The Incentive Mechanism Of Civil Servant Under The Perspective Of Job Classification

Since reform and opening, with the rapid development of economy, the continuous conversion of social structure and government functions, the civil service requirements about civic skills and efficiency of the have increased gradually. Now, among our civil service management, there are some problems such as insufficient incentives, chaotic management, serious corruption, weak existing, which have seriously affected the efficiency of civil service. How to improve the civil service management, strengthen the incentive of the civil servants, have become the core issue of administrative reform. The job classification is the premise and foundation of the modern personnel management system. The job classification implements different managements with the different categories of civil servants, to achieve the aim of improving the quo status of the civil service by designing the path about the career of civil servants.This paper takes classification of civil service posts in Shenzhen as the case to research the incentive mechanism of civil servant under the perspective of job classification. The main study methods are case analysis and normative analysis. This paper mainly are launched by three aspects:Firstly, the problem of china incentive mechanism of civil servant in the period of the former classification management. Secondly, analysis on the case of classification of civil service posts in Shenzhen. Thirdly, analyzes the impact of the manners of the job analysis to civil servants’incentives.There are three the problem that existed in the incentive mechanism of civil servant in the period of the former classification management:First, position classification system has low refinement and low degree of the legalization; Secondly, the set of the index of civil service performance evaluation is unreasonable, the results of evaluation is not distinguished, the applyment of evaluation is not implemented; Thirdly, there are some phenomena such as wage egalitarianism, the imbalances of proportion of wages structural, the slow trends of benefits monetization in the system of the civil service pay. In the case of the job classification among the civil servants has not yet implemented, there are still many areas of ambiguity in performance appraisal system and pay system about civil servants, which leads to be unable to establish a common standard and both unable to pay its due role incentives.Based on the problem above, on the one hand, the paper find the job classification could develop the fairness of the chance in civil service promotion, expand the civil service career path, implement the civil service incentive compensation and promote the construction of the service-oriented government. on the other hand, according to reform policies on civil servants job classified documents that issued by Shenzhen, this paper analyzes the impact of the manners of the job analysis to civil servants’ incentives.The study finds some issues:firstly, the grades of the horizontal classification about civil servants can promote the division of the management of public affairs, refine and improve the professional level of the civil servants, and also can regulate civil administrative power effectively. Secondly, Civil longitudinal rank introduces the concept of rank, establishes the relations in the pay, rank and promotion, playing a role of promotion incentives and incentive compensation effect again. In the end, the exchanges the grades between the civil service have passed the forms of transformation and testing exercise, enhanced the mobility among the ranks of civil servants, expanded the civil service career path greatly. Above all, the reform of the job classification cuts from these three aspects, finally achieving career incentives for the career civil servants, by improving the degree of the specialization, flexibility and the professionalism.In the end, we put forward four suggestions to perfect the incentive mechanism of civil servant. Through the experience of the civil service job classification reform in Shenzhen, we conclude:the first of all, the governments should summarize the experience of the pilot about job classification, deepen the reform of the job classification. Secondly, they can implement the utility of the assessment, improve the supporting system of incentives, through improving the performance management system. Thirdly, they need to adjust the structure of the salary, implement the performance pay, enhance the role of incentive pay. Finally, they should promote civil service appointment comprehensively, put the flexible management of all kinds of the civil servants into practice.