文(wen)章來源：政(zheng)策法規局 發布(bu)時間：2017-06-12
遼(liao)國資(zi)〔2014〕72號
各省屬企業：
《關于深(shen)化省屬(shu)企業勞動用工和收入分(fen)配制度(du)改革的(de)實施意見》已(yi)經省國資委2014年第10次主(zhu)任會議審議通過，現印(yin)發給你們(men)，請認真貫(guan)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
為深入貫徹落實(shi)(shi)黨(dang)的十八(ba)大、十八(ba)屆三(san)中全會精神，深化企業內部(bu)員(yuan)工(gong)(gong)能進(jin)能出、管理(li)人(ren)員(yuan)能上能下、收入能增能減的制度改革，構建市場化用(yong)工(gong)(gong)分(fen)配機制，進(jin)一步提高企業競爭力和(he)(he)活力，現就深化省屬企業勞(lao)動用(yong)工(gong)(gong)和(he)(he)收入分(fen)配制度改革提出以下實(shi)(shi)施意(yi)見。
一、充分(fen)認識深化勞動(dong)用工和收入(ru)分(fen)配(pei)制度(du)改革的重要性和緊(jin)迫性
深(shen)(shen)化勞動用(yong)工(gong)和收入(ru)(ru)分(fen)配制(zhi)度改革(ge)是國有企(qi)業(ye)(ye)(ye)(ye)改革(ge)的(de)重要(yao)內容(rong)，是增(zeng)強省屬企(qi)業(ye)(ye)(ye)(ye)活(huo)力的(de)現實(shi)需要(yao)。多年(nian)來(lai)，省屬企(qi)業(ye)(ye)(ye)(ye)在(zai)(zai)(zai)勞動用(yong)工(gong)和收入(ru)(ru)分(fen)配方(fang)面(mian)，積極(ji)實(shi)踐(jian)和探(tan)索，取(qu)得了明顯的(de)成效(xiao)，但(dan)是隨著改革(ge)逐(zhu)步深(shen)(shen)入(ru)(ru)，省屬企(qi)業(ye)(ye)(ye)(ye)用(yong)工(gong)分(fen)配方(fang)面(mian)存在(zai)(zai)(zai)的(de)體制(zhi)機(ji)制(zhi)問題也逐(zhu)漸顯現，部(bu)分(fen)企(qi)業(ye)(ye)(ye)(ye)內部(bu)改革(ge)不到(dao)位，市場化選人用(yong)人和激勵約(yue)束機(ji)制(zhi)還未真正形(xing)成，部(bu)分(fen)企(qi)業(ye)(ye)(ye)(ye)員工(gong)能(neng)進不好出、管理人員能(neng)上不易下、收入(ru)(ru)能(neng)增(zeng)不能(neng)減等問題仍然存在(zai)(zai)(zai)，工(gong)資福(fu)利管理不規(gui)范(fan)的(de)問題時有發(fa)(fa)生，影(ying)響了企(qi)業(ye)(ye)(ye)(ye)發(fa)(fa)展(zhan)活(huo)力和競爭力。深(shen)(shen)化省屬企(qi)業(ye)(ye)(ye)(ye)用(yong)工(gong)分(fen)配制(zhi)度改革(ge)，采取(qu)各種措施(shi)，推(tui)進企(qi)業(ye)(ye)(ye)(ye)內部(bu)機(ji)制(zhi)轉換，能(neng)夠增(zeng)強企(qi)業(ye)(ye)(ye)(ye)發(fa)(fa)展(zhan)活(huo)力和競爭力，提升省屬企(qi)業(ye)(ye)(ye)(ye)發(fa)(fa)展(zhan)的(de)質量效(xiao)益，促進省屬企(qi)業(ye)(ye)(ye)(ye)持(chi)續(xu)健康發(fa)(fa)展(zhan)。
二、基本原則
堅持市場化(hua)改革(ge)方向。遵循(xun)市場規(gui)律和企業發展規(gui)律，推進省屬(shu)企業用工分配的市場化(hua)改革(ge)。
堅持注(zhu)重效(xiao)率(lv)、維護公平。職工工資增長與效(xiao)益(yi)提高相匹配。用(yong)工分配管理流程公開(kai)透明，接受公眾監督。
