Measures for the implementation of salary management of community workers in Nanchang City

In order to promote the professional development of community workers, combined with the actual situation, the implementation measures for the salary management of community workers in our city are formulated.

I. Scope of application

The term "urban community workers" as mentioned in these Measures refers to the full-time staff who are selected according to law or openly recruited for the society, and are directly engaged in community service and management (including grid service and management) in urban community party organizations and neighborhood committees in this city, and are fully funded by the finance.

Second, the post level.

The basic salary of community workers is divided into three posts and eighteen grades according to their posts and grades. (The specific form is attached)

Posts: According to the job responsibilities and specific affairs undertaken by the community, the posts of community workers are divided into community posts, community deputy posts and general staff. Among them, the community leader refers to the secretary of the community party organization and the director of the neighborhood Committee, the community deputy refers to the deputy secretary of the community party organization and the deputy director of the neighborhood Committee, and the general staff refers to other community workers.

Grade: Set the corresponding grade according to the working years of community workers in pure residential quarters in this city (the specific table is attached). Community leader 7- 18, community deputy 4- 15, general worker 1- 12.

Third, the salary structure

Community workers implement a unified salary system of "basic salary+performance salary+annual reward". Ensure that the "basic salary+performance salary" of urban community directors (party secretary and neighborhood committee director) is not lower than the salary level of clerks after the grading of newly recruited undergraduate civil servants (basic salary and standard allowance subsidy), and advocate that qualified urban areas should be determined according to the salary level not lower than that of civil servants' minor courses, and the ratio of basic salary to performance salary is 4: 1.

(1) basic salary

The basic salary is determined according to my corresponding post level and paid monthly. With the change of post, the increase of working years and the improvement of education level, the basic salary will increase accordingly. Newly hired community workers

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