A Unified Wage System Is Proposed For Public Institutions, &Nbsp, And New Recruits Will Be Publicly Recruited.

For the first time, the central government has legislations on personnel management of public institutions for the first time. After the unification of wage and welfare systems in public institutions, the problem of excessive income distribution in public institutions will be prevented. The Legislative Affairs Office of the State Council yesterday publicly solicited opinions on the regulations on personnel management of institutions, and the time was up to December 30th.

　 Institution wage social security Will reform

The draft issued by the Legislative Affairs Office involves a number of objectives in the reform of public institutions, such as the employment system, the wage system and the social security system. The draft for salary and welfare and social insurance clearly stipulates: the wage system and wage structure of staff in institutions need to implement the unified policy of the state; the state establishes and improves the social work of the staff of public institutions. Insurance System.

Under the background of widening income distribution gap, many NPC deputies are also concerned about wage legislation, which requires legislation to provide legal basis for wage growth and income distribution of organs, institutions and enterprises.

The legislative work of the State Council on wage regulations has been under way for several years, so far no bill has been published, and legislation on wages is still in progress.

A complaint can be lodged with an unqualified examination

The solicitation draft provides a provision for the settlement of personnel disputes between institutions and employees and is dealt with in accordance with the mediation and Arbitration Law of labor disputes.

If a staff member refuses to accept such decisions as he is not qualified, punished or revoked, he may, within 30 days from the date he knows or should know the decision, apply for a review of the original decision unit. If he refuses to accept the result of the review, he may, within 15 days from the date of receiving the review decision, lodge a complaint with the personnel department at the higher level of the decision unit or the personnel department at the same level. {page_break}

Focal point

[salary] implementation of a unified system of wage subsidies

Ordinance extracts: public institutions implement a unified national wage system. Staff salaries consist of post salary, wage scale, performance salary and allowance subsidy.

Post wage and wage level wage implement national uniform policies and standards. The public institutions shall allocate the total amount of Performance Wages in accordance with the prescribed procedures and requirements. Staff in accordance with the provisions of the state enjoy the hardships and remote areas allowance and special post allowance.

Interpretation: prior to that, the state office also explicitly requested that a comprehensive inventory of subsidies and bonuses other than the allowance subsidy scope stipulated by the state units should be made in order to find out the source of income, the whereabouts of expenditures, the situation of accounts and the actual level of payment, and resolutely abolish illegal and non compliant projects.

Public opinion believes that many subsidies and subsidies are the main reasons for the income gap between public institutions. The state office has previously proposed that the state should formulate a special post subsidy subsidy policy and a standardized management method. Except for the State Council, the Ministry of human resources and social security and the Ministry of finance, no region, department or unit can set up special allowance subsidy projects, expand the scope of implementation and raise standards.

As for the establishment of a unified wage system in the country, Wen Yueran, associate professor of the school of labor and personnel at Renmin University of China, believes that difficulties may be caused by the implementation. There are 30 million institutions in China, and the situation is extremely complicated.

A financial officer of a public institution in Beijing thinks that merit pay should be similar to a bonus. Therefore, the quality of its reform directly affects the enthusiasm of the staff, and at the same time, it needs further refinement of the existing posts, which requires a lot of detailed work.

In addition, the draft stipulates that the state should establish a normal growth mechanism for staff salaries in public institutions. The wage level of staff should be coordinated with the development of national economy and be compatible with social progress.

The opinions issued by the state office were also clear. The state adjusts the wage level of the staff of institutions according to the factors of economic development, financial situation, wage level and price changes of enterprises, so as to realize the institutionalization and standardization of wage level adjustment. {page_break}

[recruit] new recruits will be openly recruited.

Ordinance excerpts: new recruits from public institutions should be publicly recruited.

In accordance with the relevant provisions of the state, the state policy resettlement and other forms of personnel need to be used in accordance with the authority of personnel management, such as appointments by superiors and secret posts.

Open recruitment can not be set up discriminatory conditions, take a combination of examination and inspection methods, preferred hiring.

Interpretation: public recruitment has been implemented for several years, and the draft is given a clear system in the form of legislation.

Previously, two opinions on classifying and promoting the reform of public institutions have also clearly pointed out that the reform of personnel system in public institutions should focus on improving the employment system and post management system, and open recruitment, competition for posts, employment by post, and contract management. The above requirements are reflected in the draft. Institutions should be employed internally to create job candidates.

Wen Yueran believes that open recruitment and competition for posts are conducive to invigorating the employing mechanism of public institutions, forming a mechanism for the ability of staff in institutions to go up and down, and solving the employment mode of institutionalization of some institutions.

In terms of employment contracts, the draft solicitation stipulates that public institutions and staff members shall normally conclude contracts for 3 to 5 years, and for positions with strong mobility, they may conclude contracts under 3 years, and for relatively stable posts, they may conclude contracts for more than 5 years.

Wen Yueran said that the characteristics of public institutions are knowledge type. Once a long contract period is established, it will be conducive to the stability of public institutions and to the training of talents in public institutions.

Case study

" Achievements No matching rules for wages "

Figure: a medical staff in Fengtai District

Yesterday, a staff member of a medical institution in Fengtai District said that although he had made several wages. reform However, due to the lack of supporting rules in some reforms, the wage system of many institutions is a mixture of the old system and the new system, which has led to the difference in wage income caused by different units.

The person also believes that the basic salary that can be realized at present is the basic salary, that is, the sum of the wage and wage scale in the institution.

The difference in wages and salaries of public institutions mainly comes from merit pay and allowance subsidies. There are great differences between subsidies and subsidies for each unit. Different units and different benefits will cause differences in allowance subsidies. She said that some institutions had many names such as lunch subsidy, water and electricity subsidy, communication subsidy, housing subsidy and so on, and some subsidies were not called "subsidies", but the nature was similar to subsidies, such as job subsidies, according to different positions, people set different consumption amounts.

She said that at present her unit has not yet implemented performance pay, "the reform of performance pay is also gradually advancing, and it has not yet come to our field, and there are no rules." {page_break}

"Post wage industry has been unified"

Figures: staff in funeral industry

"The funeral workers are very hard, especially the front-line workers. Their jobs are very special and their treatment is not high." Yesterday, a funeral official in Beijing said that funeral and funeral management departments have become self-supporting public institutions and perform their management duties on the funeral industry. At present, according to the performance salary requirements of public institutions, the income of the funeral workers is mainly composed of three parts, namely, post salary, wage scale and performance salary, and there are also some allowances and job subsidies. At present, funeral workers have been included in health insurance.

It is reported that a post of a grade cadre can not add up to 3000 yuan in salary and wage level, but with allowance, it can be close to 5000 yuan. At present, the post salaries of different funeral workers are different, but they have been basically unified in the whole funeral industry.

Excerpts from regulations on personnel management in public institutions

　　 wages system

Public institutions implement the unified national wage system. Staff salaries consist of post salary, wage scale, performance salary and allowance subsidy. Post wage and wage level wage implement national uniform policies and standards. The public institutions shall allocate the total amount of Performance Wages in accordance with the prescribed procedures and requirements. The staff enjoy housing, medical treatment and other treatment in accordance with the state regulations.

Employment contract

Institutions and staff generally conclude contracts of 3 to 5 years. Contracts for persons with strong mobility can be concluded under 3 years, and contracts for more stable posts can be concluded for more than 5 years.

In a unit that has worked continuously for 10 years and the age limit is less than 10 years from the state's retirement age, a public institution should enter into a contract with the staff member to retire.