中央垂直管理京外单位作为中央国家机关派驻在地方的中央级行政单位，是中国公务员人事管理体制机制探索建立过程中，逐步形成并不断固化拓展的特色举措。长期以来，部分中央垂直管理京外单位的公务员在不同场合不同程度地表达过对自己工资收入的不满，“同城不同酬”的呼声比比皆是，“中央不疼、地方不爱”的抱怨时有出现。研究中央垂直管理京外单位公务员工资收入管理困境对于解决上述问题、激发公务员干事创业热情具有重要意义。本文围绕“中央垂直管理京外单位公务员工资收入管理困境究竟有哪些？如何有效地解决？”而展开，在梳理中央垂直管理体制和公务员工资收入制度发展背景的基础上，从制度设计和制度执行两个层面出发，开展了系列研究工作。在制度设计层面，详细研究了现行中央垂直管理京外单位的工资收入管理模式和不同模式间的内在联系，并利用全国各省份的公务员工资收入数据，量化分析了地方公务员工资收入管理对中央垂直管理京外单位的影响情况。在制度执行层面，通过与各省份从事工资管理工作的公务员面对面访谈，和对各省份中央垂直管理京外单位公务员的问卷调查研究，总结了中央垂直管理京外单位工资收入管理在执行层面存在的重点问题，并分析了当前中央垂直管理京外单位工资收入管理与新时代党的组织路线的契合度，归纳了中央垂直管理京外单位工资管理向现代化目标发展的现实障碍。本文认为，中央垂直管理京外单位工资收入管理存在靠自身无法彻底解决的体制性困境和结构性困境，以及因体制性困境、结构性困境衍生出的事务性困境，“三大困境”导致中央垂直管理京外单位工资收入管理的现代化发展仍处于起步阶段，亟需注入新的制度活力。最后，针对“三大困境”提出了规范全国地方公务员奖励性改革性补贴、以绩效贡献为导向优化调整工资结构、强化以完成岗位职责为标准的评价考核机制与工资收入机制的关联度，以及建立更加丰富完备的公务员薪酬体系等政策建议。

As a central administrative unit stationed at the local level by the central state organ, the central vertical management units outside Beijing is a characteristic measure gradually formed and continuously solidified and expanded in the process of exploring and establishing the personnel management system and mechanism of Chinese civil servants. For a long time, some civil servants of the central vertical management units outside Beijing have expressed dissatisfaction with their wages on different occasions to varying degrees. "Different pay in the same city" can be heard everywhere, and "the central government doesn't care and the local governments set aside " complaints often appear. It is of great significance for solving the above problems and stimulating the entrepreneurial enthusiasm of civil servants to study the salary management predicament of civil servants in the central vertical management units outside Beijing. This paper focuses on "what is the predicament of civil servants' salary management in the central vertical management units outside Beijing? How to solve them effectively?" On the basis of combing the development background of the central vertical management system and the civil service salary system, a series of research work has been carried out from the two aspects of system design and system implementation. At the level of system design, this paper studies in detail the current salary management mode of the central vertical management units outside Beijing and the internal relationship between different modes, and quantitatively analyzes the impact of the wage income management of local civil servants on the central vertical management units outside Beijing by using the wage salary data of civil servants in various provinces across the country. At the level of system implementation, through face-to-face interviews with civil servants engaged in wage management in various provinces and questionnaire research on civil servants of the central vertical management units outside Beijing in various provinces, this paper summarizes the key problems existing in the implementation level of wage salary management of the central vertical management units outside Beijing, and analyzes the consistency between the current wage salary management of the central vertical management units outside Beijing and the Chinese Communist party's organizational line in the new era, This paper summarizes the practical obstacles for the central vertical management units outside Beijing to develop towards the goal of modernization. This paper holds that the salary management in the central vertical management units outside Beijing have institutional and structural predicament that cannot be completely solved by themselves, as well as transactional predicament derived from institutional and structural predicament. The "three predicaments" lead to the modernization of salary management of central vertical management units outside Beijing is still in its infancy, and it is urgent to inject new institutional vitality. Finally, in view of the "three predicaments", this paper puts forward some policy suggestions, such as standardizing the incentive and reform subsidies for local civil servants across the country, optimizing and adjusting the salary structure guided by performance contribution, strengthening the correlation between the evaluation and assessment mechanism based on the completion of post responsibilities and the salary mechanism, and establishing a richer and complete civil servant salary system.