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遼國資〔2014〕72號

各省屬企業：

《關(guan)于深化省屬企業勞動用工和收(shou)入分配制(zhi)度(du)改(gai)革的實施意見》已經省國資委(wei)2014年第10次主任(ren)會議(yi)審議(yi)通(tong)過，現印發給(gei)你們，請認真貫徹落實。

省國資委

2014年10月28日

關于深化省屬企業勞動用工和收(shou)入分配

制度改革的實施意見

為(wei)深入(ru)貫徹落(luo)實(shi)黨的十(shi)(shi)八大(da)、十(shi)(shi)八屆(jie)三中全會精神，深化(hua)企業內部員工能(neng)進能(neng)出(chu)(chu)、管(guan)理人員能(neng)上能(neng)下、收(shou)入(ru)能(neng)增能(neng)減的制度改革，構建(jian)市(shi)場(chang)化(hua)用(yong)工分配機制，進一步提(ti)高(gao)企業競(jing)爭力和活力，現就深化(hua)省屬企業勞(lao)動用(yong)工和收(shou)入(ru)分配制度改革提(ti)出(chu)(chu)以下實(shi)施意見。

一、充分(fen)認識深化勞動用工和收入分(fen)配制度改革的重要性(xing)和緊迫性(xing)

深化(hua)勞(lao)動用(yong)工(gong)和收(shou)入(ru)(ru)分(fen)(fen)配(pei)(pei)(pei)制(zhi)度改革是國(guo)有(you)企(qi)(qi)業(ye)(ye)(ye)(ye)改革的重要(yao)內容(rong)，是增強省(sheng)(sheng)(sheng)屬(shu)企(qi)(qi)業(ye)(ye)(ye)(ye)活力的現實需(xu)要(yao)。多(duo)年來(lai)，省(sheng)(sheng)(sheng)屬(shu)企(qi)(qi)業(ye)(ye)(ye)(ye)在勞(lao)動用(yong)工(gong)和收(shou)入(ru)(ru)分(fen)(fen)配(pei)(pei)(pei)方面，積極實踐和探索，取(qu)(qu)得了明顯(xian)的成效，但是隨著(zhu)改革逐步深入(ru)(ru)，省(sheng)(sheng)(sheng)屬(shu)企(qi)(qi)業(ye)(ye)(ye)(ye)用(yong)工(gong)分(fen)(fen)配(pei)(pei)(pei)方面存(cun)在的體制(zhi)機(ji)制(zhi)問題也逐漸(jian)顯(xian)現，部分(fen)(fen)企(qi)(qi)業(ye)(ye)(ye)(ye)內部改革不(bu)到位，市場(chang)化(hua)選(xuan)人用(yong)人和激(ji)勵約束機(ji)制(zhi)還未真正形成，部分(fen)(fen)企(qi)(qi)業(ye)(ye)(ye)(ye)員工(gong)能(neng)進(jin)不(bu)好出(chu)、管理人員能(neng)上不(bu)易(yi)下(xia)、收(shou)入(ru)(ru)能(neng)增不(bu)能(neng)減等(deng)問題仍然存(cun)在，工(gong)資福利(li)管理不(bu)規范(fan)的問題時有(you)發(fa)生，影響了企(qi)(qi)業(ye)(ye)(ye)(ye)發(fa)展(zhan)(zhan)活力和競爭(zheng)(zheng)力。深化(hua)省(sheng)(sheng)(sheng)屬(shu)企(qi)(qi)業(ye)(ye)(ye)(ye)用(yong)工(gong)分(fen)(fen)配(pei)(pei)(pei)制(zhi)度改革，采取(qu)(qu)各種(zhong)措施，推進(jin)企(qi)(qi)業(ye)(ye)(ye)(ye)內部機(ji)制(zhi)轉(zhuan)換，能(neng)夠增強企(qi)(qi)業(ye)(ye)(ye)(ye)發(fa)展(zhan)(zhan)活力和競爭(zheng)(zheng)力，提升省(sheng)(sheng)(sheng)屬(shu)企(qi)(qi)業(ye)(ye)(ye)(ye)發(fa)展(zhan)(zhan)的質量效益(yi)，促進(jin)省(sheng)(sheng)(sheng)屬(shu)企(qi)(qi)業(ye)(ye)(ye)(ye)持續健康發(fa)展(zhan)(zhan)。

