Investigation Report on the Reform of Personnel System in Institutions
Investigation Report on the Reform of Personnel System in Institutions
Station leader:
From March 25th to 30th, Renbao Keluo Xuping participated in the study and study of the personnel system reform of the institution in Chongqing organized by the Guangzhou Talent Training Center. The investigation was mainly carried out with the Chongqing Municipal Personnel Bureau Office, Personnel Dispute Arbitration Office, Chongqing Yubei District Personnel Bureau, Chongqing Municipal Health Bureau and other departments to carry out the employment system, job setting, unemployed personnel diversion and distribution system, Advanced units have achieved good results in social insurance and other personnel system reforms.
The Chongqing Municipal Personnel Bureau is one of the more successful reform cities recommended by the Ministry of Personnel. They have done a good job in hiring contractual systems and wage reforms. Since 1999, the reform of the personnel system of public institutions has been carried out. Supporting archives, through strengthening administrative means, grasping propaganda, and training, piloting, driving more than 20,000 institutions in the city, more than 300,000 employees signed the "employment unit employment contract" issued by the Ministry of Personnel, signed the contract The rate is 95%, and there are 16,000 employees diverted. When they implemented the staff recruitment system, they mainly made the following points:
First, the establishment of specific job settings, clear responsibility, power, profit, justice, competitive recruitment, signing contracts. According to the project management of different types of people, according to the cost and benefit distribution, the staff system is implemented by the staff in five levels according to the corresponding positions; for professional and technical personnel, the evaluation and employment are separated, and the positions are set according to the work ability and performance level. Wages; workers and workers are regulated according to the rank of the post, and the job responsibilities and work permission are clearly defined. After the reform, post salary and performance work were implemented. For the full appropriation unit, the part of the state is not changed, and the other parts are linked to performance.
Second, the problem of pension insurance for employees. Endowment insurance can't be solved, and reform is very difficult. Now Chongqing Municipality has basically established and improved the employee pension insurance system for self-supporting institutions, but the financial institutions that have been approved by the financial sector cannot be implemented according to the pension insurance system.
Third, the preferential policies for reform. In order to stabilize the team, we will adopt old methods for the elderly and protect old comrades. Old comrades who have worked for 30 years may be retired from the post five years before the national legal retirement age. Comrades who apply for retiring from their posts can be retired at the normal retirement age by two years.
Fourth, the problem of leaving the post. The reform of the personnel system is not a reform of the personnel institution, but a change in the management system. In principle, the personnel are not streamlined. For those who are unemployed, they shall retain the treatment of the state finance according to their original duties and give them a change of posts. For the staff to be hired, the unit will give two or three times of employment opportunities within one year. If they do not work, one year later, they will be handed over to the talent market. The talent market will recommend two or three times of employment opportunities, and they will still be laid off.
According to Pan Jianming, the director of the Salary and Welfare Department of the Guangzhou Personnel Bureau, which was led by this inspection, Guangzhou City plans to manage the employment contract for public institutions this year.
Attached files: 1. Answers from the Chongqing Municipal Personnel Bureau on the relevant issues in the employment system of the pilots
2. Use the principle of “leverage” of distribution to seek the best support for career development
3. To comprehensively promote the reform of the personnel system of public institutions with the establishment of adjustment institutions as a breakthrough
April 6, 2004
Subsidiary file 1:
Chongqing Municipal Personnel Bureau on the employment system of public institutions in the trial
Answers to questions
Personnel bureaus of all districts and counties, personnel departments of municipal departments, and personnel departments of municipal institutions:
At present, the city implements the "Notice of the General Office of the State Council on Forwarding the Opinions on the Employment System for Personnel in the Institutions of the People's Government" and the "Notice on the Implementation Measures of the People's Government of Chongqing Municipality on the Implementation of the Employment System for Pilots of Institutions". Various departments and units have reflected and put forward some operational and policy-specific problems. They are the comprehensive trial of the employment system in the city and the continuous development of the personnel system reform of the public institutions. The answer is as follows:
I. Issues concerning the scope of application of the employment system
1. Is the collective ownership system a trial employment system?
The collective ownership institutions refer to the regulations of the State Council issued [2002] No. 35 and Yufufa [2003] No. 37, and the trial employment system.
2. All the people and collective institutions use the people of the whole country and the collective nature, how to sign the employment contract? Has the nature of its staffing changed since the signing of the employment contract?
All the people and collectively-institutions within the scope of preparation and the personnel of the nationality and the collective nature who enter the system according to the prescribed procedures must sign an employment contract. After signing the employment contract, the nature of the staff's establishment remains unchanged.
3. Is the institution that implements enterprise management a trial contractor for employment?
Institutions that implement enterprise management are still in the nature of their institutions, and their staff members shall adopt a trial employment system in accordance with the No. 37 file.
4. Is the labor contract signed by the labor contract workers in the public institution equivalent to the employment contract of the institution? When the personnel system reform of a public institution, what kind of contract should a labor contract worker sign?
The workers and workers in the public institutions are an important part of the staff of the public institutions, and the system of employing personnel for trials should be carried out. For workers who have signed labor contracts in accordance with the Labor Law, their labor contracts are still valid. When the labor contract needs to be renewed after it expires, the employment contract shall be signed in accordance with the provisions of No. 37 file.
5. Is the full-time staff member of the social organization using the institution signed an employment contract with the unit?
The full-time staff of the social organizations compiled by the public institutions shall sign an employment contract with the unit and pilot the employment system.
6. Does the party and state organs, people's organizations, and workers in the public institutions managed by the civil service system employ an employment contract system?
Party and state organs, people's organizations, and workers in accordance with the implementation of the civil service system are not subject to reference or in accordance with the management of the national civil service system, and the establishment of the business should be based on the requirements of the reform of the personnel system of the institution. Employment contract.
2. Relevant questions about the first employment of public institutions in the personnel system reform
7. In the reform of the personnel system of public institutions, how can existing personnel transition to the employment of contractual personnel?
In the process of personnel system reform, the existing personnel of the public institution should generally participate in the competition in the first employment. The unit should be given priority in the personnel who meet the job requirements and requirements according to the principle of “selecting the best employment”.
8. If the existing management personnel of the public institution exceed the number of staff positions, how to deal with them?
If the existing management personnel of a public institution exceeds the number of staff positions of the unit, they may temporarily determine the position of the staff according to the original administrative duties, retain their original treatment, arrange appropriate work, and gradually adjust the requirements for the number of positions. If the number of staff at this level is temporarily over-the-counter, the unit shall not arrange for the next-level staff to be promoted to the position of the staff.
9. Do you hire a staff position or hire a professional technician in a leadership position and a professional technical position?
Among the institutions, those who hold leadership positions and have qualifications for professional and technical positions should, in principle, employ staff positions. It is true that due to the needs of the work, professional technical positions can also be employed at the same time.
Document No. 10.37 clarifies that the “Administrative Measures for the Resignation of Professional and Technical Personnel and Management Personnel of Chongqing's Ownership Institutions” has been suspended, but the units, personnel and personnel who have not signed the employment contract have not yet been tried, such as units. What files and programs are available for dismissal or when I request to resign?
Those who have not yet tried to employ a contract system or those who have implemented a contract of employment but have not signed an employment contract need to resign or dismiss during the transition period, and may be issued according to the Ministry of Personnel on the issuance of professional and technical personnel and management personnel of the state-owned institutions. Notice of Interim Provisions on Resignation, Notice of the Ministry of Personnel on Relevant Issues Concerning the Implementation of the Interim Provisions on the Resignation of Professional and Technical Personnel and Management Personnel of Public Ownership Institutions, and the Ministry of Personnel on Printing and Distributing Professional Employees and Managers of All Ownership Institutions The provision of the Provisional Regulations is filed. If the industrial unit of the public institution applies for resignation, it may refer to the above files No. 19 and No. 14 for handling.
