Study On The Selection And Appointment System Of Civil Servants

For the government,the most important thing is to select and use talents.Throughout our country's history,the selection and appointment of civil servants has always occupied an important position.To some extent,it can determine the fate of the country.The construction of the civil service has a direct impact on the party's leadership and governance.Grassroots civil servants are the direct servicemen of the masses and the concrete implementer of party's line and policies.Their ability and quality have a direct impact on the effective functioning of the functions of party and government agencies.It is related to the image and prestige of the party and the government in the minds of the people.Therefore,it is necessary to constantly improve the system of selection and appointment of grassroots civil servants,and select a basic-level civil servant team with high overall quality and strong combat effectiveness.This is of great significance for national construction,economic development,and social management.The author adopted the literature method and empirical research method and took G County as an example to study the related theories of the selection and appointment system for grassroots civil servants,analyzed the problems existing in the selection and appointment system of public servants in G county and the causes of the problems,and put forward corresponding countermeasures.In related theoretical studies on the selection and appointment system for grassroots civil servants,it is considered that grassroots civil servants refer to civil servants working in government departments below the county level.Their duty is to exercise the public power of the country and be responsible for contacting the superior government and people.The system of selection and appointment for civil servants includes the system of lifting,transfer,appointment and use.The selection and appointment system for civil servants is mainly divided into the election system,appointment system,examination system,and recruitment system.They all have advantages and disadvantages,we need to regard them as a system,and they should be optimized and integrated from the perspective of synergies in order to improve the efficiency of selection and appointment.The scientific,rigorous,normative nature of the system,and the effectiveness of supervision are the main factors affecting the selection and appointment system for grassroots civil servants.Through research and analysis,found that the G County civil servant selection and appointment system has the following problems: First,the single selection and appointment method,the long training period for the civil servants,and the lack of innovation in the system.Second,the system is not standardized,including the selection of personnel standards is difficult to quantify,the initial nomination is not standardized,the inspection mechanism is not perfect,and the inspection method is single.Third,the system is not strict,and the detailed evaluation system for the probation period,exit mechanism and accountability system are lacking.The fourth is the lack of effectiveness of supervision.The backwardness of ideas,the unscientific development of the system,and the lack of ability to select and appoint principals are the causes of the above problems.In addition,the imperfect supervision mechanism and the weak supervision effectiveness are also the reasons for the above problems.Finally,a countermeasure to solve the above problems is proposed.First,adhere to the 20-character standards for good cadres,establish a correct concept of selecting and employing people,increase the awareness of democratic awareness and selection and appointment policies,and constantly update the concept of selection and appointment of civil servant.Second,enhance the scientific and institutional innovation of system formulation,and use big data to establish “Personnel Match” system,enrich the selection and appointment methods,and innovate the selection and appointment mode of young civil servants.Third,quantify the criteria for selection of personnel,standardize the initial nomination,enhancing the scientific evaluation of assessment and evaluation to improve the system normative.Fourth,improve the civil service trial the assessment system,the civil service exit mechanism and the accountability mechanism,and constantly improve the institutional system.Fifth,clear the supervision responsibilities,build a comprehensive supervision network,and constantly establish and improve the supervision and management mechanism.