二、基本原則

堅持市場(chang)化(hua)改革方向。遵循市場(chang)規(gui)律和(he)企業(ye)發展規(gui)律，推進省屬企業(ye)用工分配的市場(chang)化(hua)改革。

堅持注重效率、維護公平。職(zhi)工(gong)工(gong)資增長與效益提高相匹配。用(yong)工(gong)分配管理流程(cheng)公開透明，接(jie)受公眾監督。

堅持依法合(he)規(gui)、分類管理。按照(zhao)企業功能定位，依法規(gui)范(fan)勞動用(yong)工和收入分配管理，逐級落實出(chu)資人職(zhi)責，指導所(suo)出(chu)資控股企業推進用(yong)工分配制度改革。

堅持統(tong)籌(chou)(chou)兼顧、重點(dian)突破。深化用(yong)工分配制度改革(ge)與員工績(ji)效管理改革(ge)相結(jie)合，突出(chu)解決(jue)重點(dian)問題，統(tong)籌(chou)(chou)推進(jin)，確保改革(ge)平穩有序進(jin)行。

三、改革目標

深化勞動用工和收入分配制度(du)改(gai)革(ge)的目標要(yao)求是：省(sheng)屬企業市場化程度(du)顯(xian)著提高，用工分配關系更加和諧，收入分配秩序明顯(xian)改(gai)善(shan)，激勵約(yue)束機制逐步健(jian)全(quan)，勞動生產效率有效提升。

2014年全面啟(qi)動(dong)(dong)省(sheng)屬企(qi)業(ye)深化(hua)勞動(dong)(dong)用工(gong)和分配制度(du)改(gai)(gai)革工(gong)作，2015年取得(de)明(ming)顯進展，到2017年省(sheng)屬企(qi)業(ye)市(shi)場化(hua)收入分配和勞動(dong)(dong)用工(gong)管(guan)理體系全部建(jian)立，省(sheng)屬企(qi)業(ye)員工(gong)能(neng)進能(neng)出渠道(dao)基本(ben)暢通，管(guan)理人員能(neng)上能(neng)下機制基本(ben)形成(cheng)，收入能(neng)增能(neng)減辦法基本(ben)實(shi)現(xian)，為省(sheng)屬企(qi)業(ye)市(shi)場化(hua)改(gai)(gai)革奠定堅實(shi)基礎，為全面實(shi)現(xian)遼寧國(guo)資國(guo)企(qi)改(gai)(gai)革目標(biao)提供有力保(bao)障。

四、改革內容

（一）推動用工(gong)契約(yue)化管(guan)理，實現員(yuan)工(gong)能進能出

通過勞動用(yong)工制(zhi)度改革，建立起(qi)以合同契約化(hua)管理為核(he)心、崗位管理為基礎的市場化(hua)用(yong)工機制(zhi)，暢通進出(chu)渠道，形成能進能出(chu)的正(zheng)常流動機制(zhi)。

