《經濟觀(guan)察(cha)報》6月21日報道,公務員薪酬(chou)面臨一場(chang)深層次改革(ge),目標是4句話(hua),24個字:調(diao)整工資結構(gou),擴展晉(jin)升空間,建(jian)立比較機制(zhi),實(shi)施配(pei)套改革(ge)。
調整工(gong)資(zi)(zi)(zi)(zi)結(jie)構,是(shi)指(zhi)(zhi)要把(ba)公(gong)(gong)務(wu)員(yuan)(yuan)(yuan)工(gong)資(zi)(zi)(zi)(zi)收(shou)入(ru)中(zhong),過(guo)高的(de)津(jin)貼(tie)補(bu)貼(tie)降下來,提(ti)高基本(ben)工(gong)資(zi)(zi)(zi)(zi)的(de)占(zhan)比(bi)(bi);擴展晉(jin)升(sheng)(sheng)空間,是(shi)指(zhi)(zhi)打破現(xian)在公(gong)(gong)務(wu)員(yuan)(yuan)(yuan)職(zhi)(zhi)務(wu)決定(ding)級(ji)別(bie),級(ji)別(bie)決定(ding)工(gong)資(zi)(zi)(zi)(zi)的(de)局(ju)限,使公(gong)(gong)務(wu)員(yuan)(yuan)(yuan)不提(ti)升(sheng)(sheng)職(zhi)(zhi)務(wu)也(ye)能通過(guo)晉(jin)升(sheng)(sheng)級(ji)別(bie)來提(ti)高工(gong)資(zi)(zi)(zi)(zi)待遇。建立比(bi)(bi)較機制(zhi),是(shi)要求定(ding)期(qi)對公(gong)(gong)務(wu)員(yuan)(yuan)(yuan)和企業(ye)管理人(ren)員(yuan)(yuan)(yuan)的(de)工(gong)資(zi)(zi)(zi)(zi)水平進行調查比(bi)(bi)較,以(yi)此來作為提(ti)高公(gong)(gong)務(wu)員(yuan)(yuan)(yuan)工(gong)資(zi)(zi)(zi)(zi)的(de)重要依據(ju);實施配套改革,則(ze)是(shi)指(zhi)(zhi)要將薪酬改革納(na)入(ru)到整個公(gong)(gong)務(wu)員(yuan)(yuan)(yuan)體(ti)制(zhi)機制(zhi)改革,甚至是(shi)整個收(shou)入(ru)分(fen)配改革當(dang)中(zhong)。
公務(wu)(wu)員(yuan)工(gong)資改革(ge)是(shi)個(ge)敏感話題,文章發表(biao)后截(jie)(jie)止6月22日(ri)晚8時,《鳳凰網(wang)》論(lun)壇上(shang)已有(you)11萬網(wang)友參與(yu)討論(lun),有(you)8267條(tiao)評論(lun)。網(wang)友觀點截(jie)(jie)然對立(li),有(you)人(ren)鼓掌叫好,有(you)人(ren)大聲討伐,公務(wu)(wu)員(yuan)工(gong)資改革(ge)是(shi)中國鴻(hong)溝的(de)又一個(ge)典型(xing)標志。因(yin)此,建立(li)公平、高效的(de)制度(du),才能防止公務(wu)(wu)員(yuan)工(gong)資改革(ge)成(cheng)為既得利益(yi)集團的(de)分肥過程。
在四句(ju)話中,讓人(ren)頗費思量的是(shi)(shi)建(jian)立比較機制,公務員(yuan)工資高(gao)低需(xu)要訂(ding)立標準,但把公務員(yuan)和企業(ye)管理(li)(li)人(ren)員(yuan)的工資水平進行調查比較失之偏頗,兩者承擔的風險、責任完(wan)全不同。任何一(yi)個市場經濟體,成(cheng)功的企業(ye)家的薪酬(chou)是(shi)(shi)最高(gao)的,其次是(shi)(shi)職業(ye)經理(li)(li)人(ren)。
以上(shang)市公(gong)(gong)司(si)高(gao)(gao)管(guan)薪(xin)(xin)(xin)(xin)酬(chou)(chou)(chou)為(wei)例,2013年(nian)(nian)(nian)(nian)(nian),A股(gu)(gu)上(shang)市公(gong)(gong)司(si)職級較低的(de)董(dong)秘平(ping)均(jun)年(nian)(nian)(nian)(nian)(nian)薪(xin)(xin)(xin)(xin)達到了42萬(wan)(wan)(wan)(wan)元(yuan),約占2013年(nian)(nian)(nian)(nian)(nian)A股(gu)(gu)上(shang)市公(gong)(gong)司(si)高(gao)(gao)管(guan)層(ceng)平(ping)均(jun)薪(xin)(xin)(xin)(xin)酬(chou)(chou)(chou)(520萬(wan)(wan)(wan)(wan)元(yuan))的(de)8%。從(cong)2011年(nian)(nian)(nian)(nian)(nian)至2013年(nian)(nian)(nian)(nian)(nian),A股(gu)(gu)上(shang)市公(gong)(gong)司(si)董(dong)秘平(ping)均(jun)年(nian)(nian)(nian)(nian)(nian)薪(xin)(xin)(xin)(xin)分別(bie)為(wei)37萬(wan)(wan)(wan)(wan)元(yuan)、39萬(wan)(wan)(wan)(wan)元(yuan)、42萬(wan)(wan)(wan)(wan)元(yuan),增幅依次為(wei)2012年(nian)(nian)(nian)(nian)(nian)5.4%、2013年(nian)(nian)(nian)(nian)(nian)7.7%。