This is the change brought by the parallel reform of civil servants' positions and ranks below the county level to grassroots cadres.
By the end of 20 15, there were 7167,000 civil servants in China, of which 60% were below the county level. A thousand lines above and a needle below. Grassroots units are responsible for the implementation of a large number of reform and development issues, and the work pressure is great. However, limited by institutional specifications and other factors, the number of leading and non-leading positions in organs below the county level is very limited, and the promotion channels for grassroots civil servants are narrow. Because the salary is directly linked to the job level, the treatment of grass-roots civil servants is low for a long time, and their work enthusiasm is frustrated, which is not conducive to comprehensively deepening the reform.
In order to solve this problem, the State Council City, China issued the Opinions on Establishing a Parallel System of Civil Servants' Positions and Ranks in Organs below the County Level in June, 20 15, and five departments, including Ministry of Human Resources and Social Security, the Organization Department, the Central Organizing Office, the Ministry of Finance and the National Civil Servants Bureau, deployed specific implementation work.
Nearly a year and a half have passed. What is the situation of implementing the parallel system of posts and ranks in various places? How to prevent the reform measures from being distorted? What is the confusion about deepening reform? Recently, reporters from Outlook News Weekly conducted surveys in Shandong, Shaanxi and Hunan.
"It is a lie to say that there is nothing unhappy in my heart."
When the reporter of Outlook Newsweek met Chen Zhixin, deputy director of Xuzhuang Town Organization Office and director of the Environmental Sanitation Institute in Shanting, Zaozhuang City, Shandong Province, he was supervising the fire prevention work in Songzhuang Village for three summers.
In order to prevent the villagers from burning wheat straw, he has run more than a dozen villages in one morning, and he is exhausted. "This is the normal state of work." 37-year-old Chen Zhixin has been working in villages and towns for 14 years. "The township work has two responsibilities. In addition to their duties, such as fire prevention during summer harvest and flood control during flood season, they also have the task of protecting villages. It is normal to work overtime until eleven o'clock at night. "
The reporter saw in an interview in Shandong that the grassroots, especially the towns and villages, are responsible for the implementation of all policies at higher levels. They have many working ideas, heavy tasks and great pressure for development, environmental protection and stability. They often work overtime. "No rest on Saturday, no rest on Sunday" is their portrayal. Many township cadres go out early and return late, and they don't take enough care of their families. Even for many days, they can't talk to their children, let alone educate them.
A township cadre said that now cadres are not allowed to "go to school" and live in the dormitory of the town government every day on weekdays, away from their families. However, a town has only a few leadership positions. Ordinary cadres have worked hard for decades and are "older than others", but it is difficult to get promoted. "It is a lie to say that there is no unhappiness in my heart!"
"After 30 years of work, I am still a clerk after retirement." The grassroots cadres interviewed frankly said that some cadres felt hopeless in their forties and fifties because of the existence of the "transparent ceiling" for promotion, and they inevitably had negative emotions and even felt "inferiority" in their work.
Xu Qingyong, director of the Human Resources and Social Security Bureau of Shanting City, said that there are many grassroots cadres and few posts, ranging from 300 to 400 large towns to more than 100 small towns, with only four or five official departments and a dozen deputy departments. Many of them can't take minor courses until they retire, so they "occupy their seats calmly and pretend to be busy and tired." Some even "see if the secretary will stare."
Under such a reality, most young cadres at the grassroots level are busy taking exams for civil servants at the central, provincial and municipal levels, and the township level has basically become a springboard and assembly line. There are fewer and fewer cadres who are really familiar with grass-roots work, and the vast majority of cadres who stay at the grass-roots level are full-time college graduates or cadres over 35 years old.
Yu Hongbo, a cadre of wei zhuang zhen, Chengcheng County, Shaanxi Province, who has worked in villages and towns for 17 years, told reporters that at the beginning of his work, the town government had more than 20 young people around the age of 30. Because it is difficult to have promotion opportunities in towns and villages, most young people try their best to transfer to higher authorities, and now 80% have been promoted. If you stay in a township, your position will "stand still" for many years and you will inevitably lose it.