1.全面推(tui)行(xing)公(gong)(gong)開(kai)(kai)招(zhao)聘(pin)(pin)(pin)制(zhi)(zhi)度(du)。省屬(shu)(shu)企(qi)業招(zhao)錄(lu)員工，按照公(gong)(gong)開(kai)(kai)、平等(deng)、競爭、擇優的(de)原則，全面推(tui)行(xing)公(gong)(gong)開(kai)(kai)招(zhao)聘(pin)(pin)(pin)制(zhi)(zhi)度(du)。各(ge)省屬(shu)(shu)企(qi)業應制(zhi)(zhi)定(ding)公(gong)(gong)開(kai)(kai)招(zhao)聘(pin)(pin)(pin)辦法，面向(xiang)社會公(gong)(gong)開(kai)(kai)招(zhao)聘(pin)(pin)(pin)，做到信息(xi)公(gong)(gong)開(kai)(kai)、過程公(gong)(gong)開(kai)(kai)和結果(guo)公(gong)(gong)開(kai)(kai)。招(zhao)聘(pin)(pin)(pin)信息(xi)應面向(xiang)社會公(gong)(gong)開(kai)(kai)發布，不得設置(zhi)歧視性(xing)、排(pai)他性(xing)錄(lu)用(yong)(yong)條件，不得降低條件定(ding)向(xiang)招(zhao)錄(lu)本企(qi)業職工親屬(shu)(shu)。擬(ni)錄(lu)用(yong)(yong)人員應通(tong)過適當形式在一定(ding)范圍(wei)內公(gong)(gong)示，確保(bao)公(gong)(gong)開(kai)(kai)招(zhao)聘(pin)(pin)(pin)工作的(de)公(gong)(gong)平、公(gong)(gong)正，提(ti)高(gao)員工招(zhao)聘(pin)(pin)(pin)質量。國家政策性(xing)安置(zhi)、涉密崗位(wei)等(deng)人員的(de)聘(pin)(pin)(pin)用(yong)(yong)按照國家有關(guan)規定(ding)執行(xing)。

2.加(jia)強(qiang)勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)合(he)(he)同(tong)(tong)管(guan)理(li)(li)(li)。省(sheng)屬(shu)企(qi)業(ye)要(yao)(yao)(yao)打(da)破身(shen)份界限，構建以(yi)崗位(wei)管(guan)理(li)(li)(li)為基礎、以(yi)合(he)(he)同(tong)(tong)管(guan)理(li)(li)(li)為核心的(de)(de)契(qi)約化、市場(chang)化用(yong)工(gong)管(guan)理(li)(li)(li)機制(zhi)。各(ge)省(sheng)屬(shu)企(qi)業(ye)要(yao)(yao)(yao)依法(fa)與員工(gong)簽訂(ding)(ding)勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)合(he)(he)同(tong)(tong)，勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)合(he)(he)同(tong)(tong)簽訂(ding)(ding)率達到(dao)l00%。強(qiang)化勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)合(he)(he)同(tong)(tong)對實現員工(gong)能進能出(chu)的(de)(de)重(zhong)要(yao)(yao)(yao)作(zuo)用(yong)，細化勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)合(he)(he)同(tong)(tong)期(qi)限、工(gong)作(zuo)內容、勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)紀律、績效要(yao)(yao)(yao)求、合(he)(he)同(tong)(tong)終(zhong)止(zhi)條(tiao)件(jian)、違(wei)約責任等條(tiao)款，明確雙方的(de)(de)權利義務。圍(wei)繞勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)合(he)(he)同(tong)(tong)各(ge)項條(tiao)款，完(wan)善相關管(guan)理(li)(li)(li)制(zhi)度，確保(bao)員工(gong)任用(yong)和合(he)(he)同(tong)(tong)終(zhong)止(zhi)等有法(fa)可(ke)依、有章可(ke)循。企(qi)業(ye)要(yao)(yao)(yao)依法(fa)完(wan)成對勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)關系的(de)(de)清理(li)(li)(li)，通過簽訂(ding)(ding)、繼續履(lv)行、變更、解除或終(zhong)止(zhi)勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)合(he)(he)同(tong)(tong)等方式，規范(fan)勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)合(he)(he)同(tong)(tong)管(guan)理(li)(li)(li)。

