I am a staff member from a grassroots institution in Yunnan Province who was admitted in 2016. I would like to talk to you about the treatment of our grassroots institutions. Originally, the salary income of public institutions is less than that of civil servants, and we are in a management position, so the salary is lower. This time, the state adjusted the salary income, and public institutions generally increased 1,500 yuan, and civil servants generally increased about 2,000 yuan, and our public institutions only had 4,800 civil servants and 7,300. For our grassroots personnel, there is no bonus, no overtime pay, no so-called car reform subsidy, no so-called car subsidy. We also have to work overtime and serve in the countryside. It is hoped that the state will pay more attention to the treatment of personnel in grassroots institutions and give us the respect and rewards we deserve.
This is the voice of a staff member of a grassroots institution in Yunnan Province.
As for issues such as subsidies for official vehicles, this is indeed an issue of great concern. In Yunnan Province, the issuance of subsidies for official vehicles is strictly implemented in accordance with relevant national policies. Although there may be some problems or contradictions in actual operation, the relevant departments are also actively seeking solutions and reflecting the situation to the relevant national departments in order to get better policy support and guidance.
Recently, the discussion on the salary adjustment of civil servants and public institutions has once again become a hot topic.
When civil servants generally raised their salaries by 2,000 yuan, while public institutions only increased by 1,500 yuan, many public institution personnel were dissatisfied and confused:Is this pay gap justified?
First of all, we must make it clear that there is an essential difference between the salary system of civil servants and public institutions. The salary system for civil servants is based on a unified national model of combining positions and grades, including basic salaries, allowances, subsidies and bonuses. This system ensures the stability and relatively high level of income of civil servants. In contrast, the wage system of public institutions is more flexible, and the post performance wage system is implemented, and the basic salary is composed of post salary and salary scale salary, and the performance salary is closely related to the operating conditions of the unit, the work performance of individuals and other factors. This system design is designed to motivate the personnel of public institutions to better contribute to the unit and society, but at the same time, it also brings about differences in salary levels.
Secondly, this difference is not only reflected in the basic salary, but also in the allowances, subsidies, bonuses, etc. These differences have led to significant disparities in the overall income levels of the two.
In the case of car allowance, most civil servants are able to enjoy car allowance, which is a fixed part of their salary. The existence of car subsidies has given civil servants a certain guarantee in terms of transportation expenses, and has also indirectly increased their real income. In contrast, employees of public institutions often do not have car subsidies or have low car compensation standards. To a certain extent, this has increased the transportation burden of employees in public institutions, and also widened the income gap with civil servants.
Furthermore, on the question of the reasonableness of the salary gap between civil servants and public institutions, we cannot simply compare them in numbers. There are differences between civil servants and public institutions in terms of the nature of their work, their responsibilities, and their working environment. As part of the national civil service, civil servants are responsible for the management and service of the State, and their salary levels need to be commensurate with their responsibilities and status. The public institutions cover many industries and fields, from education and medical care to scientific research and culture. There are significant differences in the nature of work, responsibilities and working environments in these units.
In addition, we also need to note that the salary level of some public institutions may be much higher than that of civil servants. This is mainly because these institutions tend to have relatively high economic and social benefits, and their operating and financial conditions are relatively good. In this case, it is reasonable to give employees a higher level of salary and a recognition of the value and contribution of their work.
To sum up, the salary gap between civil servants and public institutions is not simply determined by numbers, but is closely related to the different work natures, responsibilities and working environments of the two. Therefore, we cannot simply assume that the salary of civil servants should be higher or lower than that of public institutions. Rather, we should take a more holistic view of the issue, understanding and respecting the differences and characteristics of different professions. At the same time, we need to continuously improve and adjust the salary system to ensure that it not only motivates employees to work actively, but also reflects fairness and justice.