高等学校绩效工资总量管理的优化与创新:历程、特点与思路OA

Improving the total performance-based salary management system for colleges and universities is a crucial guarantee for deeply implementing the strategies of rejuvenating the country through science and education,strengthening the nation through talent,and driving development through innovation,as well as stimulating the innovation vitality of higher education institutions.This paper systematically reviews the evolution of total performance-based salary management in China's higher education institutions since 2006,and deeply analyzes the industry characteristics of colleges and universities,such as their strong strategic nature,high innovativeness,wide distribution,diverse types,and concentration of high-level talents,along with their special requirements for salary management.The study finds that,based on the significant characteristics distinguishing higher education institutions from general public institutions,it is necessary to implement separate management for their total performance-based salary.Therefore,the paper proposes a"1+X"optimization approach:adhering to the unified national post-performance-based salary system("1"),implementing separate management for the total performance-based salary of higher education institutions,and establishing a dynamic adjustment mechanism;meanwhile,setting up special incentive projects outside the total amount("X"),incorporating personnel funding for fiscal scientific research projects,remuneration for high-level talents,income from the transformation of scientific and technological achievements,etc.,and implementing additional incentives and constraint mechanisms not restricted by the conventional total amount.