Research On The Fairness Evaluation Of Performance-based Salary Distribution In Public Institutions In D District Of M City

Institutions are one of the main centers for professionals from all walks of life in China,and also an important position for implementing the strategy of "strengthening the country with talents".Since 2011,when the classification reform of public institutions was gradually promoted,public institutions engaged in public welfare services were divided into two parts:According to the differences in their functions,responsibilities,service objects and resource allocation methods.Divided into two categories respectively.Compared with public welfare second-class institutions,institutions classified as public welfare undertake basic public welfare services that are not suitable for market allocation,and implement the management of "two lines of revenue and expenditure".The salary standards and specific distribution methods are determined by the state,and the required funds are guaranteed and supported by the state finance.Generally,the performance salary level of staff is not allowed to exceed the total amount approved by the human society department.Therefore,how to make specific distribution within the limited total performance salary is not only related to the vital interests of cadres and workers,but also an important part of continuously deepening the reform of public institutions.Since the promulgation of the Reform Plan of Income Distribution System for Staff in Public Institutions in 2006,public institutions in China have implemented performance salary in three steps on the basis of subsidy standard,aiming at improving the working enthusiasm of cadres and workers through adjustment of salary level,and then promoting the sound development of public welfare undertakings in China.Therefore,for this part of the "unfixed" salary,the fairness of distribution is not only a core issue widely concerned by cadres and workers,but also have great significance to the improvement of public service level.Based on the practice of performance-based salary reform in public welfare institutions in District D of M city,this paper takes the fairness of performance-based salary distribution as the starting point,refers to the related research of domestic and foreign scholars on the dimensions of pay equity division,and is based on the five fairness elements of system equity,leadership equity,information equity,procedure equity and distribution equity.A set of performance-based salary distribution fairness evaluation index system specifically for public welfare institutions is constructed.Secondly,through expert consultation,the evaluation indicators are screened,the weight of each index in the index system is calculated by AHP,and the final evaluation model is formed.Finally,This model is used to evaluate the fairness of performance-based salary distribution in public welfare institutions in D district of M city.Self-filled questionnaires and structured interviews were used to collect information about the fairness evaluation results of performance-based salary distribution in sample units and the specific process of performance-based salary distribution.Through the evaluation results,the reasons for the poor fairness of performance salary distribution in public welfare institutions in District D of M city are deeply explored,and targeted strategies for improving the fairness of performance salary distribution in public welfare institutions are put forward to provide support for the continuous optimization of performance salary distribution in public welfare institutions in this district.