After the reform and opening up, especially after 1985, the state has made eight adjustments and reforms to the salary system of staff in government agencies and institutions.
The first reform and adjustment of the wage system began in June. 1985. Since then, a structural wage system based on post salary has been established. Structural salary is divided into four parts: basic salary, post salary, seniority salary and incentive salary. After the reform, the wage difference is 10.2 times (excluding seniority salary and incentive salary).
The second salary increase was on 1989. This adjustment is to adjust the salaries of staff in state organs and institutions by one level. After this reform, the wage gap is still 10.2 times (excluding the seniority wage).
The third wage adjustment (including wage system reform) took place from June 5438 to June 5438 in 1993, and this wage reform implemented the rank wage system. Rank salary consists of post salary, rank salary, basic salary and seniority salary. After this reform, the wage difference is 6. 1 times (excluding seniority wage).
The fourth salary increase was in July. 1997. This salary increase will increase the basic salary standard from the original 90 yuan per person per month to 1 10 yuan. After the adjustment, the wage gap is still 6. 1 times (excluding the seniority wage).
The fifth salary increase was in July. 1999. The basic salary standard is raised from 1 10 yuan to 180 yuan per person per month, and the grade salary standard is raised from 10 to 1 55 yuan to 470 yuan to 85 yuan to 720 yuan. Through this adjustment, the salary difference of government cadres is 5.6 times (excluding seniority salary).
The sixth salary increase was June 65,438+0,65,438+0, 2006. This adjustment will raise the basic salary standard from 180 yuan to 230 yuan per person per month, and the grade salary standard will be raised from 15 to 1 85 yuan to 720 yuan to 15 yuan to 165438 yuan. After the adjustment, the salary difference of national civil servants is 5.7 times (excluding seniority salary).
The seventh salary increase is at 200 1 and 10. This adjustment increases the post salary from 50 yuan to 480 yuan to 100 yuan to 850 yuan. After the adjustment, the salary difference of national civil servants is 6.4 times (excluding seniority salary).
The eighth salary adjustment was made in July 2003. This adjustment will increase the post salary from 100 yuan to 130 yuan to 1 150 yuan in 850 yuan. After the adjustment, the salary difference of national civil servants is 6.6 times (excluding seniority salary), which has been maintained since this salary adjustment.
The monthly salary has dropped by several thousand yuan. The salary reform of civil servants in Beijing has caused controversy.
Beijing civil servant salary reform plan
Beijing's civil servant salary reform plan was conceived in the summer of 2003 and shaped in the summer of 2004. The plan is abbreviated as 358 1 project. Its core essence is to unify the income standards of all civil servants in the city, increase the salaries of some staff in Qingshui yamen, such as the Youth League Committee and the Bureau of Letters and Calls, and cancel all kinds of bonuses and subsidies set by rich departments such as taxation and courts.
According to the Notice on Cleaning up and Rectifying Government Subsidies, Subsidies and Bonuses and Regulating Civil Servants' Income jointly issued by the General Office of Beijing Municipal Committee and the General Office of the Municipal Government, the administrative level and length of service have become the most important basis for approving wage standards. The so-called 358 1 project, that is, through the reform, the monthly income of department-level, department-level, department-level and ministerial-level personnel reached 3,000 yuan, 5,000 yuan, 8,000 yuan and 654,300 yuan respectively.
"Sunshine wage reform" has seen some ups and some downs.
Yang Jun, a graduate student, is now a department-level cadre. Together with this salary increase, his income has reached nearly 3000 yuan. I just bought a house in the first half of this year, and I have been worrying about the monthly payment of 1 0,000 yuan. This time, when he saw the new salary slip, his heart was "a lot easier at once".
The quarterly award of more than 3,000 yuan was cancelled, the judge's subsidy for handling cases was cancelled, and the overtime pay was gone ... For a clerk like me who graduated from college and directly entered the civil service, his income decreased by more than 10,000 in one year, about 1/3 of his income was gone. "
In this reform, the income of court staff has a similar situation. Our reporter learned that judges in some grass-roots courts in Beijing were able to get seven or eight thousand yuan in the past month, but now the subsidy for handling cases is gone, and the income has suddenly dropped to more than three thousand yuan.
More obvious is the tax system. In some grass-roots tax offices in Beijing, the average clerk's annual income can reach 60,000 to 70,000 yuan. After the implementation of the "sunshine wage", their monthly income dropped to 2000-3000 yuan, and their annual income was less than 40 thousand yuan.
