| It is an important for construction of the civil servant team in China to attend training and education for leaders, cadres and civil servants in party schools, administration schools or relevant training organizations. There is always a problem existing in the education and training of cadres, that is, how to evaluate and analyze the training effect. From the central party school to the local party schools of all levels, they all haven't yet come up with an effective method to make a scientific assessment on the trainees from aspects of both learning and effect levels so far. Therefore, since the traditional assessment method is not able to solve this problem, we have to focus on human resource management of enterprises, expecting to find new theory and method from it to perfect the education and training of the cadres. From such experience and method as professional training for deputy-section civil servants in Dongguan Municipal Party School and Dongguan School of Administration which introduces Competency Model and applies it to the training and training effect evaluation, this paper brings forward to apply such model theory to the training of civil servants mainly so as to solve the problem in cadre training assessment. It has certain feasibility and quantitative evaluation.This paper can be divided into four parts. The first part is devoted to positive research on competency system, mainly combing the theory of competency system, classifying and summarizing research findings of academic community both at home and abroad as well as status of the competency model of civil servant. (I) Basic knowledge of competency system. The research of competency quality started in the late 1960s. Till 1973, the psychologist McClelland published the article Test for Competence rather than for Intelligence on the magazine American Psychologist, thinking that the personal conditions and behavior characteristics directly discovered from first-hand materials and actually affect the working performance are competency, and generally bringing forward the concept of"competency". In this paper, after acknowledging the credibility of intelligence test and academic competence test, McClelland suspects and criticizes the effectiveness of the intelligence test and academic competence test for the anticipation of the performance of talents in enterprises and governmental organs. McClelland also makes a list of methods and principles for the improvement of test effectiveness. Meanwhile, he points out that test for competence or competency was helpful to the improvement of the anticipated effectiveness of test. Thereafter, the idea based on competency model began to influence the academic community of management and occupational qualification test.1. Basic definition. In 1993, the American psychologist Spencer gave a relatively complete definition:"A clear distinction between the excellent performer and the average performer or ability to specify measurable personal characteristics of high-effective performer and low-effective performer. These characteristics may be motivation, features, self conception, attitude or values, specific knowledge, cognition and behavior skills", that is, the competency model refers to the deep layer characteristics of individuals which can have causal relation with criterion reference (excellent performance or qualified performance). This concept includes three meanings: deep layer characteristics, causal relation and performance criterion reference. The deep layer characteristics means that the potential characteristics of individuals can retain for a rather long period and can predict behavior or thinking way of individuals in different working conditions and tasks. Its fundamental layer is motivation, features, self image, attitude or values, surface knowledge and skills at deep level. The causal relation refers to the fact that competency can lead to the anticipated behavior or performance. Generally speaking, such competencies as motivation, features, self concept and social role are able to anticipate the reactive mode of behaviors, while the reactive mode of behaviors can affect working performance. It can be expressed as intention-behavior-result. The criterion reference refers to the fact that competencies can anticipate the working performance of the community according to certain standard. The criterion reference is a crucial part of the definition of competency. Any competency which cannot anticipate the significant differences and have no obvious causal relation with the criterion reference cannot be called as competency. 2. Basic extension. According to different classification standards, we can classify competencies into different categories. First, it can be classified into recessive and dominant ones according to the deep and surface layers of its elements. Secondly, it can be classified into two categories according to the importance of its elements in anticipating the high performance of certain individual when engaging in certain job. One is the core competency (or key competency), another is edge competency (or minor competency).Thirdly, according to its requirement on competence for certain post, it can be classified into: basic competency, differential competency and optional competency. Fourthly, according to the effectiveness range of competence, it can be classified as personal competency, role competency and organizational competency. Finally, it can be classified into general competency and special competency according to the differences in competency for the anticipation effectiveness of various occupations.(II) Brief introduction to the competence model research of civil servants in domestic academic community. In the aspect of the academic research of managerial competence, the foreign scholars mainly focus on public administrator, civil servants and public managers, etc. For example, Richard Boyatzis (1982), Lyle.M.Spencer (1989), Prahalad (1990), Barnes-Nelson (1996) and Ulrich D. (1997) et al had carried out modeling research on managerial competence respectively. However, for the research subject of this paper–"deputy-section leading cadres", there is no explicit distinction among foreign civil servants. Therefore, although there are lots of research literatures and case studies on managerial competence model in foreign countries, the author mainly uses the domestic research findings and case experience during the research process.The competency research in domestic academic community started rather late, thus the earliest research findings are mainly achieved by the foreign scholars. The domestic researches on this issue mainly appeared after 1980. What is inspiring is that the research literatures of the domestic academic community on this issue in the recent years are obviously becoming more and more. The second part is about construction of the competency evaluation index system of deputy-section civil servants in Dongguan City. It is a description of the necessity, feasibility and actual operation of the competency model construction of deputy-section civil servants in Dongguan City, and it brings forward the competency model and index system of deputy-section civil servant in Dongguan City.