The Performance Pay Optimal Design Of GY Technical School Based On Strategic Vision

The performance salary reform of public institutions has been nearly 15 years since 2006.GY technical school implements the arrangement of performance salary according to the national distribution,and the implementation of performance salary reform is also nearly 10 years.To some extent,the reform of performance-based pay has improved the performance of the staff in GY technical school.With the passage of time for 10 years,the environment of GY technical school has changed greatly.The development of the school is in an unprecedented difficult period due to external and internal factors.The development of the school has been raised to a strategic height.However,the dynamic adaptability of the initial performance salary scheme is insufficient,which can no longer meet the needs of the development of the school today and can not give full play to the role of support and incentive.Through the literature method,we found that the field of performance pay calculation in technical schools is relatively blank,and there is no in-depth study,so we can only learn from the development strategy of higher vocational colleges,performance pay of higher vocational colleges,performance pay of colleges and universities and other literature.Therefore,this paper has some innovation in the calculation of performance pay in technical schools.Moreover,this paper takes the implementation of Performance pay in GY technical school as a specific example,which is practical.The optimal calculation of performance pay mentioned in this paper provides the corresponding salary items,quantity relationship and specific number,which is applicable to migration.The research object of this paper is mainly the performance salary calculation model.Based on the performance salary calculation model and the characteristics of the staff in GY technical school,this paper analyzes the old performance salary calculation model,and then the organizational strategy of GY technical school,and finally obtains the optimized design performance salary calculation model.Based on the summary of the characteristics of the staff in the GY technical school,it is found that 88.98% of the staff in the GY technical school are professional technicians,and most of them are in the middle and primary level of professional technology.From the perspective of the job classification related to the actual work,the number of full-time teachers accounts for the majority,while the number of administrative staff is small Part of the characteristics.Through the analysis of the old performance pay calculation model,it is found that it has the advantages of fair calculation of class pay,reasonable differentiation of personnel categories,special post allowance;at the same time,there are some disadvantages such as inexplicable salary project name,project setting can not cover the basic situation or basic work,insufficient differentiation of professional technology level,insufficient dynamic adaptability,etc.This paper analyzes the advantages and disadvantages of the old performance-based salary calculation scheme from both internal and external aspects.Combined with the work of refining the construction of talent team and improving the teaching level under the guidance of the organizational strategy of GY technical school,the work classification is obtained.Through in-depth interview,the principle of Performance pay optimization design of GY technical school is obtained.The salary project is determined first,then the project proportion is determined,and finally the specific standard is formed.Through the comparison of the new and old performance wage calculation models,the possible adverse effects are determined,and then put into the actual data test,and finally the adverse effects are treated individually.Finally,GY technical school Performance pay optimization design is implemented.Through questionnaire survey and practical test,it is found that GY technical school optimizes the design of Performance pay,optimizes the project structure of performance pay,unifies the personal career development of on-the-job teaching staff with the strategic development of the school,plays a short-term and long-term incentive role for on-the-job teaching staff,and obtains the satisfaction and support of the vast majority of on-the-job teaching staff It brings new vitality to GY technical school.Based on the actual situation of GY technical school,this paper provides a real calculation model of Performance pay optimization for the same type of school.The model has strong mobility and practicability,which can be used for reference on the premise that the amount of financial allocation is equal.