Study On Making The Public Servants' Pay System More Inspiring

Salary and welfare are the two primary forms of pay. The income form of our domestic public servants is mainly shown as "salary". Whether the public servants'pay system fits in with the requirement of the social economical development, whether the design of pay system is scientific and perfect, and whether its structure is reasonable and inspiring, are of great importance for us to establish a scientific public servants'pay system and build the whole public servant group. The thesis mainly consists of three parts: The first part talks about the meaning and content of the public servants'pay system. In this part, the thesis firstly talks about the basic meaning of the public servants'pay, which means the labor remuneration to those public officers who work in public sectors and manage public affairs with their knowledge and intelligence to serve the country and the people in a certain period of time. Secondly, the thesis introduces the basic principles of the public servants'pay system, which includes distribution according to one's performance, increasing salaries in a stable period, comparison to keep the balance, compensation for the rise of average price, guarantee with the law. Thirdly, the thesis introduces the detailed contents of the public servants'pay system. According to government sectors'characters and the requirement of applying public servant system, the pay method of our domestic public servants'is rank salary system. Fourthly, the thesis introduces the public servants'salary level and rising mechanism. The so-called public servants'salary level, points to the average salary's amount degree of those staff that work in different administrative organs from central to local, except the handymen. To maintain the public servants'salary in a reasonable level, we should establish a normal pay rising mechanism. Under the rank salary system, there are four ways for a public servant to increase his salary. The first is to promote his pay scale in reference to the result of a public servants'inspection. The second is to promote his rank in a stable period of time and raise his salary accordingly. The third is to promote his rank salary. The fourth is to adjust the salary and allowance standard in a suitable time. The second part talks about the reason why the current pay system can hardly play its inspiring role. Firstly, the thesis summarizes the expecting role of the public servants'pay system to the establishment and effectively execution of the public servant system, and the former itself is an important part of the latter. Practice proves that the pay system, which embodies the principle of distribution according to one's performance, can fully play its inspiring role, motivate public servants'enthusiasm and creativity. While an unreasonable pay system will weaken most public servants'enthusiasm, affect the improvement of the administrative efficiency and the execution of the government's function. Secondly, the thesis introduces the advanced experience of several foreign countries'in playing the inspiring role of public servants'pay system. It lists the public servants'pay systems and reform methods of five British Commonwealth countries (England, Canada, Australian, New Zealand and Singapore). The common subject before these countries in pay reform is how to make the pay cling more closely to the performance, and how to make the pay more inspiring. Thirdly, the thesis analyses the problem of our current public servants'pay system. 1, public servants'pay is not symmetrical to the rank classification. The pay method of our domestic public servants'is rank salary system resting on the rank classification. But the current rank classification is not scientific, can hardly meet the need of modern social's economic development, especially that of public administration. Thus causes the current public servants'pay system unscientific and unreasonable. 2, the level of public servants'pay is rather low in general, can hardly play its inspiring role. The gap between the pay levels of public servants and staff in nation-owned corporations with the similar rank is relatively wide. Compare between them, the pay of a corporation cadre is 20~40% higher that that of a public officer. Thus causes such phenomena, as the public servants'group seems unstable and shortof attraction to recruit high-quality talents, etc. 3, the gap between different ranks of public servants is too narrow. "Equalitarianism"or egalitarian practice of "everybody eating from the same big pot" is rather common. 4, the drawing up of public servants'pay system lacks the legal basis. Up to now, there be no public servants'"law of salary"takes shape, so that there's no law to rest on in their salary's formulation, adjustment, and their welfare's supplement. Fourthly, the thesis analyses the innermost reasons why such problems exist. 1, the public servants'salary mode of "three in one"can hardly meet the need of Socialist market economy system. "Three in one"means a kind of management system that mingles the salary policy, salary regime, and salary standard. The system that highly concentrated on the central government is designed for the planned economic system, especially for the financial system of "unifying collection and allocation of funds by the state", and it is not fit for the need of the current social economic development. 2, the pay-increasing method doesn't really show the requirement of market economy. According to the law of income distribution, public servants'salary should embody the market prices of theirs. But the current pay-increasing method failed to do so. Thus causes their income level drops, talents shifting to other professions, and the public servant group rather unstable. 3, the public servants'pay system doesn't match the other reforms. The system hasn't be taken any reform measures, while at the same time public servants'living house, medical treatment, pension, etc. have gradually grown socialize and monetize. Thus causes public servants'living burdens grow heavier. 4, the population that fed by finance is too large, and the burden is heavy. Most of the on-the-job staff and retirees are fed by finance. Thus hampers the adjustment of public servants'pay. The third part proposes six suggestions to make the public servants'pay system play its inspiring role. 1, we should draw up scientific rank classification that can meet the need ofmodern social's economic development and that of modern human resource management. Starting from our national conditions, we should demarcate the two kinds of public servants (public administration type and practical operation type); and stabilize the main part of public servants to the latter. 2, we should accelerate the reform of public servants'fiscal consumption system. The budget of fiscal consumption should be separated from general administrative budget, and be made open and transparent. Fiscal consumption budget should be divided into several parts, one of which should be combined into the public servant's salary; the rest that can't be combined should be allocated and consumed for its specified purpose; and abolish the traditional "finance pays for the bill"system. 3, explore to establish public servants'public accumulation funds system. Government should take the responsibility to open a personal bank public accumulation fund account for each on-the-job public servant, and the fund in it can be drawn once for all when the owner retires or terminates service normally. If the on-the-job public servant is discharged from public office by the administration of justice for corruption or malfeasance, who violates the law and discipline of our country and Party, the fund in his account should be expropriated wholly. 4, add the item of special technique salary. With the development of knowledge economy and science technology, we should once again add the item of special technique salary to retain those talents. By this way, public servants'enthusiasm can be motivated effectively toward the right direction, and outstanding ones among them can be retained. 5, increase public servants'real income, making their welfare easy to be defined and evaluated. On the base of raising public servants'salary level in general, we should combine most of the welfare and subsidy into their salary, to make their monetary salary approximately equivalent to the total amount of their pay. By this way, we can realize the object of "nourish honesty with high salary".