3.構(gou)建(jian)員工(gong)(gong)(gong)正常(chang)流動(dong)(dong)機(ji)制(zhi)(zhi)。省屬企(qi)業(ye)(ye)根(gen)據(ju)企(qi)業(ye)(ye)發展戰略要(yao)求(qiu)(qiu)和(he)生產經營需要(yao)，構(gou)建(jian)員工(gong)(gong)(gong)正常(chang)流動(dong)(dong)機(ji)制(zhi)(zhi)，暢通(tong)員工(gong)(gong)(gong)退出渠(qu)道。企(qi)業(ye)(ye)應(ying)明確勞(lao)動(dong)(dong)合(he)(he)同(tong)(tong)期滿續簽標準(zhun)(zhun)，根(gen)據(ju)勞(lao)動(dong)(dong)合(he)(he)同(tong)(tong)約定和(he)企(qi)業(ye)(ye)實際(ji)情(qing)況，依(yi)(yi)法(fa)選擇(ze)續簽或(huo)解除(chu)勞(lao)動(dong)(dong)合(he)(he)同(tong)(tong)。企(qi)業(ye)(ye)應(ying)強化員工(gong)(gong)(gong)績效考核，明確員工(gong)(gong)(gong)不(bu)勝(sheng)(sheng)任崗位要(yao)求(qiu)(qiu)的認定標準(zhun)(zhun)，對不(bu)勝(sheng)(sheng)任工(gong)(gong)(gong)作(zuo)且經過(guo)(guo)培訓或(huo)者調整工(gong)(gong)(gong)作(zuo)崗位，仍不(bu)能(neng)勝(sheng)(sheng)任工(gong)(gong)(gong)作(zuo)的，按照(zhao)法(fa)律法(fa)規要(yao)求(qiu)(qiu)履行有關程序和(he)手續后(hou)，依(yi)(yi)法(fa)解除(chu)勞(lao)動(dong)(dong)合(he)(he)同(tong)(tong)。企(qi)業(ye)(ye)應(ying)細(xi)化員工(gong)(gong)(gong)違(wei)法(fa)違(wei)規和(he)違(wei)反企(qi)業(ye)(ye)規章制(zhi)(zhi)度的處(chu)罰標準(zhun)(zhun)，符合(he)(he)解除(chu)條件(jian)的應(ying)當依(yi)(yi)法(fa)解除(chu)勞(lao)動(dong)(dong)合(he)(he)同(tong)(tong)。企(qi)業(ye)(ye)應(ying)盤活人(ren)力資源存量，建(jian)立內(nei)部人(ren)力資源市場，提高(gao)人(ren)力資源使用效率。企(qi)業(ye)(ye)應(ying)多渠(qu)道分(fen)流安(an)置富余人(ren)員，通(tong)過(guo)(guo)轉崗、待崗培訓、解除(chu)勞(lao)動(dong)(dong)合(he)(he)同(tong)(tong)等(deng)多種途(tu)徑，完成富余人(ren)員分(fen)流安(an)置工(gong)(gong)(gong)作(zuo)。富余人(ren)員待崗期間領取生活費(fei)，企(qi)業(ye)(ye)有空缺崗位時，應(ying)優(you)先安(an)排富余人(ren)員上崗，不(bu)服(fu)從(cong)企(qi)業(ye)(ye)工(gong)(gong)(gong)作(zuo)安(an)排的，企(qi)業(ye)(ye)可依(yi)(yi)法(fa)與其(qi)解除(chu)或(huo)終止勞(lao)動(dong)(dong)關系(xi)。

（二）強(qiang)化(hua)崗(gang)位績效管理(li)，實(shi)現(xian)管理(li)人員(yuan)能上能下

打破原有(you)身份界限，推進以(yi)崗位管(guan)理(li)為基礎的職業發展通道建設(she)。建立企(qi)(qi)業管(guan)理(li)人員(yuan)選(xuan)聘(pin)、考(kao)核、獎(jiang)懲(cheng)和退(tui)出機制，加大企(qi)(qi)業各級管(guan)理(li)人員(yuan)市場化選(xuan)聘(pin)比例。

