事业单位绩效工资总量核定机制与模型构建

Verification Mechanism and Model Construction of Total Performance Wages in Public Institutions

现有事业单位绩效工资总量核定主要根据历史数据、诉求强烈程度,采取“托低、稳中、限高”措施进行,科学性、客观性与合理性有待提高,核定方法有待创新。从工资功能理论、工资决定因素理论及工资激励理论的视角出发,事业单位绩效工资总量核定应该考虑当地事业单位基准水平、单位经费来源类型、所提供公共服务产品战略价值、主要业务岗位相关劳动力市场工资水平、单位人才层次结构、公益属性体现程度六个因素,构建出包含上述六个测量指标的事业单位绩效工资总量核定机制模型:WT=w0×P0×kF×kS×kM×kL×kT×kO。在运用测量指标时,应注意结合当地实际情况适度进行调整,并注意和其他群体间的平衡。

The total amount of performance pay in existing institutions is mainly approved according to historical data and the intensity of demands. Measures such as “supporting low, stabilizing middle and limiting high” are adopted. The scientificalness, objectivity and rationality need to be improved. The approval methods need to be innovated. Starting from the perspectives of wage function theory, wage determining factor theory and wage incentive theory, the total amount of performance wages in public institutions should consider six factors: the benchmark level of local public institutions, the type of unit funding sources, the strategic value of public service products provided, the wage level in the labor market related to major business positions, the hierarchical structure of unit talents, and the degree to which public welfare attributes are reflected. A total verification model of performance pay for public institutions including the above-mentioned six measurement indicators is constructed: WT =w0×P0×kF×kS×kM×kL×kT×kO. When using measurement indicators, attention should be paid to appropriate adjustment in combination with local actual conditions, and to balance with other groups.