Study On Salary Incentive Of Civil Servants In Heilongjiang Province

Grassroots civil servants have always been the largest group in China’s civil service system,but also related to the people’s livelihood and social development of the backbone,their work style and work level directly related to the image of the Party and the government in the public.For grass-roots civil servants,their work performance and social status are mainly reflected in terms of salary status.With the improvement of salary treatment,the work motivation of grass-roots civil servants will also increase.Grass-roots civil servants need to pay attention to two aspects,including mobilizing work enthusiasm and improving social recognition of grass-roots civil servants.These two aspects not only affect the work effectiveness of grass-roots governments,the recognition of the broad masses of the government and the ruling party’s ruling ability,but also have important practical significance for regional economic development.The pay incentive of grassroots civil servants is of great significance.How to improve the effectiveness of pay incentive,fully mobilize the work enthusiasm of grassroots civil servants,and thus promote the improvement of administrative efficiency should be paid continuous attention to.In order to have a deeper understanding and grasp of the pay incentive situation of grassroots civil servants in Heilongjiang Province,this paper mainly adopts the literature research method and questionnaire survey method,and according to the hierarchy of needs theory,equity theory and two-factor theory,studies the four aspects of pay level,performance appraisal,job rank parallelism and the sustainability of pay incentive.By summarizing the previous scholars’ experience from various perspectives,It also puts forward a series of feasible suggestions for improving the pay incentive of grassroots civil servants.The investigation found that the pay reform of grass-roots civil servants in Heilongjiang Province has played a certain positive incentive role,but there are still some problems,such as limited pay adjustment range,not obvious incentive role of pay performance appraisal,narrow promotion channels,limited number of concurrent jobs and poor sustained effect of pay incentive.The reasons for the above problems include the influence of unit type on the salary adjustment range,the imperfect salary performance appraisal and evaluation mechanism,the non-standard implementation of the parallel system of job and rank,and the failure of salary incentive throughout the work.Based on the analysis of the existing problems and causes of the remuneration incentive of the grassroots civil servants in Heilongjiang Province,this paper puts forward four countermeasures and suggestions: to improve the level of "overall remuneration",scientifically promote the evaluation of remuneration performance,strengthen the protection of the post and rank promotion system,maintain long-term remuneration incentive and retain talents,so as to better play the role of the remuneration incentive mechanism of the grassroots civil servants.