Interpretation of 20 14 Regulations on Personnel Management in Public Institutions

Interpretation of 20 14 Regulations on Personnel Management in Public Institutions

15 In May, the State Council promulgated 20 14 Regulations on Personnel Management of Public Institutions, which came into effect in July 1 year. According to the regulations, the newly hired staff of public institutions should be openly recruited for the society. Except for those who are placed according to national policies, appointed by superiors according to personnel management authority, and classified positions.

The regulations stipulate that the public recruitment of staff in public institutions shall be carried out in accordance with the following procedures: (1) formulating an open recruitment plan; (2) Announcing recruitment information such as recruitment positions and qualifications; (3) Examining the qualifications of candidates; (4) Examination and inspection; (5) physical examination; (6) Publicizing the list of persons to be employed; (seven) to conclude an employment contract and go through the employment procedures. The regulations also stipulate that if there are job candidates in public institutions who need to compete for posts, they shall follow the following procedures: (1) Formulate a competitive post plan; (two) in the unit announced competitive positions, qualifications, employment period and other information; (3) Examining the qualifications of competitors; (4) evaluation; (5) Publicizing the list of persons to be employed by the unit; (6) Handling the appointment procedures. At the same time, the regulations stipulate that staff of public institutions can communicate in accordance with relevant state regulations.

It is understood that there are public institutions 1 1 10000 people in China, and the career establishment is 31530000 people. In 2002, the State Council established the appointment system as the basic employment system of public institutions. Now it has exceeded 90%.

He Fengqiu, a researcher at China Institute of Personnel Science, believes that the wage increase mechanism mentioned in the regulations should be that the state regularly adjusts the salary level of staff in public welfare institutions according to factors such as economic development, financial situation, salary level of the same personnel in enterprises, price changes, etc. For institutions that are transformed into enterprises, the distribution system of enterprises should be implemented; For institutions that undertake administrative functions, they should return to civil servant management and implement the civil servant salary system. National institutions 1 1 1 10,000 people, and institutions have 3153,000 people. According to the Regulations on Personnel Management of Public Institutions published yesterday, China will establish a normal salary increase mechanism for staff in public institutions. Institutions and their staff shall participate in social insurance according to law.

Many experts believe that the wages of public institutions can approach the growth rate of social wages. Although the "Regulations" came into effect in July 1 year, it will not realize the unified participation of public institutions.

Focus 1 Establish a wage increase mechanism with the city.

The state establishes a wage system for public institutions that combines incentives and constraints. The salary distribution of public institutions should be combined with the characteristics of different industries and institutions, reflecting factors such as job responsibilities, work performance and actual contribution. The state establishes a normal wage increase mechanism for staff in public institutions. The salary level of staff in public institutions should be coordinated with the development of national economy and adapt to social progress. Rewards adhere to the principle of combining spiritual rewards with material rewards and giving priority to spiritual rewards.

Or close to the social wage growth rate.

Interpretation of the reform of income distribution in public institutions in China began in 2006. At present, the salaries of staff in public institutions include basic salary, performance salary and subsidies. In recent years, China has carried out performance-based pay reform in public institutions. This reform was first carried out in compulsory education schools, public health and primary medical and health institutions, and now the performance pay of local institutions has been basically realized.

Lv Jinghai, executive director of china association for labour studies Salary Professional Committee, said that in the past, the wage distribution of public institutions was basically an average distribution method, which led to a stable wage income of staff in public institutions, but the increase was generally small. On the whole, it is an indisputable fact that the salary of staff in public institutions is lower than that of civil servants and enterprises with good benefits, but higher than that of enterprises with poor benefits, and its wage growth rate is lower than that of social wages. Specifically, the salary of public institutions is mainly affected by two factors: unit efficiency and financial strength. The income-generating capacity of public institutions themselves, as well as the local financial level and the amount of funds and subsidies for public institutions, have also caused the wages of staff in public institutions between regions and systems.

For the "Regulations", it is said that it is to establish a normal wage growth mechanism. According to Lu Jinghai's analysis, this means that the salary growth rate of staff in public institutions in the future may be close to the local social wage growth rate. However, he also stressed that due to the nature of public institutions, the trend of this salary level should be closer to that of civil servants, rather than "learning" the high salaries of some enterprises. Lv Jinghai explained that this salary increase is necessary, because the salary is low and the brain drain of public institutions has been staged frequently in recent years. Take universities, research institutes and hospitals as examples. Due to the low salary, these units often encounter the problem that core talents go to enterprises or start businesses with their skills. Even the newly recruited graduates often change jobs to higher-paying enterprises after obtaining the hukou. Considering the improvement of the quality of staff in public institutions and the needs of many public institutions to serve the public and carry out scientific research, it is urgent to establish a salary increase mechanism for staff in public institutions. Otherwise, it is not conducive to the government to buy services or institutions to carry out scientific research, medical care and other work.