After the parallel reform of post and rank, Yu Hongbo's sense of loss was greatly alleviated. Today, her salary has increased by more than 260 yuan, and the total salary has reached more than 3,700 yuan. "Although I work in villages and towns, I can get a meter's salary. Is there any reason why I can't do my job well? "
"I feel that my destiny is in my own hands."
In Shandong, Shaanxi, Hunan and other places visited by reporters, the treatment and level of grassroots cadres have been "squeezed" after their positions and ranks are parallel.
"The position and rank are parallel, which is a timely rain and a reassurance." After the implementation of the policy last year, Chen Zhixin began to enjoy the treatment of deputy department level, and his salary increased by more than 400 yuan. Coupled with the special post allowance for township cadres, his monthly income reached more than 3,600 yuan. "As a result, have a position in the home, talk is car-scrapping. Work has also begun. "
In Heyang County, Shaanxi Province, in the past, 50% of grassroots cadres were clerks after retirement; After the reform, the rank was promoted to 79 1 person, accounting for 36.25% of the total number of civil servants and reference civil servant management institutions in the county. Among them, 564 staff members were promoted to deputy directors. In Chengcheng County, civil servants whose ranks have been promoted account for 42. 15% of the total.
"It used to be a single-plank bridge, but now it has become a two-lane bridge." Zang Chengjian, head of the budget unit of Chengcheng Finance Bureau, who has just been promoted to deputy section chief, said that he worked as a clerk at 17 for 20 years. This time, I was promoted to deputy section chief, and my monthly salary plus Tianjin subsidy increased by 277 yuan, which is equivalent to the salary level of deputy director. "Now even if you don't be an official, you can also reflect your professional value. This reform has enabled people working at the grassroots level to enjoy the reform dividend. They are smooth and energetic. "
Wang, Director of Shanting Judicial Bureau of Zaozhuang City, Shandong Province, was the "Zheng Ke" for 15 years. 200 1 Up to now, he has served as director of district tourism bureau, mayor of Dianzi town, director of education bureau and deputy director of organization department. Last year, I enjoyed the treatment of deputy division level, and my monthly income increased by 625 yuan. "In addition to economic benefits, there is also a respect for personality, which feels recognized by the organization and society." Wang thinks so.
Policy beneficiaries are not only townships, but also cadres of county-level departments. Gong, aged 46, is currently the director of the Labor Supervision Department of Shanting Municipal Bureau of Human Resources and Social Security, and has been "reserved" 1 1 year. Since he was listed as the key training object of the bureau in 2005, he has been attached to the post of deputy mayor and the "first secretary" of the village, and has undertaken many urgent and dangerous tasks, such as helping Bao reorganize bankrupt enterprises and receiving large-scale people's petitions. However, due to the merger of institutions, the elimination of redundancy and the allocation of cadres, the bureau has never promoted cadres since 201kloc-0/.
After the job rank is parallel, Gong's rank is adjusted to deputy division level, and his salary is increased by more than 500 yuan per month. "To tell you the truth, every time cadres are adjusted, their thoughts fluctuate greatly. Now that I have a military rank policy, I have a bottom in my heart and feel that my destiny is in my own hands. "
By the end of 20 15, a total of 43 1 people in Shanting met the promotion requirements of civil servants, including 5 promotion to chief clerk, 42 promotion to deputy county level 103, 42 promotion to official department level and 28 promotion to deputy department level1person.
Xu Qingyong and other grassroots cadres believe that the parallel policy of posts and ranks has achieved two "benefits" for more than a year. First, it is conducive to retaining the hearts of grassroots cadres and stabilizing the ranks of grassroots cadres. The second is to reduce contradictions and internal friction among cadres. In the past, there was only one working channel, and there was fierce competition among cadres, which inevitably led to contradictions. Some cadres even run away from their posts for promotion. Now as long as you work hard, you can get organizational recognition and establish a positive orientation among cadres.
"Say a word in heart, in the past, we envied the cadres in the city, with high level of authority and many promotion opportunities. Now they envy us, and we can work at the grassroots level with peace of mind. " Gong Xianfang, deputy director of the Comprehensive Management Office of Linyi District Political and Legal Committee, who was promoted to deputy director, told reporters.
