2014 Reform of Wage Standards in Government Institutions and Institutions

2014 Reform of Wage Standards in Government Institutions and Public Institutions

The "Regulations" adapt to the new situation and new requirements of the reform and development of public institutions, and include job setting, open recruitment, competitive recruitment, employment contracts, and assessments. Training, rewards and sanctions, wages and benefits, social insurance, personnel dispute settlement, and legal liability are the basic contents, establishing the basic system for personnel management in public institutions. The promulgation and implementation of the "Regulations" are important for establishing a personnel management system with clear rights and responsibilities, scientific classification, flexible mechanisms, strong supervision, and in line with the characteristics of public institutions and the law of talent growth, building a high-quality staff team of public institutions, and promoting public ** *Service development is of great significance.

The "Regulations" stipulate that the personnel management of public institutions shall adhere to the principle of the Party's management of cadres and the Party's management of talents, and comprehensively and accurately implement the principles of democracy, openness, competition, and merit. The state implements hierarchical and classified management of staff in public institutions.

The "Regulations" clarify that the comprehensive personnel management departments of central public institutions are responsible for the comprehensive personnel management of public institutions nationwide. The comprehensive personnel management departments of local public institutions at or above the county level are responsible for the comprehensive personnel management of public institutions within their respective jurisdictions. The competent departments of public institutions are specifically responsible for the personnel management of their affiliated public institutions.

The "Regulations" stipulate that public institutions shall set up positions in accordance with relevant national regulations and clarify the categories and levels of positions. Newly hired staff in public institutions shall be openly recruited from the public.

The "Regulations" stipulate the term of the employment contract and the probation period for first-time employees, clarify the conditions for concluding an employment to retirement contract, list the circumstances of the termination of the employment contract, and personnel matters after the contract is terminated and terminated. Termination of relationship.

The "Regulations" stipulate that public institutions shall comprehensively assess the performance of staff based on the job responsibilities and tasks specified in the employment contract, with a focus on work performance. Public institutions should conduct hierarchical and classified training for staff based on the requirements of different positions.

The "Regulations" clarify the circumstances of rewards, establish the principles of rewards, and clarify the types of rewards. The Regulations stipulate the circumstances of punishment, clarify the types of punishment, put forward the requirements for the punishment work, and establish the system for lifting the punishment.

The "Regulations" stipulate that the state establishes a wage system for public institutions that combines incentives and constraints. Wage distribution in public institutions should be based on the characteristics of public institutions in different industries and reflect factors such as job responsibilities, work performance, and actual contributions.

The "Regulations" stipulate that if personnel disputes arise between staff members of public institutions and their units, they shall be handled in accordance with the Labor Dispute Mediation and Arbitration Law and other relevant provisions. The "Regulations" specifically stipulate that if staff of public institutions are dissatisfied with the assessment results or disciplinary decisions involving themselves, they may apply for review or lodge an appeal. "Regulations are more like guidelines, and various localities need to formulate detailed rules."

Yaxin News (Chief Reporter Fan Qiongyan) The State Council's "Personnel Management Regulations for Public Institutions" was announced on May 15. The Regulations are my country's first An administrative regulation that systematically regulates the personnel management of public institutions will come into effect on July 1. On May 15, relevant experts in our district explained that "public institution personnel shall participate in social security in accordance with the law" mentioned in the "Regulations" is one of the highlights.

Social Security: Personnel in public institutions shall enjoy social security benefits in accordance with the law

Regulations Public institutions and their staff shall participate in social insurance in accordance with the law, and staff shall enjoy social insurance benefits in accordance with the law.

Interpretation: Relevant experts in our district said that in fact, many provisions stipulated in the "Regulations" are now being implemented, such as open recruitment, employment contracts, performance pay, etc., but their provisions were previously fragmented and distributed in relevant regulations. and in the system. Now that the Regulations have been promulgated, it is a good trend to systematically and comprehensively incorporate all aspects of regulations, making the personnel management of public institutions more standardized and easier to operate.

Xinhua News Agency stated in its interpretation of the highlights of the "Personnel Management Regulations of Public Institutions" in the telegram on May 15 that the Third Plenary Session of the 18th Central Committee of the Communist Party of China decided to promote the reform of the pension insurance system in government agencies and public institutions. The "Regulations" propose that staff in public institutions participate in social insurance, once again sending a signal from the legal level that the "merger" of medical and pension insurance in public institutions is on the horizon.

