Research On Optimization Of Performance Wage System In Culture Relic Protection Site

Culture relic protection site is an important part in national institution system,undertaking the due obligation,such as the national heritage,archaeological discovery,the cultural relics management,cultural relic identification and information consulting,etc.Most working fund comes from fiscal appropriation,while part of sites' expense paid by their earning.At present,our country only make a special stipulation for the salary performance management of education and medical institutions.However,for the other type of institutions,there only exists a general principle that is to encourage to explore different types of approaches to manage the salary performance.The reform of salary performance for culture relic protection sites is necessary to improve the efficiency of public services,standardize the order of income distribution,disentangle the relations of income distribution,and promote the development of the protection of cultural relics in China.In this paper,by using the theories of hierarchy of needs,expectations and goal setting,and double factors,as well as by using the methods of literature analysis,taking Wild Goose Pagoda as an example,researches the reform of salary performance for culture relic protection sites.Through analyzing the achievement of the reform of salary performance in 2006 and 2009,the author found out that the whole system has been carrying on the reform step by step and has obtained the certain result.However,during the process of the reform,there still exist some problems as follows which should be paid attention:Firstly,the incentive function is not obvious.Secondly,the phenomenon of "equalitarianism" is serious.Thirdly,the proportion of the compensation composition proportion is unreasonable.Fourthly,the evaluation means for performance appraisal is single.Fifthly,the adjustment mechanism is not sound.At last,the allowance management is disordered.To solve the above problem,some measures should be taken:at the beginning,the scientific performance evaluation system should be established.In addition,the composition proportion should be optimized.In the end,a professional compensation management team should be established.