科研院所创新发展的制度困境

绩效工资总量管理仅是事业单位管理体制的一个细小环节，但它却是绩效工资、收入分配、科技成果转化、人才队伍建设等方面制度改革与政策创新无法回避的关键节点。本文以绩效工资总量管理为例，系统探讨科研院所创新发展面临的制度困境。原有管理体系无法适应科研院所差异化、动态化的发展需要，而现有改革创新仅治标不治本、用新问题掩盖旧问题，使得科研院所改革与创新发展陷入困境。当前，应当推进以社会化为导向，以科研院所而非科研人员为对象的系统化改革，使科研院所成为以提供公益类科技服务为职责、依法实行法人自治的官办社会组织。同时，构建涵盖内部治理、绩效管理、市场竞争、社会监督等多重约束的宏观调控机制，确保科研院所不失公益属性，真正成为创新发展的重要主体。

Institutional Dilemma to Innovative Development of Scientific Research Institutions: The Case of Management of Total Performance Wages

The management of total performance wages (hereafter, MTPW) is a minor link of management system of public institutions, but it is a key point which is inevitable for system reform and policy innovation in such areas as performance wages, income distribution, transformation of scientific and technological achievements, talent team construction. Taking MTPW as an example, this paper systematically explores the institutional dilemma facing the innovative development of scientific research institutions. The original management system cannot meet the needs of differentiated and dynamic development of scientific research institutes, and the recent reform and innovation can cure only symptoms but not root causes, which leads the reform and innovative development of scientific research institutes to a difficult situation. At present, we should promote the socialization-oriented systematic reforms which focusing on scientific research institutes rather than researchers, and let scientific research institutes be state-run social organizations which taking the responsibility of providing public science and technology services and implementing self-governance according to special laws. At the same time, construct a macro-control mechanism containing several kinds of effective constraints, such as internal governance, performance management, market competition and social supervision, in order to ensure that scientific research institutes do not lose their public welfare attributes and truly become an important subject of innovative development.