Third, the employees of the institution signed the relevant issues in the employment contract
11. Article 2, paragraph 1 of the Employment Contract, “Party B is engaged in XX work in XX position”, how to fill in?
The positions of staff in public institutions are divided into three categories: staff, professional and technical personnel, and industrial and technical personnel.
Staff positions: Level 2, Level 2, Level 3, Level 3, Level 4, Level 4, Level 5, Level 6; Professional and technical personnel positions: Zhenggao, Deputy High, Intermediate, Junior; Workers and Jobs: Senior Technician, Technician , senior workers, intermediate workers, junior workers, ordinary workers.
When signing the employment contract, the staff fills in the “X-level staff” position and engages in “management” work; in the leadership position, they also hire professional and technical positions, fill in the “X-level staff” position, and engage in “management and professional technology” work. . Professional and technical personnel fill in the "XX professional and technical positions" position and engage in "professional technology" work. The workers and staff members fill in the "XX workers" position and work in "XXXX".
12. Is there a trial period for the existing staff of the public institution to implement the employment contract system?
The provisions for the implementation of the probationary period in the personnel of the business unit are only applicable to new recruits and can only be agreed once. The probationary period should be included in the term of the employment contract. The existing staff does not implement the probationary period when the employment contract system is implemented and the contract is renewed at the expiration of the contract.
13. The newly-received military demobilized cadres, demobilized veterans and units signed the long-term employment contract for the first time?
The time limit for the first signing of employment contract for the newly-received military demobilized cadres, demobilized veterans and units shall not be less than three years, and no trial period shall be agreed.
Fourth, the issue of dismissal and resignation system
14. The staff of the public institution will study abroad at their own expense. Can they sign a contract with the employer?
The staff of the public institution shall apply for study abroad at their own expense. If approved by the unit, they shall retain their public office for one year after being allowed to leave the country. If the contract of employment is not signed, the contract may be retained for one year; if the employment contract has been signed, the employment contract shall be terminated by itself one year after the person leaves the country. After returning to China, Xuecheng re-signed the employment contract. The length of service during the period of study abroad is continuously calculated in accordance with relevant regulations.
15. How to understand the "specified medical period" in Article 36(1) of the 37th file
“Medical period” refers to the period of time when the employed person is sick or not injured due to work-related injuries. The medical period of the employed persons of the public institutions may be temporarily referred to the provisions of the medical staff of the enterprise for illness or non-work-related injuries.
16. How does the employment relationship of the staff after the end of the work-related injury treatment?
Before the employment system of the pilot unit of the public institution, the staff member shall be identified as “completely incapacitated work capacity” after the end of the treatment of the injured worker, and the unit shall promptly handle the retirement procedure for the employee; if it is identified as “partial incapacity for work”, During the period of partial loss of work capacity, the unit shall temporarily retain the original treatment and arrange appropriate work for it and sign an employment contract.
After the employer's trial system is employed, the employer shall be identified as “completely incapacitated work” after the completion of the treatment for the injured work. The unit shall promptly handle the retirement procedures for the work; During the period of partial loss of work capacity, the unit shall not terminate the employment contract, and shall retain the original treatment for the time being and arrange appropriate work for it.
17. How to deal with the relationship between the appointment of the leadership of the institution and the position of the post?
The management personnel of the public institutions are collectively referred to as staff members, and the management personnel who hold the leadership positions are generally employed in the staff positions. The leadership position shall be subject to another appointment letter in accordance with the cadre management authority. If you are no longer in a leadership position due to your work needs, you can assume the corresponding staff position.
V. Other issues
18. After the industrial and technical personnel have assessed the qualifications of professional and technical positions, the unit has also been employed in professional and technical positions. How do these people handle retirement?
The industrial and technical personnel of the public enterprise have assessed the qualifications for professional and technical positions, and they have been employed in professional and technical positions for a total of 10 years, and those who retire in this position can enjoy the retirement benefits of professional and technical personnel. After the reform of the personnel system of public institutions, according to the relevant regulations on the appointment of professional and technical personnel, if the government personnel department perfects the employment procedures, it shall be retired according to the retirement policy of professional and technical personnel.
19. How to understand that staff members who have obtained the title of “labor model” or “advanced worker” at or above the municipal level should not be laid off for appointment?
The Archives of the Circular of the General Office of the People's Government of Chongqing Municipality on Printing and Distributing the Distributing Opinions of the Personnel System Reform Personnel of Chongqing Municipal Institutions, stipulates that “the “model worker” or “advanced worker” may not be arranged for employment at the municipal level or above means: Those who have obtained the title of “Labor Model” or “Advanced Worker” above the city level and have maintained their honors shall not be laid off for appointment when the unit is reforming the personnel system for the first time. When competing again after the employer's employment system, the company participates in the competition with the rest of the unit.
20. After the implementation of the employment contract system, can the original official cadres be reinstated by the workers after they voluntarily apply?
The original official cadre of the institution requested the dismissal of the cadre's identity. If the employee is retired from work, he or she must submit a written application for the voluntary dismissal of the cadre. Those who belong to the public institutions of the district or county shall be reported to the personnel department of the government at the same level for approval; if they belong to the municipal institutions in Chongqing, they shall be reported to the competent department of the industry for approval. The procedures for dismissal of cadres should be handled first, and then retired according to the retirement conditions of workers, and the treatment of retired workers should be enjoyed.
How to understand the “average monthly salary” in Article 46 (3) of the file No. 21.37?
Article 46 (3) of the No. 37 file “Economic compensation is based on the average monthly salary of the dismissed person who pays the average salary of the previous year for the one-month period of the employer for one year”. : The monthly basic salary, the national subsidy for the country and Chongqing.
twenty two. Separated from the enterprise units and handed over to the government-managed institutions, some of them are cadres hired by the enterprises themselves. Do they agree with the cadre status of the cadres in the reform of the personnel system of the institutions?
The cadres employed by the original enterprise are transferred from the enterprise and transferred to the government-administered institutions. The cadres employed by the original government are approved by the personnel department at the same level, and they agree with their hiring status. If they are not filed by the government personnel department at the same level, they shall employ staff and professional personnel according to the public institutions. The technical personnel's regulations, those who pass the examination and examination, determine their employment status, and those who are unqualified arrange other jobs or diversion.
The above explanation, if the state has new regulations, is implemented according to the new regulations.
October 13, 2003
Subsidiary file 2:
Use the principle of "leverage" of distribution to seek the best support for career development
Nan'an District is one of the pilot areas for the reform of the personnel system of public institutions in the city. In 1998, they took the lead in launching the pilot project for the reform of the personnel system of public institutions. As of August 2003, 218 institutions in the district had implemented personnel system reforms, accounting for 98.6%; 7 institutions were converted into enterprises and 8 institutions were withdrawn.
In order to deepen the reform of the personnel system of public institutions, and make full use of the principle of "leverage" of distribution to promote the rapid development of the cause, the Nan'an District, in accordance with the principle of "establishing the production factors such as labor, capital, technology and management, to participate in the distribution according to contributions" proposed by the 16th National Congress, In the reform of the personnel system of public institutions, various forms of distribution system reform and exploration have been carried out.
I. Several basic forms of the reform of the distribution system of institutions in the Nan'an District
In the reform of the distribution system of public institutions, the Nan'an District, under the guidance of the District Personnel Bureau, under the guidance of the District Personnel Bureau, conducted an active and steady exploration.
