Beijing civil servants "358 1"
The "358 1" project, which concerns the income of more than 50,000 civil servants, caused great controversy at the beginning of its implementation.
From June, 5438 to February, 2003, civil servants all over the country looked forward to it.
Benefits: The salary increase plan suspended due to SARS has finally been implemented, and everyone will get an average salary increase of 50 yuan. However, the Beijing Municipal Bureau of Personnel said that there is no salary increase plan in Beijing.
However, Beijing is spending its time quietly and secretly-in July 2004, most Beijing civil servants found that the new payroll was several hundred to several thousand more than last month. A civil servant posted the information of this unit on the Internet: the deputy department level rose by 950 yuan, the official department level rose by 1 100 yuan, the deputy department level rose by 1250 yuan, and the official department level rose by 1450 yuan.
However, according to the internal statement of the Beijing Municipal Government, this time it is not called "salary increase" but "standardization", based on the Notice on Cleaning up and Rectifying the Subsidies and Bonuses of Organs and Regulating the Income of Civil Servants issued by the General Office of the Beijing Municipal Party Committee and the General Office of the Municipal Government.
It also has an alias, called "Sunshine Wage". But so far, this extra salary has not been officially confirmed and explained. On August 24th, an official of Beijing Personnel Bureau replied to China Newsweek: "The reform is not publicized."
In the circle of Beijing civil servants, it has a more widely known name: "358 1" project.
Trade-offs in "358 1"
He graduated with a master's degree and worked for two years. Now he is a clerk-Mr. Xu of a local taxation bureau in a certain district of Beijing and Mr. Liu of Beijing Association for Science and Technology have almost the same resumes, but before July 2004, their incomes in different departments were quite different.
Plus various subsidies and bonuses (excluding holiday fees and year-end double salary), Liu gets 2,200 yuan a month, with an annual income of less than 28,000 yuan; For Xu Lai, although the payroll is only 1.700 ~ 1.800 (salary is more than 1.300, household inspection fee is more than 700, and housing accumulation fund is more than 400), the quarterly bonus is 6,000 (per quarter 1.500).
Although the state has unified regulations on the basic salary of civil servants at all levels, in fact, the income of civil servants in different departments is very different, especially between the real power department and the Qingshui yamen, which has been a hidden rule for more than ten years.
But from July, Xu and Liu got the same salary for the first time, about 2700 yuan to 2900 yuan.
For Mr. Xu, although the figures on the payroll have gone up, the quarterly bonus and year-end bonus have been cancelled-which means that the annual income will be reduced by more than 10 thousand yuan.
For Mr. Liu, this is the biggest salary increase in recent years.
Unconfirmed data show that in this adjustment, 70% of civil servants' salaries have increased, 20% have decreased, and 10% has remained basically unchanged.
After the reform is completed, the income of Liu and more than 50,000 civil servants in Beijing will be leveled and unified under "358 1".
Previously, the legend of "358 1" said that the monthly salary of cadres at departments, departments, bureaus and ministerial levels was 3,000 yuan, 5,000 yuan, 8,000 yuan and 1 10,000 yuan respectively. However, the reporter told the authorities that "358 1" refers to the annual salary, that is, the annual salary of departments, offices, bureaus and offices reaches 30,000, 50,000, 80,000 and 65,438+10,000.
"Qingshui Yamen" like Beijing Association for Science and Technology is the main beneficiary, while "real power departments" including public security, courts, taxation, industry and commerce are unlucky 10%.
"One of the purposes of this reform is to eliminate the unreasonable income brought by industry monopoly and policy power, and to make the salaries of civil servants transparent. A researcher from China Institute of Personnel Science told this magazine.
The means and objectives adopted can be summarized as follows: changing civil servants from "dark" to "bright" and making them public; Second, change "complex" into "simple" and simplify salary items; Third, eliminate the wage gap between departments.
What is the fate of the small vault?
On Mr. Liu's new payroll, the main items are basic salary, post allowance, work allowance and performance bonus, while the previous target management award, communication fee, washing fee, book and newspaper fee, overtime pay and non-partner allowance have all been cancelled.
Various dazzling subsidies, bonuses and allowances once existed in the income of every civil servant, and their names and amounts determined the actual income of civil servants in different departments. It can enter the payroll, or directly enter the pockets of civil servants in the form of cash, vouchers or in-kind benefits.
This part of the income mainly comes from two aspects. One is the "Tianjin subsidy" stipulated by governments at all levels and even departments. For example, Mr. Xu's year-end award 1 ,000 yuan comes from the district finance; There is also a "small treasury" of the unit itself. "Places and departments with sufficient financial resources naturally send much more." Mr. Lin of the Beijing Municipal Government said.
The source of small coffers can be income generated by units, administrative examination and approval fees, law enforcement fines, etc. It may also be income from arbitrary charges, fines and apportionment. Under normal circumstances, the accounts of the "small treasury" are only clear to the main leaders of the unit and the financial department, and most of them are not turned over to the finance.
The existence of small coffers not only makes the income of civil servants in different departments at the same level unbalanced, but also may become the driving force for some real power departments to use public power to seek personal gain of units or individuals.
