Research On The Incentive Of Administrator Of The First Class Public Welfare Institutions In Shandong Provinve

Public institutions are a unique form of social organization with Chinese characteristics,which mainly responsible for providing public welfare services to the society.In particular,The first class public welfare institutions are the main force in providing public welfare services.The incentive means of public institutions have distinctive characteristics.On the one hand,they are strictly restricted by relevant policies and can only be motivated under the constraints of policies,with less autonomy.On the other hand,public institutions have systems such as post management,contract employment system and incentive performance distribution.Compared with government units,the personnel management system of public institutions is relatively more flexible.In2011,the central authorities officially issued the Guiding Opinions on Promoting the Reform of Public Institutions by Classification and relevant supporting documents,dividing the existing public institutions into three categories: undertaking administrative functions,engaging in production and operation activities and engaging in public services,among which the public institutions engaged in public services are subdivided into The first class public welfare and The second class public welfare.Among them,there are obvious differences between The first class and The second class public welfare institutions in terms of funding sources and personnel systems.According to the actual needs,the work posts in public institutions are divided into three categories: management posts,professional and technical posts,and work-related skills posts.Generally speaking,although the number of staff in management posts in public institutions is small and relatively low,their work efficiency directly affects the efficiency of administrative work,which relates to the normal operation of the management mechanism of the whole unit and further affects the efficiency and quality of public service provided by public institutions Due to the form of full allocation of funds and the weak incentive consciousness and ability of the unit,the current incentive power of the management in the first class public welfare institutions is insufficient.In addition,affected by the classification reform of public institutions,social cognition,personnel system and other factors,many managers of public welfare institutions generally have problems such as low enthusiasm and low satisfaction,which further leads to the low efficiency of the administrative work,thus affecting the supply efficiency and quality of social public services to a certain extent.In this context,it is increasingly important to put forward countermeasures to improve the incentive effect of management staff in public welfare institutions in order to improve their enthusiasm.In order to solve the incentive problem of administrators as soon as possible,improve the efficiency of administrative work in the first class public welfare institutions and further improve the efficiency and quality of the supply of social public services,this paper takes the administrators of the first class public welfare institutions in Shandong Province as the objects,through consulting relevant policies,conducting questionnaires and interviews and so on to understand the incentive status of the administrators of the first class public welfare institutions in Shandong Province,find the existing problems,and analyze the causes of the existing problems.Finally,according to the analysis of the reasons,the measures will be put forward to improve the incentive effect for the provincial public institution administrators in Shandong Province.Through the research and discussion in this paper,the author believes that Shandong provincial public institutions have insufficient incentive effects on administrators in five aspects: salary,educational training,promotion,goal incentive,and honor incentive.In order to improve these problems,efforts at both the national and unit levels should be made.The national level should further strengthen the policy and system guarantee of salary,promotion,educational training.Autonomy should be given full play at the unit level.It requires not only the leaders and staff to change the traditional concept,but also to improve the incentive methods in the aspects of educational training,target assessment and honor incentive.