(1) Implementing “performance pay” and exerting the incentive effect of distribution
The differential appropriation institutions with certain income-generating conditions, due to the increase in employee income, the improvement of welfare, and even the prosperity and development of the unit, directly with each cadre and staff, good work performance, sincere service attitude, and growing economic benefits They are closely linked. Therefore, most of them choose the distribution form of “performance pay” in the exploration of distribution reform from the perspective of their own conditions and work characteristics. For example, the Hainanxi Housing Management Office of the Nan'an District Housing Management Bureau was a poor appropriation institution before the reform. Due to the difficult working conditions, the frontline workers had long been squeezing the “sickness number”, and the work was overwhelmed. The business technology was over and over, sloppy and sloppy. The system, when working as a slinger, receives wages on time. In July 2002, the Housing Management Institute implemented the “performance pay” reform by borrowing from the property company. The basic method is: take out 40% of the basic salary, that is, all the “live wages” and the income-generating part of the unit as the base, and refer to the job position and work performance factors to form the performance salary. After the discussion of the distribution plan, the company has formulated a total of 102 posts, “Responsibilities for Post Staff” from 18 directors, up to the driver and goalkeeper, and issued the “Work Assessment System”, “Work Assessment Rules” and “Appraisal Score”. Table, insisting on the calculation of the work performance of each cadre and employee, from the five aspects of work ability, work discipline, team spirit, professionalism, ideological and political, according to "self-evaluation, mutual evaluation and review" The program evaluates and the score of the assessment results is converted into a percentage. The performance appraisal is conducted once a quarter, and the results of the appraisal are used as evidence of performance pay in the next quarter. The “performance pay” implemented by Haishuxi Housing Management is like the best support point for unit benefits and employee income. From the overall point of view, the better the unit benefit, the more employee benefits; from the individual point of view, the average of the allocation of institutions is broken. Doctrine has opened up the gap between individual incomes. For those who have more quality, the monthly salary is between 1400 and 1500 yuan, the monthly salary is only 400-500 yuan, and the monthly salary is only 250 yuan. The incentive mechanism for distribution has been brought into play, and the purpose of the reform of the distribution system of “more work, more work, more quality and more gains” has been achieved.
The reform of the distribution system of public institutions is a highly innovative and innovative work. It directly involves the vital interests of employees. It is easy to create new contradictions when it is slightly careless. The district affairs reform has taken the lead in exploring the people’s hospitals in the district. From the fact that medical personnel are mostly intellectuals and professional technicians, under the premise that the national standard basic wages are not moving, the performance-based wage reform of “cost accounting + secondary distribution system” has been implemented. The hospital will issue the national standard basic salary of the employees on time and in full, and the total income generated by the department will be turned over to the hospital. After deducting the management expenses, cost and development funds, the remaining part will be awarded as the performance salary of the department, which is the first-level distribution; The department conducts the second-level distribution of departmental performance pay according to the comprehensive assessment of work performance such as personal workload, major difficult key technologies, medical error defects, medical ethics and medical ethics. The specific operations are as follows:
The first-level distribution, that is, the department performance salary = × 40%.
Management expenses = total revenue of the department × 10%;
Development Fund = × 60%;
In the second-level distribution, the hospital only puts forward the principle of individual work performance appraisal and the suggestion of position, position and title coefficient. In principle, it does not interfere with the second-level allocation of the department.
The performance-based wage reform of the “cost accounting + secondary distribution system” implemented by the People’s Hospital of Nan'an District has reduced the cost of the department and encouraged the income generation. The hospital benefits, departmental benefits and personal income have been increased in proportion, and received a win-win situation. effect.
(2) Promoting the distribution form of “quality salary + reward salary” and improving the distribution incentive mechanism
In the reform of the distribution system, the Nanan District Coral Experiment State adopted a trial distribution of “quality wages + reward wages”. The awards were excellent and fine, the rewards were lazy, the gap was opened, and the incentive mechanism for distribution was established. The school is one of the first batch of demonstration nationals in Chongqing. It has good social and economic benefits. In the reform, in order to avoid the contradiction between the reform measures and the relevant provisions of the Teacher Law and the economic benefits of the school and the poor economic benefits. The national standard basic salary was not included in the reform scope, and only part of the funds generated by the school was used for the distribution of quality wages and reward wages. The quality salary is the evaluation of the quality of the faculty and staff in terms of morality, ability, diligence and performance. According to the self-assessment, mutual evaluation, evaluation and comprehensive evaluation procedures, the evaluation is excellent, good and qualified. File, determine the standard of each file, and issue the file according to the same file. The highest standards for three equal times are 350 yuan, 220 yuan, 100 yuan, and the average gap is 20-30 yuan per file. Each semester is assessed once, and each academic year is assessed twice. The assessment results are used as the basis for the quality salary on a monthly basis for the next academic year. The reward salary is based on the school regulations, according to the acquisition of disciplines, academic single awards, special teachers, excellent teachers, excellent class teachers, excellent grade leader, etc., also according to the class to pay bonuses or wages. Breaking the egalitarianism in the distribution of bonuses has spurred the enthusiasm of the faculty and staff to "do their jobs and strive for the same kind of excellence", so that the school development and the improvement of teachers' incomes show a good situation of benign interaction.
(3) Implementing the distribution method of “benefit target wages” to promote the growth of unit efficiency
The Nan'an District Civil Air Defense Underground Shopping Center Management Office is a self-supporting and self-supporting institution under the Nan'an District Civil Air Defense Office. The employees of the management office are all created by themselves. Before the reform, the salary system of the staff of the public security institutions was implemented. The profit of the shopping malls was good or bad, and the relationship with the employees’ income was not great, and the enthusiasm was not realized. Before 2002, the two malls owned by the mall management office had an annual income of 960,000. In 2002, the mall management office implemented the efficiency target salary reform. Although the business climate was far less than in previous years, the contracting task for that year was 1.5 million, and the actual completion of 1.7 million. This year, the Management Office signed a contract with the Civil Defense Office for 1.5 million. Under the influence of unfavorable factors such as SARS, the contracting task was completed in the first half of the year.
The specific way of benefiting the target salary is:
The store management office will transfer all the income to the district personal defense office on a monthly basis. Under the premise of completing the contracting task, the management office will allocate 53% of the annual income as the operating expenses of the management office. The shopping mall management office will follow the “assessment target evaluation method”. 》, on a monthly basis for employees to conduct "economic", "safety", "operation", "equipment facilities", "spiritual civilization" and other comprehensive indicators assessment. 80% of the monthly salary, reward, and subsidy for the month specified by the state will be completed, and 20% will be deducted for payment at the end of the year; if the assessment index is not completed, the corresponding punishment will be given according to the Measures, and 20% will be deducted. On the basis of the corresponding deduction. If the year-end contracting task is not completed, the 20% of the deduction will not be reissued; if only the contracting task is completed, only 20% of the monthly deduction will be reissued; if the annual contracting task is exceeded, the excess will be extracted. 50% is used as a reward fund, and the remaining 50% are all turned over. The bonus fund plus the monthly deduction of the bonus or salary is multiplied by 50% for the year-end bonus distribution - the benefit target salary, and the other 50% as the development fund. The target salary of benefits is distributed according to monthly assessment, job responsibilities, and contribution size.
(4) Implementing “structural wages” to realize the scientificization of distribution
In 1998, Chongqing Guangyi Middle School implemented the “structured wages” system of “national standard wages + hourly wages + benefit wages + subsidies for subsidies”. It is an early implementation of the distribution system in the Nan'an District. The new distribution system is more complementary, perfect, and scientific. One of the units. Its distribution form is:
National standard wage = fixed wage + live wage; live wage = workload wage + quality wage. Workload wages refer to the full or super-workload of the faculty and staff, and they are all depleted. The quality salary is the first-class assessment of teaching quality, and 5% of the salary is increased; the quality assessment is second-class, and the wages are paid; the assessment is third-class, the reduction is 5%; the fourth-grade is reduced by 15%.
