Study On The Incentive Mechanism Of Village Cadres Based On Competency Model

With the country's increasing attention to the problems of "agriculture,rural areas and farmers",various preferential policies have been issued,creating a good external environment for solving the problems of "agriculture,rural areas and farmers".Village cadres,as the leaders selected by villagers,become the key endogenous factors to promote the implementation of policies and rural development.However,along with the continuous breakthroughs in rural development,the increasingly complex working environment for village cadres and the significant increase in the difficulty of their work raise more stringent requirements for the overall quality of village cadres.Therefore,it is necessary to design a village cadre incentive system,which can not only improve the work enthusiasm of village cadres,but also give consideration to the improvement of their own ability,so as to realize the sustainable development of the construction of village cadres.Taking shaanxi province as an example,this study reviewed the relevant theory such as competency theory,incentive theory,human capital theory,principal-agent theory,reciprocal theory,individual differences and the level corresponding theory research,and summarized the development process of village cadres team in our country and the differences of the management of village cadres in different regions from the perspective of the professionalization of village cadres,it is concluded that in the central and western regions in China,it is not allowed to motivate village cadres by the professionalization of village cadres.It also summarize that management practices of the rural cadre in shaanxi province,such as training,performance assessment,salary,etc..At the same time,making an investigation on the status of the job satisfaction of the village cadres in shaanxi province,and found that the rural cadres in "emotional exhaustion" and "individualized" dimension generally exist a negative mentality,and then problems in the current management of village cadres in shaanxi province were analyzed from the perspective of competency,such as single assessment level,poor incentive effect of salary structure and neglect of individual differences in training.Through the questionnaire survey of 230 village cadres,first-hand data were obtained.Through empirical analysis,a village cadre competency model consisting of 20 competency characteristics was established from 5 dimensions,including the ability to lead the way in getting rich,the ability to lead the management,the ability to serve the people,the individual's intrinsic quality and personal willpower.Based on this model,a village cadre competency system was established from three perspectives,namely,performance incentive,salary incentive and development incentive:(1)according to the connotation of performance management,a village cadre performance assessment system including work performance and personal performance is established by applying the competency model.A village cadre performance assessment method is established by integrating quantitative and qualitative evaluation methods.The performance incentive system is further improved from the aspects of assessment subject selection and cycle setting,performance guidance and feedback.(2)establishing a salary incentive system from the two aspects of salary sources and salary standards for village cadres.More concretely,setting the dual wage payment subject contains township government and villagers;Establishing the performance coefficient system and put forward the calculation formula of the village cadre's performance salary.It is suggested that the wage standard should take into account the local villagers' per capita income,labor market price and other factors.(3)in terms of development mechanism,questionnaire survey was adopted for training demand analysis.The results showed that the current training content should focus on improving village cadres' leading ability to become rich and management leadership.It was proposed that training objectives should be determined and training work should be carried out on the basis of training demand analysis.From the perspective of competency,it is analyzed that the "selection" system of village cadres should pay attention to the matching of competency and the weight setting of competency as a reference standard.Finally,putting forward some suggestions on the extension of the term of office of the village cadres and the management of the outgoing village cadres.In view of the possible corruption of village cadres and the possible risks in the selection of new ones,this paper puts forward suggestions such as strengthening the study of the relevant legal system by village cadres and villagers,improving the auditing system of village cadres and establishing a reserve talent pool.In view of the outgoing village cadres,it is proposed that the management status of the outgoing village cadres should be improved from the two aspects of improving the treatment of the outgoing village cadres and exerting the surplus heat of the outgoing village cadres.