Research On The Parallel System Of Positions And Ranks Of County-township Civil Servants

Civil servants are the most special and active elements in the national governance system.The highly complex human nature makes how to realize the effective encouragement to the civil servant,becomes the administrative management difficult problem which all the countries all over the world are constantly exploring and difficult to solve.China gradually built up a modern civil service management system with Chinese characteristics,and thus established the correspondence between positions and ranks,on the basis of traditional bureaucratic system and through the reference to the civil service management system of western developed countries since the early 1990 s.However,as every coin has two sides,this corresponding political relation has produced extremely strict talents selection mechanisms and tapped furthest the administrative potential of civil servants,at the same time it has also become a constraint on their career development to some extent and has affected the improvement of their living standards and spiritual pleasure,which is a striking status among civil servants below the county level and has become an important institutional cause of lassitude among grassroots civil servants.Since the 18 th National Congress of the Party,the CPC Central Committee,with Comrade Xi Jinping as the core,has shown great foresight and worked hard to build a new chapter in building a socialist modern and powerful country and realizing the great rejuvenation of the Chinese nation.And put forward the reform goal of promoting the modernization of national governance system and governance capabilities.At the 19 th Congress,the Chinese communists "have remained true to their original aspiration and kept their mission firmly in mind" and once again rolled out a grand political blueprint for the new era.Great dream and noble cause need great spiritual support.When we examine the theory and practice of incentive mechanism change,we can find that interest is the basic element of incentive mechanism operation and the key of incentive mechanism reform.Positions and ranks bear the core interests of civil servants,such as material interests,political interests and spiritual interests,and the changes in the position management system caused by the adjustment of the relationship between the two,Will be transmitted to the compensation management system and ultimately affect the organizational performance management system.It is an effective breakthrough to improve the incentive mechanism of county-township civil servants by adjusting and establishing a reasonable political relationship between positions and ranks.In order to change the situation of insufficient dynamism among civil servants at the grassroots level,the CPC Central Leading Group on Deepening Reform proposed a creative parallel system of positions and ranks for civil servants below the county level,based on the experience of Shenzhen civil service pilot reform.It effectively broadened the career development channels of county-township civil servants.This is the inevitable result of the game between different interest groups within the organization and of response to changes in the external political ecology and the lofty political mission,which is a systemic innovation that is led by the ruling party,dominated by the government and involves social capital,with both mandatory and asymptotic features.After the multi-subjects complete the political actions of the parallel system innovation of the positions and ranks of civil servants at the county-township level,the new system enters into the implementation phase.As an important part in the system course,the implementation of system is inevitable to achieve its goals and an important means to test its scientific rationality,and also a key basis for the follow-up system improvement.More than three years of political practice showed that about 20 to 30% of civil servants in government agencies below the county level have seen increased material benefits,improved living standards and higher happiness indexes through promotion of rank after the implementation of the new system.At the same time,it also exposed the structural defects that have yet to be overcome in the new system,mainly including: the condition settings for the promotion of rank are yet to be optimized;the position-led salary system has not yet been broken;the independent and thorough rank system has not yet been constructed;the scientific and reasonable mechanism for assessing the performance of civil servants has not yet been established;the mechanism for ensuring the solid and reliable civil servants' salary increase has not yet been formed;the internal personnel relationship needs to be streamlined after the rank promotion.All these form constraints on the maximum incentive function of the new system.It is necessary to further improve the incentive effectiveness of the parallel system of position and rank for civil servants at the basic level.To this end,scientifically and reasonably set up the conditions of rank promotion;construct an independent and thorough rank promotion system;shift from the position-based salary system to the rank-based salary system;establish a scientific and accurate performance appraisal system for grassroots civil servants;build up the linked mechanism between upper and lower levels to guarantee the rank promotion and capital increase of county-township civil servants;form the mechanism with internal and external coordination for rank promotion of county-township civil servants.With the improvement of the parallel system of rank and position of civil servants in the institutions below the county level,its coverage of application will be further expanded in the future,to institutions at and above the county level vertically and eventually overall civil servants,and to public institutions with high similarities in management horizontally.