Research On The Incentive Effect Of The Parallel System Of Positions And Ranks On Grass-roots Civil Servants

At present,as our country enters a new era of socialism with Chinese characteristics,the country's management system and norms for training civil servants have also gradually developed.Grass-roots civil servants,as an important part of China's civil servants,directly face and serve the masses at the grass-roots level,and have made great contributions to China's socialist construction.The concurrent system of positions and ranks is a personnel management system introduced to solve the problem that the grass-roots civil servants' treatment is low but their responsibilities are heavy and can hardly find a way out.It is of great theoretical significance and realistic significance to study whether this system has the proper incentive effect for target groups.At this stage,the comprehensive implementation of the parallel system of civil servants' posts and ranks has played a positive role in motivating grass-roots civil servants.This system reflects the correct employment orientation in the new era,broadens the channels and space for promotion of the ranks of grass-roots civil servants,eases the pressure on the work and life of grass-roots civil servants,and increases the stability of grass-roots civil servants.Based on the "Parallel Provisions for Civil Servant Positions and Ranks",this paper uses the methods of literature,questionnaires,interviews and other methods,with fairness theory,expectation theory,and human capital theory as the theoretical support.The L city's implementation of the system is the starting point to explore the incentive effect on grass-roots civil servants of the current parallel system of civil servants' positions and ranks in China.According to the survey,the satisfaction of the grass-roots civil servants with the current status of work has been improved,the work enthusiasm has been significantly improved,the recognition of the implementation of the system is higher,the satisfaction of the salary and treatment of the grass-roots civil servants is generally higher,and more attention is paid to future career planning.And it was found that there were some problems in the implementation of the system,which reduced the effect of its incentive function.For example,the promotion of grass-roots ranks is limited,and the rank “ceiling” still exists;the salary is not reasonable,and the treatment of grass-roots civil servants is still low;the annual assessment mechanism is not scientific,and the assessment standards are difficult to subdivide and quantify;the supervision mechanism needs to be improved,and theeffect of reverse incentives is not obvious;the professional guidance for grass-roots civil servants is lack,and the communication between organizations and individuals is insufficient.There are five reasons: at the institutional level,an independent and perfect promotion system for civil servants has not yet been established;at the cultural level,grass-roots governments are affected by administrative culture such as the "official standard";at the management level,internal personnel relations after promotion are to be rationalized;at the economic level,salary incentives are constrained by local fiscal revenue;at the practical level,the actual grass-roots situation is complex and changeable,affecting policy implementation.Therefore,in order to further improve the incentive effect of the concurrent system of positions and ranks of grass-roots civil servants,five measures should be taken: the first is to coordinate various group policies and improve the rank promotion mechanism;the second is to innovate the annual assessment system and strengthen the use of assessment results;the third is to adjust the salary structure and improve the financial funds guarantee;the fourth is to strengthen daily supervision and accountability,combining strict management with kindness;the fifth is to strengthen the construction of administrative culture and attach great importance to career planning and guidance.