适应新质生产力发展的科研院所年薪制改革探讨  

Discussion on the annual salary system reform of scientific research institutes adapted to the development of new quality productive forces

作　　者：陈亚平 韩凤芹 CHEN Yaping;HAN Fengqin(China Academy of Fiscal Science,Beijing 100142,P.R.China)

机构地区：[1]中国财政科学研究院,北京100142

出　　处：《重庆大学学报(社会科学版)》2024年第6期152-163,共12页Journal of Chongqing University(Social Science Edition)

基　　金：国家社会科学基金项目“加快实现高水平科技自立自强的科技财政体制研究”(22VRC109);国家自然科学基金应急管理项目子课题“支持全面创新的多元投入基础制度研究”(72341006);中国财政科学研究院年度招标课题“知识价值视角下科研院所收入分配改革的逻辑内蕴与推进路径”(2024ZB-LL05)。

摘　　要：科研人员薪酬分配制度改革是统筹推进教育、科技、人才事业发展的重要抓手。年薪制作为新时代人才激励的重要薪酬手段,强调目标和贡献导向,以信任为原则,具有权责匹配、激励与约束并重、面向未来、具有一定弹性等特点,可以改变传统的以片面量化评价人才的方式,有利于激发人才创新活力和吸引国际高层次人才,对于推动新质生产力发展具有重要意义。科研院所是人才队伍建设的重要基地和新质生产力发展的前沿阵地,可以作为推行年薪制的改革先行区。但目前来看,科研院所推行年薪制还面临观念尚未形成一致、年薪水平标准确定容易陷入传统考核评价的老路、政策落地受到岗位人事等其他政策制约、单位内部改革积极性不足等多个方面的挑战,不利于新质生产力的培育发展。通过对国内北生所PI年薪制和英国BBSRC多层级年薪制的经验做法的总结发现,科研院所推行年薪制普遍建立了符合科研特点、可以上下浮动的科研评价考核机制,同时对推行年薪制的人才制定了严格的选拔机制,对未来我国科研院所推行年薪制提供了重要参考。基于此,本文提出了整体推进与局部试点相结合、宏观统筹与微观探索相结合、薪酬改革与科研评价相结合的科研院所年薪制总体改革思路,并从推动树立科学人才观与现代薪酬观、明确年薪制要素、加快构建年薪制薪酬制度体系等方面提出了科研院所推行年薪制的改革路径,以期为新时期我国科研院所收入分配改革提供政策参考。具体而言,一是要推动科研院所进一步解放思想,明确树立人才是第一战略资源、创新是第一发展动力的思想观念;二是要明确年薪制适用范围,推动建立科学可比的年薪水平确立机制;三是要强化多部门协同,从总体思路、目标原则、具体举措等方面明确推进科研院所推行年薪制的具�The reform of the salary distribution system for scientific researchers is an important starting point for promoting the coordinated development of education,science and technology,and talent undertakings.As an important salary means for talent incentive in the new era,the annual salary system emphasizes goal and contribution orientation,takes trust as the principle,and has characteristics such as matching rights and responsibilities,equal emphasis on incentive and restraint,facing the future,and having certain flexibility.It can change the traditional way of evaluating talents by one-sided quantification,is conducive to stimulating talent innovation vitality and attracting high-level international talents,and is of great significance for promoting the development of new quality productive forces.Scientific research institutes are an important base for talent team building and the forefront of the development of new quality productive forces,and can be used as a reform pilot for implementing the annual salary system.However,at present,the implementation of the annual salary system in scientific research institutes still faces challenges such as inconsistent concepts,the determination of annual salary level standards easily falling into the old path of traditional assessment and evaluation,policy implementation being restricted by other policies such as post and personnel,and insufficient internal reform enthusiasm of units,which is not conducive to the cultivation and development of new quality productive forces.Through summarizing the experience and practices of the PI annual salary system of the Institute of Biophysics,Beijing,and the multi-level annual salary system of the British Biotechnology and Biological Sciences Research Council(BBSRC),it is found that the implementation of the annual salary system in scientific research institutes generally establishes a scientific research evaluation and assessment mechanism that can fluctuate up and down in line with the characteristics of scientific research.At the s

关 键 词：科研院所 年薪制 新质生产力 收入分配改革 破五唯 

分 类 号：F287.6[经济管理—国民经济]