1.完善以(yi)(yi)崗(gang)(gang)(gang)位管(guan)(guan)理(li)(li)為(wei)基礎(chu)的職(zhi)業(ye)發展(zhan)通道。省屬(shu)企業(ye)應(ying)合理(li)(li)設置職(zhi)能部門和管(guan)(guan)理(li)(li)崗(gang)(gang)(gang)位，減少企業(ye)管(guan)(guan)理(li)(li)層(ceng)級，嚴控管(guan)(guan)理(li)(li)人(ren)員(yuan)數量。完善管(guan)(guan)理(li)(li)人(ren)員(yuan)崗(gang)(gang)(gang)位管(guan)(guan)理(li)(li)體系(xi)，明確管(guan)(guan)理(li)(li)崗(gang)(gang)(gang)位職(zhi)責和任職(zhi)資格要求(qiu)，規范定(ding)崗(gang)(gang)(gang)、定(ding)編、定(ding)員(yuan)、定(ding)薪(xin)。要建(jian)立以(yi)(yi)綜合評價為(wei)基礎(chu)、任職(zhi)考(kao)核為(wei)核心的管(guan)(guan)理(li)(li)人(ren)員(yuan)職(zhi)位發展(zhan)體系(xi)，制(zhi)定(ding)管(guan)(guan)理(li)(li)人(ren)員(yuan)選拔任用和考(kao)核評價標準，以(yi)(yi)崗(gang)(gang)(gang)定(ding)薪(xin)，崗(gang)(gang)(gang)變薪(xin)變。

2.建立以(yi)能力(li)和績(ji)效為導向的(de)選(xuan)拔任(ren)用機制。省(sheng)屬(shu)企業(ye)應建立管理人員(yuan)能力(li)評(ping)價體系，在綜合(he)考核(he)評(ping)價的(de)基礎上選(xuan)賢任(ren)能，努力(li)實現“能者(zhe)上、庸(yong)者(zhe)下(xia)、平(ping)者(zhe)讓(rang)”。強化管理人員(yuan)績(ji)效考核(he)，科學合(he)理設置績(ji)效目標，將績(ji)效結果與職(zhi)位(wei)升降(jiang)和薪酬(chou)調(diao)整(zheng)緊密掛鉤。對于經考核(he)評(ping)價不能勝任(ren)工作的(de)，應調(diao)整(zheng)崗(gang)位(wei)，降(jiang)職(zhi)降(jiang)薪，真(zhen)正做(zuo)到(dao)能上能下(xia)。

3.推進管理(li)(li)人員(yuan)市場化選(xuan)聘。省(sheng)屬(shu)企業要擴大選(xuan)人用人視(shi)野(ye)，合理(li)(li)增加(jia)管理(li)(li)人員(yuan)市場化選(xuan)聘比例。市場化選(xuan)聘的(de)(de)職業經理(li)(li)人，簽訂績效協議，實行聘任制和契約化管理(li)(li)，建立與(yu)業績緊密掛鉤(gou)的(de)(de)引(yin)進和退(tui)出機制。

（三）推進(jin)收入分配市場化改革(ge)，實現收入能(neng)增能(neng)減

堅(jian)持效益決(jue)(jue)定(ding)分配的(de)原(yuan)則(ze)，合理確定(ding)同企業競爭(zheng)能力相適應的(de)員(yuan)工收入(ru)水平。規范企業內部(bu)分配行為，理順內部(bu)收入(ru)分配關系，逐步建立反映勞動力市場價位、與企業經濟(ji)效益和個人績效緊(jin)密掛鉤的(de)員(yuan)工工資(zi)決(jue)(jue)定(ding)及正常(chang)增長機(ji)制。

1.著力工(gong)(gong)資總(zong)額能增能減機制(zhi)(zhi)建(jian)設。省屬企(qi)業(ye)應制(zhi)(zhi)定分類(lei)調(diao)控、能增能減的(de)企(qi)業(ye)內部(bu)工(gong)(gong)資總(zong)額預算(suan)管理辦法，建(jian)立(li)工(gong)(gong)資效益聯動機制(zhi)(zhi)，切實做到工(gong)(gong)資總(zong)額與(yu)企(qi)業(ye)效益緊密(mi)掛鉤，企(qi)業(ye)效益下(xia)降(jiang)時，工(gong)(gong)資總(zong)額應當(dang)隨之下(xia)降(jiang)。積極構建(jian)人(ren)工(gong)(gong)成本(ben)(ben)預算(suan)管理制(zhi)(zhi)度(du)體系，不斷提高投入(ru)產出效率(lv)。嚴格控制(zhi)(zhi)企(qi)業(ye)人(ren)工(gong)(gong)成本(ben)(ben)，使人(ren)工(gong)(gong)成本(ben)(ben)水平與(yu)企(qi)業(ye)發展(zhan)戰略和競爭力相適應。

