| For a long time,the state has insisted on deepening the reform of the cadre and personnel management system,focusing on solving problems such as narrow career development space for grass-roots civil servants,single promotion channels,poor treatment,low work enthusiasm,and serious brain drain.In 2019,the "Regulations on the Parallelism of Positions and Ranks for Civil Servants" were officially implemented,which further developed the "double ladder promotion" channel for positions and ranks,accelerated the pace of grass-roots civil servants to increase their wages and broaden their promotion space,and also managed and established grass-roots civil servants by category.New progress has been made in the fair competition mechanism.This paper selects the Administration for Market Regulation of District Z in G City as the research sample.Based on the theoretical basis of management theory such as incentive theory and Smith policy implementation model,on the basis of fully studying the research results on the parallel system of civil servants’ positions and ranks,the literature research method is used.,interview method,case questionnaire survey method and case analysis method,etc.,to study the implementation of the parallel system of civil servants’ positions and ranks in June 2019 by the Administration for Market Regulation of District Z in G City.First of all,analyze the problems existing in the implementation of the policy,such as the unreasonable setting of ranks and positions,the lack of obvious incentive mechanism for promotion,the impact on the actual function of leadership positions,the lack of scientificity in the annual assessment mechanism and democratic assessment,and the lack of scientific understanding of the policy by managers.The understanding is not in place,the audience does not have a deep understanding of the system,the regulatory environment is not ideal,and the supporting mechanism is not mature enough.Then,combined with Smith’s execution model,it analyzes the reasons for the problems,such as defects in the top-level design of the system,inadequate implementation of the system by the executive unit,cognitive biases of the grass-roots civil servants on the policy,and poor policy implementation environment.Finally,Relevant suggestions are made on the implementation effect of the policy of promoting grass-roots positions and ranks,including improving the design of the concurrent system of positions and ranks,improving the execution ability of the executive unit,strengthening the communication with the target group,and creating a good execution environment. |
