(A) the lack of flexibility in the examination and employment of civil servants is one of the important signs of the establishment of the civil service system and the most basic link in the civil service management system. The openness, equality, competitiveness, reliability and effectiveness of the examination directly affect the overall quality of the civil servants. However, the selection of civil servants in China involves the selection methods, the quality of examiners, scientific examination questions and other issues.

1. The examiner's quality is not high. At present, the examiner team in China is mainly composed of two parts, one is the official of the organization and personnel department, and the other is the professional and technical personnel of universities, administrative colleges and scientific research institutes. The former has some experience in selecting and appointing cadres, but lacks in-depth research on professional management knowledge, and has a poor understanding of candidates' written and oral answers and makes inaccurate judgments. The latter has solid professional knowledge, but insufficient research on social needs and work characteristics. The design topics tend to be theoretical statements, and the applied and operational topics are not well mastered.

2. The methods of examination are still mainly written examination and structured interview, while some advanced new technologies and methods, such as scenario simulation, psychological test, projection method and evaluation center technology, lack research and application, so it is impossible to accurately examine candidates in all directions.

3. Citizens' opportunities and rights to hold public office are restricted. First of all, farmers, who account for the vast majority of the population, basically have no opportunity to hold public office, which makes farmers and urban residents have unequal opportunities to actually participate in the management of state affairs, which is not conducive to the all-round and full development of social talents.

4. The contents and methods of the written test are not scientific enough, mainly including: the contents of the test cannot be determined according to the post characteristics; The quality of teaching materials is poor and the content is vague and outdated. The unreasonable structure of the examination paper makes it difficult to measure the depth of knowledge, ability level and development potential of candidates, which weakens the discrimination and credibility of the examination. The problem of the in-place link mainly refers to the fact that the candidates who entered the employment stage after the two stages of application and selection, due to the constraints of subjective and objective conditions, could not normally enter the proposed position, thus making the efforts of the first two stages go to waste. Due to the traditional system, the pattern that talents belong to regions, departments and units has not been broken, and the flow of talents is subject to many restrictions, which greatly reduces the rate of arrival. Every year, about 20% of the candidates are hired but can't be in place, which makes examiners and relevant departments seriously waste people and property.

(2) Lack of scientificity In the performance appraisal of civil servants in China, according to the management authority, the morality, ability, diligence, performance and honesty of civil servants are comprehensively assessed, with emphasis on their performance; The assessment of civil servants is divided into peacetime assessment and regular assessment. The regular evaluation is based on the usual evaluation. The regular assessment of civil servants of non-leading members adopts the annual assessment method. First of all, individuals summarize according to their job responsibilities and related requirements. After listening to the opinions of the masses, the leaders in charge put forward suggestions on assessment grades. The person in charge of this organ or the authorized assessment committee shall determine the assessment level. Regular assessment of leading members shall be handled by the competent department in accordance with relevant regulations. The regular assessment results are divided into four grades: excellent, competent, basically competent and incompetent. The results of regular assessment shall be notified to the civil servant himself in writing. The results of regular assessment should be used as the basis for adjusting the position, level, salary, reward, training and dismissal of civil servants. Assessment is the basis for the appointment, rewards and punishments of civil servants and plays an important role in the whole civil service system. However, due to the lack of rigor and scientificity in some provisions of current laws and regulations, the effectiveness of this system is greatly reduced.