堅持依(yi)法(fa)合規(gui)、分(fen)類管理(li)。按照企業功能定(ding)位，依(yi)法(fa)規(gui)范勞動用工和收入分(fen)配管理(li)，逐級落實(shi)出資(zi)人職責(ze)，指(zhi)導所(suo)出資(zi)控股企業推進用工分(fen)配制度改革(ge)。
堅持(chi)統籌兼顧、重(zhong)點(dian)突(tu)破。深化用工分(fen)配制度改革與(yu)員(yuan)工績(ji)效管理改革相結(jie)合，突(tu)出解決重(zhong)點(dian)問題，統籌推進(jin)，確(que)保改革平穩有序進(jin)行。
三、改革目標
深(shen)化(hua)勞(lao)動用(yong)工和(he)收入分配(pei)制度改革的(de)目標要求是：省屬企(qi)業市場化(hua)程度顯著提高，用(yong)工分配(pei)關系更(geng)加和(he)諧，收入分配(pei)秩序明顯改善，激勵約束機制逐步健全，勞(lao)動生產效(xiao)率有效(xiao)提升。
2014年全面啟動省(sheng)屬企(qi)業(ye)深(shen)化(hua)勞動用(yong)工和(he)分配制度改革工作，2015年取得(de)明顯(xian)進展，到2017年省(sheng)屬企(qi)業(ye)市場(chang)化(hua)收入(ru)分配和(he)勞動用(yong)工管理體系全部建立(li)，省(sheng)屬企(qi)業(ye)員(yuan)工能進能出(chu)渠道基本暢通，管理人員(yuan)能上能下(xia)機制基本形成，收入(ru)能增能減辦法基本實現，為(wei)省(sheng)屬企(qi)業(ye)市場(chang)化(hua)改革奠(dian)定堅實基礎，為(wei)全面實現遼(liao)寧國(guo)資國(guo)企(qi)改革目標提供(gong)有力保障。
四、改革內容
（一(yi)）推動用工契約(yue)化(hua)管理，實(shi)現員(yuan)工能(neng)進能(neng)出(chu)
通過(guo)勞(lao)動用工(gong)制(zhi)(zhi)度改(gai)革，建(jian)立(li)起以合(he)同契約(yue)化管理為核心(xin)、崗位管理為基(ji)礎的(de)市場化用工(gong)機制(zhi)(zhi)，暢通進出渠道(dao)，形(xing)成能(neng)進能(neng)出的(de)正(zheng)常流(liu)動機制(zhi)(zhi)。
1.全面(mian)推行(xing)公(gong)(gong)(gong)(gong)開(kai)招(zhao)(zhao)(zhao)(zhao)聘(pin)制(zhi)度(du)。省屬企(qi)業(ye)招(zhao)(zhao)(zhao)(zhao)錄(lu)員工(gong)(gong)，按(an)照公(gong)(gong)(gong)(gong)開(kai)、平(ping)等(deng)、競爭、擇優的原(yuan)則，全面(mian)推行(xing)公(gong)(gong)(gong)(gong)開(kai)招(zhao)(zhao)(zhao)(zhao)聘(pin)制(zhi)度(du)。各(ge)省屬企(qi)業(ye)應制(zhi)定公(gong)(gong)(gong)(gong)開(kai)招(zhao)(zhao)(zhao)(zhao)聘(pin)辦法(fa)，面(mian)向社會公(gong)(gong)(gong)(gong)開(kai)招(zhao)(zhao)(zhao)(zhao)聘(pin)，做到信息公(gong)(gong)(gong)(gong)開(kai)、過(guo)程公(gong)(gong)(gong)(gong)開(kai)和結果公(gong)(gong)(gong)(gong)開(kai)。招(zhao)(zhao)(zhao)(zhao)聘(pin)信息應面(mian)向社會公(gong)(gong)(gong)(gong)開(kai)發布，不得設(she)置(zhi)歧視(shi)性(xing)、排他性(xing)錄(lu)用(yong)(yong)條(tiao)件，不得降低條(tiao)件定向招(zhao)(zhao)(zhao)(zhao)錄(lu)本企(qi)業(ye)職(zhi)工(gong)(gong)親(qin)屬。