文章來(lai)源：政策(ce)法規局(ju) 發布時(shi)間：2017-06-12
遼(liao)國資〔2014〕72號
各省屬企業：
《關(guan)于深化省屬企業勞動用工和收入分配制度改革的(de)實(shi)(shi)施(shi)意見(jian)》已經(jing)省國資委2014年第10次(ci)主任會議審議通過，現印發給你們，請認真貫徹落實(shi)(shi)。
省國資委
2014年10月28日
關于深化(hua)省(sheng)屬企業(ye)勞動用工(gong)和(he)收入分配
制度改革的實施意見
為深入(ru)貫徹落(luo)實黨的十(shi)八(ba)大、十(shi)八(ba)屆三(san)中全會精神，深化企業內部員工能進能出(chu)、管理人員能上能下(xia)(xia)、收入(ru)能增(zeng)能減的制(zhi)(zhi)度改(gai)革(ge)，構(gou)建市場化用工分配機(ji)制(zhi)(zhi)，進一(yi)步提高企業競爭(zheng)力和(he)(he)活力，現就(jiu)深化省屬(shu)企業勞動用工和(he)(he)收入(ru)分配制(zhi)(zhi)度改(gai)革(ge)提出(chu)以(yi)下(xia)(xia)實施意見(jian)。
一、充(chong)分(fen)認識深(shen)化勞動(dong)用工和收入分(fen)配制度改革的(de)重要性和緊迫性
深(shen)化(hua)勞動(dong)用(yong)工(gong)(gong)和(he)(he)收入分(fen)配(pei)制(zhi)(zhi)度(du)改革是國有企(qi)(qi)業(ye)改革的重(zhong)要(yao)內(nei)容(rong)，是增(zeng)強省屬企(qi)(qi)業(ye)活(huo)(huo)力(li)(li)的現實需要(yao)。多年(nian)來，省屬企(qi)(qi)業(ye)在(zai)勞動(dong)用(yong)工(gong)(gong)和(he)(he)收入分(fen)配(pei)方面，積極實踐和(he)(he)探索，取得了(le)明顯的成效(xiao)，但是隨著改革逐(zhu)步深(shen)入，省屬企(qi)(qi)業(ye)用(yong)工(gong)(gong)分(fen)配(pei)方面存在(zai)的體制(zhi)(zhi)機制(zhi)(zhi)問(wen)題也逐(zhu)漸顯現，部(bu)(bu)分(fen)企(qi)(qi)業(ye)內(nei)部(bu)(bu)改革不(bu)到位，市(shi)場化(hua)選人(ren)用(yong)人(ren)和(he)(he)激(ji)勵約(yue)束機制(zhi)(zhi)還未(wei)真正(zheng)形成，部(bu)(bu)分(fen)企(qi)(qi)業(ye)員(yuan)工(gong)(gong)能進不(bu)好出、管理(li)人(ren)員(yuan)能上不(bu)易下、收入能增(zeng)不(bu)能減(jian)等問(wen)題仍然存在(zai)，工(gong)(gong)資福利管理(li)不(bu)規范的問(wen)題時有發生(sheng)，影(ying)響了(le)企(qi)(qi)業(ye)發展(zhan)活(huo)(huo)力(li)(li)和(he)(he)競(jing)爭(zheng)力(li)(li)。深(shen)化(hua)省屬企(qi)(qi)業(ye)用(yong)工(gong)(gong)分(fen)配(pei)制(zhi)(zhi)度(du)改革，采取各(ge)種措施(shi)，推進企(qi)(qi)業(ye)內(nei)部(bu)(bu)機制(zhi)(zhi)轉換(huan)，能夠增(zeng)強企(qi)(qi)業(ye)發展(zhan)活(huo)(huo)力(li)(li)和(he)(he)競(jing)爭(zheng)力(li)(li)，提升(sheng)省屬企(qi)(qi)業(ye)發展(zhan)的質(zhi)量(liang)效(xiao)益，促進省屬企(qi)(qi)業(ye)持(chi)續健康發展(zhan)。
二、基本原則
堅(jian)持市場(chang)化改革(ge)方向。遵(zun)循市場(chang)規律(lv)和企(qi)業發(fa)展規律(lv)，推進省屬企(qi)業用工分配的市場(chang)化改革(ge)。
