| The reform of pay system of the civil service is a complex and systematic project, the need for going through a continuous improvement and developed process. The pay fairness of civil service is the key of civil service system as well as the regulation reform of civil service. If pay system of the civil service, scientific and rational, fair, orderly, society as a whole will play the role of guide and model.In this paper, the use of theories and methods of economics, and by Marxism distribution according to work theory and fair theory, as well as Adams's equity theory, that is, distributive justice, procedural fairness and interactive fair as the main line, has made further combing to the overseas some developed country's equity in civil service pay, has made further combing to the overseas some developed country's official salary fair question, and through the historical methodology and the real diagnosis methodology to various countries' salary system's adaptation environment, the salary system's good and bad points conducts the research, has been clear about each kind of essential factor to the salary fair direct or the indirect function. At the same time, has carried on the analysis of the evolution and the existing problems of the present situation of fairness of civil service pay in our country, has elaborated and analyzed existed question of fairness of civil service pay in our country, the characteristic as well as the reason in detail. In view of the existence of the fairness of civil service pay as well as China's special conditions, based on the theory to build a fair system of China's civil service pay structure as well as the design point of view. The organic structure into theory of distribution according to work and fair theory, from the civil service pay levels of the design fair, equitable salary structure design, the design of the fairness of pay administration, as well as to establish a fair mechanism for salary increases for civil servants to study the perspective of the civil service pay system building, has the innovation in the research technique and the research angle of view.The research paper is divided into three major parts:1. Pay fair rationale researchTheoretical study has been through a comprehensive assessment of the results shows that the theoretical source of pay equity, and to be in-depth study of the theory of space. (See the contents of the thesis introduction, Chapter 1, Chapter 2.)(1) An Overview of the Marxist Theory of Distribution According to Work, Equity Theory, and Theory of Distribution According to Work and the Civil ServiceRelatedness of pay fairness. Pointed out that the theory of the distribution according to work as important theoretical fulcrum of income distribution, the field of pay equity has always been a focus of academic research can not be avoided and research focus. In the present era of China, the theory of distribution according to work about how to achieve different regions, different industries and within the same industry, the distribution of equity, in terms of pay equity still has important theoretical significance and of great practical significance. To this end, build a scientific and rational, fair and impartial civil service pay system, we must deepen the reform of pay system of the civil service, standardize the order of income distribution. Uphold and improve the distribution according to work is dominant and diverse modes of distribution coexist distribution system, adhere to a variety of production factors participate in the distribution according to contribution, on the basis of economic development, more emphasis on social equity, rationally adjust the pattern of income distribution, increase the distribution of income adjust the intensity for the whole community the income distribution system reform to create a good environment and play a positive role model.(2)Summary of different perspectives from different experts and scholars on the issue of pay equity studies, pointed out that the civil servants as the main body of the government, how to mobilize the enthusiasm of the civil service, the achievement of civil service pay equity has been relatively confusing theoretical circles both at home and abroad, but also States in the implementation of the process of civil service management can not avoid the reality of a problem, this research remains to be deepening. Among them, on the basic theory of foreign countries on the pay-depth empirical research and are focused on business, in comparison, public sector pay system on the research less; and the domestic civil service pay equity for research, and the civil service system research has lagged behind in comparison, especially the lack of systematic theory and empirical research, many experts and scholars more inclined to wage levels in China's civil servants have been adjusted several times to some of the specific issues arising from research.(3) Carried on to the related core concept has arranged. Civil service pay has a very rich content, the paper studies the problem in order to merely facilitate the study of civil servants, salaries, wages, civil service pay, civil servants and civil service wage income, fair connotation and value and several concepts. Through the study of related concepts, this study will focus on the broad perspective of the civil service pay. At the same time, the unity in order to study, this article on the pay of civil servants and civil servants do not distinguish the concept of wages. That is, the need which to elaborate, sometimes use the concept of civil service pay, and sometimes use the concept of civil service wages, in this article the two's essence basically is consistent.