新形势下高校人事代理制度的实施及其合理性探析——以安徽省部分高校人事代理政策文本为依据

摘要

2014年《事业单位人事管理条例》(国务院令第652号)颁布实施后,机关、事业单位步入全员纳入社会保障体系的新阶段,由此引发新一轮事业单位人事改革大潮,全国大部分高校开始重新审视人事代理制度.安徽省属部分高校也重新制定或修订相关人事代理管理规定(办法),进一步明确人事代理人员与学校的聘用关系,规范人事代理的实施范围及聘用程序,努力解决人事代理人员的管理、待遇等问题.虽然在制度层面提出了人事代理人员与正式编制人员"同岗同酬"等概念,但高校人事代理制度依然存在"差别化待遇"和"身份认同"问题.在新一轮高校人事制度改革的大背景下,关于高校人事代理制度合理性的讨论也在不断发酵.高校人事制度改革主管部门应及时总结一些高校的有益做法,为改善高校人事代理人员处境进行制度层面的顶层设计.%Since the promulgation and implementation of "Regulations on the Personnel Management of Public Institutions" in 2014, government departments and institutions stepped into the new stage of full participation in the social security system, which led to a new round of personnel reform in public institutions.In the new context, most colleges and universities nationwide began to re-examine the personnel agency system.Some provincial colleges and universities in Anhui Province drew up or revised the relevant personnel agency management (method), further defined the employment relationship between the personnel agency staff and school, re-regulated the scope of implementation of personnel agency system and employment procedures, and tried to solve the problems concerning management and treatment of personnel agency staff.Although the concept of "equal pay for equal work" between personnel agency staff and the authorized strength has been proposed in the institutional level, the questions of "identity recognition" and "differential treatment" still exist in the personnel agency system.The discussion about the rationality of personnel agency system in colleges and universities rumbles on in the context of a new round of reform of personnel system in colleges and universities.The authority responsible for the personnel system reform in colleges and universities should summarize some good practices and do some top-level designs in the institutional level for improving the situation of personnel agency staff in colleges and universities.