The latest wage reform plan of public institutions in 2023

Wage reform plan of public institutions

Near the end of the year, the wage reform of public institutions involving the interests of more than 30 million people has been put on the agenda again. At present, the Central Organizing Committee, Ministry of Human Resources and Social Security and other relevant ministries and commissions are working hard to formulate the post performance pay system of public institutions, and together with this document, there are opinions on promoting the reform of public institutions by classification. These two documents will become the guiding documents for the next wage reform of public institutions.

It is also known that some ministries and commissions have carried out asset inventory, financial supervision, allocation, staffing and other aspects of their subordinate institutions according to the relevant deployment of the State Council. This is to prepare for the comprehensive wage reform of public institutions after the promulgation of the above two documents. There are more than 65438+260,000 institutions in China, with more than 30 million employees, of whom more than 70% are technicians. These institutions can be roughly divided into four categories: participating in the public service (that is, referring to civil servants), full funding, financial subsidies, and self-supporting.

According to informed sources, in the process of promoting wage reform, financial subsidized institutions have made money.

Political support will gradually decrease, and self-supporting institutions will eventually be put on the market, but before that, there will still be a certain transition period. However, institutions that participate in the public and fully allocate funds are relatively safe in the short term. In addition, some institutions will be reorganized or spun off.

Fold and edit the implementation scope of this paragraph.

(1) The implementation scope of the reform plan of income distribution system of public institutions is limited to the official staff registered in the following units on July 1 2023.

Educational, health and scientific research institutions.

Cultural, artistic, sports, news, publishing, radio, film and television institutions.

Agriculture, forestry, water conservancy, aquatic products, animal husbandry and veterinary institutions.

Transportation, marine, geological survey, surveying and mapping, meteorological and seismic institutions.

Social security, social welfare, inspection and quarantine, environmental protection, environmental sanitation, landscaping, real estate management, material reserve and other institutions.

Institutions with independent accounting affiliated to government agencies and organizations.

All kinds of institutions, associations, foundations and regulatory agencies included in the establishment of the cause.

Other institutions.

(2) Institutions that are approved to be managed according to the Civil Service Law, institutions affiliated to various enterprises and enterprises that are independently accounted for by institutions are not included in the scope of income distribution reform of public institutions.

Fold and edit the performance salary of this position.

Wage reform plan of public institutions

(a) the implementation of post salary system.

1, professional and technical personnel.

Professional and technical personnel shall implement the corresponding post salary standard according to their currently employed professional and technical posts. The specific measures are as follows: (1) Hiring personnel with senior professional and technical positions and implementing the post salary standards of Grade I to Grade IV, among which the personnel who implement the post salary of Grade I shall be approved by the Ministry of Personnel; Hire deputy senior professional and technical personnel, and implement the post salary standard of grade five to seven; Hire middle-level professional and technical post personnel, and implement the post salary standard of grade eight to ten; Hire assistant-level professional and technical personnel, and implement the post salary standard of 1 1 to 12; Employ professional and technical post personnel at the rank of member, and implement the salary standard of 13.

Before institutions set up professional and technical posts in accordance with the relevant provisions of the state and complete the post appointment, the post salary of professional and technical personnel shall be temporarily implemented in the following ways: (1) If they are appointed as senior professional and technical posts, the post salary standard of Grade 4 shall be implemented; Personnel employed as deputy senior professional and technical positions shall be subject to the salary standard of seven posts; Personnel employed for intermediate professional and technical positions shall be subject to the salary standard of ten posts; Personnel employed as assistant-level professional and technical positions shall be paid according to the salary standard of twelve posts; Personnel who are employed as professional and technical positions at the section level shall be subject to the post salary standard of 13. After the standardized post setting is completed and approved according to the regulations, professional and technical personnel will implement the corresponding post salary standard according to the clear post level.

2. Management personnel.

The management personnel shall implement the corresponding post salary standard according to their current positions (appointed positions). The specific measures are: hiring on-the-job personnel and implementing the post salary standard for first-class personnel; As a ministerial deputy, the post salary standard for secondary staff shall be implemented; Hire bureau-level chief staff and implement the salary standard for third-level staff; The hiring staff of bureau-level deputy posts shall implement the post salary standard of four-level staff; Hire chief staff at the department level and implement the post salary standard for five-level personnel; Hire deputy staff at the department level and implement the post salary standard of level 6 staff; Hire department-level chief staff and implement the post salary standard for seven-level staff; Hire deputy staff at the department level and implement the post salary standard for eight-level staff; Hire staff and implement the post salary standard of Grade 9 staff; Personnel engaged in clerical work shall be executed according to the post salary standard of ten-level staff.

3. workers.

The laborer shall implement the corresponding post salary standard according to his current post (technical level or position). The specific measures are: hiring senior technicians and implementing the first-class post salary standard; Hire technicians and implement the salary standard for technicians' second-level posts; Hire senior workers and implement the wage standard for the third-level positions of skilled workers; Personnel employed in intermediate positions shall implement the wage standard for four-level skilled workers; Hire junior post personnel and implement the wage standard for five-level positions of skilled workers; Employees employed in ordinary posts shall implement the salary standard for ordinary posts.

The state formulates regulations on the management of post setting in public institutions, and manages the total number of posts, structural proportion and the setting of the highest post level. All regions and departments should formulate implementation opinions according to the actual situation of their own regions and departments, and report them to the Ministry of Personnel for the record. All institutions shall, in accordance with the provisions of the state and the implementation opinions of the local area and the department, implement according to the total number of posts, structural proportion and the highest post level approved by the higher authorities. The Regulations on the Administration of Post Setting in Public Institutions shall be formulated separately by the Ministry of Personnel.

(2) Implement the salary scale system.

Staff should change the corresponding salary scale and salary according to their working years, working years and positions, combined with their work performance (Table 1 to Table 3).

Reform years refers to the combined calculation of working years and school study time, which is deducted from the annual assessment from 1993, except the probation period, regardless of the assessment grade or unqualified years. The study time without calculating the length of service in school refers to the study time without calculating the length of service in full-time colleges and universities recognized by the state (only applicable to the reform of distribution system, not involving the calculation of the length of service). The study time at school is subject to the academic system stipulated by the state. Shorter than the national academic system, according to the number of years of practice. If it is longer than the national academic system, it shall be calculated according to the national academic system.

Term of office refers to the number of years calculated from the current year to the current position.

The calculation of change years and service years ends on June 30, 2023.

If the salary scale of a staff member is lower than that of a lower-level post, the salary scale can be changed according to the lower-level post, and the service years of the current post and the lower-level post are combined.

If a staff member is hired from a higher post to a lower post, this reform can combine the length of service of the original post and the current post.

If the salary scale determined by the reform measures is lower than that of new employees with the same education, the salary scale of new employees with the same education will be implemented.

(3) the implementation of performance work.

The state implements total regulation and policy guidance on the distribution of performance pay in public institutions.