而A股(gu)(gu)上(shang)市公(gong)(gong)司(si)高(gao)(gao)管(guan)層(ceng)薪(xin)(xin)(xin)(xin)酬(chou)(chou)(chou)更高(gao)(gao),平(ping)均(jun)年(nian)(nian)(nian)(nian)(nian)薪(xin)(xin)(xin)(xin)總額分別(bie)為(wei)454萬(wan)(wan)(wan)(wan)元(yuan)、487萬(wan)(wan)(wan)(wan)元(yuan)、520萬(wan)(wan)(wan)(wan)元(yuan),增幅依次為(wei)2012年(nian)(nian)(nian)(nian)(nian)7.2%、2013年(nian)(nian)(nian)(nian)(nian)6.8%。即使(shi)按照董(dong)秘的(de)薪(xin)(xin)(xin)(xin)酬(chou)(chou)(chou)減半,年(nian)(nian)(nian)(nian)(nian)薪(xin)(xin)(xin)(xin)也(ye)高(gao)(gao)達21萬(wan)(wan)(wan)(wan)元(yuan),讓公(gong)(gong)司(si)員達到這樣的(de)薪(xin)(xin)(xin)(xin)酬(chou)(chou)(chou)水準,公(gong)(gong)務員薪(xin)(xin)(xin)(xin)酬(chou)(chou)(chou)支出將多增數倍,顯然是(shi)對國民財(cai)富的(de)準偷竊(qie)行為(wei)。
那(nei)么公(gong)務員(yuan)薪(xin)酬參照(zhao)什么標準較為合理(li)?是(shi)當地的(de)(de)(de)高等級技(ji)術(shu)工(gong)人,而后(hou)按照(zhao)每年(nian)通(tong)脹的(de)(de)(de)情況(kuang)進行調(diao)(diao)整(zheng)。市場(chang)(chang)經濟(ji)中的(de)(de)(de)高等級技(ji)術(shu)工(gong)人,往(wang)往(wang)是(shi)市場(chang)(chang)中的(de)(de)(de)中高收入(ru)階層,每年(nian)按照(zhao)通(tong)脹情況(kuang)調(diao)(diao)整(zheng),公(gong)務員(yuan)群體就(jiu)會成為物價穩定的(de)(de)(de)自(zi)覺(jue)維護者(zhe),而在(zai)統計數據中注水(shui)調(diao)(diao)低通(tong)脹水(shui)準等現象(xiang)也不會出現。這(zhe)將是(shi)中國創設的(de)(de)(de)較為公(gong)平的(de)(de)(de)公(gong)務員(yuan)薪(xin)酬調(diao)(diao)整(zheng)制(zhi)度。
把公(gong)務員(yuan)過高的(de)津貼補(bu)貼降下來(lai),提高基(ji)本工資的(de)占比,是(shi)讓公(gong)務員(yuan)工資標準化、透明(ming)化的(de)辦法,值得鼓勵。此處的(de)難題是(shi),真正(zheng)杜絕隱性收(shou)入,這(zhe)是(shi)非常困(kun)難的(de)事。我國在(zai)契(qi)約市場的(de)初期,有(you)些(xie)落(luo)后地區(qu)實(shi)行的(de)是(shi)叢林法則(ze),貪腐到(dao)緇銖必較(jiao)的(de)程度,如掌握一(yi)定職(zhi)位的(de)公(gong)務員(yuan)可以讓人在(zai)某些(xie)礦代持干(gan)股,甚至連村里的(de)貧困(kun)補(bu)貼、五保戶補(bu)貼也被村干(gan)部侵吞(tun),河北等地的(de)朋友告知,“親(qin)屬(shu)關(guan)系最重要,否則(ze)再窮也申(shen)請不上”。在(zai)公(gong)務員(yuan)薪(xin)酬改(gai)革(ge)的(de)民(min)(min)時(shi),必須以法治根除(chu)貪腐土壤,公(gong)務員(yuan)不能有(you)了較(jiao)高的(de)薪(xin)酬還拿著(zhu)灰(hui)色收(shou)入,這(zhe)是(shi)對民(min)(min)眾改(gai)革(ge)意愿的(de)戲弄。
至(zhi)于(yu)打(da)破(po)現在公(gong)(gong)務(wu)員(yuan)職(zhi)務(wu)決(jue)定級別(bie),級別(bie)決(jue)定工(gong)資的(de)局(ju)限,公(gong)(gong)務(wu)員(yuan)即使不當官,而是技術(shu)型人(ren)才、專業執法人(ren)員(yuan),也能夠獲得體面的(de)生活。這是個好辦法,最終結果演變為,大學生不必(bi)千(qian)軍萬馬(ma)考公(gong)(gong)務(wu)員(yuan)過獨木橋,而樂于(yu)自(zi)主創業,公(gong)(gong)務(wu)員(yuan)體系內部不急于(yu)升(sheng)官發財,而把技術(shu)水平提(ti)升(sheng)到*,公(gong)(gong)務(wu)員(yuan)薪酬體制改革(ge)也就達到了目標。前(qian)提(ti)是,公(gong)(gong)務(wu)員(yuan)內部的(de)職(zhi)級、崗位設立明晰而周到。
公務員薪酬體制改革(ge)不是(shi)分肥,不是(shi)扶貧(pin),而是(shi)建(jian)立正(zheng)確的激勵機制,提升社會整體效(xiao)率(lv)與公平度。
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