The hourly wages, benefit wages and subsidies in the structural wages are paid out by the school. The hourly wages are calculated according to the class hours, and the super-work hours of teaching staff are super-class time. Benefits wages are evaluated according to the annual assessment of China, Germany, energy, diligence and performance. The self-assessment, grade and teaching and research groups, mutual evaluation, grade leader and teaching and research team leader assessment, student and parent assessment, and school evaluation team comprehensive review After the program, the scores are quantified, and the superior, good, qualified, and poor times are determined. The fifth and eighth grades are divided, and the monthly salary of the faculty and staff for the next year is calculated according to the grade grade standard. Some of the subsidies for Tianjin are distributed on a per capita basis, such as holiday condolence fees; some are distributed according to job title, job classification, and calculation.
The three-part salary hour, benefit salary and subsidy in the structure salary are about 800 yuan per month, and the lowest is 0. The income gap of the staff of the public institutions has been opened up, the egalitarianism in the distribution has been broken, the responsibility and enthusiasm of the cadres and the work of the cadres have been stimulated, and the school-running efficiency has been improved. Nowadays, the funds allocated by the school only account for 25% of the self-raised funds, and the ratio of self-raised funds to the national standard wages is 1:2; while the school's investment in improving the school conditions accounts for 75% of the self-raised funds. The “structured wage” system of Guangyi Middle School has realized the scientific and standardizedization of the reform of the distribution of public institutions to the utmost extent.
Second, use the principle of "leverage" of distribution to promote the rapid development of the cause
The practice of the reform of the distribution system of institutions in the Nan'an District proves that it is necessary to establish a scientific distribution system suitable for the actual situation of the unit based on the principle of “efficiency first and fairness”, just as it finds the best among the levers of employee income and career development. The support point, the longer the “arms” of employee income, the greater the “motivation” that affects the development of the cause; if the support point is not identified, the greater the effort, the more useless work will be on the development of the cause. .
Since the implementation of the “living wages” reform in 1994, the Nan'an District Education System has been strictly controlled, and the in-service faculty and staff have been continuously streamlined, while the school-running effect and teaching quality have improved year after year: in 1998, the district’s “two basics” and “practical” In 1999, the region basically achieved universal high school education; in 2002, the region basically eliminated the weak schools in the compulsory education stage. From the school, corals, Tiantaigang, marbles, four kilometers and other small countries, coral, 110, 38 middle junior high schools and 11 middle, Nanping, Guangyi, Furen, Changshengqiao, etc. Expanding, it is still difficult to meet the growing demand for students. 11 Middle School invested 100 million yuan to expand the school. In 2003, only 20 classes were recruited in the first year of high school. There are still many students who are required to enter the school. Since 1997, Guangyi Middle School has continuously increased its hardware investment. On the basis of the investment of 2 million yuan, the self-raised fund of more than 5 million yuan has newly built a school building of 5,000 square meters. The student dormitory has been expanded from 3,000 square meters to 4,500 square meters. It still cannot meet the requirements of students and parents. The enrollment scale of the school is Double growth. The development of education on the South Bank shows that the more in-depth school reform of the school personnel system, the higher the quality of education and teaching, the better the “two benefits” of school education, the greater the benefits of the faculty and the faster the pace of school development. .
Since the implementation of the “performance pay” reform in the Hainanxi Housing Management Office of the Nan'an District Housing Management Bureau, the mental outlook of the employees has undergone fundamental changes and the quality has been continuously improved. Instead, the phenomenon before the reform is: the emergency rescue is vying to appear in the first time, and the residents are not allowed to eat and give gifts; the dangerous house monitors will contact the key households before the arrival of the wind and rainstorm. Monitoring of dangerous buildings, dangerous rocks and fortifications. On August 1, 2003, on the weekend, the temperature of the mountain city was as high as 40 OC, and the well at No. 48 Shangxin Street was blocked. After receiving the report, the dredging team rushed to the scene at 8:00 in the morning to start work. Until noon, the blocked well was not dredged. The residents invited the dredgers to eat and eat, and the workers refused the good intentions of the residents. After the 3:00 pm dredge, I only had lunch.
After the reform of the “cost accounting + secondary distribution system” in the Nan'an District People's Hospital, the enthusiasm of the staff was significantly improved, and the patients were enthusiastic, and the attitudes of diagnosis and treatment and patient care were significantly improved. Only after the reform, the obstetrics and gynaecology department of the hospital changed the past patients' farewell, and a large number of patients were reluctant to go to the district hospitals. The number of inpatients increased by 53% compared with the same period before the reform, the outpatients increased by 27%, and the economic indicators of the departments increased. 52%, employee bonus income increased by 1-2 times.
Attached file 3:
Using the adjustment mechanism as a breakthrough
Comprehensively promote the reform of the personnel system of public institutions
In accordance with the idea of “establishing a scientific overall layout, adhering to the development direction of socialization, and promoting diversified classification management”, Jiangjin City combines the reform of the personnel system to adjust the institutional organization of the institution as a breakthrough, and adopts “adjustment mechanism and modification quality”. "Development", innovation system and mechanism to comprehensively initiate and promote the reform of public institutions.
First, scientifically set up institutions to rationalize institutional relations. In accordance with the requirements of economic and social development, Jiangjin City has determined the overall layout of science and has “removed, merged, and transferred” the existing institutions: to revoke the institutions that do not meet the needs of national economic and social development; Block division, repeated setting, too fragmented, too small scale, single service object, serious task, and poor social benefits, combined according to the situation; the transformation of production and operation institutions into enterprises or intermediary organizations. At the same time, according to the functional tasks and the nature of the work, rationalize the management relationship and implement centralized management.
Second, adjust the nature of the budget, and gradually reduce the financial burden. In order to encourage all kinds of institutions to face the market and to develop their own way through socialized services, Jiangjin City will adjust the nature of funds according to the functional tasks and charging channels of public institutions. First, strict control of the self-supporting and differentially-funded institutions that have the necessary policy-based fees and regulations, and strictly adjust the program to the full financial allocation, and all the fee income will be turned over to the finances. The budget is stipulated in various types of funds, and the salary standard is re-approved according to the full unit. The second is to gradually transfer the subsidy to the differential subsidy for the conditional financial appropriation institutions, or to change from self-support. The third is to restructure some of the service, business self-support, and differential appropriation institutions into enterprises or intermediary organizations, or only retain the nature of their institutions, and implement enterprise management.
Third, the scientific verification preparation, moderately diverted personnel. Jiangjin City regards the streamlining and re-approval preparation as an important part of this reform. It is re-approved according to the industry characteristics, functional tasks and funding nature of the institution. First, if the original has been compiled or has a clear standard of preparation, the original number of people or the standard of preparation will be used as the base, and then the 20% ratio will be streamlined. Second, if there is no approved preparation and no standard is prepared, it will be reduced according to the actual number. Third, the institutions that have been finalized in the reform of the party and government institutions last year are no longer streamlined in principle. In order to ensure that the streamlined preparation is implemented, Jiangjin City has issued a series of policies for personnel diversion, encouraging qualified personnel to resign, one-time resettlement or early leave.
Fourth, the introduction of competitive incentives and the implementation of personnel system reform. In the reform of public institutions, Jiangjin City took the reform of the employment system and the distribution system as the breakthrough point, and focused on the implementation of the full-employment employment system and post management system, and comprehensively promoted the personnel system reform in the city's public institutions, and implemented structural proportions to set posts. Personnel compete for posts according to their posts, and they are selected in both directions; they insist on living wages to invigorate their lives, invigorate wage distribution, and implement a distribution system in which post wages are the mainstay. Through reforms, we will establish a vigorous employment mechanism and an independent and flexible distribution and incentive mechanism to enhance the vitality of the institution and promote the development of the cause and the completion of various tasks.