2.推進與效(xiao)(xiao)(xiao)益(yi)密切聯系的(de)(de)薪(xin)(xin)(xin)(xin)(xin)酬(chou)(chou)制(zhi)度(du)改革。省屬企(qi)(qi)業應(ying)根據(ju)企(qi)(qi)業實際建立(li)符合市場(chang)(chang)要求的(de)(de)員(yuan)工(gong)(gong)(gong)(gong)薪(xin)(xin)(xin)(xin)(xin)酬(chou)(chou)制(zhi)度(du)，優化薪(xin)(xin)(xin)(xin)(xin)酬(chou)(chou)結構。員(yuan)工(gong)(gong)(gong)(gong)薪(xin)(xin)(xin)(xin)(xin)酬(chou)(chou)一般由基(ji)本(ben)薪(xin)(xin)(xin)(xin)(xin)酬(chou)(chou)、績(ji)(ji)(ji)效(xiao)(xiao)(xiao)薪(xin)(xin)(xin)(xin)(xin)酬(chou)(chou)等組成。基(ji)本(ben)薪(xin)(xin)(xin)(xin)(xin)酬(chou)(chou)體(ti)現工(gong)(gong)(gong)(gong)作年限、崗(gang)位(wei)責任、崗(gang)位(wei)技能、崗(gang)位(wei)強度(du)、崗(gang)位(wei)環境(jing)等因(yin)素，應(ying)根據(ju)勞(lao)動力市場(chang)(chang)價位(wei)、企(qi)(qi)業成本(ben)承受(shou)能力等合理(li)確定，并(bing)隨企(qi)(qi)業經營狀況的(de)(de)改變(bian)適時調整(zheng)。績(ji)(ji)(ji)效(xiao)(xiao)(xiao)薪(xin)(xin)(xin)(xin)(xin)酬(chou)(chou)體(ti)現個人(ren)業績(ji)(ji)(ji)與所作貢獻(xian)，與企(qi)(qi)業效(xiao)(xiao)(xiao)益(yi)、個人(ren)績(ji)(ji)(ji)效(xiao)(xiao)(xiao)緊密掛(gua)鉤(gou)，確保收入能增能減(jian)。企(qi)(qi)業效(xiao)(xiao)(xiao)益(yi)下降(jiang)或(huo)者(zhe)職(zhi)工(gong)(gong)(gong)(gong)未(wei)完(wan)成績(ji)(ji)(ji)效(xiao)(xiao)(xiao)目標的(de)(de)，員(yuan)工(gong)(gong)(gong)(gong)績(ji)(ji)(ji)效(xiao)(xiao)(xiao)薪(xin)(xin)(xin)(xin)(xin)酬(chou)(chou)總體(ti)水(shui)平(ping)(ping)(ping)相應(ying)下降(jiang)。省屬企(qi)(qi)業要按照員(yuan)工(gong)(gong)(gong)(gong)崗(gang)位(wei)層(ceng)級和類別，合理(li)設置基(ji)本(ben)薪(xin)(xin)(xin)(xin)(xin)酬(chou)(chou)和績(ji)(ji)(ji)效(xiao)(xiao)(xiao)薪(xin)(xin)(xin)(xin)(xin)酬(chou)(chou)的(de)(de)比重(zhong)(zhong)。各級管理(li)人(ren)員(yuan)績(ji)(ji)(ji)效(xiao)(xiao)(xiao)薪(xin)(xin)(xin)(xin)(xin)酬(chou)(chou)比重(zhong)(zhong)原則上應(ying)大于基(ji)本(ben)薪(xin)(xin)(xin)(xin)(xin)酬(chou)(chou)比重(zhong)(zhong)。建立(li)工(gong)(gong)(gong)(gong)資(zi)水(shui)平(ping)(ping)(ping)市場(chang)(chang)對(dui)標機制(zhi)，切實解決部分崗(gang)位(wei)收入“該高不高、該低(di)(di)不低(di)(di)”問題。工(gong)(gong)(gong)(gong)資(zi)增量(liang)要更多向(xiang)工(gong)(gong)(gong)(gong)資(zi)水(shui)平(ping)(ping)(ping)低(di)(di)于市場(chang)(chang)價位(wei)的(de)(de)員(yuan)工(gong)(gong)(gong)(gong)傾斜，工(gong)(gong)(gong)(gong)資(zi)水(shui)平(ping)(ping)(ping)高于市場(chang)(chang)價位(wei)的(de)(de)，要逐(zhu)步(bu)與市場(chang)(chang)接軌(gui)。落實出資(zi)人(ren)監管負責人(ren)薪(xin)(xin)(xin)(xin)(xin)酬(chou)(chou)的(de)(de)職(zhi)責，建立(li)延期支付和追索(suo)扣回制(zhi)度(du)，實現“業績(ji)(ji)(ji)升(sheng)、薪(xin)(xin)(xin)(xin)(xin)酬(chou)(chou)升(sheng)；業績(ji)(ji)(ji)降(jiang)、薪(xin)(xin)(xin)(xin)(xin)酬(chou)(chou)降(jiang)”。

