Shanghai Traffic Police Department Grassroots Civil Service Pay Incentive Problems-from The Perspective Of Performance Pay

Civil incentive pay system is a core part of the civil service. Civil service pay play an effective role in relation to scientific and efficient human resources of government incentive allocation. Junior civil servants bear the traffic police department maintenance, supervision, inspection, supervision of important duties of road traffic order is to ensure citizen safety, to promote the development and construction of the motherland important group. However, the survey found that by Shanghai police department grassroots civil service pay system exists many problems, the performance of the work effort and reward imbalance, there is a considerable gap between regional income, inadequate remuneration incentive effects for young traffic police and other incentive pay is not enough. This article is based on thinking on these issues and research, presented from the perspective of enhancing the feasibility of starting pay for performance incentive grassroots police and the corresponding implementation strategy, and strive to achieve a fair and equitable distribution of income civil servants.Currently, civil service pay incentive system evaluation, mostly to evaluate the direct incentive effects and economic costs based, in fact, from the perspective of performance pay, the incentive to improve civil service pay system, but also to bring a more far-reaching governmental organizations changes, including changes in the overall management of the government, the civil service values, organizational climate and other aspects. In this sense, pay for performance is not directly pay incentives, but through the implementation and management of the system changes required to indirectly improve the individual performance and organizational performance. Therefore, future studies should evaluate the effect of the implementation of the civil service salary system performance in terms of strengthening the civil service incentive from the overall and long-term perspective. Through theoretical deduction, literature references, and domestic enterprisesto implement performance pay transverse compare and contrast the effect of foreigncivil servants to implement pay for performance, combined with the actual situationof the various police departments in the country, and through questionnaires,understand, analyze and solve contradiction to explore the feasibility ofimplementing performance pay civil servants in Shanghai grassroots policedepartment, and to the legality, economy, incentives, fairness, diversity, operabilityfor the implementation of the principle, with the payment of wages to determine thesalaries, science jobs supporting measures to improve the classification proposedpolice department in Shanghai grassroots civil merit pay system constructionstrategy.The study found that the traffic police department is currently in Shanghaigrassroots civil service wage structure behind the demand of civil servants, thepresence of egalitarianism serious lack of motivation, unscientific assessment criteriaand other issues, is not conducive to motivation, advanced performancemanagement system to create very necessary. As the implementation ofperformance pay is reasonable in the traffic police department in Shanghaigrassroots civil servants, police teams to better stabilize and improve the trafficpolice team motivation, better public services for the people, better make good useof taxpayers money for the people do practical things.