The salary reform plan of public institutions has always been the concern of all the employees. Today, the editor brings you the latest news of the reform of public institutions, and the attention of the employees in public institutions! Before 2020, your work life will have these five major changes.
From now to 2020, what great changes will happen to the working life of the staff in public institutions? Let's have a look.
More than 30 million employees in Institutions
What is the total number of staff in public institutions? According to the data, there are 1.26 million public institutions in China, with a total of more than 30 million regular employees, of which education, health and agricultural technology service employees account for 3 / 4 of the total number, accounting for about half of the personnel in the education system.
According to the statistics of the Ministry of education, by 2015, there were 15.39 million full-time teachers in all kinds of schools in China. According to the data from the national health and Family Planning Commission, by the end of 2015, the total number of health workers in China reached 10.694 million.
Recruitment: change from fixed employment to contract employment
On July 6, 2016, the Ministry of human resources and social security issued the 13th five year plan outline for the development of human resources and social security, which clearly defined the main measures to deepen the reform of personnel system in public institutions.
During the 13th Five Year Plan period, the state will improve the employment system, strengthen the management of employment contracts, establish an open recruitment system in line with the characteristics of different industries, professions and posts, and realize the transformation from fixed employment to contract employment.
In 2017, the human resources and social security department will study and issue regulations on assessment and competitive employment of public institutions, formulate relevant supporting policies for supervision and training, further improve the public recruitment system, and formulate measures to deal with public recruitment violations.
Wage: regular adjustment of basic wage standard
During the period of the 13th five year plan, the state will implement the normal adjustment mechanism of the basic wage standard for the staff of government agencies and institutions, adjust the basic wage standard regularly, and gradually increase the proportion of the basic wage in the wage income.
At the same time, the state will promote the implementation of performance-based salary in public institutions, improve the salary system in public hospitals, and study and establish a high-level incentive mechanism for talent income distribution.
Steadily improve the salary level of medical staff
At present, the pilot reform of salary system in public hospitals has been launched, allowing medical and health institutions to break through the current wage control level of public institutions, allowing medical service income to deduct costs and withdraw funds according to regulations, which are mainly used for personnel rewards, establishing a dynamic adjustment mechanism, steadily improving the salary level of medical personnel, and mobilizing the enthusiasm of medical personnel.
The average salary of teachers is not lower than that of civil servants
In accordance with the outline of the national medium and long term education reform and development plan (2010-2020), the state will continue to improve the working, learning and living conditions of teachers, ensure that the average wage level of teachers is not lower than or higher than the average wage level of state civil servants, and gradually improve it. Implement teachers' performance pay.
For teachers who have been working in rural grass-roots units and hard remote areas for a long time, preferential policies should be implemented in terms of salary, position (title) and other aspects, and allowance and subsidy standards should be improved. We will build school teachers' dormitories in hard and remote rural areas.
Management: transformation from identity management to position management
During the 13th Five Year Plan period, the state will establish and improve the personnel management system of public institutions with the regulations on personnel management of public institutions as the core, formulate supporting policies and regulations, and improve the incentive, restraint and supervision system.
Improve the post management system, study and formulate the adjustment methods for the proportion of post structure and the highest level of different types of public institutions, carry out the organization and implementation of professional and technical posts at the first level of public institutions, complete the implementation of the promotion system for management posts of public institutions, and realize the transformation from personal management to post management.
To explore the personnel management methods of institutions of higher learning, public hospitals and other institutions not included in the establishment management, and further release the vitality of professional and technical talents of institutions. This year, the reform will begin to be piloted in some units in Beijing, according to the head of Beijing editorial office.
Title: overcome the tendency of only education, only qualification, only thesis
For the staff of public institutions, professional titles play an irreplaceable role. According to the opinions on deepening the reform of the title system issued by the central and state offices, the state will establish a scientific, standardized and socialized title system.
Guided by morality, ability and performance, improve evaluation standards, innovate evaluation methods, overcome the tendency of only education background, only qualification and only thesis, evaluate professional and technical personnel scientifically, objectively and impartially, so that professional and technical personnel have more time and energy to pursue their major, and those who make contributions have a sense of achievement and gain.
We will explore the establishment of a credit file and blacklist system for Professional Title Application and evaluation, which will be incorporated into the national credit information sharing platform. We will improve the mechanism of punishment for promises of integrity and dishonesty, implement the "one vote veto" system for academic fraud, and revoke all professional titles obtained through fraud, secret operation and other violations of discipline.
The paper and scientific research achievements in the evaluation of professional titles should be set up reasonably, and the paper should not be regarded as the restrictive condition for the evaluation of applied talents. For the professional and technical personnel working in the hard and remote areas and the grass-roots front-line work, the paper requirements are diluted or not made; for the professional title series with strong practicality, operability and not obvious research attribute, the paper requirements are not made.
There is no uniform requirement for the examination of professional title foreign language and computer application ability. Professional and technical personnel working in hard and remote areas and grass-roots front lines, as well as professional title series and posts with low requirements for foreign language and computer level, shall not be required for professional title foreign language and computer application ability.
Professional and technical talents who have been approved to leave their posts and start a business or part-time job in enterprises and institutions such as colleges and universities, scientific research institutes, medical institutions, etc. can apply for professional titles within 3 years in the original unit according to the regulations, and their work performance during the period of starting a business or part-time job shall be the basis for the evaluation of professional titles.
Promote universities, hospitals, scientific research institutes, large enterprises and other enterprises and institutions with intensive talents and intelligence to independently carry out Title Evaluation in accordance with management authority.
Entrepreneurship: encourage researchers to innovate
On March 10 this year, the Ministry of human resources and social security issued the guiding opinions on supporting and encouraging the innovation and Entrepreneurship of professional and technical personnel in public institutions, which encouraged the innovation and Entrepreneurship of professional and technical personnel in universities and scientific research institutes, and defined four situations and specific policies and measures:
Support and encourage institutions to assign special technical personnel to join the company or participate in project cooperation. During the period, they shall enjoy the same rights as the personnel on duty of the original unit, and may obtain the benefits of achievement transfer and development according to the agreement.
Support and encourage part-time innovation or on-the-job start-up of enterprises for technical personnel in public institutions. The achievements can be used as an important basis for professional title evaluation, post competition and assessment of technical personnel.
To support and encourage the technical personnel of institutions to leave their posts for innovation and entrepreneurship, they can retain the personnel relationship within 3 years, and retain the basic treatment during the period of leaving their posts for entrepreneurship.
To support and encourage institutions to set up innovative posts, we can select and attract innovative talents by setting up special posts and mobile posts, explore flexible and flexible working hours, and encourage performance-based salary distribution to favor those who make outstanding achievements in innovative posts.