Institutions implement the post performance salary system. Post performance salary consists of post salary, salary scale salary, performance salary and allowance, in which post salary and salary scale salary are basic salary.

1. Post salary.

The post salary mainly reflects the responsibilities and requirements of the post where the employee is employed. Institutions are divided into professional and technical posts, management posts and ground skills posts. Professional and technical posts are set to 13 level, and management posts are set to 10 level. Workers' technical posts are divided into technical posts and ordinary posts, and technical posts are set at 5 levels, regardless of grades. Different levels of posts correspond to different salary standards (attachment 1, 2, 3). The staff shall implement the corresponding post salary standard according to the positions they have hired.

2. Salary grade.

The salary scale mainly reflects the performance and qualifications of staff. There are 65 salary scales for professional technicians and managers and 40 salary scales for workers, and each salary scale corresponds to a salary standard (Appendix 1, 2, 3). Set different starting salary levels for different positions. The staff shall determine the salary scale according to work performance, qualifications, positions and other factors, and implement the corresponding salary scale and salary standard.

3. Performance pay.

Performance pay mainly reflects the performance and contribution of employees. The state conducts total regulation and policy guidance on the distribution of performance pay in public institutions. Institutions in the approved total performance pay, in accordance with standardized procedures and requirements, independent distribution.

After the implementation of performance pay in public institutions, the current year-end one-time bonus will be cancelled and the amount of one-month basic salary and regional additional allowance will be included in performance pay.

4. Subsidies.

One-sex career subsidies are divided into subsidies for hard and remote areas and subsidies for special posts.

The allowance for hard and remote areas is mainly based on the differences in natural geographical environment and social development to give appropriate compensation to the staff who work and live in hard and remote areas. The staff of institutions in hard and remote areas shall implement the subsidy system for hard and remote areas stipulated by the state. The funds needed to implement subsidies in hard and remote areas are paid by the central government.

Special post allowance subsidies mainly reflect the policy inclination of staff in institutions with special posts such as hardship, dirty, fatigue and insurance. The state implements unified management of subsidies for special posts.