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The author:(作者)hpmailerpublished in(发表于) 2013/11/17 8:57:10 Individual executive pay millions of State-owned enterprises， ministries Minister annual salary of a hundred thousand of
Work outside the poem. Although 18 plenary session outlining the future path of reforming State-owned enterprises, but this does not mean that reforms in State-owned enterprises and enterprises have no barriers. Compared to the complexity of the ownership status, go to the administrative level, enterprises and the reform of State-owned enterprises are likely to first start from the simplest executive pay.
The China Business Journal reporter was informed that the Ministry of human resources and social security (hereinafter referred to as "one Department") led for enterprises and State Executive income survey has been completed. In the course of investigation, human and social enterprises and State-owned enterprise executives found a large imbalance in income, a phenomenon more prominent performances of listed companies in the financial sector, at the same time, there are also very few SOE executives receive salaries of millions of dollars.
At present, one Department has reported the summary of findings. Two independent sources confirmed to reporters, competent authorities are prepared to take a number of means to control the standard enterprises, State-owned enterprises executive compensation. For part of their income is too high for enterprises, State-owned enterprise executives, pay measures would be taken to bridge the Central enterprises, State-owned enterprise executives and civil servants, as well as enterprises, State-owned grass-roots staff's income gap.
Polarization
At the beginning of this year, released by the State Council on deepening the reform of income distribution system focused on Division of labour notice of proposed "strengthening executive compensation management in State-owned enterprises. Appointed by the Chief Executives of State-owned enterprises the remuneration limits imposed high promotion pay deferred compensation and recourse to claw back system. Bridging the gap in State-owned enterprise distribution, executives pay increases should be lower than the average wage increases for enterprise employees. ”
That part of the reform by the Department, the Ministry of finance, the State-owned assets Commission, national development and Reform Commission, the Ministry of supervision, the ACFTU is responsible.
One senior members of the Department who had told reporters that "executive compensation management in State-owned enterprises was a sensitive issue. ”
Delaying retirement, pensions in a dual-track process focuses on a range of issues such as, relevant enterprises executive pay "sensitive issues", one Department has been said.
This reporter learned that, from the beginning of May this year, one Department in conjunction with the relevant departments in the Mainland in recent ten provinces launched a State-owned enterprise executives compensation survey, present the results of this survey are close to finishing is complete, and will be escalated to a higher authority, as a basis for policy formulation.
Who participated in the survey to reporters at the local level, "said survey results a clear polarization. ”
"Some benefit bad state-owned enterprises, executives and their incomes are very low, effective State Executive income was very high. "These people said.
It is understood that research, the most surprising data came from the financial industry. "A listed financial company and State-owned holding, stationed its executives belonging to state-owned enterprises, and people in the system, close to millions of dollars of their income. "These people," said top financial sector executives. "Naturally, has become the focus of future reform of the financial sector.
In the financial sector, have the ability to control state-owned commercial banks. Refers to state-owned banks by the State (Ministry of finance and the Central Huijin company) regulated commercial banks directly. Currently: industrial and commercial bank, agricultural Bank of China, Bank of China, China Construction Bank, Bank of communications, a total of 5.
Five Executive levels of remuneration are also subject to the relevant administrative departments statistical limitations, joint-stock Bank executives earning is not restricted. Joint-stock Bank safe bank market in 2012, top three executive pay amounted to 19.58 million dollars. Agricultural Bank of China this figure was 2.77 million Yuan and Bank of communications was 2.21 million Yuan, industrial and commercial bank of 2.93 million Yuan, CCB 2.81 million Yuan, Bank of China, 8.18 million Yuan.
It is understood that the investigation involves both second-level and third-level enterprises company, as well as by the head of the local State-owned assets supervision in State-owned enterprises.
Executive pay cuts
According to people familiar with the assessment that "the findings and direct significance to future decision-making. "While in the man Department and the SASAC and moved forcefully in discussions, there have been an embarrassing situation. SASAC is currently developed for Central enterprises executives, the average annual salary of 700,000 yuan.
