The Research Of Incentive Strategy Of Civil Servants In DZ Economic-Technological Development Area

China is devoting to build a well-off society and is the period of strategic opportunity to carry out the12th national five-year plan. The civil servants shoulder a historical responsibility to build a service government and implement comprehensively the scientific approach on the development and construct a harmonious society of socialism. It is an important subject to build a high-efficency civil servant workteam. And how to arouse civil servant’initiative and realize an organic unity of their responsibility, right and benefit. Incentive strategy of civil servants in DZ Economic-Technological Development Area is the topic of this paper, which analyses the outstanding problem in team construction of the Development Area and put forward some solutions. Incentive strategy of civil servants in DZ Economic-Technological Development Area is a typical case. It will provide references of incentive strategy construction of civil servants for other areas.On the basis of reviewing the related articles at home and abroad, the theoretical research method and empirical research method are combined together, DZ Economic-Technological Development Area is the study object. Some advanced theories are used, such as KPI, elastic broad band salary and classified training. The brand new design including performance appraisal, salary system, civil servant training, administrative culture is carried out, and its feasible implementation program is brought up.This paper pays more attention to combine theory with practice and some innovation research is made. In the performance appraisal, the KPI is the center. The job description is formulated according to the official duties. In the evaluation index system, the regular assessment and annual examination table are formulated for different departments. The final performance=usual performance appraisal results in the department x40%+annual examination results of human resources department x40%+evaluation of service object x20%. The4grades of evaluation are made according to the final performance and are the basis for civil servants’appointment, promotion, salary payment, rewards and punishment, advanced selection and training. The concept of elastic broad band salary is absorbed. It is linked with salary payment, performance appraisal and employee training. Nowadays, the salary range is too narrow, and it is difficult to inspire the enthusiasm of civil servant. The incentive strategy is introduced. The civil servant gets their payment according to the amount of labor. In civil servant’training, the actual working ability improvement is the key factor. The contents of training and capacity building table of DZ Economic-Technological Development Area are designed, and various training modes are adopted. So the training practicability is improved. In the design of culture incentive, the people-oriented thought is advocated and civil servants should establish the correct view of achievements.The main conclusions are following as:1. It has great significant to study the incentive strategy of civil servant.2. The incentive strategy of civil servant is an organic whole, which should be combined with each other to achieve the purpose of encouraging civil servants.3. The related system of incentive strategy of civil servant should be set up, and the restraint rule is formed to ensure playing a good role of the incentive strategy of civil servant.4. During the construction of incentive strategy of civil servant, we should link theory with practice, make concrete analysis with concrete problems and formulate the individual solutions. In the incentive strategy of civil servant, performance appraisal is the center, salary system is the key factor, training incentive is the supplement, and culture incentive is the direction. Those four aspects are linked and restricted with each other and they are formed an organic whole of incentive strategy of civil servant. The use of performance appraisal results is the center factor and related to achieve the effect of whole incentive strategy of civil servant, which are combined with salary system, training, promotion, bonus, welfare and others to ensure the realization of the incentive goal of civil servant.