Study On The Implementation Of The Concurrent System Of Post And Rank Of Grassroots Civil Servants

The system of parallel position and rank of civil servant is a major institutional innovation in the field of civil servant management in China in recent years,and an important exploration in the field of public management in the new era to deal with various difficulties and challenges at home and abroad.In January 2015,on the county to the civil service positions and ranks below the opinions of parallel system successfully introduced(referred to as "old system"),the target group is mainly at the county level and below civil servants at the grass-roots level,the implementation of the system to a certain extent,expanded their promotion channels,increased wages,inspired the vitality to work,However,the system itself still has problems such as too long time limit for promotion and not enough promotion intensity.In order to further optimize and perfect the system of parallel position and rank,and give full play to the incentive function of the system,the Regulations on Parallel Position and Rank of Civil Servants was formally born in March 2019(this paper is referred to as the "new system").Compared with the old system,the new system has several significant advantages,which are as follows: the implementation scope of the system is wider,the ranks are set up at more levels,the duration of promotion is required to be shorter,the benefits are promoted more forcedly,and the orientation of selection and promotion is more distinct.The superiority of the new system has created a better career development prospect for civil servants.The implementation of the system is of great significance to improving the overall quality of the cadre team and mobilizing the subjective initiative of civil servants,especially grass-roots civil servants.However,the practice process of any system always progresses in a tortuous way.In view of the problems and drawbacks exposed in the implementation process,we still need to continue to explore and analyze,and make a good experience summary,so as to continuously optimize and perfect the system and fully release the incentive efficiency.With the implementation of the new system in B County Tax Bureau as the starting point,this paper uses the case study method,interview method,and the two-factor theory and policy implementation theory as the support to explore the effective implementation path of the system of parallel position and rank of grass-roots civil servants in China.The thesis begins with the introduction,which introduces the research background,classifies the research viewpoints and achievements of domestic and foreign scholars,and determines the research methods and main contents of the thesis.Then starting from the clear position and rank related concepts,in accordance with the time development in order to our country civil servants position and rank the paper summarizes the development course of parallel system,focus on comparative analysis of the differences between old and new system,break the rank promotion summary refine the new system "ceiling" and treatment to improve more and more effective to the subjective initiative of civil servants to mobilize three advantages.Then,the implementation basis,implementation scope and conditions,promotion procedures and steps of the new system are summarized successively,the overall framework of the implementation of the new system in B County Tax Bureau is constructed,and all aspects of rank promotion work are objectively presented.At the same time,the study found that there are some problems in the implementation of the new post and rank parallel system,such as "new barriers" in promotion,the cognitive deviation of grass-root civil servants to the new system,the insufficient attention of the new system to the special groups such as demoted and resettled military cadres,and the imperfect evaluation mechanism of rank promotion.Through the comprehensive application of the Smith policy implementation model to analyze,find out the causes of the problems: the system itself has limitations,the implementation is not detailed enough,grass-roots civil servants do not have a high awareness of the new system,human society leads to the spread of "good man" thought.Causes on this basis,the problems,the author of this paper,from the perfect system design,improve the system performance,attaches great importance to the civil servant’s cognitive education,creating an environment of fresh air wind is the execution of the four aspects,such as optimizing Suggestions,for the new system in the civil service groups especially the grass-roots civil servants the real "roots" provide countermeasures for reference.