One of the goals of the "Sunshine Project" in Beijing is to clean up the unit's "small coffers" and merge the subsidies distributed at the municipal and district levels into a unified standard, which will be included in the "work allowance" and "performance bonus". It even stipulates the original different levels of "festival fees": 1000 yuan each time, 4,000 yuan per year. In this way, this part of the income originally under the table is put on the table, which makes the salary of civil servants "dark" become "bright".
At the end of June, a district court in Beijing posted a notice announcing the salaries of all employees from the dean to the clerk. The rest of the income has since disappeared.
After the abolition of the small treasury, the salaries of civil servants will be paid by the finance. A related person from the Beijing Municipal Government said, "Most people have raised their wages without increasing the total fiscal expenditure, even slightly lower than before."
A similar statement comes from a research department in Beijing. He said that this time, the per capita fiscal expenditure has increased by about 40 yuan, and the per capita wage has not changed much. Unlike the previous reforms in other places, the salaries of civil servants have increased a lot, and the finances have increased a lot. "So this wage reform can only be called standardization and adjustment."
A person from the Ministry of Personnel said that "standardization" is a systematic work, and its premise is to implement the management of two lines of revenue and expenditure, and all the income of each department will enter the financial special account and be uniformly spent by the finance. Therefore, most of the sources of funds for subsidies issued by various units themselves before the standardization are also included in the finance. If the balance of payments is balanced, the fiscal expenditure after "standardization" will not increase much, and may even decrease.
However, a common question is whether "Sunshine Project" can eradicate "small coffers" and gray income. A Sina netizen expressed his concern: If wages only go up in the "sunshine" and there are no certain supervision measures, can't those real power departments still get "sunshine wages" in their left hands and "dark wages" in their right hands?
To this end, Beijing's plan specifically stipulates that "subsidies, bonuses and vouchers (cards) are not allowed to be distributed by themselves. Anyone who violates the regulations will be punished according to the' small treasury', and the main leaders, leaders in charge and financial leaders of the unit will be dismissed, and the subsidies for the staff of the unit will be stopped. "
According to a researcher from China Institute of Personnel Science, "standardizing subsidies" is only a part of the huge wage reform, and many supporting policies will be introduced to solve these problems.
New orientation of officialdom?
With the cancellation of the "small treasury", leaders of all units no longer have to worry about the income and welfare of income-generating employees, but can concentrate on their own business.
However, according to a judge of Beijing Intermediate People's Court, the unification of wages does not necessarily mean fairness.
It belongs to the judicial system, because the court has legal fees and other income, and its employees' income is usually higher than that of the procuratorate. After the implementation of the new policy, this gap will be leveled.
But the judge said that according to his calculation, the workload of the court and the procuratorate is very different. The procuratorate only has criminal cases, while the criminal cases of the court only account for about 10% of all cases. In the case that the number of people is not much different, the workload of the court should be much larger. Some people in the public security system think that the police work hard and dangerous, and their income should not be equal to that of the office staff.
I haven't seen how Beijing's plan responds to such calls for the time being. In practice, it seems difficult to have a reasonable standard to measure the work between different departments.
So there has been such a criticism that "358 1" may create a new "pot rice".
Even within the unit, this kind of controversy exists. Mr. Xu, who works in a local taxation bureau, found that the salary gap between himself and the section chief was at most 400 ~ 500 yuan, but now it has expanded to 700 ~ 800 yuan, and the gap with the section chief has more than doubled.
A person from the Beijing Intermediate People's Court said that in the past, the basic salary of a clerk was lower than that of a department head, but if he handled cases with good quality, his income might be similar to or even higher than that of the director.
According to him, an intermediate people's court in Beijing has gradually formed its own internal bonus system since 1996, and its main criterion is "quantity and quality of work", which is objectively conducive to improving the enthusiasm of court civil servants. The cancellation of these bonuses-although performance pay is set up in the new system, it is only linked to the level of civil servants and has nothing to do with personal performance-may lead everyone to return to the era of doing more and doing less.
On the other hand, it is understood that the bonus of a department-level civil servant who has worked in the court for four years accounts for almost one-third of his total income. The difference in the quantity and quality of work makes this bonus very different. "Our grassroots civil servants naturally value this part of income." Mr. Wang of a district court in Beijing said.
However, after "358 1" cancelled its own bonus, the salaries of department-level civil servants with higher incomes dropped the most, while the salaries of department-level cadres did not change much, and the incomes of bureau-level and ministerial-level officials increased. On the whole, a staff member of the Beijing Municipal Development and Reform Commission commented that in this reform, the income of ordinary civil servants, especially middle and lower-level civil servants, has increased very little, while the differences between civil servants at different levels have been widened.
The widening income between classes objectively highlights the importance of "official career". "The previous bonus system objectively caused a result, that is, many people did not take continuous promotion as the only way and felt that they could be an ordinary civil servant conscientiously." People in Beijing Intermediate People's Court said, "But now it's not working, forcing everyone to go to their careers."
According to the evaluation of civil servants, it is reasonable for civil servants of different levels to widen the income gap because of their different ranks, responsibilities and risks. However, the premise is that the mechanism of civil servants' promotion and demotion, rewards and punishments should also be scientific and reasonable, otherwise it may dampen the enthusiasm of more civil servants. Therefore, the reform of the salary system should be matched with the personnel system, which is a bigger project.