刍议事业单位绩效工资制度改革

Reform of Merit Pay System in Public Institutions

2006年我国的事业单位开始施行绩效工资制度,绩效工资制度是以实际的、最终的劳动成果确定员工薪酬的工资制度。实施绩效工资可以激发员工积极性,打破"大锅饭"的观念。但在绩效工资的实际运行中,也出现了绩效难以核定、考核缺乏科学指标和多元化评估主体等诸多问题,所以在进一步的改革中要把公共服务效益作为绩效工资评定的核心,并要适时对工资改革的成效进行及时评价与总结。

Starting in 2006, the public institutions implemented the merit pay system. The merit pay system is based on the actual and final labor for determination of wage levels. The government of country standardizes the wage allocation system of the public institutions and the position wage of performance is implemented. The merit pay system is good for stuff motivation and broke the idea of ＂eating from the same big pot＂. However, in actual implementation of the merit pay system, some problems came up, such as how to define the merit pay, whether some special industries should have some autonomy in the merit pay system. These should be thought about and perfected during implementation of the merit pay system.