| From the implementation of Civil Servant Provisional Administrative Regulations in1993to Civil Servant Law of the People’s Republic of China in2006, the civil service system is becoming more and more legalized and standardized. The government personnel system reform, the core goal of which is to establish and perfect the civil service system, has entered a new era. However, with the constant improvement of the civil servants system, the three links of civil servants management system has revealed a large gap. Compared with civil servants’ access and management, the establishment and operation of the withdrawal mechanism was not satisfactory. There are kinds of reasons about the imperfect withdrawal behaviors. To the civil servants personnel, they are always lack of competition after they leave the government; to the government, the compensation mechanism of the dismissal is not perfect and many non-government organizations exist inner the government; to the whole social influence, the "official rank standard" still occupied the dominant position. As a career, civil servant has not yet formed an effective balance mechanism with other careers and there is also a big gap both in wages and warfare and social status between civil servant and other careers.To help solve the problems which exist in the withdrawal mechanism for civil servants, on the one hand, we should draw lessons from foreign successful experience of developed countries and regions; on the other hand, we should consider the specific conditions in China’s political and economic system, social and cultural factors. So the thesis is trying to solve these problems based on national conditions, selectively learning from modern western civil service system reforms, concluding that the localization of the way to improve the civil service system is reform with Chinese characteristics. There are five parts in this thesis.The first part is introduction. This part mainly introduces the background and significance of the selected topic, domestic and foreign research related to civil servants’ withdrawal mechanism and the research methods of this thesis, etc.Chapter one is the general situation of Sino-French’s civil servants’ withdrawal mechanism. First I defined the range of civil servants and withdrawal mechanism in this paper at the beginning of this chapter. By comparing and analyzing Civil Servant Law of the People’s Republic of China and Statut General De La Fonction Publique, to introduce the current situation of Sino-French civil servants’ withdrawal mechanism, I included the definitions and procedures of resignation, dismissal and retirement.Chapter two covers problems in the Chinese civil servants’ withdrawal mechanism and the reasons for analysis. I divided all the problems existing in the China’s civil servants’ withdrawal mechanism into three stages, which are before, during and after, and analyzed political, economic, cultural and institutional factors, to seek the root cause of the problem.Chapter three analyzes the problems existing in the French civil servants’ withdrawal mechanism and advantages, provided a reference for the perfection of our country civil servants’ withdrawal mechanism.Chapter four is about how to improve China’s civil servants’ withdrawal mechanism, especially what we can learn from France’s. Due to the different national conditions of China and France, we cannot just copy the advantages in the French civil servant withdrawal mechanism, but it is still worth using for our reference. For example, the Position Classification System, Social Security System and re-employment guidance services and so on, all of these can be references to perfect our country civil servants’ withdrawal mechanism.The last part is the conclusion. I hope this thesis can provide a useful reference for the improvement and development of China’s civil exit mechanism. |
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