The Scheme Design Of Performance Salary Allocation For The Subordinate Institutions Of Xing Tang Construction Bureau

The salary system of our institution has gone through four major reforms; each time is based on the different economic background and problems in the institution. The matter of income allocation is a big problem for the institution reform, which involves of the interests of every employee. The reform of salary system in 2006 is mainly to adapt to the gradually development of the socialist market economy, and solves the problems in the institution such as low salary level, large gap and inconspicuous incentive effect. The main point of the reform is to build a new performance pay system which is closely related to responsibilities, job performance and practical contribution to raise employees'enthusiasm and the service level of the institution, further improve the social public service system.According to the deployment of the State Council, all the institutions will implement the performance pay system in 2010. But because of the many categories and complicated cases of the institution as well as non-perfect related policies instructing the implement of performance pay reform, there are certain difficulties in the implement. In the existing research, the attention focuses on education and medical industry, in another word, there are fewer researches on other types of institution. In this article, firstly, summarize the meanings and features of institution and performance pay; secondly, in the review of the reform of the institution salary, take Xing Tang Town construction bureau for example to survey its subordinate institutions's performance salary allocation situation, combined with the related policies about institution performance pay of Shi Jiazhuang City He Bei Province. Finally, establish the performance pay allocation plan of its own, using a model of the performance pay allocation in line with an arithmetic sequence and performance evaluation. This article also points to the limitation and future research direction, which has certain practical value and provides the reference for other related institutions.This paper is divided into five parts:The first part is the introduction, mainly expounds the background and significance of the subject, the research objective and methods, also the possible innovations and research content and structure.The second part is the related concepts and theoretical overview, mainly including the concept definition of institution and performance pay as well as the theory introduction of performance evaluation, salary and incentive theory, which provides theory basis for the study.The third part introduces the situation of the salary system reform of institutions, firstly expounds the process of the performance pay reform of institution, then proposes the problems in the original system and the necessity of merit pay.The fourth part is the design part, which taking Xing Tang Town for example, introduces the subordinate institutions'basic situation and the design process of the performance pay allocation scheme.The last part is the conclusions, enlightenment, research limitations and future research direction, firstly summarizes the research achievements, and then points out the problems and the direction of further research.This paper has two innovation points:the first point is the research object. In the current study, the researches of institution performance pay allocation mainly focus on education and medical industry. There are a few researches in other types. This paper takes Xing Tang Town construction bureau as a research object which is an administrative institution where the rank wages account for a big slice and the management personnel enjoys the treatment of civil servants as well as has some institution units. This article designs a performance pay allocation plan for Xing Tang Town construction bureau through the analysis of relevant information, combined with its practical situation, and also provides the reference for other related institutions. The second point is the idea. In the existing research literature, mostly a single method was to be used to distribute the merit pay. This paper combined the model of the performance pay allocation in line with an arithmetic sequence and performance evaluation method, in which way first calculate the rank performance factor to specify the rank performance pay and then on this basis increase or reduce the incentive performance pay through the classified evaluation method. This form reflects the characteristics of institution that rank post salary accounts for a big slice, and also in conformity with the requirements of the performance pay, realizing the rule that more pay for more work, which in some degree has the incentive effect and balances the relationship between the internal personnel.The reform of the institution performance pay system is not overnight, a new system needs the support of relevant policies and each unit to operate efficiently. Although there are various problems in the implementation process, it will finally achieve the desired objectives with the Party's line for guiding and through thorough research as well as bold attempt.