堅持注重效率、維護公(gong)平。職工工資增長與效益(yi)提高相匹(pi)配。用工分配管理流(liu)程公(gong)開(kai)透明，接受公(gong)眾監(jian)督(du)。
堅持依法(fa)合規(gui)、分類管(guan)理(li)。按照企業(ye)功能(neng)定位，依法(fa)規(gui)范(fan)勞動用工和收入(ru)分配管(guan)理(li)，逐(zhu)級落實出資人職責，指導所出資控股企業(ye)推(tui)進用工分配制度改(gai)革(ge)。
堅持統籌兼(jian)顧、重點突破。深化用工(gong)分配制度改革與員工(gong)績效管理改革相結合，突出解決(jue)重點問題，統籌推進(jin)，確保(bao)改革平穩有(you)序(xu)進(jin)行。
三、改革目標
深化(hua)勞動用工和(he)收入分(fen)(fen)配(pei)制(zhi)度(du)改(gai)(gai)革(ge)的目標(biao)要(yao)求是(shi)：省屬(shu)企業(ye)市場化(hua)程度(du)顯著提(ti)高，用工分(fen)(fen)配(pei)關(guan)系(xi)更加和(he)諧，收入分(fen)(fen)配(pei)秩序(xu)明顯改(gai)(gai)善(shan)，激勵約(yue)束機制(zhi)逐(zhu)步健(jian)全，勞動生產效率有效提(ti)升。
2014年全(quan)面啟動省(sheng)(sheng)屬(shu)企業深化勞(lao)動用工和(he)分配制度(du)改(gai)(gai)革工作，2015年取(qu)得明顯進展，到2017年省(sheng)(sheng)屬(shu)企業市場化收入分配和(he)勞(lao)動用工管理(li)體系全(quan)部建立，省(sheng)(sheng)屬(shu)企業員工能進能出渠道基(ji)本(ben)暢通(tong)，管理(li)人員能上能下(xia)機制基(ji)本(ben)形成，收入能增能減辦法基(ji)本(ben)實(shi)現(xian)，為省(sheng)(sheng)屬(shu)企業市場化改(gai)(gai)革奠定堅實(shi)基(ji)礎，為全(quan)面實(shi)現(xian)遼寧(ning)國資國企改(gai)(gai)革目標(biao)提供有力保障。
四、改革內容
（一）推動用工契約化管理，實現員(yuan)工能進能出
通過勞(lao)動(dong)用(yong)工制度改革，建立起以合同契約化管(guan)理(li)為(wei)(wei)核(he)心、崗位(wei)管(guan)理(li)為(wei)(wei)基礎的(de)市場(chang)化用(yong)工機(ji)制，暢通進出渠(qu)道，形成能進能出的(de)正常流動(dong)機(ji)制。
1.全面(mian)推行公(gong)(gong)(gong)開(kai)(kai)招(zhao)(zhao)(zhao)聘(pin)制(zhi)(zhi)度。省(sheng)(sheng)屬(shu)企業招(zhao)(zhao)(zhao)錄員(yuan)工(gong)，按(an)照(zhao)公(gong)(gong)(gong)開(kai)(kai)、平(ping)等、競(jing)爭、擇優(you)的(de)原則，全面(mian)推行公(gong)(gong)(gong)開(kai)(kai)招(zhao)(zhao)(zhao)聘(pin)制(zhi)(zhi)度。各省(sheng)(sheng)屬(shu)企業應(ying)(ying)制(zhi)(zhi)定(ding)公(gong)(gong)(gong)開(kai)(kai)招(zhao)(zhao)(zhao)聘(pin)辦(ban)法，面(mian)向社(she)會公(gong)(gong)(gong)開(kai)(kai)招(zhao)(zhao)(zhao)聘(pin)，做到(dao)信息公(gong)(gong)(gong)開(kai)(kai)、過程公(gong)(gong)(gong)開(kai)(kai)和結果公(gong)(gong)(gong)開(kai)(kai)。