Media Said A New Round Of Civil Service Revenue Reform Will Start

It is understood that a few days ago, the relevant departments of the Ministry of human resources and social affairs began to investigate the subsidy situation of civil servants in Beijing and Yunnan, and according to the results of the investigation, drafted the "supplementary regional subsidy scheme for civil servants" to prepare for the next civil service wage reform.

This is a bad news for those who freely distribute civil servants' subsidies.

In the face of continuous high inflation pressure, the voice of civil servants' wage increases. According to the exclusive report of China Economic Weekly, the number of civil servants in central departments increased by several hundred yuan in the first half of this year. A central unit staff told the China Economic Weekly that more than a few hundred yuan a month, with an average of about 500 yuan per month, on the wages section of the "China Economic Weekly", but did not specify which item was reissued. The replacement time began in October last year. "Local wages are determined by themselves. The central authorities have not risen since 2006. This time it is also very small. The average salary of our general staff is very low. Generally it is two thousand or three thousand yuan. How can we live in Beijing?

But many people also complain: why should we first raise salaries for civil servants?

Salaries of Shenzhen staff

It is 4 times the chief of poor county in Shandong.

Every rise of CPI affects people's nerves. There are many civil servants in anxious groups.

"CPI rises and house prices go up, that is, wages are not rising. The housing price in our county has now reached 3000 yuan per square meter. A section level civil servant is a cadre in the county level. The basic salary plus the subsidy is 2200 yuan, the monthly housing fund is deducted 8%, the old-age insurance deduction is 2%, the medical insurance deduction is 2%, and the total deduction is 12%. Our county magistrate (level) is also 3000 yuan. " Li Hui, a civil servant (a pseudonym) of a county in Liaocheng, Shandong Province, admitted to China Economic Weekly.

Li Hui said that this is the level of wages that has just increased by 300 yuan in July. Since Shandong was one of the provinces that earlier introduced civil service pension insurance to social co ordination, wages were even more difficult after deducting the relevant costs.

It is reported that Liaocheng has jurisdiction over 8 counties, and the wage level of each county is different. The difference is mainly reflected in the subsidy. With regard to the grant of subsidies, Shandong stipulates that the amount should be decided according to local financial resources. This is also the reason for the wage differential in each county.

Li Hui's county is a poorer County in Shandong, where the overall wage level is relatively low. According to Li Hui, the salaries of civil servants in Linqing City of Liaocheng are 300 yuan higher than that of Chiping, and 1000 yuan more than that of them. "Our wages are not representative in Shandong, because the more developed areas in Jiaodong are very high wages. We are underdeveloped areas in Shandong, but we can not compare with the central and western regions.

According to an official of the personnel system of Shandong Province, as a whole, the wage gap of civil servants at all levels in Shandong, city and county is relatively large. Shandong's provincial organs are more than 1000 yuan more than prefecture level cities, and prefecture level cities are twice as high as those of county-level cities.

Compared with poverty-stricken areas, civil servants' salaries in developed areas are considerable.

Zhang Ming (a pseudonym) is a civil servant in Shenzhen's judiciary, with a bachelor's degree and 4 years of work experience. The payroll shown to reporters shows that the monthly fixed income after tax is 6547 yuan, including basic wages and subsidies 5658 yuan, overtime pay 889 yuan. The salaries of a member of a city in Shenzhen are 4 times higher than those of a county leader in Shandong. {page_break}

More than 300 grant subsidies

"The culprit"

The main reason for the regional wage gap is the lack of relevant systems.

The civil service wage system reform plan, which was launched in July 1, 2006, abolished basic wage and seniority wage. According to the plan, civil servants' salaries include basic salaries, allowances, subsidies and bonuses. The basic salary consists of two parts: the duty wage and the grade wage. In accordance with the state regulations, the civil servants enjoy allowances such as district supplementary allowance, hardship and remote area allowance, post allowance and so on. They enjoy housing, medical treatment and other subsidies and subsidies. They are identified as excellent and competent in regular examinations and enjoy year-end bonuses in accordance with state regulations.

The plan proposes that the scheme of implementing the supplementary allowance system should be formulated separately and promulgated in due course. The system of "timely introduction" has not yet been promulgated.

As a matter of fact, the "district additional allowance" has been put forward in the reform of the civil service pay system as early as 1993. All localities can formulate their own "subsidy" according to the level of local economic development and financial resources. Due to various reasons such as financial constraints, the state has not promulgated a unified policy on "subsidized subsidies".

Against this background, all over the country issued "subsidies" in succession. policy 。 All kinds of awards, subsidies, allowances and subsidies of different names and quantities are dazzling.

Because the civil service's wage and grade wages are unified by the national standard, they are paid by the central government, while the subsidy is arranged by local finance, which has a certain floating range and flexibility. This is considered to be the "chief culprit" of the wage differentials among local civil servants.

According to people familiar with the matter, the "sunshine wage" reform carried out in various places in recent years has regulated the subsidy to a certain extent. The sunshine wage is to integrate civil servants' income excluding basic salary (such as Tianjin subsidy) into the category of salary and classify them uniformly.