(3) The classification and grading system of civil servants lacks standardization. Other countries in the world basically divide civil servants into administrative officers and affairs officers. The criterion is whether they are elected by the people or politically appointed, that is, the way of employing people. Civil servant law generally only applies to civil servants. According to the Provisional Regulations, civil servants in China are not divided into administrative officers, but into leadership positions and non-leadership positions. The basis of obvious division is not the mode of employment, but the nature of work, and the Provisional Regulations are applicable to all of them. The purpose of personnel classification is to adopt different management methods according to their specific conditions. Then, what are the differences between leadership positions and non-leadership positions in terms of qualifications, production methods, post evaluation basis and management methods? At present, these differences are not reflected, the only difference is that they are the management objects of the current organization department and personnel department respectively. According to the Provisional Regulations, job classification is implemented in China, but there is no division of job departments, job groups, ranks and grades for civil servants in China, only the sequence of positions and grades is set, and the corresponding relationship between positions and grades is stipulated. At the same time, it is stipulated that "the level of national civil servants should be determined according to their positions and responsibilities, the difficulty of their work, and their work performance, work performance and work experience". It can be seen from these regulations that the classification mechanism of civil servants in China has the characteristics of position classification and grade classification. These are far from the requirements and purposes of job classification.

Since the implementation of the civil service system, China has formed a set of civil service management institutions with unified management, centralized power, rigorous organization and clear relationship, but in practice, its operating mechanism needs to be continuously improved and perfected. (a) the establishment and development of civil service management institutions should meet the needs of personnel administration. The establishment and reform of civil servant management institutions is to meet the needs of diversified civil servant management matters. The establishment of civil servant management institutions in China must also meet the needs of the development of personnel administration. There are many incongruities between personnel system and personnel management in China. The establishment of civil servant management institutions should start with reforming and perfecting the existing personnel administrative institutions and management systems. According to China's Civil Servant Law, civil servants in China refer to staff members who perform public duties according to law, are included in the state administrative establishment, and their wages and benefits are borne by the state finance. This definition determines that the scope of the adjustment of the civil service law is not only the personnel of administrative organs, but also the staff of people's congresses, courts, procuratorates and other institutions, as well as the organizational forms of political parties and the United front, and the staff of people's organizations and mass organizations at all levels in CPPCC. However, the Civil Service Law also stipulates that the central civil servant department is responsible for the comprehensive management of civil servants throughout the country, and the local civil servant departments at or above the county level are responsible for the comprehensive management of civil servants within their respective jurisdictions. The competent department of civil servants at higher levels shall guide the management of civil servants at lower levels. Civil service management departments at all levels shall guide the civil service management of organs at all levels at the same level. Therefore, the existing personnel management institutions, namely the Ministry of Personnel and local personnel departments at all levels, can no longer adapt to the management field and management authority. We can consider setting up a civil service commission subordinate to the power organs (NPC and local people's congresses) to manage all kinds of civil servants in a detached position. Combine the existing personnel management institutions at all levels to receive the coordination effect of unified management and classified management.

(2) The civil servant management institution should be gradually systematized from the establishment of a single management institution to form a systematic management institution, which is the development process of civil servant management institutions in many modern countries and the road that many developing countries will take. China should also establish a systematic civil servant management institution. According to China's national conditions, the systematic management organization should include three parts: first, the decision-making organs, such as the appeal organs, as the specialized decision-making organs of civil servants' management, establish the civil servants' committee subordinate to the power organs, and undertake the decision-making and supervision functions, that is, formulate the basic law of civil servants and relevant important laws and regulations; The second is the administrative organization, which is located in the government administrative system; The third is the supervisory body.

(3) The functions of China's civil servant management institutions should be constantly supplemented and improved. When establishing civil servant institutions in China, the functions of management institutions should also be constantly improved. At present, the function of personnel department is still far from perfect, which needs to be improved and improved. From the perspective of decision-making function, it is necessary to improve the legislative and decision-making functions of public institutions, including the formulation and participation of civil servants' laws and regulations, the unified planning and preparation of civil servants' management, and the detailed rules for the implementation and interpretation of laws and regulations; From the perspective of supervision function, the established supervision institutions in China should further improve the supervision function and institutionalize supervision. In addition to carrying out multi-level supervision, it should also be connected with law enforcement mechanisms such as punishment offices and rulings to form a supervision and punishment network. Similarly, the distribution of management functions of civil servants in China is still not reasonable. Some institutions lack the necessary functions, some are divided into decision-making, implementation and supervision, and some have overlapping functions. More commonly, the division of powers is unclear. It is an important aspect to improve the civil service management organization to rationally allocate functions and draw a clear line between functions and authorities. The functions and powers of various institutions should be clear; The functions of legislative decision-making, implementation and supervision should be undertaken by different institutions; The functions of comprehensive management institutions should be different from those of specialized agencies in content level; The functions and powers of superior and subordinate organizations must be clearly divided, and they should not be confused, nor should they delegate or accept power at will. (4) Improve the renewal mechanism of civil servants. As an open system, civil servants must have a perfect renewal mechanism, so as to make continuous progress, resign the old and welcome the new, realize a good cycle of civil servants as human resources, and ensure the vitality and vitality of civil servants.

