Research On The Problems And Countermeasures Of The Parallel System Of Positions And Ranks For Civil Servants Of G County In H Province

Under the background of comprehensively deepening reforms,how to broaden the space for promotion of cadres and encourage the majority of cadres to take up their roles,especially to increase the enthusiasm of grassroots civil servants,is a topic that the party and the government are constantly exploring.In March 2019,after the "Regulations on the Parallel System of Civil Servants’ Positions and Ranks" was formulated and promulgated,government agencies at all levels across the country began to implement a system of paralleling civil servant positions and ranks in June.The introduction of this system means that the promotion of civil servants is no longer a single job promotion,but has become two "tracks" of "positions" and "ranks".This is an important reform of the cadre and personnel system.The management of the company has a profound impact.For organs below the county level,the parallel system of positions and ranks is not the first to be implemented,because in January 2015,according to the "Opinions on the establishment of a parallel system of positions and ranks of civil servants in organs below the county",authorities below the county level have begun to implement this system.After that,the central government revised and improved the implementation scope and promotion conditions of the system,and formed the "Parallel Regulations on Civil Servant Positions and Ranks" promulgated in March 2019.Compared with the 2015 system,the new system in 2019 has optimized some of the contents,such as further improving the level of remuneration,and establishing two channels of "post" and "level" to connect each other,but some problems still exist.For example,the supporting measures are not perfect,and the assessment is only a formality.At the same time,due to the policy differences between the new and the old systems,some new problems have arisen that were not available before,such as relatively small room for promotion at the grassroots level and impaired enthusiasm for some cadres.Therefore,under the premise of fully affirming the current system,taking county-level agencies as the research object,starting from the differences between the new and the old systems,it is still important and necessary to study the problems and suggestions in the implementation of the current system.This article takes G county of H province as the specific research object,and takes the civil servant position and rank parallel system implemented in June 2019 as the main research body.Through literature analysis,individual interviews,questionnaires and other methods,the executive civil servants in G county are analyzed from the perspective of changes in the old and new systems.The status quo of the parallel system of positions and ranks.On this basis,the Mezmanian-Sabatier model was borrowed and improved,and the existing problems were analyzed from three aspects: the characteristics of the system itself,the controllable variables in the implementation of the system,and the variables outside the implementation of the system.For example,the system itself has problems such as the low ratio of approved ranks,new injustices arising from changes in the old and new systems,and the lack of clarity on individual policies in the new system.In the implementation of the system,the higher-level departments did not provide guidance based on local conditions,and the executive departments did not strictly implement the policy requirements.The implementation of personnel work is not standardized and other issues,the external variables of the implementation of the system have insufficient supervision,"good old people" and other social environmental issues such as the fairness and openness of the system.In response to the problems found in the analysis,combined with the implementation theory of public policy,the reasons behind the problems are analyzed in depth,specifically:The system itself is not perfect enough.When setting up the ranks and numbers,the stock conversion of agencies below the county level was not fully considered,a certain transition period was not set,and the related supporting measures were not revised and improved in time;the variable control in the implementation of the system was not reasonable enough,and the higher-level departments Insufficient investigations,deviations in the ideological understanding of the executive department,and the quality of business personnel need to be further improved;Among the variables outside the system implementation,the supervision channel is relatively single,and the social and cultural environment is not optimized enough.Finally,in order to improve the system,it is possible to appropriately increase the approved ratio of ranks and posts,increase the space for promotion,set a certain transition period,and solve the injustices arising from the changes in the old and new systems.Supporting measures can be improved and revised in time;In the controllable variables of implementation,both the superior department and the executive department at the same level must base their work and creatively carry out their work;in terms of variables outside the system,it is necessary to further broaden the supervision channels,optimize the social atmosphere,and implement the system.Create a good external environment so that the system can achieve better results.