In the past, employees in government agencies and institutions did not pay social security, but received pensions after retirement. This reform was carried out in October 214, and the staff of government agencies and institutions have to pay social security and receive pensions after retirement. In the past, in addition to receiving monthly salary, civil servants only received a one-time bonus at the end of the year, which was actually one month's basic salary (the thirteenth month's salary); The staff of public institutions pay incentive performance wages; In fact, there is no year-end award corresponding to the enterprise. This has also been reformed since then, and institutions have also set up performance appraisal awards similar to the year-end awards of enterprises, also known as performance bonuses. Take my area as an example. The performance bonuses of government agencies and institutions are probably based on the average personal salary of three months, combined with the assessment results of the unit. The assessment results of the unit are divided into four categories, namely, excellent, good, qualified and unqualified. Excellent unit staff can get 1.1 times the basic performance bonus; Unit staff with good assessment can get 1 times the basic performance bonus; The unit staff who pass the examination can get .9 times the basic performance bonus; The unit staff who fail the examination can't get the performance bonus. If the average monthly salary of a civil servant is 8, yuan, and the unit gets excellent grades, its year-end performance bonus is 8,× 3× 1.1 = 26,4 yuan; If the unit has passed the examination, its year-end performance bonus will be 8×3×.9=216 yuan. This performance bonus will be paid in one lump sum at the end of the year or early next year. However, in 222, the standards and principles of performance bonuses will change. First of all, performance bonus is no longer a one-time payment, but is divided into two parts. Part of the average to every month, together with the salary paid monthly; The other part is still paid in one lump sum at the end of the year or early next year according to the original method after the unit assessment results come out. This reform can also be classified as the adjustment of wage structure. Secondly, the average monthly performance bonus payment standard may vary from region to region, and our standard is generally the same: the staff level is 1 yuan; The deputy department level is 125 yuan; The official level is1,5 yuan; The deputy division level is 185 yuan; At the level of 25 yuan and so on. Generally speaking, it will be distributed according to 2/3 of the original full performance bonus, and the remaining 1/3 will be paid in one lump sum after the performance appraisal of the unit. This has several advantages: first, the payment of performance bonuses is more standardized and reasonable. Originally, there was no uniform standard in various places. In some places, there were four or five awards, such as the Spiritual Civilization Award, the Target Appraisal Award, the Performance Appraisal Award, the safety award, etc., which were various and set without standardized standards. After this, only the performance bonus can be set, which can avoid spamming in some places and not in others. The average monthly payment is called basic performance bonus, while the one-time payment at the end of the year is called performance bonus, which is simple and clear. Second, the basic performance bonus is included in the monthly salary, and social security and provident fund are paid according to regulations, so that the guarantee is more perfect. Although the salary actually paid in this way is less, the actual guarantee effect is better. Increasing social security can provide better protection in terms of pension and medical insurance, and the provident fund loan for house purchase also has a higher amount and better repayment. Even if it is kept in the account, it can be withdrawn at one time after retirement, which can improve the quality of retirement life. To sum up, the changes in the standards and principles of performance bonuses in 222 will benefit the staff of most government agencies and institutions, and only some areas that originally issued high performance may have a larger decline, which is also the inevitable result of the reform: beneficial to most people!