What is the difference between non-staff personnel and staff who enjoy financial allocation?

People who eat financial meals are not all in the staff, nor are they all in the staff. This is a special phenomenon in the system and a concrete manifestation of the complexity of the system.

The so-called financial meal refers to public officials whose wages and benefits are entirely borne by the finance, including civil servants, staff of public institutions, and supernumerary personnel such as auxiliary police, public welfare posts and community professionals. However, the same staff are not necessarily paid by the finance. For example, the self-supporting staff of public institutions are registered as civil servants and use career establishment, but their wages are not borne by the finance, but paid by the unit's own funds, which is called staff. In fact, like enterprise personnel, it is also a major feature of the system.

It is also a financial meal, and there is an essential difference between what is being compiled and what is not being compiled:

First, there is a big difference in wages. Staffing is paid in accordance with national standards and local financial standards, basically in accordance with the top standard. For example, social security is paid by staff. In addition, there are various benefits such as year-end performance, trade union condolences, heating costs, property subsidies, housing subsidies and so on. However, the financial salary of non-staff personnel is basically paid with reference to the local minimum wage standard. Although there are five insurances and one gold, the base is low, and there are no benefits such as occupational annuity and year-end performance. In fact, the gap between non-staff and in-staff is very big, and most of them are less than half or even one third of the in-staff

Second, the development space is very different. Staffing personnel, such as civil servants, have a fixed parallel mechanism of positions and ranks. They can't be promoted to real leaders, but they can also be promoted to ranks and enjoy treatment. They worked honestly, worked for a long time, made great progress, and got higher pay. It can be said that they have goals and hope. Non-staff personnel are different. On the one hand, without the promotion mechanism, they can't be promoted like people in the staff, on the other hand, they can't be full-fledged. Although I eat Chinese food, I have no sense of accomplishment and belonging, and I can't see hope. In reality, they are quite wronged.

Third, the social status is completely different. Simply put, even if there are no posts for non-staff personnel, the posts are very small. For non-staff personnel, they are all leaders, one is responsible, and they are in a dominant position in society and are more respected. A person in charge, doing the same job, but not enjoying the same treatment, is looked down upon from time to time, discriminated against, and has a high social status.

The so-called supernumerary personnel, that is, supernumerary personnel, also known as temporary workers, usually work in government agencies and institutions through labor dispatch.

Although their wages are also borne by the finance, the nominal employer is a labor dispatch company, not an employee of a government institution, and the main body of wages is a labor dispatch company, so it is impossible to enjoy equal pay for equal work.

For example, the income of regular civil servants is mainly composed of basic salary, subsidies and bonuses. In addition, pension insurance, medical insurance and provident fund are also paid in full.

What is not in the establishment is only the basic salary, no subsidy and no bonus. As for endowment insurance, medical insurance and provident fund, they are usually paid only according to the minimum standard.

Therefore, the annual income of non-staff personnel is often only a fraction of that of staff. As for the auxiliary police, because of the greater work intensity, there will be additional subsidies for overtime work, but it is only about 1/3 of the official police, which is very different.

The staff are official state cadres, and civil servants and participating personnel are managed by civil service bureaus at all levels. The former fills in the civil servant registration form, and the latter fills in the administrative organ (unit) staff registration form with reference to the civil servant law); The career establishment is managed by people's social security bureaus at all levels, and employment contracts are signed.

The non-staff personnel sign labor contracts with labor dispatch companies, which belong to enterprise employment and are managed by labor dispatch companies.

Take the regular police and auxiliary police as examples. The former confers a police rank, and many laws and regulations, such as the People's Police Law, clearly define the authority, obligation, welfare and guarantee. Through the unified organization of civil service examinations or the joint examination of public security colleges and universities.

However, the auxiliary police have no laws and regulations with clear identity information, and their status is rather embarrassing. They have no police rank, very limited power, and no clear welfare and security measures. They usually organize their own recruitment.

There are three ways for regular police to be promoted and developed. First, promoted to leadership positions, deputy director, director and deputy director promoted step by step; Second, follow the sequence of law enforcement duties and police technical duties and enjoy the treatment of corresponding ranks; Third, by taking the road of police rank, the allowance for police rank of superintendent, police inspector and police commissioner can be greatly increased.

Auxiliary police are not officially on the staff, so they can't be promoted to leadership positions, and they can't follow the sequence of police positions. There is no police rank and no corresponding police rank allowance, and the career development space is almost zero.

Therefore, there is basically no growth mechanism for the salary of auxiliary police. They are just assistants to the police, but the same workers have different wages and different rights.

