Research On The Compensation Incentive Of Civil Servants At The Grass-roots Level In China

The government is a symbol of national public power, the carrier and the actual behavior of the body, has the functions of political, economic, cultural, social, and for the community to provide basic public services is the best embodiment of the government to serve the people. Basic level government as the most close to the people’s governments, direct services for the people, "the state, the people" the unique link status determines its irreplaceable role. Now that China is committed to build a service-oriented, sunlight, rule of law government, the township government to significantly improve the efficiency of it is particularly critical.The specific implementation of the civil service as a government to provide public services, is our country government to the core and key elements of the normal operation of the. But for the majority of junior civil servants, because of its direct dealing with people, so the quality of their work, the work efficiency is good or bad, is related to the efficiency, the image of the government organs, so as to improve the grass-roots civil servants working enthusiasm and working efficiency is particularly important.There are many methods for civil servant incentive, incentive pay is still the most important means.In reality, one is our country has always stressed the spirit incentive, basically-abandoned for civil servants, especially the important starting point for the grass-roots civil servants incentive of material compensation, leading to civil groups appeared life stress, work efficiency is low, the service of the masses is not hard, causing damage to the grass-roots government credibility, but also damage the image of the government, and even lead to mass incidents. Two, our country is in the high-speed economic and social development stage, and the salary system construction of grass-roots civil servants is a serious lag, the civil service wage level between different regions and different departments, the bigger, cause a new injustice, especially for the grass-roots civil servants to say, not only to any effective incentive the effect, but have a psychological gap. even Voices of discontent., the work efficiency is very low, the effect of salary incentive is very limited. The three is that the civil service wage, should adjust and improve continuously with the progress of the society, improve the condition of. In 2006, China carried out the wage reform, especially after the implementation of sunshine wages, the situation has improved, but the wage structure of grass-roots civil groups still exist some problems. management is not standardized, and need to be solved.This article is from this perspective, to explore in the current conditions, how to make full use of salary incentive to motivate civil servants at the basic level, improve their work enthusiasm. The application of public administration and human resource management theories, based on the basic concept and theory of the civil service salary and incentive carefully combing the, adopts the methods of literature research, investigation research method, statistical analysis method, and use of the favorable conditions of work in the township, Linyi Township in Shandong province were selected as the research D object, through access to information, interviews, questionnaires and other forms of the status of civil servant salary, incentive, the existence question and the reason, and how to implement the effective salary incentive problem of a careful study of the.Through the study found that China’s grass-roots civil servants incentive role to play there and the level of compensation is not reasonable, salary structure unreasonable, subsidies project too much, the salary adjustment mechanism is not flexible and benefits is not good implementation issues, and from the ideological level, system level, operation level to the reason of the problems were analyzed, and the in view of these problems, proposes formulating scientific position classification system, improve and perfect the system of promotion, narrow area and inter department salary gap, allowances and subsidies, implementation of norms of broadband pay system, the realization of wages and assessment linked, civil servants performance appraisal must be the main implementation of material incentives, improve the exit mechanism and to ensure the welfare of civil servants can cash the way of civil servants at the grass-roots level to implement effective compensation incentive suggestion.