Our reporter failed to get accurate statistics on the proportion of civil servants' income increasing or decreasing in the city. One saying is that "70% people are going up, 20% people are going down, and 10% is even".
Wage reform caused controversy.
Some people are happy about it. I used to feel inferior when I watched other rich units work hard and only got that poor dead salary. Not now. Looking at the newly listed payroll, a man who claimed to work in Qingshui yamen revealed his complacency.
However, this is also controversial. A man whose salary has been reduced resentfully compares the department where he works with the Youth League Committee. In his view, his department has to recover a lot of money for finance every day, and the work is very hard, but as long as the people in the Youth League Committee sit in the office, it is very easy.
The national average 15487 yuan is 2.8 times of the regional gap and 6.6 times of the work gap.
Only from the perspective of salary income, the gap between senior and junior civil servants in China seems to be small, and the gap between the recent salary increases and the previous ones is gradually narrowing, from 1985 to 10.2 times to 6.6 times now. But after the housing reform, the real income of senior and junior civil servants is expanding.
In addition to the income gap between ministerial and general cadres, there is also a gap between civil servants at the same level in various regions. Although the salary standard of national civil servants is unified nationwide, there is a big gap in wage income level due to different financial resources in different places. At the same time, the wage income of civil servants in various regions is generally low in all industries in the country.
Take the latest figures in 2003 as an example (after 2003, there was no unified salary adjustment for national civil servants). The average salary of civil servants in China is 15487 yuan, but the actual income gap is very large. The wage gap of civil servants is mainly reflected in the eastern and western regions. The wage income in the eastern developed areas is higher, while the wage income in the western backward areas is lower. The income gap ratio between Shanghai with the highest income and Shaanxi Province with the lowest income is 2.8: 1.
Among the average wages of employees in many industries in China, the average salary of civil servants ranks in the middle and lower position.
Because of the various subsidies established and introduced in various regions, and because the central state organs do not belong to any region and there are no local subsidy income except wages, the wage income of the central state organs is obviously lower than the overall income level of various regions. In particular, because the civil servants of the central state organs are located in Beijing, the capital, their expenditure on housing (the housing price in Beijing is too high) and children's education is much higher than that of other provinces and cities, which leads to the contradiction between the actual income and expenditure of civil servants of the central state organs is more prominent than that of civil servants in various regions.
Eliminating hidden income and perfecting the reward system are the direction of wage reform.
National civil servant reward system
Types of administrative awards for national civil servants: commendation, recording class III merit, class II merit and class I merit, and awarding honorary titles.
State civil servants who have one of the following performances shall be rewarded:
Loyal to their duties, active work, and remarkable achievements;
(two) strict discipline, integrity, decent style, impartial, play an exemplary role;
(3) Having made outstanding contributions to enhancing national unity and maintaining social stability;
(4) Having made outstanding contributions to the construction of socialist spiritual civilization;
(five) there are inventions, creations or rationalization proposals in the work, which have achieved remarkable economic or social benefits for the country and this Municipality;
(6) having made outstanding achievements in caring for public property and saving state assets;
(seven) to prevent or save the accident, so that the interests of the state and the people can be avoided or reduced;
(8) making contributions under specific circumstances such as emergency rescue and disaster relief;
(nine) courageous, self-sacrifice, safeguard social morality and social security, outstanding performance;
(10) Those who have made achievements in fighting against violations of law and discipline;
(eleven) in foreign exchanges, to win honor and interests for the country;
(twelve) there are other achievements.
Basic standards of national civil servants' awards
Reward those who have excellent work performance, have been rated as excellent in the annual assessment or have made achievements in other aspects;
Those who have made outstanding achievements in their work and outstanding performance in their own units shall be rewarded with third-class merit;
Those who have made great contributions in their work, have a certain influence in this system or have other outstanding deeds can be awarded second-class merit;
Have made significant contributions in the work, have a greater impact in the city or the whole country, or have other remarkable deeds, can be awarded a first class;
Those who have made outstanding achievements and special contributions may be awarded honorary titles.
Civil servants who have been awarded the honorary title may be given a salary grade promotion award or a one-time bonus.
