To put it simply, the scope of application of performance appraisal salary is the establishment personnel, which is a kind of salary composition, not a reward. The purpose is to stimulate the work enthusiasm of professional employees through the performance appraisal lever. Due to regional differences and the fact that it is easy for each unit to master the right to pay performance pay within the scope of local current policies, there are certain differences in the performance work of personnel in different positions in government agencies and institutions. Generally speaking, the performance appraisal salary of staff in public institutions is less than that of staff in management and professional and technical positions.
The object of performance reward is mainly aimed at civil servants, which belongs to reward characteristic income, not salary composition. The salary of civil servants is mainly composed of post salary, grade salary and subsidy. Performance award is a basic reward besides these three kinds of salary income, which is distributed according to the year-end evaluation conclusion of each unit, combined with enterprise evaluation grade and individual post grade. Like the performance pay of public institutions, the performance reward of civil servants is directly linked to the overall strength of local finance, so there are obvious regional differences.
The distribution of civil servants' performance awards is coordinated by the local government, and each unit can also make a secondary distribution in the internal structure of the enterprise according to the overall planning, which is immediately linked to the characteristics, positions, levels and personal contributions of the staff. The performance rewards of staff with different positions, grades and real identity attributes are also different. That is also a difficult problem that we will discuss next.
How to distribute the performance awards of government workers? Regardless of regional differences, the performance reward standards of government workers and civil servants belong to the same level.
For example, if the clerk takes the standard of 1, then the staff of government agencies are all indicators of 1; The minor subject is the index of 1.2 (including the third and fourth grade chief clerk, the same below), that is, 1.2 times the clerk; Section 1.4, section 1.5, section 1.8 and so on. Suppose the year-end assessment of a unit is Grade I, and the index base of 1 is more than 20,000 yuan. If the secondary distribution of the internal structure of the enterprise is not assessed, the year-end performance reward for clerks and government workers is more than 20,000 yuan, that for minor subjects is 24,000 yuan, that for department heads is 28,000 yuan, that for minor subjects is 30,000 yuan, and that for clerks is 30,000 yuan.
This is also the way of issuing civil service performance awards before the reform and innovation. After the reform of performance awards this year, many cities will take out two-thirds of the year-end performance awards of civil servants and distribute them in the form of basic performance appraisal subsidies. Note that the keyword has changed, which is the key performance appraisal subsidy, not the previous reward, and it is paid together with the salary every month (or it is delayed for a few days after the salary is paid, and it must be paid within one month in general). The remaining one-third will be awarded as a performance award again after the enterprise performance appraisal results come out at the end of the year.
This distribution method is equivalent to increasing the monthly salary of civil servants, enhancing the assets that civil servants apply for every month, which is beneficial to the daily life of production scheduling, and also prevents the risk that performance appraisal cannot be issued in time due to the shortage of funds at the end of the year. Many civil servants, especially those in the western region, basically agree with this matter. However, there are also many civil servants who feel that although such decentralized distribution enhances the daily living expenses, it is actually a year-end performance award to subsidize daily life, which is not as good as a one-time distribution at the end of the year, and they have reservations about this matter.
As for the distribution standard, after the reform of performance award, government staff still maintain the standards of civil servants and clerks. For example, clerk 1.500 yuan's basic performance appraisal subsidy, agency service 1.500 yuan. Like the workers in the enterprise, they all take the lowest level of the enterprise, and there is no difference.