Strict examination and approval to ensure positive incentives
Parallel position and rank, a major reform involving the vital interests of millions of grass-roots civil servants, will not only fail to form positive incentives, but will hurt the hearts of grass-roots cadres. On the contrary, it will give people with policies and countermeasures an opportunity. In order to ensure the healthy and smooth progress of the reform, many places have issued comprehensive reform rules.
"It is not allowed to expand the scope of implementation on its own, change the conditions for promotion of police ranks on its own, and introduce measures to improve the treatment of police ranks on its own." This "three noes" is very striking in the implementation opinions on the implementation of job rank parallelism formulated by Hunan Province.
Wang Guishu, director of the Organization Department of Yueyang Municipal Committee, believes that the employment orientation of "five values" and "two inclinations" can form positive incentives.
In order to ensure the smooth progress of the reform, Yueyang City has set up a work leading group headed by the mayor, which is coordinated by the Municipal People's Social Security Bureau, and the organizations, institutions, finance and other departments do a good job in promotion approval and treatment cashing. Various counties and urban areas have also set up corresponding working institutions and mechanisms to carry out major deployment, collective consultation and collective decision-making on important policies. The schedule and progress of the promotion will be submitted on Monday, and will be supervised on 1 month 1 day to ensure that the approval of the first batch of rank promotion personnel will be completed before the end of June this year.
In order to make full use of the policy, Yueyang unified the scope, steps, rank promotion and salary execution time of the reform. And combine the position and rank in parallel with the "empty salary" of governance institutions, and then implement the reform after the completion of governance; Combine with cleaning up redundant cadres to solve problems left over from history; Combine with digesting local "land policy" and promote standardized and institutionalized management of civil servants.
In the process of implementation, Yueyang paid close attention to all aspects of reflection, focusing on ideological guidance for personnel in public institutions, those who did not meet the rank promotion and government workers, and earnestly explained the policies to ensure the smooth implementation of the reform. At present, Huarong County and Yueyanglou District of Yueyang City have completed the first batch of approval for rank promotion, and 2 139 grass-roots civil servants in the city have been promoted to rank. Among them, 6 were promoted to director level, 293 to deputy director level, 233 to director level and 1607 to deputy director level.
Since 2065438+April 2005, all levels in Weinan City, Shaanxi Province have successively issued reform implementation opinions, set up leading groups and offices, and strictly standardized the examination and approval authority, organization and personnel scope, promotion procedures, etc. Ensure that the reform is strict, not expanded and not out of shape.
Liang Jianjun, director of Weinan Civil Service Bureau, said that the promotion of civil servants in local districts and counties is divided into seven steps: initial examination, examination, democratic evaluation, assessment, publicity, examination and approval, and implementation of treatment, with emphasis on examining the age, length of service, party membership and education, work experience, as well as civil servants' application materials, assessment grades over the years, service years and ranks. In the audit, all kinds of materials are strictly screened to prevent fraud. At the same time, strictly control the assessment of civil servants and the disciplinary action of the party and government to prevent unqualified personnel from being promoted.
In the Organization Department of Linwei District Committee of Weinan City, there are more than a dozen thick files, which completely record the promotion and approval process of 499 local grassroots civil servants. The reporter of Outlook News Weekly randomly selected the information of a promotion to a deputy-level cadre. Materials include the approval form for promotion, previous appointment and dismissal documents, assessment grades over the years, democratic assessment, etc. Each link has been audited by relevant departments and stamped with official seals to ensure authenticity and effectiveness.
Jason Yang, deputy director of the Organization Department of Linwei District Committee, said that in the process of implementing the policy, the Organization Department will send a letter to the discipline inspection and supervision departments to find out what kind of disciplinary actions they have been subjected to. Cadres who are still in the disciplinary period shall be disqualified from promotion according to regulations. Six cadres in Linyi District failed to advance.
"For those who pass the examination, according to different promotion levels, the Standing Committee of the District Party Committee and the organization's human and social departments will hold meetings to ensure that the promotion work is fair and just." Jason Yang said.