招(zhao)(zhao)(zhao)聘(pin)信息應(ying)(ying)面(mian)向社(she)會公(gong)(gong)(gong)開(kai)(kai)發布，不得設(she)置歧(qi)視性、排(pai)他性錄用(yong)條件(jian)，不得降(jiang)低條件(jian)定(ding)向招(zhao)(zhao)(zhao)錄本企業職工(gong)親屬(shu)。擬錄用(yong)人員(yuan)應(ying)(ying)通過適(shi)當形式在一定(ding)范圍內公(gong)(gong)(gong)示，確保公(gong)(gong)(gong)開(kai)(kai)招(zhao)(zhao)(zhao)聘(pin)工(gong)作的(de)公(gong)(gong)(gong)平(ping)、公(gong)(gong)(gong)正，提高(gao)員(yuan)工(gong)招(zhao)(zhao)(zhao)聘(pin)質量。國(guo)家(jia)政策(ce)性安置、涉密崗位(wei)等人員(yuan)的(de)聘(pin)用(yong)按(an)照(zhao)國(guo)家(jia)有關規定(ding)執行。
2.加強勞(lao)動(dong)(dong)(dong)合(he)(he)(he)同(tong)(tong)(tong)(tong)(tong)(tong)管(guan)理(li)。省屬(shu)企(qi)業(ye)要(yao)(yao)打破身(shen)份界限，構建以(yi)崗位管(guan)理(li)為基礎、以(yi)合(he)(he)(he)同(tong)(tong)(tong)(tong)(tong)(tong)管(guan)理(li)為核心的(de)契約化(hua)(hua)、市場化(hua)(hua)用(yong)工(gong)管(guan)理(li)機制。各(ge)省屬(shu)企(qi)業(ye)要(yao)(yao)依法(fa)與員(yuan)工(gong)簽(qian)(qian)訂(ding)(ding)勞(lao)動(dong)(dong)(dong)合(he)(he)(he)同(tong)(tong)(tong)(tong)(tong)(tong)，勞(lao)動(dong)(dong)(dong)合(he)(he)(he)同(tong)(tong)(tong)(tong)(tong)(tong)簽(qian)(qian)訂(ding)(ding)率(lv)達到(dao)l00%。強化(hua)(hua)勞(lao)動(dong)(dong)(dong)合(he)(he)(he)同(tong)(tong)(tong)(tong)(tong)(tong)對(dui)實現員(yuan)工(gong)能進(jin)能出(chu)的(de)重要(yao)(yao)作用(yong)，細化(hua)(hua)勞(lao)動(dong)(dong)(dong)合(he)(he)(he)同(tong)(tong)(tong)(tong)(tong)(tong)期(qi)限、工(gong)作內(nei)容、勞(lao)動(dong)(dong)(dong)紀律、績(ji)效要(yao)(yao)求、合(he)(he)(he)同(tong)(tong)(tong)(tong)(tong)(tong)終止條(tiao)(tiao)件、違約責(ze)任等(deng)條(tiao)(tiao)款，明確雙方的(de)權利義務(wu)。圍繞勞(lao)動(dong)(dong)(dong)合(he)(he)(he)同(tong)(tong)(tong)(tong)(tong)(tong)各(ge)項條(tiao)(tiao)款，完(wan)善(shan)相關管(guan)理(li)制度，確保(bao)員(yuan)工(gong)任用(yong)和合(he)(he)(he)同(tong)(tong)(tong)(tong)(tong)(tong)終止等(deng)有(you)法(fa)可依、有(you)章可循。企(qi)業(ye)要(yao)(yao)依法(fa)完(wan)成對(dui)勞(lao)動(dong)(dong)(dong)關系的(de)清理(li)，通過簽(qian)(qian)訂(ding)(ding)、繼(ji)續履行、變(bian)更、解(jie)除或終止勞(lao)動(dong)(dong)(dong)合(he)(he)(he)同(tong)(tong)(tong)(tong)(tong)(tong)等(deng)方式，規范勞(lao)動(dong)(dong)(dong)合(he)(he)(he)同(tong)(tong)(tong)(tong)(tong)(tong)管(guan)理(li)。
