Optimization Research On Compensation System Of S Air Traffic Management Sub-Bureau.CAAC

With the continuous development of our country’s economy and society,the civil aviation industry has been fast developed.Under the background of the continuous development of the civil aviation industry,the role of the civil aviation air traffic control department is indispensable.As one of the 34 branches(stations)under the jurisdiction of the Air Traffic Control Administration of the Civil Aviation Administration,S Branch of the Civil Aviation Administration has jurisdiction over the airspace 415 kilometers east and west,280 kilometers north and south,covering an area of about 110,000 square kilometers.There are 17 civil general airports,27 fixed air routes and temporary air routes.It is one of the more complicated control areas in East China.With the development of air traffic control and the change of objective environment,the compensation system of frontline controllers,the main body of the air traffic control industry,has become increasingly prominent,resulting in the decrease of remuneration satisfaction of frontline controllers,reduced work enthusiasm,and the adverse situation of staff burnout and abnormal personnel loss.Potential adverse factors have caused a greater negative impact on the safety of air traffic control.This paper takes the comprehensive compensation theory and incentive theory as the core basis,adopts literature analysis,questionnaire survey and personnel interview method,combined with domestic and foreign relevant research,through internal research and questionnaire survey,This paper deeply studies and analyzes the following eight major problems in the compensation system of the control personnel in the sub-branch:lack of external competition,unequal"responsibilities and rights",complex performance-based compensation system,not fully reflecting the actual work contribution of the controller allowance,lack of incentive in bonus payment,single and unstable salary adjustment channels,lack of sense of fairness in distribution mode,and mere formality in staff training and lack of career development training Question.By analyzing the causes of the problems,combining theory with practice,inheriting the previous research results,and combining with the control operation situation of the sub-branch,the optimization scheme of the compensation management system of the controller is determined.From the perspective of top-level design and employee satisfaction,the optimization and promotion scheme design is made from the aspects of salary structure,the design of each salary project,the design of welfare system,the design of training and career development,and the compensation adjustment scheme.In the aspect of promoting the implementation of the program,combined with the characteristics of the air traffic control system work from the strengthening of organizational leadership,human resources guarantee,performance system guarantee,organizational culture guarantee,supervision feedback mechanism guarantee five aspects of safeguard measures.By optimizing the design,this paper is committed to improving the compensation satisfaction of controllers,strengthening internal fairness and sense of gain,so as to realize the continuous improvement of work efficiency of controllers,promote controllers to achieve high value contribution and high performance,provide support for the continuous improvement of work efficiency of controllers,and lay a solid foundation for the quality development of traffic control.At the same time,it provides a valuable reference for other air traffic control units to optimize and innovate the compensation management of controllers.