A Comparative Study Of The Encouragement System Of Basic-Level Civil Servants From The Perspective Of Institutional Change

The grassroots is the "nervous end" of the national governance system.As the direct executors of national administrative regulations and policies,grassroots civil servants enrich the human resources of the public sector and meet the needs of achieving rural economic development and poverty reduction to a certain extent..However,for a long time,my country’s grassroots civil servants have faced the dilemma of narrow promotion channels,low wages,and high work pressure.To a certain extent,the enthusiasm of grassroots civil servants has been inhibited,and the turnover rate has continued to rise.Since the "Civil Servants Law of the People’s Republic of China" was promulgated in 2006,incentive measures have been added to the General Regulations for the first time.Governments at all levels from the central to the local level have carried out active and beneficial explorations in practice,and gradually matured in the continuous changes of the system.The incentive effect of the traditional single-track system for job promotion has been practiced for a long time at the grassroots level,and it turns out that the personnel management system established only around the job is not enough to meet the needs of grassroots civil servants for their own development and salary promotion.With the help of the correlation between job promotion and salary increase In order to achieve effective incentives,the incentive effect is relatively limited.From June 1,2019,the "Regulations on the Parallel Positions and Ranks of Civil Servants"(hereinafter referred to as the "Regulations")have been implemented,and the parallel system of civil servants’ positions has been formally incorporated into the legal framework.The parallel of job and rank is an improvement system that aims to change the existing single-track system of job promotion.The incentives are weak,the range of incentives is limited,the incentive effect is not significant,and other disadvantages.Generally speaking,basic-level civil servants do not "promote".Can raise wages.This is a system reform that enhances the salary of basic-level public servants,improves work enthusiasm,and is conducive to basic-level construction.A comprehensive analysis of it has strong theoretical and practical significance.Therefore,this article takes the reform of the civil servant incentive system as the starting point,starting from the perspective of system change,and comparing the improvement of the administrative ecology,system connotation,and incentive path of the dual-track system for job promotion before and after the system reform.The author believes that the advantage of the dual-track system is to extend the promotion space of grassroots civil servants,provide diversified promotion options,and improve the salary of civil servants.In order to combine the research with reality,select Luxi County S as the research area,and carry out random sampling surveys of some grassroots civil servants in S County with the help of questionnaire survey method and interview method,in order to obtain relevant data on the implementation effect of system reform and the subjective feelings of grassroots civil servants.After comparative research,the author believes that the effectiveness,fairness,and rationality of the incentive system reform in the research area have been better demonstrated than before,and the sense of work acquisition,work enthusiasm and professional loyalty of grassroots civil servants has also improved.At the same time,it is also found that there are still some shortcomings in the process of system change,which inhibits the performance of the dual-track system’s incentive function,which is mainly reflected in the "involute" dependence of the system,the deviation of value orientation damages the perception of fairness,the increase in remuneration and the expansion of social costs,and the separation of positions.Insufficient weighting ability.Through in-depth analysis and research,it is found that in the process of system change,there are reasons that inhibit the effective release of system incentives.The main reasons are: ideology: there is a misunderstanding of career motivation;path dependence:supporting design continues the old system;policy cost: Lack of financial guarantee affects stability;in terms of institutional arrangements: the contradiction between supply and demand still exists.Through the above analysis,the author believes that it is necessary to shape the professional spirit of public service;optimize the design of promotion supporting system;build a complete capital increase guarantee mechanism;standardize the performance evaluation and supervision procedures to promote the continuous improvement of the grassroots civil servant incentive system and release the policy effectiveness.Improve the enthusiasm of civil servants at the grassroots level.