Beijing Civil Service Pay Reform Study

Civil Servants are a members of the civil service who perform administration power and execute national duty in our government. They play an important role in the obligation of the government and the construction of harmonious society in socialism society. The ability and performance of the civil servant not only determine the proficiency of the party and the government, but also contact with the development of various social undertakings. So, how to build a highly efficient and honest civil servant's team has an unusual meaning in constructing modernization. And one of the important factors in the building of civil servant's team lies in To enhancinge the compensation system constantly in order to make the team take its leadership function.Presently the actual compensation system of civil servant is combined with functionary level in China. Principly this system is based on distribution according to work, integrating the difference of different level by the duty, the ability, the performance and the exercise of the civil servant. From 1956 on, our country has taken four large scale reforms at the compensation system and the accessorial system. These reforms have taken active impact on the mechanism of the civil servant and broken the equalitarian. Every part of the country has taken rewarding attempts by linking with local past records and the characteristics of social economy Beijing, as the center of politics and culture of the country, has done a lot of relative work on this respectThe author analysed the compensation system and standard of Beijing execute system of civil servant, and found the limitation of the system. The weaknesses include:compensation and promption lack of innovation, compensation structure and standard cannot accord with the need of development, administration and execution are poor, assistant system contains defects, and so on. These would effect the stabilization and the positivity of the civil servant team seriously.The aothor put forward some proposals, aiming at the possibilities of solving the above-mentioned problems. At first, the theory of promption must be innovated, and the civil servant management should be the core of the performance management of the government. We must insist on the justice of the compensation system, combining with the inner prompting and the external prompting, the short-term prompting and the long-term prompting, the prompting by demand and the different prompting, and combining with the material prompting and the mental prompting, the positive prompting and the negative prompting. Secondly, we must change the structure and the standard of the compensation, and set up the regular adjustment system of the civil servant compensation, including salary increase In the mean time, we must establish the supervisory system to superintend the implement of the compensation system. Thirdly, accessorial system must be reinforced. They include examining system, promoting system, training system. These system will strengthen the elimination of the civil servant team and improve rewards and punishment system. Lastly, the fulfillment of the system should be strengthened. and the system must be put into practice. Besides, the vacation system and overtime paying system must be reformed. And the allowance of position should be set up by the characteristics of different departments and different areas.