3.構建(jian)員(yuan)(yuan)工(gong)(gong)正常流(liu)動(dong)(dong)機(ji)(ji)制(zhi)。省屬企(qi)(qi)(qi)業(ye)(ye)(ye)根(gen)(gen)據企(qi)(qi)(qi)業(ye)(ye)(ye)發展戰略要求和(he)(he)生產經(jing)營需要，構建(jian)員(yuan)(yuan)工(gong)(gong)正常流(liu)動(dong)(dong)機(ji)(ji)制(zhi)，暢通員(yuan)(yuan)工(gong)(gong)退出(chu)渠道(dao)。企(qi)(qi)(qi)業(ye)(ye)(ye)應明確勞(lao)(lao)動(dong)(dong)合(he)(he)(he)(he)同(tong)(tong)(tong)期滿續(xu)簽標準，根(gen)(gen)據勞(lao)(lao)動(dong)(dong)合(he)(he)(he)(he)同(tong)(tong)(tong)約定(ding)和(he)(he)企(qi)(qi)(qi)業(ye)(ye)(ye)實際(ji)情(qing)況(kuang)，依(yi)法選擇續(xu)簽或(huo)解(jie)除勞(lao)(lao)動(dong)(dong)合(he)(he)(he)(he)同(tong)(tong)(tong)。企(qi)(qi)(qi)業(ye)(ye)(ye)應強化(hua)(hua)員(yuan)(yuan)工(gong)(gong)績效考(kao)核，明確員(yuan)(yuan)工(gong)(gong)不勝(sheng)任(ren)崗(gang)位要求的認定(ding)標準，對(dui)不勝(sheng)任(ren)工(gong)(gong)作(zuo)且經(jing)過培(pei)訓或(huo)者調(diao)整工(gong)(gong)作(zuo)崗(gang)位，仍不能勝(sheng)任(ren)工(gong)(gong)作(zuo)的，按照(zhao)法律法規(gui)要求履行(xing)有關(guan)程(cheng)序和(he)(he)手(shou)續(xu)后，依(yi)法解(jie)除勞(lao)(lao)動(dong)(dong)合(he)(he)(he)(he)同(tong)(tong)(tong)。企(qi)(qi)(qi)業(ye)(ye)(ye)應細化(hua)(hua)員(yuan)(yuan)工(gong)(gong)違(wei)法違(wei)規(gui)和(he)(he)違(wei)反企(qi)(qi)(qi)業(ye)(ye)(ye)規(gui)章制(zhi)度(du)的處罰標準，符(fu)合(he)(he)(he)(he)解(jie)除條(tiao)件(jian)的應當依(yi)法解(jie)除勞(lao)(lao)動(dong)(dong)合(he)(he)(he)(he)同(tong)(tong)(tong)。企(qi)(qi)(qi)業(ye)(ye)(ye)應盤活人(ren)(ren)力資(zi)源存量，建(jian)立內部(bu)人(ren)(ren)力資(zi)源市場，提高(gao)人(ren)(ren)力資(zi)源使用效率。企(qi)(qi)(qi)業(ye)(ye)(ye)應多渠道(dao)分(fen)流(liu)安(an)置(zhi)富(fu)(fu)余(yu)人(ren)(ren)員(yuan)(yuan)，通過轉崗(gang)、待崗(gang)培(pei)訓、解(jie)除勞(lao)(lao)動(dong)(dong)合(he)(he)(he)(he)同(tong)(tong)(tong)等多種途徑(jing)，完(wan)成富(fu)(fu)余(yu)人(ren)(ren)員(yuan)(yuan)分(fen)流(liu)安(an)置(zhi)工(gong)(gong)作(zuo)。富(fu)(fu)余(yu)人(ren)(ren)員(yuan)(yuan)待崗(gang)期間領取生活費，企(qi)(qi)(qi)業(ye)(ye)(ye)有空缺崗(gang)位時，應優先安(an)排富(fu)(fu)余(yu)人(ren)(ren)員(yuan)(yuan)上崗(gang)，不服從(cong)企(qi)(qi)(qi)業(ye)(ye)(ye)工(gong)(gong)作(zuo)安(an)排的，企(qi)(qi)(qi)業(ye)(ye)(ye)可依(yi)法與其解(jie)除或(huo)終止勞(lao)(lao)動(dong)(dong)關(guan)系。