3.規(gui)范員工(gong)(gong)福(fu)利保(bao)障制(zhi)度(du)。省屬(shu)企(qi)業(ye)應嚴格清理規(gui)范工(gong)(gong)資外收(shou)入，加強福(fu)利項目(mu)管理。制(zhi)訂嚴格的職(zhi)(zhi)工(gong)(gong)福(fu)利費、住房公積金、住房補貼(tie)等規(gui)章制(zhi)度(du)，對所出資控(kong)股(gu)企(qi)業(ye)的職(zhi)(zhi)工(gong)(gong)福(fu)利實行有效監管。職(zhi)(zhi)工(gong)(gong)福(fu)利費增(zeng)長幅度(du)不(bu)得超(chao)(chao)過(guo)工(gong)(gong)資增(zeng)長幅度(du)。不(bu)得超(chao)(chao)標準(zhun)(zhun)列支福(fu)利費項目(mu)。住房公積金繳(jiao)(jiao)存應嚴格執行國家和(he)地方(fang)有關政策規(gui)定，繳(jiao)(jiao)存基數和(he)繳(jiao)(jiao)存比例(li)(li)不(bu)得超(chao)(chao)過(guo)所在地規(gui)定標準(zhun)(zhun)。企(qi)業(ye)經濟(ji)效益(yi)下降的，福(fu)利費不(bu)得增(zeng)長，年金企(qi)業(ye)繳(jiao)(jiao)費比例(li)(li)應當隨之(zhi)動(dong)態調整，適當降低或暫停繳(jiao)(jiao)費。

４.加(jia)大(da)對(dui)關鍵人(ren)(ren)才的(de)激(ji)(ji)勵(li)力度(du)。積極探(tan)索符(fu)合專業(ye)人(ren)(ren)才的(de)收入分(fen)配制(zhi)度(du)。根據企業(ye)發展(zhan)戰略、行業(ye)特點和(he)員(yuan)工(gong)的(de)可承(cheng)受程度(du)，依(yi)法依(yi)規建立關鍵人(ren)(ren)才中長期激(ji)(ji)勵(li)機制(zhi)；以實際貢獻為評價標(biao)準，建立科技(ji)創(chuang)新人(ren)(ren)才薪酬激(ji)(ji)勵(li)制(zhi)度(du)。

五、統(tong)籌規劃，積極穩妥推進省屬企業勞動用工和收入分配制度改革(ge)

