Reform of endowment insurance system of Shenzhen Tanlu government agencies and institutions
Civil servants bid farewell to "financial pension"
Editor's note: The Third Plenary Session of the 18th CPC Central Committee sounded the clarion call for comprehensively deepening reform, and the Decision of the CPC Central Committee on Several Major Issues Concerning Comprehensively Deepening Reform made a systematic deployment for reform. Previously, some regions and industries carried out reform exploration in some fields. This newspaper will focus on the exploration progress of local and industry, and report the feelings and aspirations of reform practitioners.
The Decision proposes to "promote the reform of the pension insurance system of government agencies and institutions". As early as February 2008, the Executive Meeting of the State Council discussed and approved in principle the Pilot Plan for the Reform of the Pension Insurance System for Public Institution Staff, which determined to carry out pilot projects in five provinces and cities, namely Shanxi, Shanghai, Zhejiang, Guangdong and Chongqing. However, most of them have not made substantial progress so far. Shenzhen has made beneficial exploration in this regard.
More than 10 days ago, millions of troops poured into the national civil service examination halls all over the country. Some candidates may have the "civil servant dream" of "having face", "having more benefits" and "having an iron rice bowl". But in Shenzhen, these "illusions" are gradually being broken.
In February 2010, Shenzhen comprehensively launched the reform of classified management of civil servants in the city's administrative organs, and all new administrative organs will implement the appointment system: like enterprises, they will sign labor contracts and purchase social pension insurance. In August 2012, the "fire" of reform reached Shenzhen public institutions. "Let the talents of government agencies and institutions flow" is no longer a "fantasy".
It is reported that the pension insurance system reform of Shenzhen government agencies and institutions currently adopts the "new method for new people" and implements the pension insurance system of "combining social basic pension insurance with occupational pension". According to the regulations, the new employees of Shenzhen's government agencies and institutions will pay pension insurance according to certain standards, just like the employees of enterprises. At present, the standard for purchasing pension insurance is 21% of the monthly salary, including 13% paid by the unit and 8% paid by the individual. When purchasing local supplementary endowment insurance, the contribution ratio is 1% of the contribution salary, which is paid by the unit. If the employee passes the assessment, the financial department will pay a certain proportion of his/her monthly salary as an occupational annuity, which will be received after retirement. The payment proportion is temporarily 8%. If the total monthly salary exceeds 3 times the average monthly salary in urban areas, the payment proportion is 9%.
At present, the retirement benefits of appointed civil servants are calculated based on the rank of the month of resignation. After calculation, the new model of basic pension plus occupational pension is roughly equivalent to the current pension system. As a supplement to the basic old-age insurance system, the occupational pension system is not only an incentive for the staff of organs and institutions to serve social undertakings, but also a guarantee for their reasonable retirement benefits.
Wang Min, Director of Shenzhen Human Resources and Social Security Bureau, believes that if the reform of "middle men" is not implemented quickly, more appointed civil servants will resign in the future. Many excellent talents are eager to flow, but the biggest bottleneck of flow is pension. "Many appointed civil servants are looking forward to completing the reform as soon as possible. In this way, if they want to leave, they don't have to leave their homes clean. Another situation is that under the original system, really good comrades can't stay, but some are not very efficient and incompetent, and you can't get rid of them if you want."
It is revealed that, at present, after detailed calculation and research, Shenzhen Human Resources and Social Security Bureau has submitted a complete set of plans for the reform of "Chinese people" to the superior departments. Only the superior departments make decisions, and truly realize the barrier free communication between organs, public institutions and the society.
Mr. Wang, who graduated from a famous university in China, is an appointed civil servant in Shenzhen, majoring in law. At that time, many of Mr. Wang's classmates joined the law firm as lawyers, and now many of them are slightly famous in the society. He is the only one who has performed well in school, but his performance in the system has been mediocre. In recent years, several schoolmates invited him to "go to sea", but he fell into contradiction. "It's not easy to 'reset' completely in the past. After all, too much has been lost when leaving the system. I hope that the appointment system can be pushed out among all civil servants as soon as possible and give me the courage to choose a career suitable for myself."
"Shenzhen's exploration is the need to ensure social equity, and also reflects the great progress of society, which is of reference to the whole country." Wang Mei, associate researcher of the Public Policy and Government Performance Evaluation Research Center of Shenzhen Institute of Comprehensive Development, said.
"From the perspective of the general trend, the reform of public servants has its historical inevitability. Because the management of public servants is actually the realization of government management. When social development requires government management to make changes, the government should keep up in time. Now we are facing many contradictions in personnel management, both the opposition between civil servants and society, and civil servants themselves are not adapted. If the reform of our team fails to catch up in time, it must be a big problem when contradictions accumulate to a certain extent and then erupt. " Wang Min said.
