Study Of The Civil Servants’ Salary Level Competitiveness In County And Township

In recent years, the problems that civil servants’ salary level is high or low and whether it should be raised have become the social hot spot, and the salary issues about the grassroots civil servants in county and township are especially concerned. The phenomenon that it’s difficult to recruit and retain for the grassroots civil servants in county and township is quite common. Some people think that it is closely related to the salary level of the grassroots civil servants. Therefore, the study of the competitiveness of the grassroots civil servants’ salary level in county and township has certain practical significance. This paper uses investigation method of the questionnaire, in-depth interview method, comparative analysis method, Delphi method and other research methods to evaluate the competitiveness of the grassroots civil servants’ salary levels in the county and township and put forward the countermeasures of improving according to the ideas of putting forward the problem, analyzing the problem and then solving the problem. This paper constructs evaluation index system from the perspectives of grassroots civil servants’ salary level and social average level of income ratio, position in the industry of the grassroots civil servants salary levels in addition to the grassroots civil servants’ salary adjustment frequency and amplitude, then draws the conclusion that the salary level of the county and township grassroots civil servants have less competitive. The less competitiveness of the salary level of the county and township grassroots civil servants is mainly affected by the imperfect salary management system, unreasonable salary component, local government’ weak fiscal ability and the public opinion restriction, etc. In addition, the weak competitiveness of the compensation is not conducive to the stability of the grassroots civil servants, is not conducive to the improvement of grassroots civil servants and primary government administrative efficiency, is not conducive to the promotion of local government credibility. For enhancing the competitiveness of grassroots civil servants’ salary level in the county and township, we should improve civil servants salary management system, establish the salary survey comparison and adjustment mechanism of the grassroots civil servants, and optimize the proportion of salary composition, meanwhile we should increase financial support to the local government, cultivate the public opinion basis of the enhancement of the grassroots civil servants salary level under the premise of adhering to the legitimacy, fairness, incentive as well as the principle of economy.