Study On The Problems And Improvement Countermeasures Of Civil Servant's Reward System

The civil servant is the actual executor of the state's public power.The efficiency of the civil servant's own work directly affects the efficiency of the organization and affects the organization's ability and level of service for the people.Judging from the current situation,there are varying degrees of job burnout in the civil service system in China.The emergence of the "doing official" phenomenon more reflects the low level of enthusiasm and lack of enthusiasm of the civil service.How to effectively take measures to arouse the enthusiasm of civil servants is a major issue that the government urgently needs to solve.The civil service reward system refers to the interrelated organic whole consisting of a number of elements,such as reward principles,reward conditions,types and standards of rewards,incentive rights,award implementation procedures,and supervision and revocation of rewards,and is designed to stimulate public enthusiasm for civil servants.Perfecting the civil service reward system plays an important role in mobilizing the work enthusiasm of civil servants.After undergoing the initial establishment phase and the development and improvement phase,China's civil service reward system has gradually entered a stage of standardization and innovation.Local governments at all levels have also made useful explorations to develop the civil service reward system.With the joint efforts of the central and local governments,the effectiveness of the civil service reward system in raising the ability and efficiency of civil servants and establishing a fine work style for the civil service has become increasingly prominent.However,due to the misunderstanding of public servants and civil servants' perceptions of civil servants' rewards,the construction of reward systems is lagging behind.As a result,the existence of incentive criteria in the civil service reward system are too general,single incentive methods,serious formalization during award implementation,and lack of effective supervision of awards.At the same time,the new era has placed higher demands on civil servants,how the civil service reward system has played its role in realizing the balance between power and pressure,and how to effectively respond to the transformation of major social conflicts in our country and comprehensively deepen the challenges posed by reforms.All are issues that need to be considered when refining the reward system.Take the Xiangtan City of Hunan Province as an example to conduct an empirical analysis of the civil service reward system.The survey results show that the overall satisfaction of civil servants in the current civil service reward system is relatively low;among them,male civil servants,civil servants in the 31-50 age range,civil servants with higher education levels,civil servants with lower administrative levels,and civil servants with professional skills are generally less satisfied with the civil service reward system;and civil service reward systems have problems with reward methods,award criteria,reward implementation,and incentive supervision.,basically consistent with the content described above.In response to the problems and causes of the civil service reward system,combined with new requirements in the new era,it is proposed that the civil service reward system should be improved from the following aspects:updating the concept of civil servants' rewards,improving the implementation rules for civil servants' rewards,strengthening the standardized management of civil servants'reward implementation,and strengthening civil servants reward related supporting system construction.