The composition of civil servants' salaries in China includes
The monthly salary of civil servants in China consists of post salary, rank salary, basic salary and length of service salary, in which the length of service salary is one yuan per year, and the basic salary is 230 RMB, while the rank salary is divided into115 yuan to1/66 yuan, and the post salary ranges from. * * * There are 12 job grades, and each grade has a salary of six to 14. The lowest rank salary 130 yuan, the highest 1750 yuan.
The communication method of China civil servants is
The communication system and avoidance system of national civil servants are important components of the national civil service system. The national civil servant exchange system plays a very important role in maintaining the vitality of the national civil servant system and promoting the construction of a clean government in the state administrative organs. The avoidance system of state civil servants is directly conducive to the construction of a clean government in state administration.
First, the concept and principles of the national civil service exchange system
(A) the concept of the national civil service exchange system
The exchange system of national civil servants is a system in which national civil servants flow at a certain level within the state administrative organs or with other organs, enterprises and institutions. Its ways are transmission, transfer, rotation and attachment exercise.
(B) the principles of the national civil service exchange system
The establishment and implementation of the national civil service exchange system must be based on the following principles:
The first is the principle of optimal allocation. The existing positions of national civil servants include cadres of administrative organs in countries in transition; New recruits who have passed the national civil service examination; By transferring newly transferred personnel; Members of the government, etc. Due to the diversity of sources and differences in quality, there may be a dislocation between ability and interest and job requirements. This is not conducive to the realization of the principle of high efficiency of state administrative organs, but also a waste of resources. Therefore, to communicate with national civil servants is to strive to achieve optimal allocation.
The second is the principle of reasonable benefit. Benefit is also the purpose of communication. Communication without interests is not only a waste of resources, but also not conducive to the stability of the national civil service. Therefore, the exchange of national civil servants should not only focus on improving the efficiency of state administrative organs, but also be conducive to the development of talents.
The third is to obey the organizational principle. Obeying organizational management is the basic content of its due obligations. As a whole, the state administrative organs must have a unified will, and one of the manifestations of this unified will is to organize some state civil servants to communicate in a planned way.
The fourth is the legal principle. The exchange system stipulates the conditions, objects, procedures and management institutions of exchange. When transferring state civil servants, state administrative organs must abide by these regulations, such as the requirements of exchange qualifications, staffing and job vacancies, examinations and prescribed procedures.
Second, the content of the national civil service exchange system
(A) the national civil service transfer system
Transfer is one of the specific ways of the national civil servant exchange system, which refers to the personnel behavior that the staff outside the state administrative organs are transferred to the state administrative organs to hold leadership positions or non-leadership positions above assistant clerk, and the national civil servants are transferred from the state administrative organs to serve. Transfer is a way to obtain or remove the status of a national civil servant. People who do not have the status of national civil servants can obtain the status of national civil servants through the transfer of state administrative organs, and take up their posts after passing the training, but non-leadership positions below the chief clerk cannot be transferred. At the same time, national civil servants can also propose to be transferred from the national civil service according to their own wishes and remove their status as national civil servants. General posts cannot be supplemented by job transfer, and there is no position limit for national civil servants to transfer jobs.
The transfer must meet the prescribed conditions. The transfer to an administrative organ must meet the following conditions.
First, there are vacancies in the establishment stipulated by the state. Every state administrative organ has a quota, and no one has the right to supplement the staff. When there is a vacancy in the staffing of state organs, it is possible to replenish personnel through redeployment. This is the first condition for transfer.
The second is to meet the avoidance requirements. "Interim Provisions on State Civil Servants" clarifies that state civil servants implement the avoidance system. When transferring, we must also abide by this provision, that is, if there is a husband-and-wife relationship between national civil servants, they may not work in a position directly subordinate to the same executive head or in the same organ with direct leadership between superiors and subordinates, nor may they engage in supervision, auditing, personnel and financial work in an organ where one of them holds a leading position.
Three, transferred personnel must have the political and ideological level required by the proposed position. It is a great responsibility for the transferred personnel to enrich their leadership positions. They must have a high level of political thought in order to meet the requirements of their posts, ensure their political reliability and achieve the purpose of mobilization.
Fourth, you must have the corresponding working ability and qualifications. In other words, the right to have a political and ideological level is on the one hand, but also to have the corresponding professional ability and leadership ability. At the same time, according to the qualification requirements of the position, it is also necessary to meet the qualifications such as age, rank and education.
Fifth, a healthy body.
Sixth, other conditions stipulated by national laws.
As far as the transfer of administrative organs is concerned, it must not affect the work. I agree and the relevant organizations approve it.
The transfer must comply with legal procedures.
First, the state administrative organs reserve corresponding posts in proportion and prepare the annual national civil servant transfer plan.
Second, units outside the state administrative organs recommend themselves or recommend themselves, or the government personnel department selects the transfer.
Third, according to the national civil service management authority for assessment.
Fourth, according to the national civil service management authority to approve the transfer.
Fifth, go to the School of Administration or other designated training institutions for training. Training is an important procedure for post-transfer personnel.
The principle of civil service assessment is
It refers to the examination and verification of civil servants' ability and political integrity and work performance. Or based on the job responsibilities and tasks undertaken by civil servants, comprehensively assess morality, ability, diligence, performance and honesty, and focus on assessing work performance.
Morality refers to the expression of ideological and political quality, personal morality, professional ethics and social morality.
Ability refers to professional quality and the ability to perform duties.
Diligence refers to the performance of responsibility, work attitude and work style.
Performance refers to the quantity, quality, efficiency and benefit of completed work.
Honesty refers to the performance of honesty and self-discipline
In 2008, 1 1 Provisions on the Examination and Employment of Civil Servants stipulated that:
"The civil service assessment mentioned in these Provisions refers to the assessment of civil servants who are not leading members. The assessment of leading members shall be handled by the competent department in accordance with relevant regulations. "
"The assessment of civil servants adheres to the principle of objectivity and fairness, and pays attention to performance. In accordance with the prescribed authority, conditions, standards and procedures, the method of combining leaders with the masses, combining peacetime with periodicity, and combining qualitative and quantitative methods is implemented."
"The assessment of civil servants is divided into peacetime assessment and regular assessment. Regular assessment is based on the usual assessment.
Usually, the assessment focuses on the completion of civil servants' daily tasks, stage work objectives and attendance, which can be carried out by the assessed person filling in the work summary, special work inspection and attendance, and the competent leader will review and evaluate it.
Regular assessment takes the form of annual assessment, which is conducted at the end of each year or the beginning of the following year. "
In our country, civil servants are not allowed to resign.
give up
Article 81 A civil servant may not resign from public office under any of the following circumstances:
(a) under the minimum service period stipulated by the state;
(2) Serving in a special post involving state secrets or leaving the above post is less than the time limit for declassification stipulated by the state;
(three) the important official business has not been completed, and I must continue to deal with it;
(4) Being under audit or disciplinary review, or being suspected of committing a crime, and the judicial proceedings have not yet ended;
(5) Other circumstances stipulated by laws and administrative regulations.
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