Study On Government Employee System Practice And Path Optimization Of Local Government

Government employee system is a contracting and market-orientedapproach to choose employees. Government and employees fulfill theirobligations under the contract and no longer have personal attachmentrelationships within the civil service system. It reflects government’s needand attention for talents， as well as openness and innovation ofgovernment employing concept， and to a certain extent to solve thedrawbacks of traditional civil service employment system of inflexibleemploying principle and irrational knowledge structure. It improvesadministrative efficiency and reduces administrative costs.On the basis of successful experience in foreign countries forreference， Jilin Province implemented government employee system forthe first time in June2002. Then a lot of local governments like Shenzhen，Shanghai， Wuxi， Wuhan in China implemented Government employee system thereafter. This paper uses comparative and systemic analysis tohorizontally compare the differences and connections of governmentemployee system to government employee system abroad， the civilservice system and the civil servant appointment system on the systemorientation， legal basis， term limits， remuneration packages， welfareand other aspects to better locate and understand government employeesystem. Besides， elaborate and analysis the practice at home and abroadto find the strengths and experience in foreign countries’ practice toprovide a good reference to employee system practice of localgovernment. Select3local governments in different types like JilinProvince， Shenzhen and Xuhui District in Shanghai to perform casestudy research， then to find out the practice experience as well asproblems.Government employee system has positive effects of value andconcept innovation of public administration， using ability to determinethe remuneration， contract management， using contribution as anevaluation， staff capacity and job matching. Meanwhile， it also hasproblems of bilateral "opportunism" which may lead to rent-seekingbehavior， lack of constraints of a unified law and system， the doubt ofcontinuity and effectiveness of high salary implementation，imperfectionof entry and exit mechanism， conflicts to alternative pathways. To solvethese problems， propose to rationalize the relationship between government and society， improve relevant laws and systems， speed upthe civil service system innovation， improve government employeesystem in recruitment， compensation design， exit mechanism and othersectors， and strengthen the supporting institutional reforms， thuspromoting government employee system’s continuous improvement andinnovation in the theory as well as in the practice. Finally， put forwardthe trends and idea of government employee system development. That isgradual transition to civil servants appointment system， then promotinggovernment employee system continuous improvement and innovation intheory and practice under legalization background.