If you like the job of police, you can make a transition in the position of auxiliary police first, then study hard, take the civil service exam and become a formal public security policeman!

Welcome to pay attention to @ jingjingjingjingjingjingjing and talk about the little knowledge within the system.

There is a kind of people in administrative institutions at all levels in China, called hiring personnel.

They work in administrative institutions and also belong to the category of public officials in a broad sense. Financial allocation for wages and salaries, but not compiled.

What's the difference between them and the staff on the staff?

The entry threshold is different. Formal preparation is divided into two categories: administrative preparation and career preparation, and another category is called participation preparation, which is also career preparation in essence. However, due to the administrative functions of the unit, it is managed with reference to the Civil Service Law.

The source of administrative staff and public participation staff is mainly through the civil service examination. A few were transferred through demobilized officers and leaders of enterprises and institutions. Business establishment should pass the unified examination of public institutions.

Employment system personnel are mainly recruited by employers, such as auxiliary police, urban management coordinator and community workers.

Different identities Why did Song Jiang care about his "official" identity all his life and always be ready to win over and realize his "official" dream?

There is no corresponding relationship between the current establishment of civil servants and ancient officials, but China's traditional official-oriented thought still deeply affects people's values in modern society. The establishment within the system is what millions of people yearn for.

Most of the supernumerary staff who work in administrative institutions also review and prepare for the exam while working, hoping that one day, they can get a job and complete their identity change.

The treatment is different, although they are all financial allocations, and the drought and flood guarantee the harvest. But with or without the establishment, the income and treatment will be very different.

For the third-tier city in Hubei where I live, a civil servant who has worked in the urban area for five years has an average monthly salary of about 7,000 yuan plus bonus and a provident fund of about 2,500 yuan, and enjoys pension insurance for government institutions, medical insurance for employees and subsidies for civil servants' medical insurance (80% will be reimbursed at his own expense after employees' medical insurance is reimbursed in hospital).

Primary school teachers who have worked for the same five years have an average monthly salary of more than 4,000 plus bonuses, and the provident fund 1000, enjoying the endowment insurance of government institutions and medical insurance for employees.

It is also a staff member of the employment system of government agencies and institutions who have worked for five years. There is no bonus, and the monthly salary is about 2500. Some units have a monthly provident fund of 200-300, while others don't. Enjoy enterprise employee pension insurance and employee medical insurance.

Compare status and salary with reality?

People who are paid by financial allocation include those who are on the staff and those who are not on the staff. The difference between them is not a little, but great.

First, in terms of management.

There are standardized methods for the management of employees, especially strict regulations for the management of their establishment. The staff in the staff must go through the formalities of preparation and use, and they can't enter without empty posts. At present, it is very difficult to become a staff member without special circumstances such as policy placement and open recruitment examination.

Without staff, there would be no such strict restrictions and regulations, and there would be no such strict number of people. Even if there is a total number limit, the breakthrough is also a matter for leaders. The recruitment procedures for non-staff personnel are relatively simple, and sometimes there is no need for examinations.

Second, the treatment.

The wages and benefits of employees are stipulated in the policy document. Status, rank, position, length of service and other factors determine your salary and bonus. These salary and welfare levels are relatively high, which should be above average in the local area and will be adjusted regularly.

The treatment of non-staff personnel is basically determined by the employer, depending on how the unit stipulates these treatments and how much budget funds the financial department arranges to pay the wages of non-staff personnel. Generally speaking, these benefits are lower than those of non-staff personnel, and it is not surprising that the overall income is lower by more than half.

Third, in terms of social insurance.

On-the-job personnel participate in the endowment insurance of government agencies and institutions, and those who leave their posts participate in the basic endowment insurance for urban workers. Although both are endowment insurance, the calculation of transitional pension is slightly different. The transitional pension of endowment insurance in government agencies and institutions is related to the post level at retirement, so the calculated transitional pension is higher. Of course, if the staff members have high income and pay more, their average wage index and personal account pension balance will be higher, and their retirement pension will be much higher.

In addition, staff members are required to pay occupational annuities, with individual contributions of 4% and unit contributions of 8%, all of which are included in personal accounts. There is also a supplementary pension (occupational annuity) to receive after retirement.

Non-staff members are not allowed to participate in occupational annuities, and there is no news that government agencies and institutions pay enterprise annuities to non-staff members (enterprise annuities are not mandatory).

Fourth, in terms of development prospects.

Generally speaking, staff members have the opportunity to be promoted, whether by holding leadership positions, or at the level, or in obtaining professional and technical titles, workers' technical levels and so on. There will be opportunities and paths for promotion. After promotion, wages and other benefits will also increase.

