国企高管业绩考核机制的法律规制与完善路径  

A Law-based Approach to Improving the System for Evaluating the Performance of High-ranking SOE Managers

作　　者：李昌庚[1,2] Li Changgeng

机构地区：[1]南京晓庄学院 [2]南京师范大学中国法治现代化研究院

出　　处：《法治现代化研究》2020年第2期175-184,共10页Law and Modernization

摘　　要：国企高管所涉及的业绩考核及其薪酬激励等诸多问题并非以市场自身的力量、股东意思自治、公司治理及其相应的私法规范所能解决,更多需要国有企业特殊立法等公法规范以及公权力规制等加以解决。虽然我国国企高管业绩考核的相关立法及其改革实践取得了诸多成就,但受制于国企改革、社会法治环境等条件局限,立法层面仍存在诸多不足。为此,需要统一考核主体,建立健全国有企业统一考核体系;避免立法冲突,统一考核对象;建立健全分类考核制度;完善指标体系,提高考核实施效果;提高考核评价与激励机制相关度等。同时,国企高管业绩考核的法律规制有其特殊性及其相对性。The problems such as the performance evaluation of and payment to the high-ranking managers in China’s state-owned enterprises(SOEs)are beyond the scope of the market mechanism,the autonomy of stakeholders,the governance of corporations and the corresponding private laws.Their solution requires the regulation imposed by the public laws including the specialized legislation for the governance of SOEs.Although we have made many achievements in this regard,the relevant legislative work is still inadequate due to the limitations imposed by the difficulties in implementing the reform of SOEs and by the current socio-legal realities.Therefore,it is necessary to specify who is qualified and responsible for evaluating the performance of the high-ranking SOE managers and establish a unified system for the evaluation;to avoid legislative conflicts and unify evaluation targets;to establish and improve a classified evaluation system;to improve the system of evaluation indicators and enhance the effect of evaluation;and to better the relevant mechanisms for making evaluations and determining incentives.However,it is worthy of notice that the legal regulation over evaluating the performance of the high-ranking SOE managers has its own specificity and relativity.

关 键 词：国企高管 业绩考核 法律规制 分类考核 相对性 

分 类 号：D922.291.91[政治法律—经济法学]