Study On The Problems And Countermeasures In The Implementation Of The Parallel Position And Rank Of Civil Servants In D County

The newly revised Civil Servant Law and The Concurrent Provisions on parallel Position and Rank of Civil Servant,took effect on 1 June 2019.The parallel system of civil servants’ position and rank has been established formally in China.It sets up the rank sequence of civil servants,abolishing the previous system of non-leading positions and the concurrent position and level of civil servants in county.The parallel system of civil servants’ positions and ranks is an important measure of China’s cadre and personnel system reform under the requirements of the new era and new tasks.It plays an important role in optimizing and perfecting the civil servants’ management system and continuously encouraging the civil servants.Up to now,the system has been fully implemented nationwide,the parallel position and rank of civil servants has made some progress.However,there are some problems in the process of executing particularly at the grassroots level.Taking D county as an example,this thesis focuses on the implementation of the parallel positions and ranks of civil servants.Through field investigation,questionnaire survey,supplemented by individual interviews and other ways to carry out research,the status quo of the parallel system of civil servants’ positions and ranks in D county,and the awareness and satisfaction of grassroots civil servants to the policy were understood.At the grassroots level,the problems in the implementation of the parallel positions and ranks of civil servants in D county are analyzed and sorted out,mainly including the following aspects.First,the number of lower ranks is basically saturated and and promotion conditions are too general.Second,there is a deviation in the understanding of the new system by grassroots civil servants.Third,the salary increase is small,and the execution process control is not strong enough.Fourth,the assessment mechanism is not scientific enough,etc.This thesis analyzes the reasons and puts forward relevant suggestions,including improving the system,strengthening the publicity and training,optimizing individual performance evaluation system,strengthening the process of supervision,etc.hoping that can play an advisory role for the further improvement of the system.