Station leader:
From March 25th to 30th, Renbao Keluo Xuping participated in the study and study of the personnel system reform of the institution in Chongqing organized by the Guangzhou Talent Training Center. The investigation was mainly carried out with the Chongqing Municipal Personnel Bureau Office, Personnel Dispute Arbitration Office, Chongqing Yubei District Personnel Bureau, Chongqing Municipal Health Bureau and other departments to carry out the employment system, job setting, unemployed personnel diversion and distribution system, Advanced units have achieved good results in social insurance and other personnel system reforms.
The Chongqing Municipal Personnel Bureau is one of the more successful reform cities recommended by the Ministry of Personnel. They have done a good job in hiring contractual systems and wage reforms. Since 1999, the reform of the personnel system of public institutions has been carried out. Supporting archives, through strengthening administrative means, grasping propaganda, and training, piloting, driving more than 20,000 institutions in the city, more than 300,000 employees signed the "employment unit employment contract" issued by the Ministry of Personnel, signed the contract The rate is 95%, and there are 16,000 employees diverted. When they implemented the staff recruitment system, they mainly made the following points:
First, the establishment of specific job settings, clear responsibility, power, profit, justice, competitive recruitment, signing contracts. According to the project management of different types of people, according to the cost and benefit distribution, the staff system is implemented by the staff in five levels according to the corresponding positions; for professional and technical personnel, the evaluation and employment are separated, and the positions are set according to the work ability and performance level. Wages; workers and workers are regulated according to the rank of the post, and the job responsibilities and work permission are clearly defined. After the reform, post salary and performance work were implemented. For the full appropriation unit, the part of the state is not changed, and the other parts are linked to performance.
Second, the problem of pension insurance for employees. Endowment insurance can't be solved, and reform is very difficult. Now Chongqing Municipality has basically established and improved the employee pension insurance system for self-supporting institutions, but the financial institutions that have been approved by the financial sector cannot be implemented according to the pension insurance system.
Third, the preferential policies for reform. In order to stabilize the team, we will adopt old methods for the elderly and protect old comrades. Old comrades who have worked for 30 years may be retired from the post five years before the national legal retirement age. Comrades who apply for retiring from their posts can be retired at the normal retirement age by two years.
Fourth, the problem of leaving the post. The reform of the personnel system is not a reform of the personnel institution, but a change in the management system. In principle, the personnel are not streamlined. For those who are unemployed, they shall retain the treatment of the state finance according to their original duties and give them a change of posts. For the staff to be hired, the unit will give two or three times of employment opportunities within one year. If they do not work, one year later, they will be handed over to the talent market. The talent market will recommend two or three times of employment opportunities, and they will still be laid off.
According to Pan Jianming, the director of the Salary and Welfare Department of the Guangzhou Personnel Bureau, which was led by this inspection, Guangzhou City plans to manage the employment contract for public institutions this year.
Attached files: 1. Answers from the Chongqing Municipal Personnel Bureau on the relevant issues in the employment system of the pilots
2. Use the principle of “leverage” of distribution to seek the best support for career development
3. To comprehensively promote the reform of the personnel system of public institutions with the establishment of adjustment institutions as a breakthrough
April 6, 2004
Subsidiary file 1:
Chongqing Municipal Personnel Bureau on the employment system of public institutions in the trial
Answers to questions
Personnel bureaus of all districts and counties, personnel departments of municipal departments, and personnel departments of municipal institutions:
At present, the city implements the "Notice of the General Office of the State Council on Forwarding the Opinions on the Employment System for Personnel in the Institutions of the People's Government" and the "Notice on the Implementation Measures of the People's Government of Chongqing Municipality on the Implementation of the Employment System for Pilots of Institutions". Various departments and units have reflected and put forward some operational and policy-specific problems. They are the comprehensive trial of the employment system in the city and the continuous development of the personnel system reform of the public institutions. The answer is as follows:
I. Issues concerning the scope of application of the employment system
1. Is the collective ownership system a trial employment system?
The collective ownership institutions refer to the regulations of the State Council issued [2002] No. 35 and Yufufa [2003] No. 37, and the trial employment system.
2. All the people and collective institutions use the people of the whole country and the collective nature, how to sign the employment contract? Has the nature of its staffing changed since the signing of the employment contract?
All the people and collectively-institutions within the scope of preparation and the personnel of the nationality and the collective nature who enter the system according to the prescribed procedures must sign an employment contract. After signing the employment contract, the nature of the staff's establishment remains unchanged.
3. Is the institution that implements enterprise management a trial contractor for employment?
Institutions that implement enterprise management are still in the nature of their institutions, and their staff members shall adopt a trial employment system in accordance with the No. 37 file.
4. Is the labor contract signed by the labor contract workers in the public institution equivalent to the employment contract of the institution? When the personnel system reform of a public institution, what kind of contract should a labor contract worker sign?
The workers and workers in the public institutions are an important part of the staff of the public institutions, and the system of employing personnel for trials should be carried out. For workers who have signed labor contracts in accordance with the Labor Law, their labor contracts are still valid. When the labor contract needs to be renewed after it expires, the employment contract shall be signed in accordance with the provisions of No. 37 file.
5. Is the full-time staff member of the social organization using the institution signed an employment contract with the unit?
The full-time staff of the social organizations compiled by the public institutions shall sign an employment contract with the unit and pilot the employment system.
6. Does the party and state organs, people's organizations, and workers in the public institutions managed by the civil service system employ an employment contract system?
Party and state organs, people's organizations, and workers in accordance with the implementation of the civil service system are not subject to reference or in accordance with the management of the national civil service system, and the establishment of the business should be based on the requirements of the reform of the personnel system of the institution. Employment contract.
2. Relevant questions about the first employment of public institutions in the personnel system reform
7. In the reform of the personnel system of public institutions, how can existing personnel transition to the employment of contractual personnel?
In the process of personnel system reform, the existing personnel of the public institution should generally participate in the competition in the first employment. The unit should be given priority in the personnel who meet the job requirements and requirements according to the principle of “selecting the best employment”.
8. If the existing management personnel of the public institution exceed the number of staff positions, how to deal with them?
If the existing management personnel of a public institution exceeds the number of staff positions of the unit, they may temporarily determine the position of the staff according to the original administrative duties, retain their original treatment, arrange appropriate work, and gradually adjust the requirements for the number of positions. If the number of staff at this level is temporarily over-the-counter, the unit shall not arrange for the next-level staff to be promoted to the position of the staff.
9. Do you hire a staff position or hire a professional technician in a leadership position and a professional technical position?
Among the institutions, those who hold leadership positions and have qualifications for professional and technical positions should, in principle, employ staff positions. It is true that due to the needs of the work, professional technical positions can also be employed at the same time.
Document No. 10.37 clarifies that the “Administrative Measures for the Resignation of Professional and Technical Personnel and Management Personnel of Chongqing's Ownership Institutions” has been suspended, but the units, personnel and personnel who have not signed the employment contract have not yet been tried, such as units. What files and programs are available for dismissal or when I request to resign?
Those who have not yet tried to employ a contract system or those who have implemented a contract of employment but have not signed an employment contract need to resign or dismiss during the transition period, and may be issued according to the Ministry of Personnel on the issuance of professional and technical personnel and management personnel of the state-owned institutions. Notice of Interim Provisions on Resignation, Notice of the Ministry of Personnel on Relevant Issues Concerning the Implementation of the Interim Provisions on the Resignation of Professional and Technical Personnel and Management Personnel of Public Ownership Institutions, and the Ministry of Personnel on Printing and Distributing Professional Employees and Managers of All Ownership Institutions The provision of the Provisional Regulations is filed. If the industrial unit of the public institution applies for resignation, it may refer to the above files No. 19 and No. 14 for handling.
