OECD公职人员薪酬管理制度及其对我国的启示

发布时间：2018-05-05 18:03

本文选题：薪酬管理 + 纵横比较　；参考：《中国行政管理》2017年04期

【摘要】：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。
[Abstract]:At the end of 2015, the salary system of the staff of the government and institutions in our country has undergone a round of reform. When the salary adjustment scheme is settled and the deadline is in place, the top level design of the system and the development trend in the future still need to be perfected and guided. In order to promote the formation of reasonable income level and optimized internal structure for public officials of government and institutions in China, this study is based on the vertical comparison of different ranks within OECD national public officials. The horizontal comparison between the salaries of public officials and private sector employees who have received higher education, on the basis of these two dimensions, explores the basis for the construction of the salary pedigree of public officials in China. It is preliminarily concluded that a reasonable structure of income difference should be established among civil servants of different ranks, the whole salary system should form a scientific and reasonable internal structure, and a proper corresponding relationship between civil servants' salary and market wage price should be established. The civil service salary system should naturally contain five suggestions, such as growth mechanism and external management system with multiple participation and mutual checks and balances.
【作者单位】：上海市公共行政与人力资源研究所;
【基金】：上海市人民政府决策咨询课题“深化政府系统运行目标管理研究”(编号:2016-Z-15)
【分类号】：D630.3

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