擬錄(lu)用(yong)(yong)人(ren)員應通過(guo)適當形(xing)式在(zai)一定范圍內公(gong)(gong)(gong)(gong)示，確保公(gong)(gong)(gong)(gong)開(kai)招(zhao)(zhao)(zhao)(zhao)聘(pin)工(gong)(gong)作的公(gong)(gong)(gong)(gong)平(ping)、公(gong)(gong)(gong)(gong)正，提高員工(gong)(gong)招(zhao)(zhao)(zhao)(zhao)聘(pin)質(zhi)量。國家政策性(xing)安置(zhi)、涉(she)密崗位等(deng)人(ren)員的聘(pin)用(yong)(yong)按(an)照國家有關規定執行(xing)。
2.加(jia)強勞(lao)(lao)(lao)動(dong)合同(tong)(tong)管(guan)理。省(sheng)屬企(qi)業(ye)要(yao)打破身份(fen)界限(xian)(xian)，構建以崗位(wei)管(guan)理為基礎、以合同(tong)(tong)管(guan)理為核心的(de)契約化、市(shi)場化用工(gong)管(guan)理機制。各省(sheng)屬企(qi)業(ye)要(yao)依(yi)法(fa)與員工(gong)簽(qian)訂(ding)勞(lao)(lao)(lao)動(dong)合同(tong)(tong)，勞(lao)(lao)(lao)動(dong)合同(tong)(tong)簽(qian)訂(ding)率達到l00%。強化勞(lao)(lao)(lao)動(dong)合同(tong)(tong)對(dui)實(shi)現員工(gong)能進能出(chu)的(de)重要(yao)作(zuo)用，細(xi)化勞(lao)(lao)(lao)動(dong)合同(tong)(tong)期限(xian)(xian)、工(gong)作(zuo)內容、勞(lao)(lao)(lao)動(dong)紀律、績(ji)效(xiao)要(yao)求(qiu)、合同(tong)(tong)終(zhong)(zhong)止(zhi)條件、違約責任等(deng)條款(kuan)(kuan)，明(ming)確雙方的(de)權利義務。圍繞勞(lao)(lao)(lao)動(dong)合同(tong)(tong)各項條款(kuan)(kuan)，完善相(xiang)關(guan)管(guan)理制度，確保員工(gong)任用和合同(tong)(tong)終(zhong)(zhong)止(zhi)等(deng)有(you)法(fa)可(ke)依(yi)、有(you)章可(ke)循。企(qi)業(ye)要(yao)依(yi)法(fa)完成對(dui)勞(lao)(lao)(lao)動(dong)關(guan)系的(de)清理，通過簽(qian)訂(ding)、繼續(xu)履行、變更、解除或終(zhong)(zhong)止(zhi)勞(lao)(lao)(lao)動(dong)合同(tong)(tong)等(deng)方式(shi)，規(gui)范(fan)勞(lao)(lao)(lao)動(dong)合同(tong)(tong)管(guan)理。
3.構建(jian)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)正常(chang)流動(dong)(dong)機制。省屬企(qi)(qi)(qi)(qi)業(ye)根據企(qi)(qi)(qi)(qi)業(ye)發展(zhan)戰略要(yao)求和(he)生產經營需要(yao)，構建(jian)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)正常(chang)流動(dong)(dong)機制，暢通員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)退出渠道(dao)。