims at what problems and what should be done for performance pay in some provinces".

The report has been submitted to the Ministry of human resources and social affairs, and specific policy measures will be introduced shortly.

Only a few remote provinces have completed the reform.

Welfare is good, wages are high, idle, dry and dry.

When it comes to public institutions, many people will see such scenes in their minds.

However, such "super national treatment" will stop abruptly with the reform of performance pay in public institutions.

Wujiang, the president of the Chinese Academy of personnel Sciences, has long engaged in theoretical research in the field of public administration and personnel. In recent years, it has undertaken a number of important central issues related to public institution reform, such as reform of title system reform, reform of wage and income distribution system in institutions and institutions, and reform of personnel system in public institutions.

In response to the progress made by the State Council in 2009 on the "three steps" of performance pay, he told China Economic Weekly that the first step was to implement the performance pay in primary and secondary school teachers from the beginning of January 1, 2009 in compulsory education schools.

"At present, about 12 million people have been solved."

The second step, in line with the reform of the medical and health system, has been implemented in major public health institutions and primary health care institutions since October 1, 2009.

The first step and the second step, these two steps, half of the institutions have basically implemented performance pay.

The third step, since January 1, 2010, has been implemented in other institutions.

"Before implementing the third step, we should first solve the problem of subsidies for retired employees.

All parts of the country are being carried out in varying degrees. For example, starting from January 1st this year, the central government unified subsidies for retirees.

Some of these subsidies are for financial purposes, and some are for the units themselves.

Now, the increase in subsidies is basically in place nationwide.

According to China Economic Weekly, only a few remote provinces which rely on pfer payment have completed the third step reform.

"Several remote provinces that have already completed the reform of merit pay have not much subsidy in themselves, plus wages are mainly financial pfer payments, so performance pay is relatively good.

Some provinces are just beginning, some provinces are still regulating, most provinces have not yet pushed forward. "

Wujiang told China Economic Weekly.

The above progress is in line with the national guidelines for promoting the reform of public institutions.

On June 2nd, Ma Kai, State Councilor and Secretary General of the State Council, at the Symposium on promoting the reform of public institutions in the national classification, pointed out that the reform of public institutions with different social functions, industries and regions should be carried out according to local conditions and steadily.

Mature conditions can take the lead in reform, and temporarily do not have the conditions to allow the pition, and do not engage in "one size fits all".

According to the analysis of the insiders, "the reason why it is proposed not to adopt" one size fits all "in the whole country is mainly because the third step reform of performance pay is not the central payment.

As many as 300 subsidies are very difficult to regulate.

Hu Xianzhi, a researcher at National School of Administration, told China Economic Weekly that for a long time, the wage standard of public institutions in China has been set up according to the wage standard of civil servants.

Before the reform of wage system in institutions and institutions in 1993, the staff and civil servants of institutions had adopted uniform wage standards.

The situation continued until the reform of the civil service wage system in 2006.

From July 1, 2006, our civil servants began to carry out the new wage system; in the same month, the wage system reform of the institutions began to be brewed, and the overall goal of the reform of the wage system involving about 1200000 institutions in the country was put forward: to establish the income distribution system in accordance with the characteristics of the institutions, the performance of the post and the classification and classification management, to improve the normal wage adjustment mechanism and to improve the macro-control mechanism.

This is the two word of "performance" for the first time in the framework of public institution reform.

However, the performance pay has been put forward for 5 years, and it is far from reaching the nationwide real wage reform.

Insiders generally believe that although China put forward the concept of "performance pay" in 2006, in recent years, many institutions have carried out some reforms in the wage system, and added a little incentive factor, but mainly made some adjustments to the traditional wage system indirectly, and did not fundamentally arouse the enthusiasm of the staff by the wage performance system. The contribution and quality of work done by public institutions did not directly link with the wage level.

These reforms are far from standardized performance pay.

Among many factors, the "chaotic institution subsidy" is one of the obstacles that this reform can not really advance.

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At present, the subsidies for public institutions in our country are varied from housing, pportation to food subsidies, cooling costs and festival fees. "In some provinces, subsidies for public institutions are basically between 250 and 300, and there are more than ten items of subsidies for each person.

The phenomenon of self subsidized, self built and self subsidized subsidies is much more chaotic than that of civil servants.

One industry insider said.

When "performance" is combined with "incentive", it means that the "subsidized subsidies" with equalitarianism in the past will be gone forever.

The president of Wujiang is more familiar with the explanation of performance pay. "Now the performance pay has been subsidized in the past, such as subsidies, subsidies, subsidies, and so on. After performance becomes a performance, it must be" rewarded with merit "and no longer reflects wages through subsidies.

The premise of implementing performance pay is to clear up the chaotic subsidies.

However, the difficulty of clearing and regulating subsidies is beyond the imagination of many people, especially for those who have the ability to create, build, and spontaneity institutions. It is more difficult to regulate them. "The money that people have already put into their pockets is very unhappy now.

The high is unwilling to take out, the low wants to standardize.