"Now, however, only a hundred thousand of dollars annual salary of Ministers of various ministries, the gap between the two is still very large. "People who have participated in the discussions said.
Special nature of Chinese State-owned enterprise executives and Government officials, in recent years, enterprises executives transferred to government positions are not new. Enterprises executives at an administrative level.
"Central enterprises executives and officials, but also party members, and remuneration of the leaders in the Government sector in sharp contrast. "Industry expert who declined to give his name said," with executive level representing pension, retirement and so on are protected, professional insurance. Can't enjoy the Red safe ' treatment, well-paid on the other side, this is unfair. ”
For discussion of SOE executive pay will influence decision-making by more senior government departments.
One Department's findings and recommendations, remuneration of executives of State-owned enterprises to develop in the future have a clear effect, pay cuts will be the main theme.
Safeguard competitiveness
In the survey found that in Central enterprises, headquarters is formal salary management, but in the second-level and third-level branch, compensation management confusion, more prone to high salaries.
In fact, income distribution reform in the course of discussions, DESA and the Commission was working with people, and conducted in-depth discussions.
It is understood that in the last round of discussions on the State executive pay system, SASAC believes that universal salary at around 700,000 yuan enterprises executives, "compared to its management, work safety and other major responsibilities assumed by, not a very high salary of 700,000 yuan. Types with social enterprises, enterprises executives earning are not alarmingly high. ”
At present, the country has a number of enterprises into the world's top 500, "Central enterprises's mission is to represent the interests of the enterprises bigger and stronger, low pay and not competitive. "A close contact with the SASAC industry expert, told reporters," not only about fairness, without scruple enterprises bigger and stronger pressure. ”
Due to the development of enterprises and State-owned enterprises face national and international competition, so high about Executive income limit, on the competitiveness of enterprises is to discuss the impact of fear factor.
However, there is one expert from the Department of human and social, to refute the assertion that "enterprises now have two pay systems, one being market hiring, using market-oriented remuneration, there are outside risks. Another is within the pay system. ”
