Research On The Problems And Countermeasures In The Implementation Of Performance Related Pay In Public Institutions

As one of the income distribution reforms in China,the reform of performancerelated pay in public institutions has taken nearly ten years since it was proposed in 2004 to be formally implemented all over the country.In September 2009,the executive meeting of the State Council proposed the "three-step implementation of performancerelated pay in public institutions".In addition to compulsory education schools and grass-roots health institutions,other public institutions,as the last step of the three-step implementation,have also been formally implemented since January 1,2010,and it has gone through nearly a decade.The implementation of the performance-related pay system is aimed at standardizing the income distribution system of public institutions,gradually forming a reasonable decision mechanism for performance-related pay and a perfect incentive and restraint system,and playing a positive role in arousing the work enthusiasm of public institutions,improving the level of public service and promoting the development of social undertakings.Based on incentive and examination of relevant theoretical basis,the city S T institutions to implement the performance wage system the research,sorting,analysis,T unit performance wage system of the concrete implementation process,wage allocation system,such as content,through data analysis,interview and questionnaire survey methods such as collect information of performance-related pay implementation effect.The investigation found that T unit after the implementation of performance-related pay system:(1)wage payment has been orderly and standardized;(2)Establish a performance-related salary assessment and distribution system.At the same time,we also found some problems,which are reflected in the performance appraisal:(1)the performance appraisal cycle is not reasonable,(2)the evaluation index system is not perfect,(3)the application of the evaluation results is single.The distribution of performance-related pay is reflected in:(1)the distribution gap is not reasonable enough,(2)the failure to establish the linkage adjustment mechanism of total changes.In view of the problems found,the author tries to put forward improvement suggestions:performance appraisal:(1)increase the frequency of assessment,(2)improve the assessment indicators,(3)enrich the application of assessment results;In terms of performance-related pay distribution:(1)break the limit of performance-related pay distribution proportion,(2)keep the reasonable gap of incentive performance-related pay.