OECD公职人员薪酬管理制度及其对我国的启示

The Salary Management of Public Officials in OECD Countries:it's Enlightenment to China

2015年末,我国机关事业单位工作人员的工资制度经历一轮变革,在工资调整方案尘埃落定、限期到位的同时,制度的顶层设计和未来的发展走向仍然有待健全与引导。为了推动我国机关事业单位公职人员形成合理的收入水准及优化的内在结构,本研究通过OECD国家公职人员内部不同职级的纵向比较,公职人员与接受过高等教育的私营部门普通雇员薪酬的横向比较,在这两个维度基础上探究我国公职人员工资谱系构建的依据,初步得出不同职级公务员之间应建立合理的收入差序结构、整套薪酬体系应形成科学合理的内部结构、公务员薪资与市场工资价位间需建立恰当的对应关系、公务员工资制度理应天然地包含增长机制、推动成立多方参与和相互制衡的外部管理体系等五条建议。

By the end of 2015, Chinese organizations and institutions staff wage system has experienced a latest change. Although wage adjustment programs have been implemented, top-level design on the system and the future development direction still need to be perfected. In order to promote the reasonable income level and optimize the internal structure of civil servants in China＇s public institutions, this study, through the longitudinal comparison of different ranks of OECD countries and a horizontal comparison of public employees＇ salaries in the private sector with higher education, explores the basis of constructing the wage spectrum of public servants in our country. It is concluded with five recommendations that a reasonable income differential structure should be established among civil servants of different ranks, the whole salary system should form a scientific and reasonable internal structure, the communication mechanism should be built for salary of civil servants and market wages, the civil servant salary system should naturally include a growth mechanism, and we should promote the establishment of an external management system of multi-party participation but mutual checks and balances.