Indeed, a research institution has conducted research in the Bank, the problem is that "gives you a higher level of pay, is likely to leave the State-owned enterprises? "" Research turned out to be a person wishes to terminate the labor contract from State-owned enterprises. "The experts said.
"No people on the shore, take swimming in the ocean of money, big fish, little fish is mopping up. "The person said," this is not fair. ”
功夫在诗外。尽管十八届三中全会勾勒了未来国企改革的路径，但这并不意味着国企和央企的改革已经没有障碍。相比于复杂的所有制地位、去行政级别化等，央企和国企的改革很可能最先从最为简单的高管薪酬入手。
《中国经营报》记者获悉，由人力资源和社会保障部(下称“人社部”)牵头进行的针对央企和国企高管收入的调研已经基本结束。在调研过程中，人社部发现央企和国企高管收入存在较大的不平衡状况，这一现象在金融行业上市公司中表现较为突出，同时，也存在极个别国企高管领取上千万元薪酬的状况。
目前，人社部已经将汇总的调研结果上报。而两个独立消息源向记者证实，有关主管部门正在准备采取多项手段控制规范央企、国企高管薪酬。对于部分收入过高的央企、国企高管，将采取降薪措施，以弥合央企、国企高管与公务员以及央企、国企基层员工的收入差距。
两级分化
在今年年初公布的《国务院办公厅关于深化收入分配制度改革重点工作分工的通知》提出，“加强国有企业高管薪酬管理。对行政任命的国有企业高管人员薪酬水平实行限高，推广薪酬延期支付和追索扣回制度。缩小国有企业内部分配差距，高管人员薪酬增幅应低于企业职工平均工资增幅。”
该部分改革由人社部、财政部、国资委、发改委、监察部、全国总工会等负责。
人社部一位高层人士曾经向记者表示，“国有企业高管薪酬管理问题是一个敏感问题。”
在延迟退休、养老金双轨制等一系列问题集中讨论的过程中，有关央企高管薪酬的“敏感问题”，人社部迟迟未能表态。
记者了解到，从今年5月初开始，人社部会同相关部门在国内近十个省份展开了国有企业高管薪酬调查，目前该调查结果已经接近整理完成，并将上报到更高的权力机构，作为政策制定的依据。
一位参与此项调查的地方级别的相关人士向记者透露，“调查结果出现了明显的两极分化。”
“一些效益不好的国企，高管收入也非常低，效益好的国企高管收入非常高。”上述人士表示。
据了解，调研中，最惊人的数据来自金融行业。“一家上市的金融公司，国有控股，其高管属于国企派驻，体制内人士，其收入接近千万元。”上述人士表示，“金融行业的高管收入最高。”顺理成章，金融行业也成为未来改革的重点。
在金融领域中，有能力进行调控的是国有商业银行。国有商业银行是指由国家(财政部、中央汇金公司)直接管控的商业银行。目前主要有：中国工商银行、中国农业银行、中国银行、中国建设银行、交通银行共5家。
五大行高管的薪酬还受到相关行政部门统计水平的限制，而股份制银行的高管年薪不受限制。股份制银行平安银行2012年上市，前三名高管薪酬总额为1958万元。农业银行这一数据为277万元，交通银行为221万元，工商银行293万元，建设银行281万元，中国银行818万元。
据了解，此次调研既涉及央企的二级和三级公司，也涉及由地方国资委主管的国有企业。
高管降薪
据知情人士评价，“这份调研结果，将对未来的决策制定有直接意义。”而在人社部与国资委和央企的讨论中，曾经出现过一次尴尬的局面。国资委目前为央企高管制定的平均年薪为70万元。
“但是，现在各个部委部长的年薪也只有十几万元，两者之间的差距还是非常大的。”曾经参与讨论的人士表示。
而中国国企高管和政府官员具有特殊性质，几年来，央企高管调任政府要职的现象屡见不鲜。央企高管具有行政级别。
“央企高管其实又是官员、又是党员，与政府部门的领导形成了鲜明的薪酬对比。”一位不愿透露姓名的行业专家表示，“具有行政级别代表着养老、退休等各个方面都有保障，职业有了保险。不能一边享受着‘红色保险柜’的待遇，另一边又拿着高薪，这是不公平的。”
对于国企高管薪酬问题的讨论将影响更高层的政府决策部门。
而人社部的调研结果与建议，将对未来国有企业高管的薪酬制定产生明确影响，降薪将成为主旋律。
保障竞争力
在调研中发现，在央企中，总公司的薪酬管理很正规，但是在二级和三级分公司中，薪酬管理比较混乱，更容易出现高薪。
其实，在收入分配改革讨论过程中，人社部和国资委曾经接触，并进行过深入讨论。
据了解，在上一轮关于国企高管薪酬制度讨论中，国资委认为，央企高管的普遍薪酬收入在70万元左右，“这与其承担的经营、安全生产等重大责任相比，70万元的年薪并不算高。与社会同类型企业相比，央企高管的收入也没有高得惊人。”
目前，国内已经有多家央企进入世界500强，“央企的任务是代表国家利益将企业做大做强，过低的薪酬并没有竞争力。”一位近距离接触国资委的业内专家向记者表示，“不能只讲究公平，而不顾忌央企要做大做强的压力。”
由于央企和国企的发展面临着国内和国际的竞争，因此对高管收入限高一事，对企业竞争力的影响是讨论的顾忌因素之一。
但是，也有一位来自人社部的专家，对这一论断进行反驳，“现在央企有两种薪酬制度，一种是市场聘用，采用市场化薪酬，也有体制外的风险。另外一种是体制内的薪酬制度。”
甚至，一家研究机构曾经在银行中进行调研，问题是，“给你更高的薪酬，是否愿意离开国企？”“调研结果是没有一个人愿意解除劳动合同离开国企的。”上述专家表示。
“不能人在岸上，拿着海里游泳的钱，又大鱼小鱼通吃。”该人士表示，“这是不公平的。”
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