（二）強化崗位績(ji)效管理，實現(xian)管理人員(yuan)能上能下(xia)
打破原有身份界限，推進以崗位管(guan)理(li)為(wei)基礎的職業(ye)發(fa)展通道建設。建立企業(ye)管(guan)理(li)人員選(xuan)聘、考核、獎懲和(he)退出機制，加大(da)企業(ye)各(ge)級(ji)管(guan)理(li)人員市場化選(xuan)聘比例(li)。
1.完(wan)善以(yi)崗(gang)位(wei)管(guan)(guan)理(li)(li)(li)為(wei)基礎(chu)的(de)職業(ye)發展(zhan)通(tong)道。省屬企(qi)業(ye)應(ying)合(he)理(li)(li)(li)設(she)置職能部門和管(guan)(guan)理(li)(li)(li)崗(gang)位(wei)，減(jian)少企(qi)業(ye)管(guan)(guan)理(li)(li)(li)層級，嚴控管(guan)(guan)理(li)(li)(li)人(ren)員數(shu)量。完(wan)善管(guan)(guan)理(li)(li)(li)人(ren)員崗(gang)位(wei)管(guan)(guan)理(li)(li)(li)體系(xi)，明(ming)確管(guan)(guan)理(li)(li)(li)崗(gang)位(wei)職責和任職資格要(yao)求，規范定(ding)(ding)(ding)崗(gang)、定(ding)(ding)(ding)編、定(ding)(ding)(ding)員、定(ding)(ding)(ding)薪(xin)。要(yao)建立以(yi)綜合(he)評(ping)(ping)價為(wei)基礎(chu)、任職考(kao)核(he)為(wei)核(he)心的(de)管(guan)(guan)理(li)(li)(li)人(ren)員職位(wei)發展(zhan)體系(xi)，制定(ding)(ding)(ding)管(guan)(guan)理(li)(li)(li)人(ren)員選拔任用和考(kao)核(he)評(ping)(ping)價標準，以(yi)崗(gang)定(ding)(ding)(ding)薪(xin)，崗(gang)變薪(xin)變。
2.建(jian)立(li)以能(neng)(neng)力(li)和績效(xiao)為導向的選拔(ba)任(ren)用(yong)機制(zhi)。省屬企業應建(jian)立(li)管理人員能(neng)(neng)力(li)評價(jia)體系，在綜合(he)考(kao)核評價(jia)的基礎上(shang)選賢(xian)任(ren)能(neng)(neng)，努力(li)實(shi)現“能(neng)(neng)者上(shang)、庸者下、平者讓”。強化(hua)管理人員績效(xiao)考(kao)核，科學合(he)理設(she)置績效(xiao)目標，將績效(xiao)結果(guo)與職(zhi)(zhi)位(wei)升降和薪酬調整緊密掛鉤。對于經考(kao)核評價(jia)不能(neng)(neng)勝任(ren)工(gong)作的，應調整崗位(wei)，降職(zhi)(zhi)降薪，真正做到能(neng)(neng)上(shang)能(neng)(neng)下。
3.推進管(guan)(guan)理(li)人(ren)員市場(chang)化選聘(pin)。省屬企業要擴大選人(ren)用人(ren)視野，合理(li)增加(jia)管(guan)(guan)理(li)人(ren)員市場(chang)化選聘(pin)比(bi)例。市場(chang)化選聘(pin)的職業經(jing)理(li)人(ren)，簽訂績效協議，實(shi)行聘(pin)任制和契約化管(guan)(guan)理(li)，建立(li)與業績緊密掛鉤的引進和退出機(ji)制。
