Executive pay is a li of reform.

Senior executives ' salary survey in state-owned enterprises the executive pay is repeatedly reformed "plugging point" Li Hope "governors" supervision of state-owned enterprise payroll executive pay has repeatedly become the state-owned enterprise reform on the road of "plugging Point", Li, the current Sasac director, said it was "embarrassing." Over the past year, the spread of the financial crisis has fuelled the already controversial executive pay of state-owned SOEs; Over the past three years,　　The total remuneration of more than 1500 senior executives grew by 45 million yuan a year and the profits soared by 150 billion yuan a year. Over the past 30 years, the state-owned management has undergone many rounds of surgery, and has left traces in the structure of the company, the state-owned compensation relationship is complex. The issue of executive compensation has repeatedly become the "plugging point" on the reform of state-owned enterprises, the current Sasac director Li also bluntly "very embarrassed", and Li in mind the ideal salary system, is "gradually to the board of directors", "because the Commission has a shareholder representative in the inside, I can guide you, I will guide the direction to tell you."　　"115 million of the public are skeptical that an unprecedented executive wage-limit movement seems to be brewing. In 2009, the news of the state-owned enterprise's pay cut came from all over.　　The leaders of Hebei state-owned enterprises take the lead to pay more than 20%; SAIC and other 9 big state-owned companies, such as Shanghai, take the lead in reducing wages by up to 40%; Jilin Province disclosed that the Jilin state-owned Enterprise Manager annual salary 480,000 caps, is the national lowest ... In February, the Ministry of Finance issued to the relevant units for the draft, the state-owned financial enterprises in charge of the highest annual income of 2.8 million yuan before the tax revenue, the expectations of public opinion again heating up.　　People are eager to see the Chinese version of the "Pay Order" debut. In recent years, the state-owned enterprise executive pay marketization degree is insufficient, the salary, the welfare subject complex, the internal level disparity unreasonable and so on the state-owned enterprise executive salary system is controversial. Although Li said that over the past three years, the total compensation of more than 1500 executives of the central enterprises increased by 45 million yuan per year, but in return for 150 billion yuan per year of profit growth, "the current state-owned enterprise executive pay is appropriate." However, this series of figures does not seem to impress public opinion. How many of these 150 billion are obtained through market competition? How many executives of state-owned enterprises have passed the test of market and shareholder?　　People are always wondering. 2. Monopolistic state-owned SOEs have been the target of the pay system of state-owned SOEs. Because 2008 12 million yuan of high salary, CNOOC general manager Fu once became the focus of public opinion.　　Fortunately Fu is "ready to come", on the one hand, his remuneration has long been through the State Council supervision of the Board of Supervisors and audit; On the other hand, from the first day of the 2001 IPO, CNOOC's top executives donated the board's approved income to the parent company, thus becoming "nominal income". In fact, in the reporter's survey, found that most large state-owned executives annual salary of 801 million, compared with private enterprises, is not a "sky-high price." Even a handful of central-income companies, which last year made big gains in wages, paid more for their employees, and executives responded to the SASAC call-Before Li public appeal, the central enterprises at all levels to "lead by example", the performance of the pay drop, for the staff to make an example. According to the experts, "the drawbacks of the monopoly enterprise compensation system, it is in the enterprise at their own pace of pay, according to their own resources to determine the level of remuneration, and these resources have a ' monopoly ' nature, which leads to the imbalance between the remuneration level of executives and the social average level, coupled with the basis of pay is not clear, so often incur social discontent.　　"3. Competitive state-owned enterprises pay no door and monopoly of state-owned enterprises paid attention to the different, those in the brutal market environment of competitive state-owned enterprises, in fact, the media can be more concerned about their real state than" private enterprises "also" private enterprises ", in the pay adjustment is far from private enterprise freedom. "The shareholding system reform of state-owned enterprises is only carried out after a long period of time, which determines the complexity of the state-owned enterprise compensation systems." Changhong spokesman Radian told reporters. His changhong is "15" during the period of the 156 key projects, 1988 by the shareholding system to become Sichuan Changhong Electric Co., Ltd., 1994 listed in the Shanghai Stock Exchange. In that era, shareholding system was the direction of state-owned enterprises reform.　　