企(qi)(qi)(qi)(qi)業(ye)應明確(que)(que)勞(lao)動(dong)(dong)合同期滿續(xu)簽(qian)標準，根據勞(lao)動(dong)(dong)合同約定和(he)企(qi)(qi)(qi)(qi)業(ye)實(shi)際情況，依(yi)(yi)(yi)法(fa)(fa)選擇(ze)續(xu)簽(qian)或(huo)解(jie)除(chu)(chu)勞(lao)動(dong)(dong)合同。企(qi)(qi)(qi)(qi)業(ye)應強化(hua)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)績效(xiao)考核，明確(que)(que)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)不勝任崗(gang)位(wei)要(yao)求的(de)認定標準，對不勝任工(gong)(gong)作(zuo)且(qie)經過培(pei)訓(xun)或(huo)者調整工(gong)(gong)作(zuo)崗(gang)位(wei)，仍(reng)不能勝任工(gong)(gong)作(zuo)的(de)，按照法(fa)(fa)律(lv)法(fa)(fa)規要(yao)求履行有(you)關程序(xu)和(he)手續(xu)后，依(yi)(yi)(yi)法(fa)(fa)解(jie)除(chu)(chu)勞(lao)動(dong)(dong)合同。企(qi)(qi)(qi)(qi)業(ye)應細化(hua)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)違法(fa)(fa)違規和(he)違反企(qi)(qi)(qi)(qi)業(ye)規章制度(du)的(de)處(chu)罰標準，符(fu)合解(jie)除(chu)(chu)條件的(de)應當依(yi)(yi)(yi)法(fa)(fa)解(jie)除(chu)(chu)勞(lao)動(dong)(dong)合同。企(qi)(qi)(qi)(qi)業(ye)應盤活人(ren)(ren)力(li)資源存量，建(jian)立內部(bu)人(ren)(ren)力(li)資源市場，提高人(ren)(ren)力(li)資源使用效(xiao)率(lv)。企(qi)(qi)(qi)(qi)業(ye)應多(duo)渠道(dao)分(fen)流安置富余人(ren)(ren)員(yuan)(yuan)(yuan)(yuan)，通過轉崗(gang)、待崗(gang)培(pei)訓(xun)、解(jie)除(chu)(chu)勞(lao)動(dong)(dong)合同等多(duo)種途徑(jing)，完成富余人(ren)(ren)員(yuan)(yuan)(yuan)(yuan)分(fen)流安置工(gong)(gong)作(zuo)。富余人(ren)(ren)員(yuan)(yuan)(yuan)(yuan)待崗(gang)期間領取生活費，企(qi)(qi)(qi)(qi)業(ye)有(you)空缺崗(gang)位(wei)時，應優先安排富余人(ren)(ren)員(yuan)(yuan)(yuan)(yuan)上(shang)崗(gang)，不服從企(qi)(qi)(qi)(qi)業(ye)工(gong)(gong)作(zuo)安排的(de)，企(qi)(qi)(qi)(qi)業(ye)可(ke)依(yi)(yi)(yi)法(fa)(fa)與其(qi)解(jie)除(chu)(chu)或(huo)終止(zhi)勞(lao)動(dong)(dong)關系。
（二）強化崗位(wei)績效管理，實現管理人員能上能下
打(da)破原有身份界限，推進以崗位管理為(wei)基礎的職業(ye)發展通道建設。建立(li)企業(ye)管理人員選聘、考(kao)核、獎懲和退出機(ji)制，加(jia)大企業(ye)各(ge)級管理人員市場化選聘比(bi)例。