（三）推進收(shou)入分配市場化改(gai)革，實現收(shou)入能(neng)增能(neng)減
堅(jian)持效(xiao)益決定(ding)分配的原則，合理確定(ding)同企業競爭能力相適應的員工(gong)收(shou)入(ru)水(shui)平(ping)。規范企業內(nei)部分配行(xing)為(wei)，理順(shun)內(nei)部收(shou)入(ru)分配關系，逐步建立反映勞動力市場價位、與企業經(jing)濟效(xiao)益和個人績效(xiao)緊密掛(gua)鉤的員工(gong)工(gong)資決定(ding)及正常增長機(ji)制(zhi)。
1.著力工(gong)(gong)(gong)資(zi)總額能(neng)增(zeng)能(neng)減(jian)機制建設(she)。省屬企(qi)(qi)業(ye)應制定分類調控、能(neng)增(zeng)能(neng)減(jian)的企(qi)(qi)業(ye)內部工(gong)(gong)(gong)資(zi)總額預算管(guan)理(li)辦法，建立工(gong)(gong)(gong)資(zi)效益聯(lian)動(dong)機制，切實做到工(gong)(gong)(gong)資(zi)總額與企(qi)(qi)業(ye)效益緊密掛鉤，企(qi)(qi)業(ye)效益下降(jiang)時，工(gong)(gong)(gong)資(zi)總額應當隨之下降(jiang)。積極構建人工(gong)(gong)(gong)成本預算管(guan)理(li)制度體系，不斷提高投入產出效率。嚴格控制企(qi)(qi)業(ye)人工(gong)(gong)(gong)成本，使人工(gong)(gong)(gong)成本水平與企(qi)(qi)業(ye)發展戰略和競爭(zheng)力相(xiang)適應。
2.推(tui)進與(yu)(yu)效(xiao)益密切(qie)聯(lian)系(xi)的(de)薪(xin)(xin)酬(chou)制度改革。省屬企(qi)(qi)(qi)業(ye)(ye)應(ying)根據企(qi)(qi)(qi)業(ye)(ye)實(shi)際建立符合(he)(he)市場(chang)要求(qiu)的(de)員(yuan)(yuan)工(gong)薪(xin)(xin)酬(chou)制度，優化(hua)薪(xin)(xin)酬(chou)結構。員(yuan)(yuan)工(gong)薪(xin)(xin)酬(chou)一般由(you)基本(ben)薪(xin)(xin)酬(chou)、績(ji)(ji)(ji)(ji)效(xiao)薪(xin)(xin)酬(chou)等組成(cheng)(cheng)。基本(ben)薪(xin)(xin)酬(chou)體(ti)(ti)現(xian)工(gong)作年限(xian)、崗(gang)(gang)位(wei)(wei)責(ze)任(ren)、崗(gang)(gang)位(wei)(wei)技能(neng)(neng)、崗(gang)(gang)位(wei)(wei)強度、崗(gang)(gang)位(wei)(wei)環境等因(yin)素，應(ying)根據勞動(dong)力市場(chang)價(jia)位(wei)(wei)、企(qi)(qi)(qi)業(ye)(ye)成(cheng)(cheng)本(ben)承受(shou)能(neng)(neng)力等合(he)(he)理確定(ding)，并隨企(qi)(qi)(qi)業(ye)(ye)經營狀(zhuang)況的(de)改變適時調整。績(ji)(ji)(ji)(ji)效(xiao)薪(xin)(xin)酬(chou)體(ti)(ti)現(xian)個人(ren)業(ye)(ye)績(ji)(ji)(ji)(ji)與(yu)(yu)所作貢獻，與(yu)(yu)企(qi)(qi)(qi)業(ye)(ye)效(xiao)益、個人(ren)績(ji)(ji)(ji)(ji)效(xiao)緊密掛鉤，確保收(shou)入(ru)(ru)能(neng)(neng)增(zeng)(zeng)能(neng)(neng)減。