Study On Incentive Problems And Countermeasures Of Grassroots Civil Servants In X County Forestry System

With the eighth deepening of the reform of Party and state institutions fully completed,natural resources and planning bureaus have been set up by land,forestry and planning departments throughout the country.Profound changes have taken place in the management system of natural resources and ecological environment.And the grassroots forestry system bears the important mission of building an ecological civilization and a beautiful China,its administrative status and functions have changed a lot since the reform.After the integration and diversion of human resources,the incentive of grassroots civil servants in the county and township forestry system is not in place,the problems such as increasing workload,increasing pressure,narrow promotion space and serious brain drain are particularly prominent.The degree of incentive effect has a direct impact on the working status of grassroots civil servants,which is related to the quality of livelihood projects such as Grain for Green Project,Natural Forest Protection Projects,and the level of administrative efficiency and the quality of government image.Therefore,it is of great significance to study the incentive problem of grassroots civil servants in forestry system.X county is subordinate to Suining City,Sichuan Province,with abundant natural resources,has been committed to the construction of "Ecological X,Green X and Beautiful X" over the years and rated as the province’s modern forest industry strong county and provincial green model county.Its forestry civil servants are at the bottom of the system "pyramid".As grassroots civil servants,they have both the common characteristics of general civil servants and their departmental characteristics.In this paper,the incentive of grassroots civil servants in the forestry system of X county is taken as the research object,considering the difference of incentive needs of civil servants in different levels and systems,which is typical to some extent.On the basis of progressive incentive theory and mechanism about civil servants at domestic and overseas,this paper makes a comprehensive understanding of the incentive status of grassroots civil servants in the forestry system of X county from the perspectives of salary,performance appraisal,job promotion and talent training by using questionnaire survey.It is found that there are many practices in the incentive of civil servants in the county,but the actual effect is not good.The main problems are as follows:the salary growth mechanism is rigid,the income gap is unreasonable,the salary level is low,the overtime work does not have the subsidy and the welfare treatment is little;The assessment method is not scientific enough,the assessment results have little impact on promotion,the assessment results are not driven,the assessment standards are not specific enough,the assessment is formalistic;Promotion opportunities are few,promotion channels are not smooth,promotion space is limited,promotion is not fair;The training content is monotonous,the training method is not innovative enough,the training time is not reasonable,the training opportunity is not equal,the individual learning enthusiasm is not high,the leadership does not pay enough attention to.The causes of these problems are mainly reflected in the inadequate implementation of incentive concept,the uncoordinated use of incentive means and the imperfect construction of incentive system.At the same time,draw lessons from the United States,Germany,Canada,and domestic civil servant management mechanism of Shenzhen,Beijing,Hunan,put forward the following Suggestions: one is to reform the compensation system,attempts to establish a dynamic growth mechanism of wages to increase satisfaction,to establish compensation balance mechanism to promote a sense of fairness,strictly implement the work overtime subsidies and compensatory system safeguard legitimate rights and interests,to focus on in terms of adding elastic welfare diversity,autonomy and humanistic care.Second,we should improve the post promotion system,explore the establishment of forestry professional and technical posts,and open up the promotion channels of grassroots civil servants.Third,the assessment system,scientific development of performance assessment indicators,to strengthen the peacetime assessment and pay attention to the use of the assessment results.Fourth,we should increase the intensity of personnel training,formulate training contents and innovate training methods in accordance with the demand-oriented principle,attach importance to the career development of young civil servants,strengthen post exchanges,make people fit for their posts and do their best,and train a number of civil servants with good business skills and strong comprehensive quality for the grass-roots level.