Optimization Research For The Salary And Welfare System Of S City Civil Servant

Civil servant compensation is a social focus in all times. Since the creation of the PRC in 1949, from planned economy to market-oriented economy, China has experienced six large-scale adjustments of civil servant compensation. Each adjustment was fiercely discussed by the society, which met then-current special social background and political climate, secured the stability of public servant group, and drove the good operation of national economy and society, in a huge stride forward.As the opening and reform policy is going deeper, as the national economic power is substantially increasing, consumer prices are rising, and existing civil servant compensation system fails to represent the job value and personal value of individual public servant. In face of rising house price, educational cost, medical cost and other costs, the actual living standard of grass-roots civil servants is declining. In such a context, this article tries to propose on the optimization and adjustment of the civil servant compensation & benefit system in S city, by reference to the history, actuality and similar cases home and abroad.In the first, this article has sorted all the adjustments of civil servants in S city since the PRC creation, and their relevant historical contexts, which represents existing public servant compensation system in S city. On this basis, the author designs the questionnaire to make sampling out of the civil servants in S city. The questionnaire, designed with an emphasis on the job value-income matching of civil servants, has surveyed and analyzed the psychological expectations on income & compensation of civil servants in S city and the major problems in existing compensation system. Furthermore, Chapter 3 hereof stresses on the analysis on the major problems of existing compensation system of civil servants in S city and their causal reasons. Chapter 4 hereof, by reference to foreign civil servant compensation management experience and models, in particular in developed countries, proposes specific measures on the optimization of existing compensation & benefit system in S city, such as improvement of reference criteria of civil servant compensation, development of dedicated Civil Servant Salary Law, acceleration of civil servants classification reform, determination of reasonable salary structure, improvement of salary adjustment mechanism, and improvement of benefit & security systems, which will provide a good fundamental study and policy-marking suggestion for continuously furthering the reform of civil servant compensation system, activating civil servant’s working enthusiasm, and securing civil servant’s political performance without corruption.