(4) To British, French, American, Singapore some typical developed country's official salary system's fairness has carried on the comparative analysis. Through historical research and empirical research on the countries of the strategy of civil service pay a fair pay system, as well as the advantages and disadvantages of conducting research and evaluation, has been clear about each kind of essential factor to the pay fair direct or the indirect function; Profited from and summarized the foreign civil servants fair system of pay-building experience, with a view of our country to build theory based on a fair system of civil service pay structure model provides theoretical support. For example, from a macro point of view, the United Kingdom, France, the United States and Singapore can be called modern "rule of law" countries, which is in the system environment outstanding feature. The above-mentioned countries have been established with the relevant civil service pay system, laws and policies in order to protect the normal growth in the pay of civil servants and civil servants of the reasonable and legitimate rights and interests, and the prohibition of unreasonable income. From the micro perspective, a flexible wage structure and transparent bonus allowance, dynamic adjustment mechanism of the performance appraisal system of incentives for us to build theory based on a fair system of civil service pay structure has an important inspiration.2. An analysis of Evolution and existing problem of China's civil service pay systemThrough the analysis of China's civil service pay on the status of fairness, has elaborated in detail and analyzed and analysis of China's civil service pay equity problems, characteristics and causes, came to the plight of China's civil service pay is in fact the above-mentioned three aspects caused by failure to deal with the conclusions of the theory based on a fair system of civil service pay structure designed to provide a specific theory. (See the contents of Chapter 3 of the paper)(1) A systematic introduction of China's civil service pay system since the founding of the evolution of the context, integration of the various historical periods of economic and social development of the characteristics, scientific, strict division of the stage of evolution of China's civil service pay system and to make an objective assessment.(2) Summed up in Beijing, Shanghai, Dalian, Chongqing, a fair number of regional civil service pay reform and the outcome of practice and exploration. Pointed out that throughout the implementation of the civil service "sunshine wages" of the reform has achieved some results, changes in the same region, with the organs, with the work and wages are different phenomena, the implementation of all government agencies to subsidize the salaries of civil servants and expenditure by the financial reunification; civil service pay with subsidies based on the distinction between different levels, but the same level regardless of the civil service sector, salaries and allowances of all unity. This makes the civil service in these areas has increased the overall level of income, to a certain extent to solve the low-income, mobilized the enthusiasm of the civil service. However, due to the reform of the lack of scientific and effective rules for the operation, but also revealed new problems, problems in a fair conclusion.(3) In-depth research of China's civil service pay equity problems.This section continues to focus on distributive justice, procedural fairness, interactive fairness three aspects study of fairness. From the procedures are fair, China's civil service pay procedural fairness embodied in the main building of the civil service pay system, which lags behind the salaries of the management system of civil service reform, the lack of appropriate supporting systems do support the rule of law on civil service pay system, standardization the extent is not high, lack of supervision and review of the National People's Congress. Fair from the interaction point of view, civil servants and the public in recent years are not entirely satisfied with the pay reform, all sectors of society vary.Through the analysis, concluded that a fair, transparent civil service pay are conducive to building the rule of law in the Government. Wages of civil servants from public funds, and civil servants hold their own on the power allocation of public funds, so the number of wage-fat, what kind of procedures for determining wage standards, to make fair, is to determine whether a government established a the touchstone of the rule of law in government. This conclusion is based on the fair for the establishment of the theory of the structure of China's civil service pay system to provide theoretical support.3. Based on the equitable theory of design of the civil service pay systemFrom the civil service pay system with a perspective of fair theory, put forward a theory based on a fair construction of the structure of China's civil service pay system model and the specific design point of view. (See the contents of chapter 4, 5, 6, 7)(1) By introducing the concept of pay levels, raised the level of civil service pay a fair idea of the design. Focusing on civil service pay levels determined by the principle of fairness, the fairness of civil service pay levels to determine the basis for the fairness of civil service pay levels of the control mechanisms, as well as civil service pay levels of performance evaluation mechanism to study several aspects of civil service pay levels determined strategy process. Civil service pay levels should be designed in principle to follow scientific principles and the principle of legal protection. These two principles are to determine the level of civil service pay the basic principles , it is also remuneration system for my imperfections and design. Established civil service pay levels based on the basis of the main duties, responsibilities, qualifications, work performance and length of service and so on. Civil service pay levels of control mechanisms to control from the human affairs in establishment control, the maximum and minimum wage controls and incentives to control a three-pronged approach. Civil service pay levels and performance evaluation mechanism will be mainly from the establishment of a scientific performance evaluation system, a sound assessment process, improve assessment methods and pay attention to the performance of the design culture.