1.完(wan)善以崗(gang)位管(guan)理(li)(li)(li)為(wei)(wei)基礎的職(zhi)業發(fa)展通道。省屬企業應(ying)合(he)理(li)(li)(li)設置職(zhi)能部門和(he)(he)管(guan)理(li)(li)(li)崗(gang)位，減(jian)少(shao)企業管(guan)理(li)(li)(li)層級，嚴(yan)控(kong)管(guan)理(li)(li)(li)人(ren)員(yuan)(yuan)數量。完(wan)善管(guan)理(li)(li)(li)人(ren)員(yuan)(yuan)崗(gang)位管(guan)理(li)(li)(li)體系，明確管(guan)理(li)(li)(li)崗(gang)位職(zhi)責和(he)(he)任職(zhi)資(zi)格(ge)要求(qiu)，規范定(ding)(ding)崗(gang)、定(ding)(ding)編、定(ding)(ding)員(yuan)(yuan)、定(ding)(ding)薪。要建立以綜(zong)合(he)評(ping)價為(wei)(wei)基礎、任職(zhi)考核(he)為(wei)(wei)核(he)心的管(guan)理(li)(li)(li)人(ren)員(yuan)(yuan)職(zhi)位發(fa)展體系，制定(ding)(ding)管(guan)理(li)(li)(li)人(ren)員(yuan)(yuan)選拔(ba)任用和(he)(he)考核(he)評(ping)價標準，以崗(gang)定(ding)(ding)薪，崗(gang)變薪變。
2.建(jian)立(li)以(yi)能(neng)力和績(ji)效(xiao)為導向的(de)選拔任用機制。省屬企(qi)業應建(jian)立(li)管(guan)理人(ren)員(yuan)能(neng)力評(ping)價(jia)體系，在綜合(he)考(kao)核(he)(he)評(ping)價(jia)的(de)基礎(chu)上(shang)選賢任能(neng)，努力實(shi)現“能(neng)者上(shang)、庸者下、平者讓”。強化(hua)管(guan)理人(ren)員(yuan)績(ji)效(xiao)考(kao)核(he)(he)，科學(xue)合(he)理設置績(ji)效(xiao)目標，將績(ji)效(xiao)結(jie)果與職位升(sheng)降和薪酬調整緊(jin)密掛鉤。對于(yu)經考(kao)核(he)(he)評(ping)價(jia)不能(neng)勝(sheng)任工作(zuo)的(de)，應調整崗位，降職降薪，真(zhen)正做到(dao)能(neng)上(shang)能(neng)下。
3.推進(jin)管(guan)理(li)人員(yuan)(yuan)市場化選(xuan)聘(pin)。省(sheng)屬企業要擴大(da)選(xuan)人用人視野，合理(li)增加(jia)管(guan)理(li)人員(yuan)(yuan)市場化選(xuan)聘(pin)比(bi)例。市場化選(xuan)聘(pin)的(de)職業經理(li)人，簽訂(ding)績效協議，實(shi)行聘(pin)任制和契約(yue)化管(guan)理(li)，建立與業績緊密掛鉤(gou)的(de)引進(jin)和退出(chu)機(ji)制。
（三(san)）推(tui)進收(shou)入分(fen)配市場化(hua)改(gai)革(ge)，實(shi)現(xian)收(shou)入能增(zeng)能減
堅持效益(yi)決定分(fen)(fen)配(pei)(pei)(pei)的(de)原則，合理(li)確定同企(qi)(qi)業(ye)競(jing)爭能(neng)力相(xiang)適應的(de)員工收(shou)入(ru)水平。規范企(qi)(qi)業(ye)內(nei)部分(fen)(fen)配(pei)(pei)(pei)行為(wei)，理(li)順內(nei)部收(shou)入(ru)分(fen)(fen)配(pei)(pei)(pei)關系，逐步建立(li)反映勞動力市場價位、與企(qi)(qi)業(ye)經濟效益(yi)和個(ge)人績效緊(jin)密掛鉤(gou)的(de)員工工資決定及正常(chang)增長機制。