企(qi)(qi)(qi)業(ye)(ye)效(xiao)益下降或者職工(gong)未完(wan)成(cheng)(cheng)績(ji)(ji)(ji)(ji)效(xiao)目標的(de)，員(yuan)(yuan)工(gong)績(ji)(ji)(ji)(ji)效(xiao)薪(xin)(xin)酬(chou)總體(ti)(ti)水(shui)(shui)平相應(ying)下降。省屬企(qi)(qi)(qi)業(ye)(ye)要按(an)照員(yuan)(yuan)工(gong)崗(gang)(gang)位(wei)(wei)層級和類別，合(he)(he)理設置基本(ben)薪(xin)(xin)酬(chou)和績(ji)(ji)(ji)(ji)效(xiao)薪(xin)(xin)酬(chou)的(de)比(bi)重。各級管理人(ren)員(yuan)(yuan)績(ji)(ji)(ji)(ji)效(xiao)薪(xin)(xin)酬(chou)比(bi)重原則上(shang)應(ying)大于基本(ben)薪(xin)(xin)酬(chou)比(bi)重。建立工(gong)資水(shui)(shui)平市場(chang)對(dui)標機制，切(qie)實(shi)解(jie)決部分崗(gang)(gang)位(wei)(wei)收(shou)入(ru)(ru)“該高(gao)(gao)(gao)不高(gao)(gao)(gao)、該低(di)不低(di)”問題(ti)。工(gong)資增(zeng)(zeng)量要更多向(xiang)工(gong)資水(shui)(shui)平低(di)于市場(chang)價(jia)位(wei)(wei)的(de)員(yuan)(yuan)工(gong)傾斜，工(gong)資水(shui)(shui)平高(gao)(gao)(gao)于市場(chang)價(jia)位(wei)(wei)的(de)，要逐步(bu)與(yu)(yu)市場(chang)接(jie)軌(gui)。落實(shi)出資人(ren)監管負責(ze)人(ren)薪(xin)(xin)酬(chou)的(de)職責(ze)，建立延(yan)期支(zhi)付(fu)和追索扣回制度，實(shi)現(xian)“業(ye)(ye)績(ji)(ji)(ji)(ji)升(sheng)、薪(xin)(xin)酬(chou)升(sheng)；業(ye)(ye)績(ji)(ji)(ji)(ji)降、薪(xin)(xin)酬(chou)降”。
3.規范(fan)員工福(fu)利(li)保(bao)障制度。省屬企(qi)業(ye)應(ying)嚴格清理規范(fan)工資(zi)外收入(ru)，加強(qiang)福(fu)利(li)項目(mu)管理。制訂嚴格的(de)職工福(fu)利(li)費(fei)、住房(fang)(fang)(fang)公(gong)積金、住房(fang)(fang)(fang)補貼等規章制度，對所(suo)出資(zi)控股(gu)企(qi)業(ye)的(de)職工福(fu)利(li)實行(xing)有效監管。職工福(fu)利(li)費(fei)增長幅(fu)度不(bu)(bu)得超過工資(zi)增長幅(fu)度。不(bu)(bu)得超標準(zhun)列支(zhi)福(fu)利(li)費(fei)項目(mu)。住房(fang)(fang)(fang)公(gong)積金繳(jiao)(jiao)存應(ying)嚴格執行(xing)國(guo)家和地方有關政策規定(ding)，繳(jiao)(jiao)存基數和繳(jiao)(jiao)存比例不(bu)(bu)得超過所(suo)在(zai)地規定(ding)標準(zhun)。企(qi)業(ye)經濟效益(yi)下降的(de)，福(fu)利(li)費(fei)不(bu)(bu)得增長，年金企(qi)業(ye)繳(jiao)(jiao)費(fei)比例應(ying)當(dang)隨之動態調整，適當(dang)降低(di)或(huo)暫停(ting)繳(jiao)(jiao)費(fei)。
４.加(jia)大(da)對(dui)關(guan)(guan)鍵人才(cai)的激(ji)勵力度(du)。積(ji)極探索(suo)符合專業人才(cai)的收入分配制(zhi)度(du)。根據(ju)企業發展戰略、行業特點和員(yuan)工的可承受程度(du)，依法依規(gui)建立關(guan)(guan)鍵人才(cai)中長期(qi)激(ji)勵機(ji)制(zhi)；以實際貢獻為評價(jia)標準(zhun)，建立科技創(chuang)新人才(cai)薪酬激(ji)勵制(zhi)度(du)。
