Research On The Compensation Management Of Community Full-time Workers In Jianggan District, Hangzhou

Community full-time workers refer to the staff engaged in the Party organizations, residents’ committees, public service stations, labor and social security, social assistance, floating population management and so on in communities, belonging to professional social workers. With the rapid economic and social development, community full-time workers have become an indispensable part of the society as doctors and teachers. The group expands constantly and plays an increasingly important role. Since the community full-time worker compensation system is imperfect, led to full-time workers do not want to bear the burden of community and strong work, do not want to choose a heavy responsibility positions, and do not want to serve poor communities. At the same time due to the lack of rising compensation system, harder to retain talent, community full-time workers tend to become civil servants and public institutions to obtain a springboard, community full-time worker mobility greatly. Full-time community workers compensation system currently existing problems forced the community management department full-time workers to pay adjustment and redesign.This paper takes Jianggan District Hangzhou as a template,using KPI key index method and other human resources related theory, under the premise of meeting the higher level documents,the reform of the system of the compensation system for the full-time workers in the community. The focus of the reform on the performance of the community full-time workers,the simultaneous reform of subsidies and benefits. The social work pay reform in Jianggan District DL street 8 communities of 83 community full-time workers for the pilot and to promote the region,from the performance bonuses, allowances and subsidies, welfare and other aspects of,in particular, the reform of the performance bonus, the total amount of work, key indicators, the difficulty coefficient, the grid work and so on,to each community full-time workers, business departments, community leaders have conducted a survey,determine the required parameters of the performance bonus,the calculation formula of performance bonus is obtained. In addition, the reform of subsidies and related benefits,the establishment of the professional title of community workers and long-term service allowance,and from the growth incentive, burden, subsidies and other aspects of the case of community full-time worker community full-time workers welfare reform.By the reform, the compensation system of community full-time workers becomes more reasonable, the phenomenon of eating the same big pot almost disappears, the ability to significantly higher levels, community full-time workers work motivation and job stability greatly improved significantly, work atmosphere further optimized. At the same time, it provides a good rising channel for community full-time workers, to provide a better platform for the social work of the next step towards specialization and project. After the reform of the management system of community full-time workers, residents’ satisfaction rate rises from 91% to 95%, community full-time workers turnover rate reduce from three percent to less than one-thousandth, reform effect is obvious. Through the reform of the salary system of the community full-time workers,on the basis of limited financial total,design of performance bonus by differential, fully exert the initiative of social workers, strive to provide support for community building,to provide reference and reference for other areas of community construction management.