In the process of implementing sunshine wages, the central government has also drawn up a range: the average value can not be less than 21 thousand yuan / year, not higher than 40 thousand yuan / year, that is, the monthly subsidy should be between 1750 yuan and 3333 yuan. This means that the average monthly wage inequality of civil servants at the same level should not exceed 2000 yuan.

However, due to various reasons, this provision has not been well implemented. The monthly salary of the officials in the above poverty-stricken areas is only 3000 yuan, and according to the reporters, more than 10 thousand of the ranking officials in Jiangsu, Zhejiang and Guangdong have a difference of 3 times.

Under the absence of relevant systems, local government subsidies for civil servants are gradually out of order. According to Sun Lin, an associate professor in the Department of public economics, School of economics, Fudan University, who has studied the issue of China's civil service pay, there are more than 300 items of subsidies approved by the local authorities.

There is already a place to start cleaning up. According to media reports, in April this year, Wuhan municipal administrative units began to clean up subsidies for civil servants. Civil servants were asked to refund all kinds of subsidies that were issued between 2007 and 2009, and the total estimate was tens of millions of dollars. A municipality directly under the authority has been asked to refund the subsidy of 9 million 88 thousand and 700 yuan, and the average amount of refund should be 73 thousand and 900 yuan.

At the same time, the Ministry of human resources and social welfare began to investigate the subsidy for civil servants, and proposed relevant regulations to clarify the "legitimate income" of civil servants. Su Hai Nan, vice president and remuneration Specialized Committee president of the China Labour Association, confirmed to the China Economic Weekly that the plan is being worked out by the Ministry of personnel and social affairs.

"At present, subsidies for all parts of the country are still not balanced, and some of them are well-developed. finance In recent years, areas with large incomes have adjusted their own standards, and the names of subsidy projects are also various. The implementation of regional supplementary subsidy scheme for civil servants is actually a continuation of the civil service wage reform plan in 2006, and it is the relevant regulations for continuing to implement the reform plan. Su Hainan said.

According to the reporter's understanding, "the supplementary subsidy scheme for regional implementation of civil servants" will be formulated according to the differences in economic strength and development level of different regions. At the same time, we will also consider increasing the categories of subsidies for remote and hard areas and special posts, which is also borne by the central government. This means that the subsidies for the civil servants in the developed areas may not be higher than those in the less developed areas. Of course, regional differences will also exist.

"Beijing's housing prices and local housing prices are much different, so maintaining a certain degree of regional differences is reasonable, but departmental differences are unreasonable. For example, all the two directors in Beijing are not the same as the government's directors. This is definitely a problem. But the director of the Beijing Civil Affairs Bureau and the director of the Shanghai Municipal Bureau of civil affairs should have different money, which is normal. Liu Xutao, deputy director of the center for examination and evaluation of National School of Administration, said.

　　 Excitation The problem is hard to solve.

But in the same area, the problem of insufficient incentives will come to the surface after the civil servants pay "a bowl of water". "The current wage policy is to do more work and do less than one job." A civil servant said.

In the traditional sense of civil servants, it is a lifelong system. In the process of government reform, western developed countries introduced a flexible management system to break the civil service tenure system.

The executive board management system was implemented in Britain in the late 1980s. The executive board is a quasi administrative body within the Department, and the chief executive is the chief executive. The executive board is responsible for the manager (responsible person), and the manager is open to the whole society and competitive.

This system is to introduce the supply-demand relationship and competition rules of the market into public administration, so as to change the administrative performance and operational efficiency of government departments, better meet the needs of the public, and have a high degree of recognition in the academic circles.

"Since the executive board is an administrative executive entity, the system of appointment management is nominally implemented, and its operation is different from the traditional bureaucratic management mode. The market mechanism is introduced to a certain extent in the practice of administrative execution. If the performance is good, it will give a high salary; if it is not done well, it can be dismissed at the end of the employment period. " Liu Xutao said to China Economic Weekly.

In China, the appointment system for civil servants is the first Shenzhen to eat crabs.

In February 2010, Shenzhen officially launched the reform of the civil service classification management system. It took 3 years (2010 to 2012) to organize the implementation step by step. The original "unified" management mode was divided into comprehensive management, administrative law enforcement and professional technology, and 69% of the civil servants were classified into administrative law enforcement and professional technology. The entry of civil servants into administrative law enforcement (such as public security system) and professional technical (such as meteorological department) posts. In March of the same year, Shenzhen organized the first recruitment of civil servants. According to the relevant policies and regulations of classified management, candidates will enter into an appointment contract according to the position (rank) and salary scale that have been clearly registered in the examination.

"From the perspective of China's current problems to be solved, it is more important to emphasize fairness between departments. The policy authorities worry that opening the bill is easy to cause problems, but in the future, civil servants should do more, do less and do well and do worse." Liu Xutao said.

Not long ago, pilot civil servants were appointed in Pudong New Area, Shanghai. Two major breakthroughs were achieved in the use of the human body system. One is the implementation of contract management; the two is the implementation of the agreement wage system. The appointment of civil servants does not enforce the appointment and removal of civil servants, and there are no other grades such as departments, offices or bureaus. In terms of remuneration, the two sides negotiate and confirm the salary level of similar personnel in similar positions and take account of the actual situation of government agencies.