The implementation of performance pay is fast and slow, which is directly related to the degree of standardization.

The standard of encouragement is difficult to determine.

Two health (public health, public health units) and institutions of higher learning are the second and third steps in the "three steps" reform of institutions, and are also hard to swallow in the reform of performance pay in public institutions.

Compared with compulsory education schools, universities are more difficult to regulate.

It is learnt that many projects in Colleges and universities are market behavior and are not quasi public welfare.

The most obvious market behavior is "running classes".

At present, almost all colleges and universities have various training courses and refresher courses to increase their income sources.

"Running class" has become an important means for universities to launch "incentive measures".

Related people told reporters that at present, the incentive designs of various colleges and universities are very different. In addition to the basic wage allocated by the state finance, the salary of university professors can be divided into three parts: the school level incentive wage for school payment (in fact, the post allowance, the whole Title Related to the job title, no incentive in strict sense), the college level incentive salary provided by the college, the incentive salary for the Department's payment, and the incentive source in the college and department is mainly "running class".

A university teacher regrets this: "the result of running class" is that every college and every department is no longer guided by teaching and scientific research, but is guided by "class run".

Some teachers can put aside the normal teaching and scientific research tasks, and "running class" is the first.

As a result, the small coffers, the money is wasted, but also delayed the normal teaching and research.

"Our university teachers spend little time in school every week," he said. "There are lots of people out there, all of which are brand names of public institutions."

Now we don't know the salary of a university teacher, the number of schools, the number of schools, the number of departments, and the feeling that all levels are subsidized.

All these need norms. "

At present, the performance pay in China's institutions is "big security and small incentive", so that everyone can get "incentive".

Generally speaking, there are two kinds of guarantee and motivation: 7:3 and 6:4.

Compulsory education school is 7:3, unified take 7, difference takes 3; two health (public health, public health unit) is 6:4, unified take 6, difference takes 4.

Even so, it is still hard to adjust and has many opinions.

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"The cleaners and doctors of township hospitals are the same as those in the security sector, and the 1000 yuan is 600 yuan, the remaining performance difference is 400 yuan to reflect 6.

If the dustman takes 100 yuan, the doctor takes 300 yuan.

The wage difference between them may be 700 yuan and 900 yuan, which is only 200 yuan.

So the doctor is very dissatisfied. He could do seven days of surgery a week, and always make excuses for only two days of surgery, which will bring a series of problems.

Wujiang said.

Su Hainan, vice president of the China labour society and chairman of the remuneration Specialized Committee, has difficulties in understanding and operating.

He told the China Economic Weekly that the implementation of performance pay for public institutions should be based on standardized income generation and the establishment of a sound performance appraisal system.

To reasonably open the performance wage gap and reflect the difference between the quality and quantity of public welfare service, it is imperative to determine the performance indicators and standards of public welfare and assess them. "The key is to carry out scientific performance appraisal.

Without scientific performance appraisal indicators and assessment criteria, it is impossible to allocate Performance Wages correctly.

specific

At present, there is no systematic and mature experience in performance appraisal in China. Although many enterprises and some institutions have established performance pay according to the results of performance appraisal, there is still no unified model to draw lessons from.

A performance appraisal standard established by a branch of a people's Hospital of a state poverty alleviation County in eastern Chongqing can be regarded as a sample of performance appraisal for public institutions.

The article is entitled "reward and punishment regulations for workers and staff members of a township health center in a county" (Trial Implementation), with 19 reward clauses.

In the award clause, almost every reward has specific items and reward amount, the lowest reward is 10 yuan, the highest is the science and technology achievement award, the bonus reaches 20 thousand yuan.

The penalty provisions are divided into "violation of relevant state laws and regulations", "violation of labor and personnel discipline" and "violation".

This assessment method is a practical assessment method in Wujiang, the president of the Chinese Academy of personnel sciences. "How to assess the president, how to assess employees, how much work each person does on a day, what activities they do, what is the quality standard, and how much cash is exchanged according to this standard.

There are many, many ways, and many good ways to create.

After the introduction of the assessment method, the staff have no opinion, because it is consistent with reality.

According to "China Economic Weekly", the current performance appraisal standards are being worked out by relevant ministries and commissions, but the feeling is still "divorced from reality".

Some scholars have pointed out that there is a distance between the actual situation of the grass-roots units and the standards of the relevant ministries and commissions. Some standards formulated by the relevant ministries and commissions are not applicable to the grass-roots level, and are too cumbersome.

"For example, the Ministry of health has made many assessment standards, but many of them are not available. Even the X light and CT equipment in primary hospitals have not been assessed. In fact, the Ministry of health only needs a guiding opinion to specify the difference between the standard of performance pay and the pay for performance, so that the grass-roots units can make their own decisions.

If the leaders of grass-roots units want to get their work done up, there are some assessment methods. "

An informed expert said.

Allowance refers to the wage supplement that compensates for the workers' labor consumption and extra expenses for living expenses under special conditions.

Common include district allowance, high temperature allowance and so on. Besides, living allowance and price subsidy are also allowances.