Third, the employees of the institution signed the relevant issues in the employment contract
11. Article 2, paragraph 1 of the Employment Contract, “Party B is engaged in XX work in XX position”, how to fill in?
The positions of staff in public institutions are divided into three categories: staff, professional and technical personnel, and industrial and technical personnel.
Staff positions: Level 2, Level 2, Level 3, Level 3, Level 4, Level 4, Level 5, Level 6; Professional and technical personnel positions: Zhenggao, Deputy High, Intermediate, Junior; Workers and Jobs: Senior Technician, Technician , senior workers, intermediate workers, junior workers, ordinary workers.
When signing the employment contract, the staff fills in the “X-level staff” position and engages in “management” work; in the leadership position, they also hire professional and technical positions, fill in the “X-level staff” position, and engage in “management and professional technology” work. . Professional and technical personnel fill in the "XX professional and technical positions" position and engage in "professional technology" work. The workers and staff members fill in the "XX workers" position and work in "XXXX".
12. Is there a trial period for the existing staff of the public institution to implement the employment contract system?
The provisions for the implementation of the probationary period in the personnel of the business unit are only applicable to new recruits and can only be agreed once. The probationary period should be included in the term of the employment contract. The existing staff does not implement the probationary period when the employment contract system is implemented and the contract is renewed at the expiration of the contract.
13. The newly-received military demobilized cadres, demobilized veterans and units signed the long-term employment contract for the first time?
The time limit for the first signing of employment contract for the newly-received military demobilized cadres, demobilized veterans and units shall not be less than three years, and no trial period shall be agreed.
Fourth, the issue of dismissal and resignation system
14. The staff of the public institution will study abroad at their own expense. Can they sign a contract with the employer?
The staff of the public institution shall apply for study abroad at their own expense. If approved by the unit, they shall retain their public office for one year after being allowed to leave the country. If the contract of employment is not signed, the contract may be retained for one year; if the employment contract has been signed, the employment contract shall be terminated by itself one year after the person leaves the country. After returning to China, Xuecheng re-signed the employment contract. The length of service during the period of study abroad is continuously calculated in accordance with relevant regulations.
15. How to understand the "specified medical period" in Article 36(1) of the 37th file
“Medical period” refers to the period of time when the employed person is sick or not injured due to work-related injuries. The medical period of the employed persons of the public institutions may be temporarily referred to the provisions of the medical staff of the enterprise for illness or non-work-related injuries.
16. How does the employment relationship of the staff after the end of the work-related injury treatment?
Before the employment system of the pilot unit of the public institution, the staff member shall be identified as “completely incapacitated work capacity” after the end of the treatment of the injured worker, and the unit shall promptly handle the retirement procedure for the employee; if it is identified as “partial incapacity for work”, During the period of partial loss of work capacity, the unit shall temporarily retain the original treatment and arrange appropriate work for it and sign an employment contract.
After the employer's trial system is employed, the employer shall be identified as “completely incapacitated work” after the completion of the treatment for the injured work. The unit shall promptly handle the retirement procedures for the work; During the period of partial loss of work capacity, the unit shall not terminate the employment contract, and shall retain the original treatment for the time being and arrange appropriate work for it.
17. How to deal with the relationship between the appointment of the leadership of the institution and the position of the post?
The management personnel of the public institutions are collectively referred to as staff members, and the management personnel who hold the leadership positions are generally employed in the staff positions. The leadership position shall be subject to another appointment letter in accordance with the cadre management authority. If you are no longer in a leadership position due to your work needs, you can assume the corresponding staff position.
V. Other issues
18. After the industrial and technical personnel have assessed the qualifications of professional and technical positions, the unit has also been employed in professional and technical positions. How do these people handle retirement?
The industrial and technical personnel of the public enterprise have assessed the qualifications for professional and technical positions, and they have been employed in professional and technical positions for a total of 10 years, and those who retire in this position can enjoy the retirement benefits of professional and technical personnel. After the reform of the personnel system of public institutions, according to the relevant regulations on the appointment of professional and technical personnel, if the government personnel department perfects the employment procedures, it shall be retired according to the retirement policy of professional and technical personnel.
19. How to understand that staff members who have obtained the title of “labor model” or “advanced worker” at or above the municipal level should not be laid off for appointment?
The Archives of the Circular of the General Office of the People's Government of Chongqing Municipality on Printing and Distributing the Distributing Opinions of the Personnel System Reform Personnel of Chongqing Municipal Institutions, stipulates that “the “model worker” or “advanced worker” may not be arranged for employment at the municipal level or above means: Those who have obtained the title of “Labor Model” or “Advanced Worker” above the city level and have maintained their honors shall not be laid off for appointment when the unit is reforming the personnel system for the first time. When competing again after the employer's employment system, the company participates in the competition with the rest of the unit.
20. After the implementation of the employment contract system, can the original official cadres be reinstated by the workers after they voluntarily apply?
The original official cadre of the institution requested the dismissal of the cadre's identity. If the employee is retired from work, he or she must submit a written application for the voluntary dismissal of the cadre. Those who belong to the public institutions of the district or county shall be reported to the personnel department of the government at the same level for approval; if they belong to the municipal institutions in Chongqing, they shall be reported to the competent department of the industry for approval. The procedures for dismissal of cadres should be handled first, and then retired according to the retirement conditions of workers, and the treatment of retired workers should be enjoyed.
How to understand the “average monthly salary” in Article 46 (3) of the file No. 21.37?
Article 46 (3) of the No. 37 file “Economic compensation is based on the average monthly salary of the dismissed person who pays the average salary of the previous year for the one-month period of the employer for one year”. : The monthly basic salary, the national subsidy for the country and Chongqing.
twenty two. Separated from the enterprise units and handed over to the government-managed institutions, some of them are cadres hired by the enterprises themselves. Do they agree with the cadre status of the cadres in the reform of the personnel system of the institutions?
The cadres employed by the original enterprise are transferred from the enterprise and transferred to the government-administered institutions. The cadres employed by the original government are approved by the personnel department at the same level, and they agree with their hiring status. If they are not filed by the government personnel department at the same level, they shall employ staff and professional personnel according to the public institutions. The technical personnel's regulations, those who pass the examination and examination, determine their employment status, and those who are unqualified arrange other jobs or diversion.
The above explanation, if the state has new regulations, is implemented according to the new regulations.
October 13, 2003
Subsidiary file 2:
Use the principle of "leverage" of distribution to seek the best support for career development
Nan'an District is one of the pilot areas for the reform of the personnel system of public institutions in the city. In 1998, they took the lead in launching the pilot project for the reform of the personnel system of public institutions. As of August 2003, 218 institutions in the district had implemented personnel system reforms, accounting for 98.6%; 7 institutions were converted into enterprises and 8 institutions were withdrawn.
In order to deepen the reform of the personnel system of public institutions, and make full use of the principle of "leverage" of distribution to promote the rapid development of the cause, the Nan'an District, in accordance with the principle of "establishing the production factors such as labor, capital, technology and management, to participate in the distribution according to contributions" proposed by the 16th National Congress, In the reform of the personnel system of public institutions, various forms of distribution system reform and exploration have been carried out.
I. Several basic forms of the reform of the distribution system of institutions in the Nan'an District
In the reform of the distribution system of public institutions, the Nan'an District, under the guidance of the District Personnel Bureau, under the guidance of the District Personnel Bureau, conducted an active and steady exploration.
