Position salary and financial incentives

Abstract

The article is based on the results of the research work “Formulation of proposals for various methods of financial incentives in state civil service” conducted in 2014 as a part of the state assignment by the employees and experts of the Center for Public Administration Technologies, Institute for Applied Economic Studies of the Russian Presidential Academy of National Economy and Public Administration, among others - Yuzhakov V.N., Dobrolyubova E.I., Alexandrov O.V., Klochkova E.N., Maslennikova E.N., Tatarinova L.N., with the participation of the Lipetsk branch of the RANEPA, including - Shiukina T.V., Brusentsova V.A. The key results of collecting, compilation and analysis of the data on financial incentives practices of state civil servants submitted by 73 federal executive bodies are presented in this article. According to the analysis presented in the article, the existing system of financial incentives of the state civil servants is not oriented on improving their performance, it is nontransparent and depends on many subjective factors. The use of this system leads to significant differentiation in pay levels among position groups and individual state civil servants.