People who are not among the staff will not have a chance of promotion. They can only do the same job with lower wages and watch their employees get promoted. Promotion and promotion have nothing to do with those who are not on the staff.

Fifth, in terms of efforts.

Generally speaking, staff members are engaged in management work, giving orders, and the general post work is relatively easy.

Because of their low status, non-staff personnel often do heavy work and hard work in the unit. Those thankless jobs are often done by non-staff personnel, and the work is relatively hard.

Sometimes, those who work outdoors are not in the establishment, but those who work in the office are in the establishment; Those who do specific work are not included in the preparation, and those who supervise and inspect are included in the preparation; It is the supernumerary personnel who make achievements in their work, and it is the supernumerary personnel who report the credit to the leaders.

Sixth, in the unemployment crisis.

The relationship between the staff and the unit is personnel. As long as they don't make big mistakes, they can work until retirement. Even if there are some small mistakes in the work, or do less in the work, or just muddle along, there is basically no possibility of being fired or dismissed. In other words, in terms of employees, there are "golden rice bowls" and "iron rice bowls", and the work is quite stable.

What is established between supernumerary personnel and units is labor relations. As long as you violate the relevant provisions of the labor law, or violate the rules and regulations of the unit, or the leaders are dissatisfied with you, you may be fired and lose this job. Therefore, what is not on the staff's side is a "mud rice bowl" that may be broken at any time.

The above is my personal opinion. If there is anything wrong, welcome to exchange and discuss.

I will talk about my experience through observation and go directly to "dry goods". There are the following differences:

First of all, wages are basically unchanged. After deducting social security and provident fund, you get less than 2000 yuan. According to the relevant agreement, it can only be increased symbolically once every few years; The salary of staff is more than twice that of you, and the provident fund is more than four times that of you. Civil servants and some institutions also have "car subsidies", and there is a policy guarantee for capital increase every two years.

Secondly, there are fewer bonuses. Even if you pass the annual assessment, your annual bonus is generally only about 5000 yuan. On the other hand, there is no limit to the annual bonus of the staff, 10,000, 30,000, 50,000 or even more, which is achieved through target assessment, and non-staff members do not enjoy it.

Second, congenital deficiency and different development paths. Although everyone enjoys financial allocation, those who are not staff are born with defects.

First of all, there is no room for promotion. No matter what you do, no matter how good your grades are, no matter how high the masses think of you, you will not be able to enter the scope of selection and appointment by your superiors. Any promotion, promotion or transfer is a staffing problem, which has nothing to do with you!

Second, identity cannot be changed. Because of your congenital deficiency, the files of people who are not in the staff are not included in the unified management of the unit, and the titles are not evaluated, and rewards and punishments are not within the scope. Your development will almost always stop at a clerk. No matter how capable you are, your identity cannot be changed.

Therefore, no matter how long you work in the unit, the staff around you will not change, grow and progress, and you are a "bystander".

Third, different tasks and division of roles. The division of labor is not divided into families, and the work overlaps, but there are rules to follow.

First of all, the staff in the company has been prepared. In the formal position of the unit, there will be a fixed division of labor within four or five years, and more work experience will be accumulated and tested, which will form a solid working ability; Non-staff personnel are relatively "handyman", doing more copying, being on duty, traveling, etc. Their growth and progress are slow.

Secondly, individual supernumerary personnel are also reused and placed in personnel, offices and other positions. Leaders also arrange important work such as writing manuscripts, and department leaders are also "lazy" and will push some work to non-staff personnel. But these are private actions, and it is still up to the staff at the critical moment. After all, different responsibilities and different requirements.

Therefore, the development and treatment of non-staff personnel are not very good. It is suggested that those under the age of 35 should pay close attention to preparing for the exam, and it is best to be admitted to civil servants, and at least take a career preparation to ensure high salary and stability.

If you are over-aged, you can only seek stability and work slowly in the unit. If she is a lesbian, she is still very suitable to work in a public institution, and her pension can be guaranteed in the future; If you are a gay man, I suggest you leave your job early and go out to work hard, which will exceed the income of "working hard" here. After all, you have to "bring home the bacon".

What a family says is actually a brick and a jade. Please exchange and discuss.

Those who are not in the establishment can't be promoted without subsidies.

Those who are not in the establishment can't be promoted without subsidies.

Stability: In fact, the two are similar. Non-editors only do themselves and basically don't fire. Organ use does not have to be born.

Treatment: Being edited is much higher than not being edited.