Lu'an: "Three Mechanisms" build a village (community) cadre compensation system

In recent years, through the optimization of the salary system of the village (community) cadre to enhance the attractiveness of the cadre position of the village (community), to fully mobilize and stimulate the enthusiasm, initiative, and creativity of the village (community) cadres and officers. Rural revitalization service capabilities.

Establish a "job+level" salary mechanism. According to the work responsibilities and specific affairs assumed by the cadres of the village (community), the village (community) "two committees" and the deputy positions are set up. Each position is set up at 12 levels. The degree, the awards, etc. determine the corresponding level, establish the salary model of "basic remuneration × job level coefficient", and connect remuneration with the improvement of personal education and work performance, commendation, etc. Under the new compensation system, the annual income of the village (community) cadre and director "one -shoulder" personnel has increased from more than 43,000 yuan to more than 57,000 yuan, and the annual annual income of the deputy position has increased from more than 35,000 yuan to more than 47,000 yuan.

Establish a "incentive+improvement" working mechanism. Village (community) cadres, which have won the honor of the honor of the party and the country, the provincial and ministerial recognition, the state -level commendation, or the state -level commendation, or the county -level commendation for 2 consecutive years, and increase the level of 3, 2, and 1 on the basis of this position. Villages with clear village -level collective economy can withdraw the reward funds according to the 10%-30%ratio of the net income of the village -level collective economic cooperatives of that year; the village where the village -level collective economic cooperatives have no benefit. The 10%-30%ratio of the asset -based income to withdraw the reward funds, and reward the village cadres with outstanding contributions. The specific measures shall be discussed and formulated by the villagers' congress. After the community serving the community has been served for 3 years and the annual assessment of the community after obtaining a professional work qualification certificate and the annual assessment is qualified and above the community cadres, one -time professional allowance subsidies are given. Yuan and senior social workers subsidized 3,000 yuan. As of now, a total of 14 villages (communities) cadres in the county have enjoyed economic treatment of the four -level director of the level.

Establish a "assessment+performance" guarantee mechanism. The Party Committee Organization Department, the County Civil Affairs Bureau, and the township (street) party (work) party committee shall be managed in accordance with the management authority classification, and the basic performance and reward performance will be set up according to the 10%of my basic salary annual year. The cadre annual assessment results are linked, and the reward performance is issued at the end of the year at the end of the year's assessment results. The basic performance is distributed at 100 yuan/month per person. "Basic competent" and "disapproval" are not enjoying reward performance. Since this year, on the basis of the uniformly handling urban enterprise employee pension insurance in all villages (communities), the housing provident fund and urban employee medical insurance payment areas have been added, and the purchase insurance amount for village (community) cadres is not less than 500,000 yuan/ Human personal accident insurance. At the same time, in accordance with the work requirements of the Provincial Party Committee's Organization Department and the Provincial Department of Finance on the living subsidies of the cadres from the village, the living subsidies of cadres from the village (community) of the village (community) were issued on time to ensure that the basic life of the village (community) cadres was guaranteed after leaving.

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