"National retreat DPP" also became the main melody of SOE reform. "In fact, we are talking about the Changhong, including the state-owned wholly-funded group, but also listed companies, that is, the company Limited." Radian said that after several reforms, the group company is still the largest shareholder of the company, the proportion of shareholding from the initial 50% down to 30%, but Changhong to clarify the company's executive compensation system is still not an easy thing. Theoretically, the remuneration of the board members and executives of stock companies is the same as that of the general listed company, but because some of the company executives are also the board members and senior executives of the group, their appointment and dismissal and remuneration are managed by the Sichuan Sasac, and the final results are often quite different. "Tcl in the completion of privatization, the boss personal assets over billion, for Changhong, whether it is the Nirunfeng era, or the present Zhao era, the boss of millions of million is not possible."　　"Bangs some helpless." 4. What is the public expectation of the "balance of powers" board of directors to reform the compensation rules?　　China's state-owned SOE executive pay has a predictable dream that it is expected to come into reality this year. The latest news is that a policy on compensation for state-owned enterprises has been approved by the State Council and is expected to be announced in July or August. It is understood that the new rules will be responsible for the state-owned enterprises pay system and structure, basic annual salary, performance of annual salary and official consumption norms and other aspects of regulation. According to the new rules, SOE executive compensation includes basic annual salary, performance annual salary and medium and long term incentive.　　Under the premise of determining the overall salary level of the senior executives of the state-owned enterprises, the new rules should be separately delineated according to the corresponding formulas. Sasac's work is not just about defining new rules. Financial critic Deng that the compensation reform of SOE executives is not only a kind of benefit redistribution, but actually a system change. At present, Sasac to "decentralizationChecks and balances "as the core of the board change is being piloted nationwide.　　According to the requirements of SASAC, a pilot enterprise of the Board of Directors of wholly state-owned companies, the number of external directors can exceed half of all directors, SASAC can authorize the board of Directors to assess the management. The external director system is meant to avoid the overlapping of identity and role conflict between board members and managers, to ensure that the board of Directors is independent of management to make company decision and value judgment, and to better protect the interests of shareholders and corporations. According to the official explanation, the functions of the external directors are: to evaluate the managers ' performance, to determine the remuneration of managers, to hire managers, to exercise the rights of state-owned shareholders of important enterprises, and to supervise and guide enterprises to establish a comprehensive risk management system.　　Unlike independent directors, the remuneration of external directors is directly paid by SASAC. In a recent interview, Li described the ideal state of the reform of the state-owned enterprise compensation system, is "gradually handed over to the board", "the company law stipulates that the executive remuneration is determined by the board, we can not replace the board, but can play a positive effect, because SASAC has shareholder representatives in the inside, I can guide you, I'll tell you the direction of the guide. "The expert opinion salary system cannot" one limit "the Ocean shore, promulgated" The salary limit order "has become the Obama to post the most cathartic decision.　　In this regard, famous economist Pengrong that the nature of state-owned enterprises and the complexity of governance structure, so that China's state-owned enterprises executive compensation system can not "one limit." In an interview with the Beijing Morning Post, the senior scholar, an economist at more than 20 large enterprises and some local governments, said that the way executives pay should be differentiated according to the nature of state-owned enterprises.　　But for the monopoly of state-owned enterprises executive pay, it should be more "stringent" standards. "Monopolistic state-owned enterprises rely on national policy to protect the operation and management activities, do not have to bear the risk of fierce market competition, senior executives are rarely the risk of dismissal." How much of its performance is attributable to management's effective operations and how much it has benefited from a monopolistic position is difficult to measure, so foreign or private enterprise pay patterns are clearly not applicable to these enterprises. From the selected mechanism, the market-oriented remuneration requires the marketing of senior executives, however, the current selection mechanism is difficult to match the market-oriented pay. Pengrong said that the current breakthrough is to establish a relatively complete and persuasive assessment system, so that monopolistic state-owned enterprises and generally competitive state-owned enterprises should have a clear distinction between the provisions. "The efficiency of the monopoly state-owned enterprise compensation system is too poor." Only discussion is not possible, there must be a detailed plan. "Deloitte Human Capital Consulting business partner Wang Dawei and senior manager Wu Shentao jointly wrote that the government authorities should make clear provisions on executive compensation in state-owned enterprises, including the CAP value and composition of compensation." Public acceptability is also a factor to be considered. Executive pay should also be tested by small shareholders and the public. After all, the survival of the enterprise can not leave the surrounding social environment. Morning News reporter Liu Ying flower