Ministry of Human Resources and Social Security’s 2014 Civil Servant Salary Adjustment Plan

2014 Civil Servant Salary Reform: Specific Salary Distribution System

1. Basic Salary:

Clerk 2,800 yuan; section staff 3,000 yuan; deputy section level 3,100 yuan; RMB 3,300 at the department level; RMB 3,600 at the deputy director level; RMB 4,000 at the director level; RMB 4,400 at the deputy department level; RMB 5,000 at the department level; RMB 5,500 at the deputy ministerial level; and RMB 6,000 at the ministerial level.

The third anniversary of a clerk will be treated as a section member; the clerk’s five-year anniversary will be treated as a deputy section level; the tenth anniversary of a deputy section level will be treated as a full section level; the tenth anniversary of a full section level will be treated as a deputy division level; the tenth anniversary of a deputy division level will be treated as a deputy division level They will be treated according to the senior level; the basic salary will be determined based on the job benefits corresponding to the accumulated years in the initial change.

2. Seniority salary:

60 yuan per year, calculated in virtual years, and paid monthly. Adjusted every three years.

3. Incentive salary:

300 yuan per month. Those who fail the annual assessment will be suspended in January of the following year, and will continue to be paid in January of the following year if they pass the assessment. Adjusted every three years.

4. Wage subsidy:

1. Car subsidy, paid monthly with salary, standard = basic salary ÷ 5, every one will be added to ten.

2. Heating subsidy is paid once a year, standard = basic salary ÷ 3, and every time it is added to ten.

3. Attendance subsidy: 30 yuan per day for normal work, 30 yuan for daily deduction for unforeseen circumstances, and 0 yuan for sick leave, personal leave, and national holidays approved by the unit leader. Adjusted every three years.

4. Mountain subsidy. Civil servants in rural and mountainous areas enjoy mountain subsidy, standard = basic salary ÷ 10, paid on a monthly basis, adjusted every three years.

5. Regional differential subsidies. Each region determines regional differential wages based on actual conditions.

Except for pension and medical subsidies, which will be implemented according to current policies, all current subsidies such as provident fund and one-child allowance will be abolished.

5. The method for determining the basic salary of new staff members: high schools, technical schools, and technical secondary schools are determined by clerks; junior colleges are determined by clerks; undergraduates are determined by associate subject level; masters are determined by full subject level.

6. Retirement living expenses for retired civil servants and reference civil servant managers = pre-retirement salary × 80%. Adjusted every three years.

Civil servant salary reform in 2014: The new round of civil servant salary reform has clear goals and directions

According to the work tasks of the "Several Opinions on Deepening the Reform of the Income Distribution System" forwarded by the State Council in February 2013 Regarding the direction of the new round of civil servant salary reform, Hu Yinglian said that the focus of this reform should be to improve the treatment of grassroots civil servants. There are two specific methods. One is to standardize the regional additional allowance system for civil servants; the other is to improve the parallel salary system for positions and ranks.

“The civil servants are an important carrier and support for the modernization of national governance, and grassroots civil servants are a key link in disseminating information.” Hu Yinglian believes that standardizing the regional additional allowance system for civil servants can effectively solve the problem of unreasonable regional differences. question. In reality, the difference between the highest and lowest subsidies between provinces can be 3 to 4 times, and there are also disparities in different regions within the same province, which not only dampens enthusiasm, but also directly affects administrative efficiency.

Secondly, to improve the salary system in which positions and ranks are parallel, it is necessary to broaden the path of "rank" in addition to the narrow path of "promotion". Shenzhen is at the forefront of the country in this regard. As a pilot project of the national appointment-based civil service system approved by the Ministry of Human Resources and Social Security, Shenzhen recruited 53 appointment-based civil servants in two batches in 2007 and 2009. Starting from January 1, 2010, Shenzhen has stipulated that all new civil servants entering administrative agencies will be subject to the appointment system. At the same time, the reform of classified management of civil servants began to be officially implemented, dividing civil servants into three categories: comprehensive management, administrative law enforcement and professional technology, and establishing independent job sequences for the latter two categories, and wages and benefits are no longer linked to administrative job levels.

“The new round of civil servant salary reform will continue to take into account both efficiency and fairness, pay more attention to fairness and justice, and focus on finding a way out through system design.” Hu Yinglian expressed his expectations for the future civil servant salary reform.

Adjusting the salary structure

An expert from the Ministry of Human Resources and Social Security who did not want to be named told the Economic Observer that last year, the Ministry of Human Resources and Social Security and other departments had conducted an investigation into the payment of allowances and subsidies for civil servants in various provinces. . In the next step, the Ministry of Human Resources and Social Security will formulate a strict subsidy plan for civil servants. While significantly reducing the proportion of allowances and subsidies in civil servants' salaries, it has also transformed the allowances and subsidies for civil servants from covert to explicit.

The above-mentioned experts said that after the new civil servant subsidy plan is introduced, the most direct beneficiaries will be the vast majority of grassroots civil servants. For civil servants in the central and western regions, especially in some remote areas, the state will increase the subsidies Subsidy standards, correspondingly, the overall salary income level of civil servants in the central and western regions will also increase.

my country’s current civil servant salary system is mainly based on policies and regulations such as the Civil Servant Law and the Implementation Measures for the Reform of the Civil Servant Salary System implemented in 2006. The salary of civil servants consists of basic salary, allowances and subsidies. Basic salary standards are unified across the country. Civil servants with higher positions have higher corresponding levels and higher basic salaries. From the Premier of the State Council to the clerks and clerks of township-level governments, there are 27 levels. The ratio of the highest to the lowest basic salary is 12:1.

The difference in salary among civil servants is mainly reflected in allowances and subsidies.

The Labor and Wage Research Institute of the Ministry of Human Resources and Social Security has conducted a survey. Currently, basic salary accounts for about 30% of the salary income of domestic civil servants, and the rest consists of various allowances and subsidies under various names. The allowance and subsidy standards for civil servants are inconsistent among provinces, with a gap of 3-4 times between the highest and lowest provinces. The allowances and subsidies for civil servants in different counties and cities in the same province also vary greatly.

In some provinces, there are as many as 32 subsidy standards for civil servants, and the difference between the lowest and the highest is 15,000 yuan/year