(2) The proposed civil service pay structure of the design ideas of fairness. Pay structure is the same organization of different positions or skills in the wage rate of the arrangements, is based on social organizations, business strategies, economic capacity, human resource allocation strategies and the market pay level for the company, such as the value of different positions of the wage level, and to provide confirmation of the personal contribution of employees, pay equity is a basic requirement for the structural design. The adoption of this section to explain the basic pattern of salary structure, as well as problems, on the basis of a civil service pay structure design objectives and principles, as well as civil service pay adjustment and optimization of structure and methods of direction. To optimize the structure of civil service pay system, the concept of equity must be to eradicate, eliminate restraint system, the technical supervision of multi-dimensional at the same time, by adjusting, optimizing the external equity, internal equity and individual equity to increase the enthusiasm and initiative of civil servants, improve administrative efficiency, thereby enhancing the credibility of the government. Therefore, the preparation of the management of the normative, the reasonableness of management positions, performance evaluations constitute the scientific nature of the fairness of civil service pay structure of the support system design. (3) Civil service pay administration system for innovative design. In the civil service management system, civil service pay administration system is the most important part of the civil service pay system in China which is bound to move forward with economic and social development and continuous improvement to make it more scientific and rational. First of all, the part of civil service pay on the importance of management, that is conducive to the elimination of the power sector "hidden income" or "gray income", in favor of management, encourage the civil servants to help enhance government efficiency; followed by an analysis of civil service pay equitable management of the strategy, namely, fairness, incentive to ensure that, of great importance to legal protection; the end of the civil service pay administration system of innovative design ideas, namely the establishment of the civil service classification management system and perfect balance between civil service pay comparison mechanism, improve the civil service allowances subsidy system to strengthen the regulation and control mechanism, the implementation of civil service employment system, pay system implemented by broadband. Among them, the establishment and improvement of the level of reasonable wages and civil servants to meet basic living needs and the needs of the welfare system of China's civil service pay system is the direction of the reform; the establishment of a reasonable payment of civil service pay system must be compatible with the well soft environment, it is first of all, to strengthen public financial management, and vigorously promote the sector budget, focus on pay and reform of government procurement system, these activities are included in the statutory process.(4) To establish a fair mechanism for the civil service salary increases. This section of China's civil service pay growth mechanism for the problems raised civil service pay growth mechanism of our objectives, principles and evaluation standards and the establishment of a fair civil service pay growth mechanism design ideas. Mechanism for salary increases for civil servants should be the goal is to protect the wages of civil servants no less than other sectors of the considerable level of staff salaries in order to recruit high-quality management personnel and technical personnel, and to ensure stability of the civil service, talents will not shift to other industries; at the same time, but also to ensure that the wages of civil servants for civil servants have sufficient incentives to civil servants to provide the community with quality services. And the establishment of China's civil service pay growth mechanism follow the principle of distribution according to work the main principles, the principle of regular increments, the price of compensation principles, the principle of a balanced comparison, the principle of legal protection. On the judging criteria of civil service pay growth mechanism, this paper based on the theory of Marxism distribution according to work, drawing on Western economic theory, rational factors and concluded that judging the fairness of the allocation of civil service pay is a certain standard. First of all, the premise of the fairness of income distribution; from the law, the civil service starting point for the distribution of income is fair. Second, the income and investment is based on whether fit or not; in our country according to his work as the main form of personal income distribution, which is based on the requirements of equitable distribution of the quality and quantity of labor input to obtain compensation. Finally, the income gap is modest. A moderate within the scope of the civil service to enhance the work of active, social efficiency, and vice versa was reverse movement. In the establishment of a fair mechanism for the design of civil service pay increase, the focus from the establishment of a normal growth of the civil service pay system, improve the regional allowance, subsidy system, and improve the three aspects of reward system design, its significance lies in ensuring that the civil service to meet their basic needs and with the prices of different jobs, given the difference between the performance of different incentives, so that the level of civil service pay increase is rule-based, having legal support.
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