1. Reform the employment system. In terms of examinations and employment, the conditions for participation are wider. Apart from the requirements of political quality and basic education, other restrictions should generally not be set to provide more people with opportunities to participate in competition. Further expand the scope of the competitive recruitment system for examinations, increase hard rules and reduce flexible rules. Strengthen the competitive selection mechanism, broaden the entrance, smooth the exit, promote the coordinated and efficient operation of organs, and improve the service efficiency and professional level of civil servants. We can explore the implementation of the qualification examination system. Among the qualified personnel, according to the professional requirements and personal wishes, they will be interviewed and assessed according to a certain proportion, and finally hired. Standardize and develop the appointment system of civil servants, and consider government employees or government clerks for those who urgently need to have certain professional knowledge, professional skills or special experience and qualifications, professional assistants and temporary positions.

2. Promote exchanges and updates. It is necessary to broaden the channels and space for the growth and development of civil servants and provide a relatively broad platform for their progress and growth. For the leadership positions of civil servants, the positions appointed or hired by the same position shall have a term of office, and the specific years shall be stipulated according to different positions. No matter how good a person is, he should not be re-elected for three times in the same position. If there is no new post arrangement, you can change jobs or transfer to non-leadership positions. The flow of civil servants is the most frequent and commonly used renewal mechanism to maintain the civil service system under the current conditions. We should make a plan for the exchange of civil servants and seriously implement it to avoid the temporality and blindness of the exchange of civil servants. Formulate specific operating rules such as job transfer, transfer, rotation, and attachment. Strengthen the supervision of communication management, exchange discipline seriously, and enforce regular rotation for some key departments and positions. Establish a registration system, a review system, a regular inspection system and an adjustment system at any time to institutionalize the avoidance work. Public examination and differential election shall be conducted for civil servants who are elected by public election. Civil servants with appointment system shall implement competitive examination and assessment system in their job promotion, comprehensively implement the system of competitive appointment and open selection, and establish a competitive mechanism of promotion and demotion and survival of the fittest. Establish and improve a scientific, standardized and democratic assessment system, build a public sector performance evaluation index system, and decide promotion rewards and punishments according to the evaluation results. Through strict regulations, civil servants who have reached the legal age and civil servants who are not suitable for government work will be withdrawn from the civil service.

3. Strengthen democratic supervision. It is necessary to strictly observe the personnel examination style and discipline, strengthen the organization establishment and job number management, expand the openness and transparency of civil servant management, and make the management directly related to the vital interests of civil servants, such as assessment, job promotion and demotion, rewards and punishments, open to the system, procedures and results. In the management of civil servants, it is necessary to expand the depth and breadth of government affairs openness, expand the transparency of policies and work, create "sunshine personnel", prevent "black-box operation" and curb corruption more effectively from the system. Effectively expand the society and the masses' right to know, participate, choose and supervise in the selection and appointment of cadres, and improve the democratic degree and fairness of civil servant management. As soon as possible, a set of supervision system with complete laws and strict discipline should be formed in the management of civil servants, so as to combine top-down supervision with bottom-up supervision, and combine non-party supervision with inner-party supervision to improve the overall effect of supervision.