事业单位岗位绩效工资制度在实施中的问题与思考（Problems and Reflections on the performance salary system of public institutions）.doc

事业单位岗位绩效工资制度在实施中的问题与思考（Problems and Reflections on the performance salary system of public institutions） In June 2006, the Ministry of personnel, the central organization department and other ministries jointly issued the notice document on issuing institution staff income distribution reform program and the implementation of the reform of the income distribution system of institution staff measures, the provinces have carried out the reform of the income distribution institutions work staff to carry out the work. At present, the nationwide policy entry work has been basically completed, but the reform is only the first step, but also performance pay, allowances, subsidies, the two part needs to be further improved. Here are some superficial views on the main problems encountered in the implementation of the post performance pay system in recent years. I. the meaning of the post performance salary system According to the measures for the implementation of the reform of the income distribution system for staff members of public institutions, the public institutions carry out the post performance wage system. Post performance salary consists of four parts: post salary, pay grade salary, performance salary and allowance subsidy. 1. post salary. Post salary mainly reflects the responsibilities and requirements of the posts employed by the staff. The posts of the institutions are divided into professional technical posts, managerial posts and technical positions. Different levels of Posts correspond to different wage standards, the staff according to the post of the implementation of the corresponding post salary standards. 2. pay. Salary salary mainly reflects the performance and qualification of the staff, and provides different starting salary grades for different positions. According to the performance of the staff, qualifications and positions and other factors to determine the salary scale, the implementation of the corresponding salary level standards. 3. performa