杭州市江干区社区专职工作者薪酬管理研究

发布时间：2018-03-14 22:16

本文选题：社区专职工作者　切入点：绩效奖金　出处：《浙江工业大学》2015年硕士论文　论文类型：学位论文

【摘要】：社区专职工作者是指在社区党组织、社区居委会、社区公共服务站以及劳动保障、帮扶救助、暂住人口管理服务等方面的工作人员,属于社会工作者职业序列。在经济社会快速发展的今天,社区专职工作者和医生、教师一样,已经成为社会不可或缺的一部分,群体越来越庞大,也发挥着越来越大的作用。然而由于社工薪酬体系的不完善,导致了社工不愿承担负荷强的工作、不愿选择责任重的岗位、不愿任职条件差的社区,同时由于缺乏上升的薪酬机制,人才难留,社工往往成为考取公务员和事业单位的跳板,社工的流动性大很大。目前社工薪酬体系存在的问题迫使社工管理部门进行薪酬调整和再设计。本文以杭州市江干区为模板,运用KPI关键指标法等人力资源相关理论,在符合上级文件的前提下,对社工薪酬体系进行了改革。这次改革的重点在社工绩效奖金上,同时改革的有津贴补贴和福利。这次社工薪酬改革以江干区DL街道8个社区83名社工为试点并向全区推广,从绩效奖金、津贴补贴、福利等各方面入手,尤其是改革了绩效奖金方面,对每个社区的工作总量、关键指标、难易系数、网格工作量等进行了确定,向每位社工、业务科室、社区领导都进行了调查问卷,确定了绩效奖金中所需的各个参数,得出了绩效奖金的计算公式。另外,改革了津贴补贴和相关福利,设立了社区工作者职称津贴和长期服务津贴,并从成长激励、社工减负、个案补助等方面改革了社工福利。本文通过社区专职工作者薪酬体系改革,使社工薪酬体系进一步合理,社工大锅饭现象基本消失,能力水平大幅度提高,社工工作积极性、岗位稳定性大幅度提升,工作氛围进一步优化。同时,为社工提供了较好的上升通道,为社工下一步走向专业化、项目化提供了更好的平台。经过社工薪酬管理体系改革,居民群众满意率从91%上升到95%以上,社工离职率从百分之三降低到不足千分之一,改革效果比较明显。通过对社区专职工作者薪酬体系的改革,在财政总额有限的基础上,通过差别化的绩效奖金设计,将社工的能动性充分发挥出来,力争为社区建设提供支持,为其他地区社区建设管理部门提供参考和借鉴。
[Abstract]:Full-time community workers refer to workers working in community party organizations, community neighborhood committees, community public service stations, labor security, assistance and assistance, temporary population management services, etc. Belonging to the social worker occupation sequence. With the rapid economic and social development today, community full-time workers, doctors and teachers have become an indispensable part of society, and the group is growing larger and larger. However, due to the imperfections of the social worker pay system, social workers are unwilling to take on the heavy burden of work, to choose posts with heavy responsibilities, or to work in disadvantaged communities. At the same time, because of the lack of a rising salary mechanism, it is difficult for talented people to stay. Social workers often become the springboard for admission to civil servants and institutions. The social worker's mobility is very big. At present, the social worker's salary system exists the problem to force the social work management department to carry on the salary adjustment and the redesign. This article takes the Hangzhou Jianggan District as the template, uses the KPI key index method and so on human resources correlation theory, In line with the premise of superior documents, the social worker pay system has been reformed. The focus of the reform is on social workers' performance bonuses. At the same time, there are subsidies and benefits to be reformed. In this reform, 83 social workers from 8 communities in the DL street of Jianggan District were selected as a pilot and promoted to the whole region, starting with performance bonuses, subsidies, benefits, and so on. In particular, the performance bonus has been reformed, the total amount of work, the key indicators, the coefficient of difficulty, the grid workload and so on have been determined for each community, and the questionnaire has been given to every social worker, business department, community leader, etc. The parameters needed in the performance bonus are determined, and the formula for calculating the performance bonus is obtained. In addition, the subsidy subsidy and related benefits are reformed, the professional title allowance and the long service allowance of the community worker are set up, and the social worker reduces the burden from the growth incentive, the social worker reduces the burden. Through the reform of the pay system for full-time community workers, the social worker compensation system has been further rationalized, the phenomenon of social worker's big pot rice has basically disappeared, the ability level has been greatly improved, and the social worker's work enthusiasm has been greatly improved. Post stability is greatly improved, working atmosphere is further optimized. At the same time, it provides a better channel for social workers to rise, provides a better platform for social workers to go to specialization and project. After the reform of social workers' salary management system, The satisfaction rate of the residents rose from 91% to more than 95%, and the social worker turnover rate decreased from 3% to less than 1/1000. The effect of the reform is quite obvious. Through the reform of the pay system for full-time community workers, on the basis of the limited financial volume, Through the differential performance bonus design, the social worker's initiative is brought into full play in order to provide support for the community construction, and to provide reference and reference for the management department of community construction in other regions.
【学位授予单位】：浙江工业大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3

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