Improve the proportion of performance pay and avoid polarization.

Suggestions Lu Jinghai suggested that in order to make the normal salary increase mechanism of staff in public institutions more scientific and reasonable, the proportion of performance pay should be increased to make the salary of talents increase faster. He stressed that widening the wage gap can promote the improvement of work efficiency and is necessary. However, the government should also adjust the salaries of staff in public institutions as a whole. For example, the gap between the treatment of teachers in key universities and ordinary universities is too large, which will definitely lead to the over-concentration of talents in key universities, and at the same time, there will be problems of overstaffing of ordinary universities and a sharp decline in their professional level. He believes that the treatment of similar personnel between similar institutions should not be too polarized.

Previously, China proposed to divide institutions into three categories according to social functions, namely, institutions undertaking administrative functions, institutions engaged in production and business activities and institutions engaged in public services. Lv Jinghai said that this work has not yet been completed, and relevant departments should speed up the classification of public institutions, which is very important for determining the wage system and growth mechanism of different types of public institutions.

Focus 2 Institutions should participate in social security according to law.

Regulations and institutions and their staff shall participate in social insurance according to law, and staff shall enjoy social insurance benefits according to law. The staff of institutions that meet the retirement conditions stipulated by the state shall retire.

The unified insurance is not unified for the time being, which will accelerate the merger.

At present, the pilot reform of endowment insurance system in institutions in many places is not progressing smoothly, and there is a big gap between enterprise endowment insurance and pensions in institutions, so it has been widely criticized.

Wu Jiang, former president of Ministry of Human Resources and Social Security Institute of Personnel Science, said that China has issued relevant regulations and conducted pilot projects in some institutions, allowing institutions and their staff to participate in social insurance. The promulgation of the "Regulations" should be said to be of greater significance in re-determining the orientation of public institution staff to participate in social security through legislation. He pointed out that due to the inseparability of government agencies and institutions, it is suggested that when the dual-track pension system is merged, the merger of government agencies and institutions should be promoted as simultaneously as possible.

Professor Chu Fuling, director of the Social Security Research Center of the School of Insurance of the Central University of Finance and Economics, also believes that the introduction of the New Deal will not enable the staff of public institutions to participate in social insurance simultaneously in July this year. He introduced that one of the main factors is that the "Regulations" do not specify the specific methods for institutions and their staff to participate in social insurance, and the detailed steps for various institutions to let their staff participate in insurance. Chu Fuling believes that although the New Deal has made the direction of the dual-track pension system clearer, it is of perfect and standardized significance to the development of the merger, but the merger still needs a series of supporting implementation documents. However, the New Deal will still have positive significance for speeding up the integration of the dual-track pension system.

Focus 3: Open recruitment of new employees

Laws and regulations, institutions, newly hired staff, open recruitment for the society. Except for those who are placed by national policies, appointed by superiors according to personnel management authority, and classified positions.

Open recruitment can prevent inbreeding.

Interpretation In recent years, there have been so-called "radish recruitment" and "internal recruitment" in the recruitment of public institutions in some places, which have been strongly condemned. In fact, in 2005, the former Ministry of Personnel "Interim Provisions on Open Recruitment of Public Institutions" clearly stated that the recruiters of public institutions are oriented to the society, and qualified personnel can apply for the exam.

"The promulgation of the" Regulations "has raised the open recruitment of public institutions from departmental regulations to administrative regulations, which is conducive to further strengthening and standardizing, thus effectively preventing illegal recruitment of public institutions." The person in charge of personnel management department of Ministry of Human Resources and Social Security said.

Chi Fulin, president of China (Hainan) Reform and Development Research Institute, believes that an important reason for the frequent loopholes in open recruitment lies in the lack of supervision, which leads to the abuse of power by individual leading cadres to undermine the open and equal personnel system.

Jong Li, a spokesman for Ministry of Human Resources and Social Security, said on April 25th that standardizing and implementing the open recruitment system in public institutions can prevent inbreeding in public institutions.

Other employment contracts are generally not less than 3 years.

The employment contract signed by the institution and the staff is generally not less than 3 years.

The interpretation of the "Regulations" does not classify the employment contracts of public institutions, but uniformly stipulates that the employment period is generally not less than 3 years.

Feng, an expert in human resources, pointed out that the employment contract of public institutions is different from the labor contract. Labor contracts are both short-term and open-ended. She said: "The employment contract period is set at more than three years, mainly considering that the staff of public institutions are mainly professional and technical personnel. Signing a long-term contract is conducive to maintaining the continuity of scientific research, public welfare services and other undertakings and establishing a relatively stable talent team. "

The "Regulations" have made new provisions on signing long-term contracts. According to the past, after working in this unit for 25 years, you can conclude a contract from employment to retirement. The "Regulations" removed this article, and only stipulated that those who have worked continuously in this unit for 10 years and are less than 10 years from the statutory retirement age can sign such a long-term contract.