Bonus or fund standard
The reward generally does not exceed 5% of my annual basic salary; Third-class merit generally does not exceed10% of my annual basic salary; Remember the second-class merit generally does not exceed 20% of my annual basic salary; Merit generally does not exceed 30% of my annual basic salary; Awarded the honorary title generally does not exceed 40% of my annual basic salary. My basic salary includes the sum of post salary, grade salary, basic salary and length of service salary (the national civil servants who implement other salary systems shall implement it according to relevant regulations). The bonus standard can be calculated according to the month when the national civil servant awards the prize, basically multiplied by 12 months. In case of emergency, the standard of prizes or bonuses should be raised appropriately.
Half-year salary of Beijing's highest annual assessment award
Beijing civil servants who have won the honorary title in the annual assessment can get an extra salary for nearly half a year (the sum of the annual basic salary and post subsidies stipulated by the state, the same below). The Municipal Personnel Bureau issued the Notice on Doing a Good Job in the Assessment and Reward of Civil Servants in 2004, and the assessment and reward of civil servants in Beijing was officially launched in all districts and counties.
The notice of Beijing Personnel Bureau pointed out that in the annual assessment and administrative reward work, we should stick to the grassroots civil servants who work in the front line and directly face the broad masses of the people. City, district and county government departments of the supervision and examination bonus, to be approved by the personnel department of the government at the same level within the total amount of supervision and examination bonus, according to the annual assessment results of each civil servant, a grade. If the annual assessment results are of the same order, the same supervision and assessment bonus standards shall be implemented. "Excellent" personnel, supervision and assessment bonus can be higher than "competent" personnel10 to 20%.
According to the notice, the bonus calculation standard for all kinds of administrative reward personnel in this assessment is: the reward personnel are10% of their annual salary; 15% for class III; 25% of them recorded second-class merit; 35% remember the first class merit; 45% people are awarded honorary titles.
Shanghai civil servants can enjoy an annuity in addition to their salary.
According to the recently released Strategic Action Plan of Shanghai for Strengthening the City with Talents, Shanghai will innovate the distribution incentive system, including the establishment of the reward system of party and government organs, the establishment of the income distribution system that conforms to the characteristics of different types of institutions and adapts to the development of the cause, and the establishment of a unified talent recognition and reward system in the city.
Regarding the establishment of the reward system for party and government organs, the outline points out that on the basis of further improving the "sunshine salary" system, the reward method with department heads as the main body should be formulated, the assessment Committee of party and government organs should be established, and the reward scheme should be determined according to the work performance. Incentive funds shall be paid by the financial department in a unified way, and a long-term incentive pension system and welfare system for civil servants shall be explored.
With regard to encouraging and guiding enterprises and institutions to innovate the distribution system, the outline encourages all units to actively promote various ways to achieve participation, such as technology, patents, brands and management, and actively explore diversified distribution forms such as equity, virtual shares, special contribution dividends, agreed wages, project wages, annual salary system, profit sharing, annual awards, risk income, supplementary insurance and welfare benefits. Select and track a number of sample units that reform the distribution system of different types of enterprises and institutions, sum up the practices and experiences of refining the sample units in time, conduct publicity and guidance, and incorporate the promotion of unit leaders' participation in distribution according to factors and the formation of incentive distribution methods as an important content into the cadre assessment.
References:
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Respondent: Yang Er assistant10-1616: 25.
Comments on the best answer
Not to mention the treatment of civil servants in Tianjin is much lower than that in other big cities. Let's talk about the gap between civil servants in Tianjin: the tax departments such as taxation, industry and commerce have high salaries, more gray income, more corporate sponsorship and a good working environment. However, frontline police officers are miserable, and they are on call at night on public holidays, with poor working conditions and low salaries. How many policemen can't afford a house and ride a broken bike to work? This is the gap between civil servants in our city. Even if civil servants get longer wages, there is still a gap in themselves.
Narrator: Pippi ——————— 99 —— The first level of probation.
The salaries of civil servants in Tianjin are different. The salary of civil servants in areas with poor fiscal revenue is nearly 20 thousand yuan less than that in Heping District every year. Whether it is a national civil servant or a civil servant in a certain district, it is incomprehensible. We don't want to compare with Beijing and Shanghai. We just want to be treated like civil servants in Tianjin, because their work intensity and daily living expenses are the same. The director of a bureau in a certain district said, "Who told you to be born somewhere? Do you want to be a civil servant in a certain district? I will not stop anyone who has the ability to transfer. "
Narrator: I am a genius-the first level of probation.
I remember that there is a "Civil Servants' Home Forum" which is good, and there is also a member mutual assistance area where civil servants can reply online, which is quite responsible. Ask there. . . You can find it on Google, and it seems that the first one is