摘要
奖励性绩效工资分配制度是促进事业单位职能任务实现的一项重要管理制度。但实践中,部分单位所制定的分配制度与事业发展需求不完全相符,具体表现为实际操作过于烦琐,考核负担过重等问题。完善奖励性绩效工资分配制度的关键在于建立科学合理的分配体系。本文以某正处级且以提供专业技术服务为主要职责的公益事业单位为例,创建了“两层三向”差额分配模型,可为新时代公益事业单位奖励性绩效工资的科学管理工作提供借鉴与启示。
The incentive performance-based salary distribution system plays an important role in adjusting employees’salaries and benefits.can have a positive influence on the implementation of functional tasks in public institutions.However,in practice,the distribution system formulated by some institutions does not fully meet the needs of career development,and the actual operation is too cumbersome,resulting in a heavy assessment burden.The key to improving the incentive performance-based salary distribution system is to establish a scientific incentive performance-based salary distribution system.This paper takes a public welfare institution at the division level whose responsibility is to provide professional technical services as an example,and creates a“two-level three-dimension”differential distribution model,which provide reference and inspiration for the scientific management of incentive performance-based salaries in public welfare institutions in the new era.
出处
《中国人事科学》
2025年第4期22-31,共10页
Chinese Personnel Science
关键词
公益事业单位
奖励性绩效工资
“两层三向”差额分配模型
Public welfare institutions
Incentive performance-based salary
“Two-layer Three-dimension”differentiated distribution model