(1) Method and data processing. We can find that questionnaire method is mainly applied from the domestic practice of the construction of civil servants competency model. Taking domestic common practices into consideration, we mainly apply questionnaire method. The relevant data is collected in combination with the behavior event interview (BEI). Then the required competency elements for the achievement of outstanding performance are determined by combining with the consideration of other occupational factors. Finally, the competency model is established according to these elements, and ten common competencies for the deputy-section leading cadres in Dongguan City are proposed. (2) Construction of the competence evaluation index system. Quantization of Class-I competency is conducted by combining with BARS in accordance with the grading system of school. Ten items of Class-II competency are classified preliminarily with each item divided into 5 behavior layers to describe quantization.The third part is the practical analysis of deputy-section civil servants in Dongguan based on competency model. Through the description of status before and after the implementation of professional training of deputy-section civil servants in Dongguan which is based on competence model and according to the training development of competency model and the comparison of the evaluation result, further settlement of problems existing in the training based on competence model is proposed.Part four is about summary and reflection. After practical operation for several years, although there is much dissatisfaction, we have accumulated quite a lot of experience, which invokes further reflection on establishment of deputy-section civil servants training system carried out on the basis of competency model. (I) Judgment on competency model. 1. Competency model is generally reliable. On the one hand, the construction of competency model has won participation of quite a lot of deputy-section civil servants. The trainees think it is typical and is able to reflect real situation of deputy-section civil servants. On the other hand, in 2008, the trained deputy-section cadres, especially those deputy leaders in villages and towns, were able to solve such a series of mass incidents and emergencies as serious Guangshen and Gaoshen Highway traffic accidents, Sichuan Liangshan child labor incident, bankruptcy of Hejun Toys Factory, and tainted milk powder of Sanlu Group, etc. immediately under the circumstance of frequent disasters and multiple accidents in Dongguan City, which reduced negative influences caused by incidents to minimum, maintained harmony and stability of society and was praised by the higher leaders. Therefore, they think the effect of training is evident, their capacity of and confidence in controlling work has been improved, and the working effectiveness is obvious. And they think that the deputy-section civil servants training based on competency model has really improved competency. 2. Competency model requires constant change and supplement. 3. Deputy-section civil servants training based on competency model is feasible. For one thing, it is the feeling of trainees themselves. They find their working abilities have been considerably improved after receiving professional training; for another thing, there is evidence from judgment and analysis in terms of acquisition of social benefits. In recent years, the trained deputy-section civil servants (by simple comparison with those untrained) have made relatively more outstanding achievements on their own post. For example, the incidence rate of safety production accidents throughout the city presents a trend of decrease. The incidence rate of mass incidents is declining, the problems appealed by the mass have been solved intensively, and the urban refined management has appeared in an early form.(II) Basic principles for implementing deputy-section civil servants training based on competency model. 1. First principle of leaders'cognition and support. The adoption of any training mode is a decision to leaders. While the theory behind the new training mode as well as manners and methods are usually beyond their theoretical reservation of knowledge. In order to facilitate their decision and make them interested in new the training mode, the first thing is to acquaint them with the mode. While the more credible the information is, the more beneficial the data will be to their logistic decision-making, , only can the leaders agree to implement the mode in time and have a certain psychological expectation to support while some changes and problems occur during training process. 2. Principle of trainee cooperation. Without cooperation of trainees, the implementation of training work based on competency model will often end up with failure. Therefore, we shall explain to trainees, encourage them to provide data as much and accurate as possible and promote them to devote themselves to training as much as possible so as to finish training and realize the expected effect. 3. Principle of teaching benefits teachers as well as students. 4. Principle of virtual reality assessment.(III) Research prospect. The Communist Party has always been attaching great importance to education of cadres. Since the Yan'an revolutionary period, every time when there was an important strategic transition, the party began to train and educate cadres in large scale to adapt them to the ever-changing development demands of the era. For the past decades, the content of training and education for cadres has also been changing constantly, and the form of training has been updating continuously. Especially in the present age when international exchange are more and more intimate, we shall not only reform and innovate the manners and methods of training and education for our cadres but shall also learn advanced experience from foreign countries actively.Therefore, the research will still continue. We still need to supplement new manners and methods constantly in terms of training method, and the training idea still needs change and innovation. It is expected that through several years of efforts, the personnel cadres in organizations can make good use of new techniques and methods of human resources development management, only by doing so, can training in our school be more targeted and assessment of training effect be more accurate.
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