Research On Civil Servant Salary System Of Shiyan Sub-District Office In Shenzhen

The formation of the civil servant system has historic features. Along with the development and reform of the civil servant, civil servant salary has also experienced a corresponding development and reform, and achieved certain results. But with social progress and economic development, Chinese civil servant salary system has not suited to the state system and the rapid development of society gradually. Shiyan sub-district office of Baoshan District People`s government as a government agency, is the most basic administrative organs. Civil servant salary system of shiyan sub-district office has to follow the footsteps of the country. Due to the control of economic development and social well-developed degree, civil servant salary system of shiyan sub-district office has not only common, as well as personality, such as a lower overall level of salaries of civil servants, civil servants and non-official treatment gap is large, you can not motivate staff enthusiasm and so on, compared with Chinese civil servant salary system.In this thesis, based on comprehension of Chinese civil servant salary, job design and broadband pay, firstly the paper analyzed the civil servant salary system of Shiyan sub-district office and the current management problems, and then pointed out that the main problems, such as wages general tone, unable to effectively mobilize the enthusiasm of the staff; irrational salary structure; inadequate internal and external competitiveness; performance appraisal mere formality, the lack of incentive. Secondly, the paper sorted out and optimized civil servant job settings of shiyan sub-district office. And then the paper established job evaluation index system and specific quantitative criteria for middle management position, general management position and administrative law enforcement class position. The evaluation included four major aspects of job responsibilities, working conditions, job skills, labor intensity. As result, the paper formed a position grades sequence. Thirdly, the paper established the guiding ideology of “standardized position, outstanding contributions, strengthening performance”, designed the broadband-based salary system of post salary, performance salary and welfare benefits. The salary adjusted according to the employee`s performance dynamically. At last, in order to ensure the implementation of the salary system, the paper proposed four conditions, such as strengthening the rule of law, promoting the organization’s flat, strengthening performance appraisal, paying attention to internal equity.