The Study On The Civil Servant's Promotion-and-appointment Pattern In Contemporary China

"Separation of politics from service", " two managerial systems for career civil servant and political civil servant" are preconditions and basis of the civil servant promotion-appointment institution, the essential content and practical principles of the civil servant system. Only through rationally identifying the scope of civil servant and classifying them, can the civil servant promotion-appointment mechanism run better, and can the way promote and appoint civil servants be applied scientifically. The paper briefly reviews the reforming thoughts of the latest relevant contributions, initially explores such an aspect, points out the scope of the civil servant and formulates a framework for rational classification. According to the reality, the scope of the civil servant can be extended to administrative organs, national power organs, legislative organs, and the Party's organs. Furthermore, in accordance with the different way elect the civil servant and the different management organization, the civil servant can be divided into the special position servant and the general position servant. The general position servant refers to those excluding the special position servants produced by election and political appointment. They are managed abiding by the 'civil servant law'.U.K. is the most balanced model in terms of both the civil servant electoral system and test system and its reform is steady and has achieved a great advancement; while America and Germany respectively experts at one of the system, at the beginning of creating the civil servant institution, the negative influence caused by extremism was emerging instantly and because of it, those two countries had paid heavy price. The different paths of creating the promotion-appointment system in the three countries indicate that both the electoral system and test system should be constructed matchably. Electoral system (associated with appointment) can embody the social equity through reflecting the voter's willingness while the test system (associated with employment) can guarantee the quality of the civil servants through equal opportunity and competition. The political appointment as the complementarity for the electoral system and employment as the complementarity for the test system have their respective precondition constraints: the political appointment cannotinfluence the democracy of election; the employment cannot influence the equity of the test.Electoral system, appointment, test, and employment have their respective advantages and disadvantages, and their application scope. Each method is made up of a series of relevant regulations. Based on the scientific classification for the civil servant, in light of characteristics and requirements of different type of civil servants and different promotion-and-appointment method, we can set up a rational, rigorous system of promoting and appointing the civil servant.Although every single system is neither complete nor perfect, other matchable system could make it better. In the process of choosing system, we should conform to the principle of satisfaction rather than the principle of optimization, face individual system's inherent flaw and disadvantages, improve them by the corresponding systems, and avoid the trap of idealism in choosing the system.