1.著力工(gong)(gong)資(zi)(zi)(zi)總(zong)額能增(zeng)能減機制(zhi)(zhi)建設。省屬企(qi)業應(ying)(ying)制(zhi)(zhi)定分類調(diao)控、能增(zeng)能減的企(qi)業內部工(gong)(gong)資(zi)(zi)(zi)總(zong)額預(yu)算(suan)管(guan)理辦法，建立工(gong)(gong)資(zi)(zi)(zi)效(xiao)益(yi)聯動(dong)機制(zhi)(zhi)，切實做到(dao)工(gong)(gong)資(zi)(zi)(zi)總(zong)額與企(qi)業效(xiao)益(yi)緊密掛鉤，企(qi)業效(xiao)益(yi)下(xia)降時，工(gong)(gong)資(zi)(zi)(zi)總(zong)額應(ying)(ying)當隨之下(xia)降。積極構建人(ren)(ren)工(gong)(gong)成(cheng)(cheng)本預(yu)算(suan)管(guan)理制(zhi)(zhi)度體系，不斷提高投(tou)入產出效(xiao)率。嚴(yan)格控制(zhi)(zhi)企(qi)業人(ren)(ren)工(gong)(gong)成(cheng)(cheng)本，使人(ren)(ren)工(gong)(gong)成(cheng)(cheng)本水平與企(qi)業發(fa)展戰略和競爭(zheng)力相適應(ying)(ying)。
2.推進與效(xiao)(xiao)(xiao)益(yi)密(mi)切(qie)聯系的薪(xin)(xin)(xin)酬(chou)(chou)制度改革。省屬企業(ye)(ye)(ye)應根(gen)據企業(ye)(ye)(ye)實際建立符合(he)市場要(yao)求(qiu)的員(yuan)(yuan)工(gong)(gong)(gong)(gong)薪(xin)(xin)(xin)酬(chou)(chou)制度，優化薪(xin)(xin)(xin)酬(chou)(chou)結(jie)構。員(yuan)(yuan)工(gong)(gong)(gong)(gong)薪(xin)(xin)(xin)酬(chou)(chou)一般由基本(ben)(ben)(ben)薪(xin)(xin)(xin)酬(chou)(chou)、績(ji)效(xiao)(xiao)(xiao)薪(xin)(xin)(xin)酬(chou)(chou)等組成。基本(ben)(ben)(ben)薪(xin)(xin)(xin)酬(chou)(chou)體現(xian)工(gong)(gong)(gong)(gong)作(zuo)年限(xian)、崗位(wei)責任、崗位(wei)技能、崗位(wei)強度、崗位(wei)環(huan)境(jing)等因素，應根(gen)據勞動力市場價(jia)(jia)位(wei)、企業(ye)(ye)(ye)成本(ben)(ben)(ben)承受(shou)能力等合(he)理(li)確定，并隨企業(ye)(ye)(ye)經營(ying)狀況的改變適時調整。績(ji)效(xiao)(xiao)(xiao)薪(xin)(xin)(xin)酬(chou)(chou)體現(xian)個(ge)(ge)人業(ye)(ye)(ye)績(ji)與所(suo)作(zuo)貢獻(xian)，與企業(ye)(ye)(ye)效(xiao)(xiao)(xiao)益(yi)、個(ge)(ge)人績(ji)效(xiao)(xiao)(xiao)緊密(mi)掛(gua)鉤，確保收(shou)入能增能減。企業(ye)(ye)(ye)效(xiao)(xiao)(xiao)益(yi)下降(jiang)或者職(zhi)工(gong)(gong)(gong)(gong)未(wei)完(wan)成績(ji)效(xiao)(xiao)(xiao)目(mu)標的，員(yuan)(yuan)工(gong)(gong)(gong)(gong)績(ji)效(xiao)(xiao)(xiao)薪(xin)(xin)(xin)酬(chou)(chou)總(zong)體水(shui)平相(xiang)應下降(jiang)。省屬企業(ye)(ye)(ye)要(yao)按(an)照員(yuan)(yuan)工(gong)(gong)(gong)(gong)崗位(wei)層級(ji)和(he)類別，合(he)理(li)設置基本(ben)(ben)(ben)薪(xin)(xin)(xin)酬(chou)(chou)和(he)績(ji)效(xiao)(xiao)(xiao)薪(xin)(xin)(xin)酬(chou)(chou)的比重(zhong)。