深化省屬企(qi)業(ye)勞動用(yong)工(gong)和收入分配制度改革，涉及(ji)到(dao)企(qi)業(ye)內部管理機制的全面(mian)優化，涉及(ji)到(dao)員工(gong)切身利益(yi)，需(xu)要統(tong)籌(chou)規劃，積極(ji)穩妥推(tui)進。

（一）加強組織領導

省(sheng)屬企(qi)業要(yao)高(gao)度重視新(xin)形勢下進一步深(shen)化(hua)勞動用工(gong)和收入分配(pei)制(zhi)(zhi)度改革(ge)的(de)重要(yao)性和緊(jin)迫(po)性，切實加(jia)強(qiang)組織(zhi)領導(dao)(dao)，成立深(shen)化(hua)用工(gong)分配(pei)制(zhi)(zhi)度改革(ge)領導(dao)(dao)小組或者明確專門(men)部(bu)門(men)負責(ze)，建立工(gong)作(zuo)制(zhi)(zhi)度和運行機(ji)制(zhi)(zhi)。加(jia)強(qiang)政策宣傳和培訓(xun)，引導(dao)(dao)全體(ti)員工(gong)形成改革(ge)共識，積極(ji)參與改革(ge)。企(qi)業應主動加(jia)強(qiang)與地(di)方政府(fu)各(ge)有關職能部(bu)門(men)的(de)溝(gou)通聯系，為改革(ge)創(chuang)造(zao)良好(hao)的(de)環境和氛(fen)圍。

(二)精心組織實施

省屬企業(ye)(ye)要制定(ding)(ding)符合本企業(ye)(ye)實際的深化(hua)用工(gong)分(fen)配改(gai)革方案，制定(ding)(ding)分(fen)階段目標(biao)任務(wu)和(he)(he)具體措施。研究制定(ding)(ding)本企業(ye)(ye)進一步深化(hua)勞(lao)動用工(gong)和(he)(he)收入分(fen)配制度改(gai)革辦(ban)法和(he)(he)相關配套文(wen)件，強化(hua)人力資源信息化(hua)建(jian)(jian)設、對標(biao)管(guan)理(li)等基礎(chu)工(gong)作，建(jian)(jian)立社(she)會(hui)風(feng)險(xian)(xian)(xian)、輿情風(feng)險(xian)(xian)(xian)、法律風(feng)險(xian)(xian)(xian)評(ping)估機制，加強對所屬企業(ye)(ye)的指導(dao)和(he)(he)督促(cu)，強化(hua)企業(ye)(ye)用工(gong)責、權(quan)、利的統(tong)一，落實各級管(guan)理(li)責任。與其他各項改(gai)革統(tong)籌(chou)協(xie)調(diao)，同步推(tui)進。重點(dian)突破，務(wu)求(qiu)實效，解決突出問題，全面推(tui)進改(gai)革。

（三）穩步推進改革

勞動用工(gong)(gong)和(he)收(shou)入分(fen)(fen)配制度改(gai)革關系到員(yuan)(yuan)工(gong)(gong)的(de)切身(shen)利益(yi)，在推動改(gai)革的(de)過(guo)程(cheng)中(zhong)要處理好(hao)改(gai)革與穩定的(de)關系,堅持群眾路線(xian)，充分(fen)(fen)相信(xin)員(yuan)(yuan)工(gong)(gong)、依靠員(yuan)(yuan)工(gong)(gong)，形成改(gai)革合力(li)。涉(she)及職(zhi)工(gong)(gong)利益(yi)的(de)改(gai)革方案，應通過(guo)一定的(de)方式履(lv)行(xing)必要的(de)企(qi)業內部民主(zhu)程(cheng)序。同時，妥善解決(jue)員(yuan)(yuan)工(gong)(gong)在改(gai)革過(guo)程(cheng)中(zhong)遇到的(de)現實問(wen)題，積極(ji)履(lv)行(xing)社會責任，切實保(bao)障員(yuan)(yuan)工(gong)(gong)的(de)合法(fa)權(quan)益(yi)，確保(bao)企(qi)業、社會、職(zhi)工(gong)(gong)隊伍(wu)和(he)諧(xie)穩定。