Research On The Implementation Of The Parallel System Of Position And Rank Of Civil Servants And Its Countermeasures

Since June 1,2019,the Civil Service Law of the People’s Republic of China and the Regulations on the Concurrent Duties and Duties of Civil Servants have been officially implemented,and the system of the concurrent duties and duties of Civil servants has shifted from pilot to comprehensive implementation.China Banking and Insurance Regulatory Commission(CBIRC),as the first phalanx of central government agencies,quickly promoted the implementation of the parallel system of posts and ranks for civil servants.As the branch office of CBIRC in the city and state,L Branch office earnestly and actively carried out the parallel system of civil servants’ duties and grades.From the moment when the policy was issued,the majority of cadres at the beginning of the implementation of the policy were well received by the majority of cadres at the beginning of the implementation,and from the implementation of the complementary salary system to the majority of the employees at the beginning of the implementation,the implementation of the system did play a real incentive role for civil servants in the branch office.The parallel system of position and rank has achieved certain results,but with the deepening of the system implementation and the normalization of rank promotion,the problems in the implementation process of the parallel system begin to emerge slowly,and further research is needed on the implementation of the system.In this paper,under the guidance of public management theories,with L bureau of civil servants position and rank parallel system implementation as the research object,using the research method of literature analysis and survey analysis to combine theory with practice closely,combined with the author more than 7 years working experience in organization and personnel,the parallel system overall analysis of the implementation of research,It is found that the proportion of ranks and positions in grass-root units is low,the supporting compensation system fails to reasonably reflect the differences between positions and positions,the guidance of promotion conditions is not clear,the phenomenon that leading posts hold concurrent positions squeeze out ranks and positions is relatively common,and some cadres have a one-sided understanding of the purpose of the system.By using Maslow’s hierarchy of needs theory,equity theory,public policy implementation theory(Smith’s policy implementation process model)and public policy implementation deviation theory,the causes of practical work problems and survey found problems were deeply analyzed,and the reasons for the problems were found that the parallel system needs to be further improved,the salary gap between leading positions and neighboring ranks is not reasonable,the selection and employment orientation has not changed to encourage officers to start their own businesses,the rank promotion system has not been set up independently,and the cadres have not thoroughly studied and understood the system.Aiming at the problems and reasons found in the research,this paper puts forward corresponding countermeasures and suggestions.First,improve the system design,further clarify the relationship and positioning between posts and ranks,reasonably and appropriately relax the restriction proportion of grassroots posts and ranks,and smooth the transfer channel of posts and ranks.Second,reasonably determine the salary gap between leadership positions and ranks.Third,clear position and rank promotion orientation,thoroughly understand the parallel system of position and rank,further establish and publicize a clear selection and employment orientation,improve the cadre assessment and evaluation mechanism,establish and build a fault-tolerant and error-correcting mechanism,and vigorously create a good atmosphere for system implementation.Fourth,coordinate the use of positions and ranks.Fifth,cadres should strengthen their study and understanding of the parallel system,further understand the parallel system of position and rank,and make personal career development plans in combination with the actual situation.