National institutional reform policy?

1, classification reform continued to advance.

According to the opinion of promoting the reform of public institutions by classification, China will clean up and standardize existing public institutions, and revoke those that fail to set up or undertake specific tasks according to regulations; If the layout structure is unreasonable, the settings are too scattered, the tasks are seriously insufficient or the responsibilities are similar, it should be integrated.

On the basis of clearing up the norms, the existing institutions are divided into three categories according to social functions: undertaking administrative functions, engaging in production and business activities and engaging in public welfare services: for those who undertake administrative functions, their administrative functions are gradually assigned to administrative institutions or transferred to administrative institutions; Engaged in production and business activities, and gradually transformed into enterprises; Those who engage in public welfare services will continue to remain in the sequence of public institutions and strengthen their public welfare attributes.

In addition, the state will no longer approve the establishment of institutions that undertake administrative functions and engage in production and business activities in the future.

The person in charge of Ministry of Human Resources and Social Security pointed out that promoting the reform of public institutions by classification plays an important role in innovating institutional mechanisms and stimulating the vitality of staff in public institutions.

2. Full implementation of open recruitment.

Yin Weimin, Minister of Ministry of Human Resources and Social Security, said recently that the appointment system of 20 1 1 institutions has basically achieved full coverage in the whole country. This year, the implementation of the appointment system will be basically completed throughout the country, post-employment management will be improved, and measures for the management of employment contracts will be formulated.

Wang Xiaochu, deputy director of Ministry of Human Resources and Social Security, said that accelerating the implementation of the appointment system is the key to changing the employment mechanism. Institutions and their staff shall sign employment contracts in accordance with relevant regulations and establish an employment mechanism based on contract management. For key positions and key personnel, long-term employment can be implemented according to relevant regulations to maintain the relative stability of the team. Strengthen the daily management of contracts, focusing on standardizing the key links such as the conclusion, change and renewal of employment contracts.

Wang Xiaochu also said that this year, except for the national policy placement, appointment by superiors according to the cadre personnel management authority and confidential positions, all the newly recruited personnel in public institutions were recruited through open recruitment. Open recruitment should be open in information, process and results. On the basis of fairness and justice, we will gradually break the boundaries between regions and identities and create an environment of equal competition. It is necessary to combine the strengthening of macro-management with the implementation of the autonomy of employers, adhere to standardized procedures, classified guidance and hierarchical management, and explore recruitment methods that meet the characteristics of different industries, professions and positions.

3. The completion rate of post setting reaches 90%

In accordance with the requirements of the reform, institutions should set up posts reasonably according to their functions, responsibilities, tasks and work needs, in accordance with the principle of simplicity and efficiency and relevant state regulations. Institutions are divided into management posts, professional and technical posts and ground skills posts, and each post should have a clear name, responsibilities, tasks, working standards and working conditions.

It is understood that this year, China will basically complete the job setting management system of national institutions, and the job setting completion rate will reach 90%.

Wang Xiaochu pointed out that it is necessary to strengthen the management of post setting in public institutions, strengthen classified guidance, and fully implement the post management system as soon as possible, which is the basis for implementing the new mechanism. The state determines the general post categories and grades of public institutions, and public institutions independently determine posts and employ personnel in accordance with relevant regulations to realize post setting, competitive recruitment, post employment and contract management.

At the same time, he proposed to explore ways to adjust the post structure and the highest level ratio of different types of institutions, constantly optimize the post structure, and form a dynamic management mechanism.

4. Expand the implementation of performance pay.

According to the deployment, performance pay in public institutions is implemented in three steps: the first step is in compulsory education schools, the second step is in public health and primary medical and health institutions, and the third step is in other institutions.

Yin Weimin said that this year, China will consolidate the achievements of implementing performance pay in compulsory education schools, do a good job in implementing performance pay in public health and grassroots medical and health institutions, and constantly improve the incentive mechanism for income distribution of staff in public institutions.

According to the requirements of the reform of the income distribution system for staff in public institutions, the performance pay implemented by public institutions is divided into two parts: basic performance pay and incentive performance pay, in which the basic performance pay mainly reflects factors such as regional economic development level, price level and job responsibilities, and is generally paid monthly; Incentive performance pay mainly reflects factors such as workload and actual contribution, and is distributed according to performance appraisal results, adopting flexible and diverse distribution methods. In addition, the distribution of performance pay will be tilted to key positions, high-level talents, business backbones and staff who have made outstanding achievements.

5, the old-age insurance reform pilot started in due course.

Ministry of Human Resources and Social Security recently issued a notice, demanding that in the reform of social insurance system of public institutions, it is necessary to further improve the social insurance policies for public institutions and their staff to participate in basic old-age care, basic medical care, unemployment, work injury, etc., and establish a social security system that is independent of units, with multiple sources of funds, multi-level security methods and socialized management services.

At the same time, the circular calls for speeding up the reform of the social insurance system. The five pilot provinces and cities of Shanxi, Shanghai, Zhejiang, Guangdong and Chongqing should, on the premise of ensuring social stability and on the basis of the reform of the classification of public institutions, the personnel system and the income distribution system, carry out the preparation for the calculation and demonstration of the scheme and the trial of the occupational annuity, immediately formulate the pilot scheme, and start the pilot work in due course after reporting to the State Council for approval.