The Ministry of Human Resources and Social Security: Strengthen the governance of unpaid wages for primary and secondary school teachers and medical staff, and deepen the reform of compensation in public hospitals.

On August 17, reporters from the 21st Century Business Herald learned from the Ministry of Human Resources and Social Security that during the 14th Five-Year Plan period, China will classify and improve the mechanisms for determining and adjusting salary levels in public institutions, strengthen the compensation guarantee for key groups, and enhance the governance of wage arrears for public institutions, especially for primary and secondary school teachers and medical personnel. A relevant official from the Wage and Welfare Division of the Ministry of Human Resources and Social Security introduced that during the 14th Five-Year Plan period, multiple measures will be taken to advance the reform of the salary system in public institutions. First, classify and improve the mechanisms for determining and adjusting salary levels in public institutions. Explore the establishment of a salary survey system and implement a normal adjustment mechanism for basic salary standards. Further refine allowance and subsidy policies based on the characteristics of different regions, industries, and positions. Establish a sound salary information management system for public institutions to provide a scientific basis for salary management. Second, stimulate the vitality of innovation and creativity. Implement income distribution policies that are oriented towards increasing the value of knowledge, deepen the reform of income distribution in higher education institutions and research institutes, and improve the incentive mechanisms for the salary distribution of high-level talents in public institutions and the cash reward policies for the conversion of scientific achievements by researchers. Optimize the internal distribution methods in public institutions, giving preference to key positions, high-level talents, core staff, and employees who have made outstanding contributions. Third, strengthen the compensation guarantee for key groups. Closely align with the public welfare attributes of public hospitals, strengthen research on key issues such as salary levels among hospitals, internal distribution, and leaders' salary levels, and explore effective solutions to further deepen the reform of the salary system in public hospitals. Strictly implement various preferential salary policies for teachers and improve the long-term linkage mechanism for the salaries of primary and secondary school teachers. Perfect the incentive mechanisms for the salary guarantees of grassroots medical personnel and enhance the governance of wage arrears for public institutions, especially for teachers and medical personnel in primary and secondary schools. Fourth, standardize the income distribution order in public institutions. Establish and improve the salary supervision and management mechanism for public institutions, and strengthen the supervision and inspection of policy implementation. Increase efforts to investigate and deal with violations of policies, and gradually build a fair, reasonable, and orderly income distribution pattern. According to reports, during the 13th Five-Year Plan period, the salary work in public institutions in China made positive progress and achievements. The normal adjustment mechanism for the basic salary standards of public institutions has been implemented, steadily increasing the salary income levels of staff in public institutions.