Nanchang City Community Workers’ Treatment Standards

In order to promote the professional development of the community worker team and based on actual conditions, Nanchang City Community Workers’ Salary Management Implementation Measures are formulated.

1. Scope of application

The urban community workers referred to in these Measures refer to those who have been selected in accordance with the law or openly recruited from the public, and are directly engaged in community work in urban community party organizations and neighborhood committees in this city. Services and management (including grid services and management) are provided by full-time staff who are fully funded by the finance department.

2. Position levels

The basic salary of community workers is divided into three positions and eighteen levels according to their positions and levels.

Positions: Based on the work responsibilities and specific affairs undertaken by the community, community worker positions are divided into community principal positions, community deputy positions and general staff. Among them, community principal positions refer to the community party organization secretary and neighborhood committee director, community deputy positions refer to the community party organization deputy secretary and neighborhood committee deputy director, and general staff refer to other community workers.

Levels: Corresponding levels are set according to the number of years that community workers have worked in purely residential communities in this city. Community principals are at levels 7-18, community deputies are at levels 4-15, and general staff are at levels 1-12.

3. Salary Structure

Community workers implement a unified salary system of “basic salary + performance salary + annual rewards”. Ensure that the "basic salary + performance salary" for regular posts in urban communities (party organization secretaries, neighborhood committee directors) is not lower than the salary level (basic salary and standard allowances and subsidies) of newly recruited civil servants who have recently graduated from universities and become regular and graded. In urban areas with certain conditions, the salary level is not lower than that of deputy civil servants, and the ratio of basic salary to performance salary is 4:1.

(1) Basic salary

The basic salary is determined according to the position level corresponding to the person and is paid on a monthly basis. As positions change, working years increase, and education levels increase, the basic salary increases accordingly. For newly hired community workers, during the probation period, the basic salary will be paid at 80% of the proposed employment level.

(2) Performance salary

Performance salary is paid annually and is determined after assessment based on the individual’s work situation. According to the assessment results, the gap in performance salary payment will be appropriately widened.

(3) Annual rewards

Each district (development zone) will give annual rewards based on local conditions and combined with the annual assessment of community workers. In principle, the reward standard shall not be less than 1 month. Basic salary income.

IV. Change method

(1) Adjustment based on working years. If the annual assessment is excellent or qualified, community workers who have reached the specified number of years at the previous level can have their salary increased by one level starting from January of the following year; years in which they are basically qualified or unqualified will not be counted.

(2) Adjust according to job changes. If a community worker's position changes, starting from the month following the change of position, he or she will be assigned to the corresponding salary grade based on the number of years of service.

(3) Adjusted according to education level. For new community workers, those with a bachelor's degree are recognized as a basic salary level two; those who have a master's degree are recognized as a basic salary level three; those who have a doctoral degree are recognized as a basic salary level four. During the tenure, if the academic qualifications are improved through on-the-job education, and the basic salary does not reach the corresponding level, it can be adjusted to the corresponding level. If the basic salary level has reached the corresponding level of the academic qualifications obtained, the basic salary level will not be adjusted.