各級(ji)管(guan)理(li)人員(yuan)(yuan)績(ji)效(xiao)(xiao)(xiao)薪(xin)(xin)(xin)酬(chou)(chou)比重(zhong)原則上應大(da)于基本(ben)(ben)(ben)薪(xin)(xin)(xin)酬(chou)(chou)比重(zhong)。建立工(gong)(gong)(gong)(gong)資水(shui)平市場對標機制，切(qie)實解決部分崗位(wei)收(shou)入“該高(gao)不高(gao)、該低(di)不低(di)”問題。工(gong)(gong)(gong)(gong)資增量要(yao)更多向工(gong)(gong)(gong)(gong)資水(shui)平低(di)于市場價(jia)(jia)位(wei)的員(yuan)(yuan)工(gong)(gong)(gong)(gong)傾(qing)斜，工(gong)(gong)(gong)(gong)資水(shui)平高(gao)于市場價(jia)(jia)位(wei)的，要(yao)逐步與市場接軌。落實出資人監管(guan)負責人薪(xin)(xin)(xin)酬(chou)(chou)的職(zhi)責，建立延期支付和(he)追索扣回制度，實現(xian)“業(ye)(ye)(ye)績(ji)升(sheng)、薪(xin)(xin)(xin)酬(chou)(chou)升(sheng)；業(ye)(ye)(ye)績(ji)降(jiang)、薪(xin)(xin)(xin)酬(chou)(chou)降(jiang)”。
3.規(gui)(gui)范員工(gong)(gong)(gong)(gong)福利(li)保(bao)障制(zhi)度。省屬企(qi)(qi)業(ye)應(ying)(ying)嚴格(ge)清理規(gui)(gui)范工(gong)(gong)(gong)(gong)資(zi)(zi)外(wai)收(shou)入，加強(qiang)福利(li)項(xiang)目管理。制(zhi)訂嚴格(ge)的(de)(de)職工(gong)(gong)(gong)(gong)福利(li)費、住(zhu)房公積(ji)金、住(zhu)房補貼等(deng)規(gui)(gui)章制(zhi)度，對所出資(zi)(zi)控股企(qi)(qi)業(ye)的(de)(de)職工(gong)(gong)(gong)(gong)福利(li)實行(xing)有效監管。職工(gong)(gong)(gong)(gong)福利(li)費增長(chang)幅度不得超過(guo)工(gong)(gong)(gong)(gong)資(zi)(zi)增長(chang)幅度。不得超標準列(lie)支(zhi)福利(li)費項(xiang)目。住(zhu)房公積(ji)金繳(jiao)(jiao)(jiao)存(cun)(cun)應(ying)(ying)嚴格(ge)執(zhi)行(xing)國(guo)家和(he)地方有關政策規(gui)(gui)定，繳(jiao)(jiao)(jiao)存(cun)(cun)基數和(he)繳(jiao)(jiao)(jiao)存(cun)(cun)比例(li)(li)不得超過(guo)所在地規(gui)(gui)定標準。企(qi)(qi)業(ye)經濟效益(yi)下(xia)降的(de)(de)，福利(li)費不得增長(chang)，年金企(qi)(qi)業(ye)繳(jiao)(jiao)(jiao)費比例(li)(li)應(ying)(ying)當(dang)隨(sui)之動態(tai)調整，適當(dang)降低或(huo)暫(zan)停繳(jiao)(jiao)(jiao)費。
４.加(jia)大對關鍵人(ren)(ren)才(cai)的激勵(li)力度(du)。積極探索符合專業(ye)人(ren)(ren)才(cai)的收入分配制(zhi)度(du)。根據企業(ye)發(fa)展戰略、行(xing)業(ye)特(te)點和員工(gong)的可承受(shou)程度(du)，依法依規建立關鍵人(ren)(ren)才(cai)中長期激勵(li)機(ji)制(zhi)；以實際貢獻為評價(jia)標準，建立科技創新人(ren)(ren)才(cai)薪(xin)酬激勵(li)制(zhi)度(du)。
