机关和事业单位工资脱钩问题研究

Research on the Wage Decoupling of Institutional Organizations from Government Organizations

机关和事业单位工资脱钩包括工资制度、水平决定机制和工资管理等内容。经过四次工资制度改革,我国机关和事业单位的工资制度逐步实现了脱钩,大体经历了统一管理、脱钩酝酿、制度脱钩、增长脱钩和管理脱钩等阶段。机关和事业单位工资脱钩是我国工资改革的一贯思想,实质是要探索一条中国特色党政机关干部和事业单位工作人员工资管理的路子。脱钩和统筹是一个问题的两个方面,在进一步脱钩的同时必须加强工资水平的统筹。一方面,要注意发挥各自的优势,探索符合机关和事业单位特点的工资制度,建立健全机关和事业单位工资水平决定机制,进一步调整结构;另一方面,要保持密切的合作和配合,保持机关事业单位工资的基本平衡。

Decoupling the wages of institutional organizations from government organizations extends to the wage system, salary scale determination mechanism and wage management. After four rounds of wage reforms, China has gradually decoupled the wages of the two, by going through a roadmap of integrated management, decoupling proposal, decoupling on a mechanism level, salary increase decoupling and management decoupling. Decoupling the two has consistently been a part of China’s salary reform, and this was intended to explore a unique way with Chinese characteristics to manage the CCP cadres, government officials and institution employees. Decoupling and integrated management are two sides of one coin: the further decoupling goes, the better the integrated management should be. On one side, reformers must give full play to each side’s advantages in order to find a salary scheme that suits themselves best, while establishing a sound salary determination scheme;on the other side, both government and institutional organizations should coordinate with each other to strike a basic balance between the two.