(1) Implementing “performance pay” and exerting the incentive effect of distribution
The differential appropriation institutions with certain income-generating conditions, due to the increase in employee income, the improvement of welfare, and even the prosperity and development of the unit, directly with each cadre and staff, good work performance, sincere service attitude, and growing economic benefits They are closely linked. Therefore, most of them choose the distribution form of “performance pay” in the exploration of distribution reform from the perspective of their own conditions and work characteristics. For example, the Hainanxi Housing Management Office of the Nan'an District Housing Management Bureau was a poor appropriation institution before the reform. Due to the difficult working conditions, the frontline workers had long been squeezing the “sickness number”, and the work was overwhelmed. The business technology was over and over, sloppy and sloppy. The system, when working as a slinger, receives wages on time. In July 2002, the Housing Management Institute implemented the “performance pay” reform by borrowing from the property company. The basic method is: take out 40% of the basic salary, that is, all the “live wages” and the income-generating part of the unit as the base, and refer to the job position and work performance factors to form the performance salary. After the discussion of the distribution plan, the company has formulated a total of 102 posts, “Responsibilities for Post Staff” from 18 directors, up to the driver and goalkeeper, and issued the “Work Assessment System”, “Work Assessment Rules” and “Appraisal Score”. Table, insisting on the calculation of the work performance of each cadre and employee, from the five aspects of work ability, work discipline, team spirit, professionalism, ideological and political, according to "self-evaluation, mutual evaluation and review" The program evaluates and the score of the assessment results is converted into a percentage. The performance appraisal is conducted once a quarter, and the results of the appraisal are used as evidence of performance pay in the next quarter. The “performance pay” implemented by Haishuxi Housing Management is like the best support point for unit benefits and employee income. From the overall point of view, the better the unit benefit, the more employee benefits; from the individual point of view, the average of the allocation of institutions is broken. Doctrine has opened up the gap between individual incomes. For those who have more quality, the monthly salary is between 1400 and 1500 yuan, the monthly salary is only 400-500 yuan, and the monthly salary is only 250 yuan. The incentive mechanism for distribution has been brought into play, and the purpose of the reform of the distribution system of “more work, more work, more quality and more gains” has been achieved.
The reform of the distribution system of public institutions is a highly innovative and innovative work. It directly involves the vital interests of employees. It is easy to create new contradictions when it is slightly careless. The district affairs reform has taken the lead in exploring the people’s hospitals in the district. From the fact that medical personnel are mostly intellectuals and professional technicians, under the premise that the national standard basic wages are not moving, the performance-based wage reform of “cost accounting + secondary distribution system” has been implemented. The hospital will issue the national standard basic salary of the employees on time and in full, and the total income generated by the department will be turned over to the hospital. After deducting the management expenses, cost and development funds, the remaining part will be awarded as the performance salary of the department, which is the first-level distribution; The department conducts the second-level distribution of departmental performance pay according to the comprehensive assessment of work performance such as personal workload, major difficult key technologies, medical error defects, medical ethics and medical ethics. The specific operations are as follows:
The first-level distribution, that is, the department performance salary = × 40%.
Management expenses = total revenue of the department × 10%;
Development Fund = × 60%;
In the second-level distribution, the hospital only puts forward the principle of individual work performance appraisal and the suggestion of position, position and title coefficient. In principle, it does not interfere with the second-level allocation of the department.
The performance-based wage reform of the “cost accounting + secondary distribution system” implemented by the People’s Hospital of Nan'an District has reduced the cost of the department and encouraged the income generation. The hospital benefits, departmental benefits and personal income have been increased in proportion, and received a win-win situation. effect.
(2) Promoting the distribution form of “quality salary + reward salary” and improving the distribution incentive mechanism
In the reform of the distribution system, the Nanan District Coral Experiment State adopted a trial distribution of “quality wages + reward wages”. The awards were excellent and fine, the rewards were lazy, the gap was opened, and the incentive mechanism for distribution was established. The school is one of the first batch of demonstration nationals in Chongqing. It has good social and economic benefits. In the reform, in order to avoid the contradiction between the reform measures and the relevant provisions of the Teacher Law and the economic benefits of the school and the poor economic benefits. The national standard basic salary was not included in the reform scope, and only part of the funds generated by the school was used for the distribution of quality wages and reward wages. The quality salary is the evaluation of the quality of the faculty and staff in terms of morality, ability, diligence and performance. According to the self-assessment, mutual evaluation, evaluation and comprehensive evaluation procedures, the evaluation is excellent, good and qualified. File, determine the standard of each file, and issue the file according to the same file. The highest standards for three equal times are 350 yuan, 220 yuan, 100 yuan, and the average gap is 20-30 yuan per file. Each semester is assessed once, and each academic year is assessed twice. The assessment results are used as the basis for the quality salary on a monthly basis for the next academic year. The reward salary is based on the school regulations, according to the acquisition of disciplines, academic single awards, special teachers, excellent teachers, excellent class teachers, excellent grade leader, etc., also according to the class to pay bonuses or wages. Breaking the egalitarianism in the distribution of bonuses has spurred the enthusiasm of the faculty and staff to "do their jobs and strive for the same kind of excellence", so that the school development and the improvement of teachers' incomes show a good situation of benign interaction.
(3) Implementing the distribution method of “benefit target wages” to promote the growth of unit efficiency
The Nan'an District Civil Air Defense Underground Shopping Center Management Office is a self-supporting and self-supporting institution under the Nan'an District Civil Air Defense Office. The employees of the management office are all created by themselves. Before the reform, the salary system of the staff of the public security institutions was implemented. The profit of the shopping malls was good or bad, and the relationship with the employees’ income was not great, and the enthusiasm was not realized. Before 2002, the two malls owned by the mall management office had an annual income of 960,000. In 2002, the mall management office implemented the efficiency target salary reform. Although the business climate was far less than in previous years, the contracting task for that year was 1.5 million, and the actual completion of 1.7 million. This year, the Management Office signed a contract with the Civil Defense Office for 1.5 million. Under the influence of unfavorable factors such as SARS, the contracting task was completed in the first half of the year.
The specific way of benefiting the target salary is:
The store management office will transfer all the income to the district personal defense office on a monthly basis. Under the premise of completing the contracting task, the management office will allocate 53% of the annual income as the operating expenses of the management office. The shopping mall management office will follow the “assessment target evaluation method”. 》, on a monthly basis for employees to conduct "economic", "safety", "operation", "equipment facilities", "spiritual civilization" and other comprehensive indicators assessment. 80% of the monthly salary, reward, and subsidy for the month specified by the state will be completed, and 20% will be deducted for payment at the end of the year; if the assessment index is not completed, the corresponding punishment will be given according to the Measures, and 20% will be deducted. On the basis of the corresponding deduction. If the year-end contracting task is not completed, the 20% of the deduction will not be reissued; if only the contracting task is completed, only 20% of the monthly deduction will be reissued; if the annual contracting task is exceeded, the excess will be extracted. 50% is used as a reward fund, and the remaining 50% are all turned over. The bonus fund plus the monthly deduction of the bonus or salary is multiplied by 50% for the year-end bonus distribution - the benefit target salary, and the other 50% as the development fund. The target salary of benefits is distributed according to monthly assessment, job responsibilities, and contribution size.
(4) Implementing “structural wages” to realize the scientificization of distribution
In 1998, Chongqing Guangyi Middle School implemented the “structured wages” system of “national standard wages + hourly wages + benefit wages + subsidies for subsidies”. It is an early implementation of the distribution system in the Nan'an District. The new distribution system is more complementary, perfect, and scientific. One of the units. Its distribution form is:
National standard wage = fixed wage + live wage; live wage = workload wage + quality wage. Workload wages refer to the full or super-workload of the faculty and staff, and they are all depleted. The quality salary is the first-class assessment of teaching quality, and 5% of the salary is increased; the quality assessment is second-class, and the wages are paid; the assessment is third-class, the reduction is 5%; the fourth-grade is reduced by 15%.
