搞活事业单位内部分配,是促进事业单位人事制度改革逐步深化的重要环节。近年来,有不少事业单位在此方面进行了有益的尝试,取得了一定的经验。但在实际工作中,也暴露出了不容忽视的问题。 一是片面追求高工资。有的单位领导在单位效益好时,会大幅度提高职工的工资,而忽视了资本的积累;效益不好时,他们甚至于会采取吃投资、亏损经营等方式来保障职工的政策性收入增长的需要。有的垄断性行业的事业单位,利润比较大,工资基数定得过高,形成了行业之间、部门之间和单位之间较大的收入差距。究其根源,在于长期以来形成的“工资只能涨不能降”的定势思维。 Enlivening the internal distribution of public institutions is an important part of promoting the gradual deepening of the personnel system reform in public institutions. In recent years, many institutions have made helpful attempts in this regard and have gained some experience. However, in practical work, problems that can not be ignored have also been exposed. First, one-sided pursuit of high wages. When the unit’s efficiency is good, some unit leaders will greatly raise the wages of employees while neglecting the accumulation of capital. When the benefits are not good, they will even take policies such as investment and loss-making to ensure the growth of policy-oriented workers’ income Need. In some monopolistic industries and institutions, the profits are relatively large and the wage base is set too high, resulting in a large income gap between industries, departments and units. The root cause lies in the fixed thinking that “the wage can only rise but not decrease”, which has long been formed.