Up to now, 5 157 civil servants have been approved for promotion in all districts and counties of Weinan city, accounting for 32.4% of the total number of civil servants in counties and townships in the city. Seven of them were promoted to director level, and 1 19 were promoted to deputy director level. The number of people promoted to the deputy department level is the largest, with 4374 people, accounting for 38% of the total number of civil servants in all counties of the city. Most counties and districts in Weinan have achieved the treatment of civil servants at the promotion level by striving for general transfer payments and adjusting budgets, and the average monthly capital increase of promoted personnel is 288 yuan.
From June 20 15 to June 201year in Chengcheng County, the central government approved 76 1 civil servants to be promoted to ranks. From June 5438 to February last year, the normal examination and approval mechanism was started, and new civil servants who met the promotion conditions were examined and approved once a month. At present, 77 1 civil servants in the county have achieved rank promotion. A local township cadre told reporters that even if he is not promoted for a lifetime, he can get the mayor's salary when he retires. This is something you never dreamed of in the past.
Reform still needs to be deepened and improved.
The reporter learned from the investigation that in the process of implementing the parallel reform of civil servants' positions and ranks below the county level, various localities have also encountered some troubles and problems, which need to be solved by continuing to deepen the reform.
First of all, grassroots cadres generally reflect that at the county and township levels, the number of institutions participating in public management is strictly limited. Although many institutions do not refer to the management of civil servants, they are actually performing certain public management and administrative functions. In these institutions, managers have no professional titles and are not within the scope of this reform, which inevitably leads to a sense of imbalance and loss.
In Guanzhong, Shaanxi Province, a big agricultural county, the local fruit industry bureau also belongs to non-public management institutions. The director of the bureau has served as the township head for a long time and served as the section chief for nearly 20 years. But according to the current policy, he will not be promoted to the rank. Grassroots cadres report that similar situations are common in county-level departments, which may adversely affect the flow of cadres.
"Take our county, for example. Social Security Bureau, Employment Bureau, Fruit Industry Bureau, Agricultural Machinery Bureau, and cultural stations, urban construction offices, agricultural technology stations and other departments in towns and villages are all non-participating management institutions. Everyone is doing the work of the administrative department, but they can't enjoy the reform dividend of the parallel system of positions and ranks. " The staff of the organization department of a county in Shaanxi said frankly.
In previous government institutional reforms, some former government departments have been adjusted to non-public management institutions. Some cadres are civil servants, so they are not within the scope of this policy. Some township cadres are very capable and have the ability to stand alone. Organizationally, they are considered to be transferred to institutions in the county, but they are worried that they will lose their promotion qualification after being transferred.
"With the parallel channel of positions and ranks, when cadres are adjusted, cadres with civil servant status are reluctant to choose institutions, and it will be more difficult to assign cadres to these units." Chang Yu, executive deputy director of the Organization Department of Shanting District Committee, said.
Grassroots cadres suggested that, in combination with the classification reform of public institutions, we should consider introducing a promotion policy for managers of public institutions who perform certain administrative functions. At the same time, it is necessary to consider the actual situation of the staff of public institutions who have withdrawn from the administrative sequence due to institutional reform and other reasons, and give priority to solving the problem of rank promotion of these personnel.
Secondly, the annual assessment of cadres should be more scientific and reasonable. After the position and rank are parallel, the importance of the annual assessment of cadres is highlighted. The grassroots cadres interviewed said that the current evaluation of cadres is still simple. Whether it is "excellent", "competent", "basically competent" or "incompetent" depends mainly on the votes of the masses. It is necessary to take this reform as an opportunity to establish a comprehensive assessment system with reference to scientific development indicators, formulate quantitative assessment methods for individual cadres, including both common indicators and personality indicators, and combine "testing things" with "testing people". Let cadres know not only what they can't do, but also what they should do and how to do it, thus promoting cadres to establish a correct view of political achievements.
Thirdly, because the design of the parallel system of post and rank did not take into account the difference of retirement age between male and female cadres, in fact, some female cadres did not enjoy the reform dividend. The grassroots cadres interviewed said that the retirement age of female civil servants is generally five years earlier than that of men, which has affected the promotion opportunities of female cadres. It is suggested that the retirement age of female cadres should be considered as a whole and the promotion period of female civil servants should be shortened appropriately. (Reporter Wang Haiying, chenchen, Shuai Cai)
[Editor: Awakening PN052]
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