Optimized Design Of Salary Distribution For RG Center

The public institutions of geological exploration and geoscience research take important responsibilities in the exploration and development of natural resources, and play a significant role in the development of the socialist market economy.As an important form of income distribution, salary is not only an important economic vehicle on which public institutions of geological exploration and geoscience research rely to meet employees’ basic life needs, but also an effective means to attract talents, motivate employees and improve competitiveness. However, the reform of salary management system is always considered to be an important and difficult part in the reform of public institutions in China. The reform of current income distribution system of geological exploration institutions is facing a number of practical problems, which are mainly reflected in the disconnection between the theory and the practice of the distribution system, the income distribution imbalance among the personnel, the fixed administrative salary based on official ranks, the high rigidity of performance salary etc. How to implement the income distribution autonomy of public institutions, further enliven the internal income distribution, and build up an income distribution system, which is structurally reasonable, equity-focused and motivation-reflected, has become an urgent task in the reform of the current salary system of public institutions.This thesis considers the RG center as the research object, and uses interview survey in combination with theoretical research, statistical analysis in combination with case analysis, and qualitative analysis in combination with quantitative analysis as research methods. This thesis is based on the in-depth research into the current income distribution system, and identifies the problems that exist in the salary management, introduces the concept of ability, the 360 - degree performance evaluation method to resolve the existing salary problems such as the salary distribution imbalance between scientific research departments and administration departments, the irrationality of performance appraisal index set in administration departments etc. This thesis is aimed at improving the effectiveness of the salary system by making payments and performance interconnected and adjusting the floating salary structural proportion of researchers to maintain high motivation and good performance, to attract and retain the leading scientific research personnel, and to improve capacity building constantly. At the same time, the thesis establishes reasonable performance evaluation indicators to promote performance in geoscientific research institutions.To establish a salary system that focuses on performance, contributions, key talents and key positions with high flexibility, it requires internally equitable and reasonable policies to constantly improve staff members’ human resources abilities and externally competitive policies in accordance with national and local laws and regulations to build a good environment for attracting and retaining talents for the RG center, motivate researcher’s enthusiasm and creativity, enhance the institution’s vitality and vigor, and accelerate the development of the center.