五、統(tong)籌規劃，積極穩妥推(tui)進省屬企業勞動(dong)用工和收入分配制度改(gai)革
深化(hua)(hua)省屬企業(ye)勞動用工(gong)和收入分配(pei)制(zhi)度改(gai)革，涉及到企業(ye)內部管(guan)理機制(zhi)的全面優化(hua)(hua)，涉及到員工(gong)切(qie)身(shen)利益，需要統籌(chou)規劃，積(ji)極穩(wen)妥推進(jin)。
（一）加強組織領導
省屬企(qi)業要高度(du)(du)(du)重視新形勢下進一步深化勞動用(yong)工(gong)和(he)(he)收入(ru)分配(pei)(pei)制度(du)(du)(du)改革(ge)的重要性和(he)(he)緊迫性，切實加(jia)強組(zu)織領(ling)導，成立深化用(yong)工(gong)分配(pei)(pei)制度(du)(du)(du)改革(ge)領(ling)導小組(zu)或者(zhe)明確專門部門負責(ze)，建立工(gong)作制度(du)(du)(du)和(he)(he)運行機制。加(jia)強政策宣傳和(he)(he)培(pei)訓，引導全體員(yuan)工(gong)形成改革(ge)共識(shi)，積(ji)極參(can)與改革(ge)。企(qi)業應主(zhu)動加(jia)強與地方政府各(ge)有關(guan)職(zhi)能部門的溝通聯系，為改革(ge)創造(zao)良(liang)好的環境(jing)和(he)(he)氛圍。
(二)精心組織實施
省屬企(qi)(qi)業要制定符合本企(qi)(qi)業實(shi)(shi)際的深化(hua)(hua)用(yong)工分配(pei)改革方案，制定分階段目標(biao)(biao)任務和具體措施(shi)。研究制定本企(qi)(qi)業進(jin)(jin)(jin)一(yi)(yi)步深化(hua)(hua)勞動用(yong)工和收入(ru)分配(pei)制度改革辦(ban)法和相(xiang)關(guan)配(pei)套文件，強化(hua)(hua)人力資(zi)源信息化(hua)(hua)建設、對標(biao)(biao)管理等基礎(chu)工作(zuo)，建立社會風(feng)險(xian)、輿情風(feng)險(xian)、法律風(feng)險(xian)評估(gu)機制，加強對所屬企(qi)(qi)業的指導(dao)和督促，強化(hua)(hua)企(qi)(qi)業用(yong)工責(ze)、權、利的統(tong)一(yi)(yi)，落實(shi)(shi)各(ge)級管理責(ze)任。與其(qi)他(ta)各(ge)項改革統(tong)籌協調，同(tong)步推進(jin)(jin)(jin)。重點突破(po)，務求實(shi)(shi)效，解決突出問題，全(quan)面(mian)推進(jin)(jin)(jin)改革。
（三）穩步推進改革
勞動(dong)(dong)用工(gong)和(he)收入分配制度(du)改(gai)(gai)革關(guan)系(xi)到(dao)員工(gong)的(de)切(qie)身利益，在推(tui)動(dong)(dong)改(gai)(gai)革的(de)過(guo)程(cheng)中(zhong)要(yao)處理好改(gai)(gai)革與穩(wen)定(ding)的(de)關(guan)系(xi),堅持群眾路線，充(chong)分相信員工(gong)、依靠員工(gong)，形成(cheng)改(gai)(gai)革合(he)力(li)。涉及職工(gong)利益的(de)改(gai)(gai)革方案，應通過(guo)一定(ding)的(de)方式履(lv)行必要(yao)的(de)企(qi)業(ye)內部民主程(cheng)序。同時，妥善解決員工(gong)在改(gai)(gai)革過(guo)程(cheng)中(zhong)遇到(dao)的(de)現實問題，積極履(lv)行社(she)會責任，切(qie)實保障員工(gong)的(de)合(he)法權益，確保企(qi)業(ye)、社(she)會、職工(gong)隊伍和(he)諧穩(wen)定(ding)。