五、統籌規(gui)劃，積極穩(wen)妥推進省屬企業勞動(dong)用工和收入分配制度(du)改革
深化省屬企業勞動用工和收入分配制度改革，涉(she)及(ji)到企業內部管理(li)機制的全面優化，涉(she)及(ji)到員工切身利益，需要統(tong)籌規劃，積極(ji)穩(wen)妥推(tui)進。
（一）加強組織領導
省屬企(qi)業要高度(du)重(zhong)視(shi)新形勢下進(jin)一步深化勞動用工(gong)和(he)(he)收入分配制度(du)改(gai)革(ge)的重(zhong)要性和(he)(he)緊迫性，切實加(jia)強(qiang)(qiang)組(zu)(zu)織領導(dao)，成(cheng)立深化用工(gong)分配制度(du)改(gai)革(ge)領導(dao)小(xiao)組(zu)(zu)或者明(ming)確(que)專門(men)部(bu)門(men)負責，建立工(gong)作制度(du)和(he)(he)運行機(ji)制。加(jia)強(qiang)(qiang)政策宣傳和(he)(he)培訓，引導(dao)全體員工(gong)形成(cheng)改(gai)革(ge)共識，積極參與改(gai)革(ge)。企(qi)業應(ying)主動加(jia)強(qiang)(qiang)與地方政府各有關職能部(bu)門(men)的溝通聯(lian)系，為改(gai)革(ge)創造(zao)良(liang)好的環境和(he)(he)氛圍。
(二)精心組織實施
省屬企業(ye)要制(zhi)定(ding)符合本企業(ye)實際的深(shen)化(hua)用工分(fen)配(pei)(pei)改(gai)(gai)革(ge)(ge)方案，制(zhi)定(ding)分(fen)階段(duan)目標任(ren)務和具體措(cuo)施(shi)。研究制(zhi)定(ding)本企業(ye)進(jin)一步(bu)深(shen)化(hua)勞動用工和收(shou)入分(fen)配(pei)(pei)制(zhi)度改(gai)(gai)革(ge)(ge)辦法(fa)和相關配(pei)(pei)套文件，強(qiang)(qiang)化(hua)人(ren)力資源信息(xi)化(hua)建設(she)、對標管理等基礎(chu)工作，建立(li)社會風險(xian)、輿情(qing)風險(xian)、法(fa)律風險(xian)評估機制(zhi)，加強(qiang)(qiang)對所屬企業(ye)的指導和督(du)促(cu)，強(qiang)(qiang)化(hua)企業(ye)用工責、權、利的統一，落實各級管理責任(ren)。與(yu)其他(ta)各項(xiang)改(gai)(gai)革(ge)(ge)統籌協調，同(tong)步(bu)推(tui)進(jin)。重點突(tu)破，務求(qiu)實效，解決突(tu)出問(wen)題，全面推(tui)進(jin)改(gai)(gai)革(ge)(ge)。
（三）穩步推進改革
勞(lao)動用工(gong)(gong)和收入(ru)分(fen)配制度改(gai)革關(guan)系到員工(gong)(gong)的(de)(de)切身(shen)利益，在推動改(gai)革的(de)(de)過(guo)程中(zhong)(zhong)要處理好改(gai)革與穩(wen)(wen)定的(de)(de)關(guan)系,堅(jian)持群眾(zhong)路線，充分(fen)相信員工(gong)(gong)、依靠員工(gong)(gong)，形成改(gai)革合力。涉及(ji)職(zhi)工(gong)(gong)利益的(de)(de)改(gai)革方(fang)案，應通過(guo)一定的(de)(de)方(fang)式履行必要的(de)(de)企業內部民主(zhu)程序。同時，妥善解決(jue)員工(gong)(gong)在改(gai)革過(guo)程中(zhong)(zhong)遇到的(de)(de)現實問(wen)題，積極(ji)履行社會責(ze)任，切實保障(zhang)員工(gong)(gong)的(de)(de)合法權益，確(que)保企業、社會、職(zhi)工(gong)(gong)隊伍和諧穩(wen)(wen)定。