Some domestic scholars also believe that the "Regulations" have made substantial progress in the "pension unification" that has been clamoring for many years. It not only helps to solve the fairness problem that has long been criticized by the public, but also brings public institutions with strong stability and guaranteed continuous payment into the social planning system at a time when the public is worried about the pension gap, that is, the financial expenditure will be reduced. Part of it is directly put into the pool of pension insurance funds, and the ability of pension funds to resist risks will also be greatly improved.

Of course, for staff in public institutions, the merger of pension funds involves the possibility of a decline in contributions and benefits, which is also the reason why its reform is difficult. But at the same time, it is beneficial to the flow of personnel in public institutions. Previously, employees of public institutions did not participate in social security, and their pensions would not be guaranteed after dismissal. Even if they join the social insurance again when they work in an enterprise, the payment period will be shorter. In the future, social security will be provided in accordance with the Regulations. Even if you go to work in an enterprise after being laid off, your social security will be connected, so there is no need to worry about pension issues. With the improvement of social security standards and the continuous advancement of reform, the "dual-track system" will eventually be merged and unified, which is the general trend.

Employment contract: the term is generally not less than 3 years

Regulations The employment contract entered into by a public institution and its staff is generally not less than 3 years.

Interpretation: Our country has been piloting the personnel employment system in public institutions since 2002. The purpose is to reform the employment mechanism of public institutions and transform the previous administrative appointment relationship into an employment relationship based on equal consultation. The "Opinions on the Trial Implementation of the Personnel Recruitment System in Public Institutions" issued by the former Ministry of Personnel proposed that employment contracts are divided into short-term, medium- and long-term contracts and contracts that are based on the completion of a certain amount of work.

The "Regulations" do not classify employment contracts in public institutions, but uniformly stipulate that the employment period is generally not less than 3 years. Experts from our district believe that the "Regulations" provide more detailed provisions on the conclusion of employment contracts, which is more conducive to establishing a relatively stable talent team. However, experts have raised questions about the provision that "if a staff member who is employed for the first time signs an employment contract with a public institution for a period of more than 3 years, the probation period is 12 months": Although the "initial employment probation period of 12 months" is mentioned for the first time, But how to define "first employment"? This point is not clear and there will be ambiguity in actual operations in the future.

Dismissal conditions: If the employee of a public institution is absent from work for more than 15 working days in a row, or the cumulative absence from work exceeds 30 working days in one year, the public institution shall The employment contract can be terminated.

Interpretation Experts in our district believe that the "Regulations" have relatively detailed provisions on dismissal and termination, which are conducive to the establishment of an employment mechanism for public institutions that allows people to move in and out, and who can move up or down. But at the same time, experts believe that the "Regulations" are not very comprehensive. For example, in the past, people who did not adapt to the position during the probation period could also terminate the contract, but this time it was not covered.

The promulgation of the "Regulations" has elevated the public recruitment, employment contracts, and performance-based pay of public institutions from departmental regulations to administrative regulations, which will help further strengthen and standardize all work on the existing basis. However, experts from our district also said that although the "Regulations" have been relatively detailed, there are still many areas that need to be clarified. Its main function is still a guiding outline, and relevant details need to be formulated for implementation in various places.

Salary: Establishing a normal salary increase mechanism

Regulations The state establishes a normal salary increase mechanism for staff in public institutions.

Interpretation of the highlights of the "Personnel Management Regulations of Public Institutions" issued by Xinhua News Agency on May 15 stated that the reform of income distribution of public institutions in my country began in 2006, and the current salary of public institution staff includes basic salary. , performance pay and allowances and subsidies. In recent years, my country has carried out performance-based salary reforms in public institutions. This reform was first carried out in compulsory education schools, public health and grassroots medical and health institutions. Now, performance wages in various institutions have basically been implemented.

“At present, the establishment of a performance-based salary system for public institutions is only a step forward in reform. The more difficult reform is to find a relatively fair system among public institutions in different regions, industries and different sources of funds. Income distribution method," said He Fengqiu, a researcher at the Chinese Academy of Personnel Sciences.

She believes that in the next step, the wage income reform of public institutions will be promoted simultaneously with the reform of the classification of public institutions. The wage growth mechanism mentioned in the "Regulations" should be that the state regularly adjusts the wage levels of staff in public welfare institutions based on factors such as economic development, financial conditions, wage levels of equivalent personnel in enterprises, and price changes. For institutions converted into enterprises, For units, the enterprise distribution system should be implemented; for public institutions that undertake administrative functions, they should return to the management of civil servants and implement a civil servant salary system.