The hourly wages, benefit wages and subsidies in the structural wages are paid out by the school. The hourly wages are calculated according to the class hours, and the super-work hours of teaching staff are super-class time. Benefits wages are evaluated according to the annual assessment of China, Germany, energy, diligence and performance. The self-assessment, grade and teaching and research groups, mutual evaluation, grade leader and teaching and research team leader assessment, student and parent assessment, and school evaluation team comprehensive review After the program, the scores are quantified, and the superior, good, qualified, and poor times are determined. The fifth and eighth grades are divided, and the monthly salary of the faculty and staff for the next year is calculated according to the grade grade standard. Some of the subsidies for Tianjin are distributed on a per capita basis, such as holiday condolence fees; some are distributed according to job title, job classification, and calculation.
The three-part salary hour, benefit salary and subsidy in the structure salary are about 800 yuan per month, and the lowest is 0. The income gap of the staff of the public institutions has been opened up, the egalitarianism in the distribution has been broken, the responsibility and enthusiasm of the cadres and the work of the cadres have been stimulated, and the school-running efficiency has been improved. Nowadays, the funds allocated by the school only account for 25% of the self-raised funds, and the ratio of self-raised funds to the national standard wages is 1:2; while the school's investment in improving the school conditions accounts for 75% of the self-raised funds. The “structured wage” system of Guangyi Middle School has realized the scientific and standardizedization of the reform of the distribution of public institutions to the utmost extent.
Second, use the principle of "leverage" of distribution to promote the rapid development of the cause
The practice of the reform of the distribution system of institutions in the Nan'an District proves that it is necessary to establish a scientific distribution system suitable for the actual situation of the unit based on the principle of “efficiency first and fairness”, just as it finds the best among the levers of employee income and career development. The support point, the longer the “arms” of employee income, the greater the “motivation” that affects the development of the cause; if the support point is not identified, the greater the effort, the more useless work will be on the development of the cause. .
Since the implementation of the “living wages” reform in 1994, the Nan'an District Education System has been strictly controlled, and the in-service faculty and staff have been continuously streamlined, while the school-running effect and teaching quality have improved year after year: in 1998, the district’s “two basics” and “practical” In 1999, the region basically achieved universal high school education; in 2002, the region basically eliminated the weak schools in the compulsory education stage. From the school, corals, Tiantaigang, marbles, four kilometers and other small countries, coral, 110, 38 middle junior high schools and 11 middle, Nanping, Guangyi, Furen, Changshengqiao, etc. Expanding, it is still difficult to meet the growing demand for students. 11 Middle School invested 100 million yuan to expand the school. In 2003, only 20 classes were recruited in the first year of high school. There are still many students who are required to enter the school. Since 1997, Guangyi Middle School has continuously increased its hardware investment. On the basis of the investment of 2 million yuan, the self-raised fund of more than 5 million yuan has newly built a school building of 5,000 square meters. The student dormitory has been expanded from 3,000 square meters to 4,500 square meters. It still cannot meet the requirements of students and parents. The enrollment scale of the school is Double growth. The development of education on the South Bank shows that the more in-depth school reform of the school personnel system, the higher the quality of education and teaching, the better the “two benefits” of school education, the greater the benefits of the faculty and the faster the pace of school development. .
Since the implementation of the “performance pay” reform in the Hainanxi Housing Management Office of the Nan'an District Housing Management Bureau, the mental outlook of the employees has undergone fundamental changes and the quality has been continuously improved. Instead, the phenomenon before the reform is: the emergency rescue is vying to appear in the first time, and the residents are not allowed to eat and give gifts; the dangerous house monitors will contact the key households before the arrival of the wind and rainstorm. Monitoring of dangerous buildings, dangerous rocks and fortifications. On August 1, 2003, on the weekend, the temperature of the mountain city was as high as 40 OC, and the well at No. 48 Shangxin Street was blocked. After receiving the report, the dredging team rushed to the scene at 8:00 in the morning to start work. Until noon, the blocked well was not dredged. The residents invited the dredgers to eat and eat, and the workers refused the good intentions of the residents. After the 3:00 pm dredge, I only had lunch.
After the reform of the “cost accounting + secondary distribution system” in the Nan'an District People's Hospital, the enthusiasm of the staff was significantly improved, and the patients were enthusiastic, and the attitudes of diagnosis and treatment and patient care were significantly improved. Only after the reform, the obstetrics and gynaecology department of the hospital changed the past patients' farewell, and a large number of patients were reluctant to go to the district hospitals. The number of inpatients increased by 53% compared with the same period before the reform, the outpatients increased by 27%, and the economic indicators of the departments increased. 52%, employee bonus income increased by 1-2 times.
Attached file 3:
Using the adjustment mechanism as a breakthrough
Comprehensively promote the reform of the personnel system of public institutions
In accordance with the idea of “establishing a scientific overall layout, adhering to the development direction of socialization, and promoting diversified classification management”, Jiangjin City combines the reform of the personnel system to adjust the institutional organization of the institution as a breakthrough, and adopts “adjustment mechanism and modification quality”. "Development", innovation system and mechanism to comprehensively initiate and promote the reform of public institutions.
First, scientifically set up institutions to rationalize institutional relations. In accordance with the requirements of economic and social development, Jiangjin City has determined the overall layout of science and has “removed, merged, and transferred” the existing institutions: to revoke the institutions that do not meet the needs of national economic and social development; Block division, repeated setting, too fragmented, too small scale, single service object, serious task, and poor social benefits, combined according to the situation; the transformation of production and operation institutions into enterprises or intermediary organizations. At the same time, according to the functional tasks and the nature of the work, rationalize the management relationship and implement centralized management.
Second, adjust the nature of the budget, and gradually reduce the financial burden. In order to encourage all kinds of institutions to face the market and to develop their own way through socialized services, Jiangjin City will adjust the nature of funds according to the functional tasks and charging channels of public institutions. First, strict control of the self-supporting and differentially-funded institutions that have the necessary policy-based fees and regulations, and strictly adjust the program to the full financial allocation, and all the fee income will be turned over to the finances. The budget is stipulated in various types of funds, and the salary standard is re-approved according to the full unit. The second is to gradually transfer the subsidy to the differential subsidy for the conditional financial appropriation institutions, or to change from self-support. The third is to restructure some of the service, business self-support, and differential appropriation institutions into enterprises or intermediary organizations, or only retain the nature of their institutions, and implement enterprise management.
Third, the scientific verification preparation, moderately diverted personnel. Jiangjin City regards the streamlining and re-approval preparation as an important part of this reform. It is re-approved according to the industry characteristics, functional tasks and funding nature of the institution. First, if the original has been compiled or has a clear standard of preparation, the original number of people or the standard of preparation will be used as the base, and then the 20% ratio will be streamlined. Second, if there is no approved preparation and no standard is prepared, it will be reduced according to the actual number. Third, the institutions that have been finalized in the reform of the party and government institutions last year are no longer streamlined in principle. In order to ensure that the streamlined preparation is implemented, Jiangjin City has issued a series of policies for personnel diversion, encouraging qualified personnel to resign, one-time resettlement or early leave.
Fourth, the introduction of competitive incentives and the implementation of personnel system reform. In the reform of public institutions, Jiangjin City took the reform of the employment system and the distribution system as the breakthrough point, and focused on the implementation of the full-employment employment system and post management system, and comprehensively promoted the personnel system reform in the city's public institutions, and implemented structural proportions to set posts. Personnel compete for posts according to their posts, and they are selected in both directions; they insist on living wages to invigorate their lives, invigorate wage distribution, and implement a distribution system in which post wages are the mainstay. Through reforms, we will establish a vigorous employment mechanism and an independent and flexible distribution and incentive mechanism to enhance the vitality of the institution and promote the development of the cause and the completion of various tasks.
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