According to the "Opinions", civil servants in organs below the county level will be set up in five ranks, from low to high, namely, clerk level, deputy division level, section level, deputy division level and section level. If the clerk has not been promoted for 8 years, he can enjoy the treatment of clerk; If the clerk has not been promoted for 12 years, he can enjoy the treatment of deputy department level; /kloc-deputy township level and deputy director staff who have not been promoted for 0/5 years can enjoy the treatment of the official level; 15 cadres who have not been promoted can enjoy the treatment of deputy division level; 15 deputy county-level cadres who have not been promoted can enjoy the treatment at the level.
2. After promotion, you can enjoy the salary of non-leadership positions at the corresponding job level, but the position remains unchanged.
Counties and cities above the level are not included.
According to the Opinions, the "years of service" means that the anniversary is calculated from the month of promotion or formal employment, and 1 anniversary is 12 months.
The "Opinions" stipulate that the current level or job period is assessed as excellent every 1 year, and the service life condition is shortened by half a year; Every assessment 1 year is basically qualified, and the service life condition is extended 1 year.
The "Opinions" clarify the scope of institutions that implement the rank promotion system, that is, the staff of county (city, district, banner), township (town, street) organs and participating management units; Counties (cities, districts) whose institutional specifications are higher than those at the level are not included in the scope of implementation.
3. Purpose
Form two promotion channels: position and rank.
The relevant departments said that in the civil service management system, the job rank system is an important part, and it is also the basis for determining the salary and other welfare benefits of civil servants. Position refers to the title of civil servants, which mainly reflects their working ability and responsibilities, such as county magistrate; Rank refers to the level corresponding to a job level, which mainly reflects qualifications. For example, the ranks corresponding to county heads are mostly county-level officers. Judging from the current situation, the various treatments of civil servants are mainly linked to posts, which has caused the problem of over-emphasis on posts. Especially in the organs below the county level, civil servants are limited by institutional specifications and other factors, and the contradiction of small promotion space is more prominent.
According to the introduction of relevant departments, the establishment of a parallel system of civil servants' positions and ranks, and the formation of two promotion channels of positions and ranks, is an important adjustment and reform of the cadre personnel system, and also an innovation and improvement of the civil service system, which can encourage them to stand on their own posts and work hard. Civil servants in organs below the county level are the backbone of grassroots work, serving the people and consolidating grassroots political power. The parallel system of civil servants' positions and ranks in organs below the county level will play a promoting role in mobilizing and giving play to the enthusiasm of grassroots cadres.
dispel
1. How difficult is it for civil servants below the county level to be promoted?
Only 4.4% of clerks can be promoted to the county level.
In 2006, the Civil Service Law was officially promulgated and implemented. In China's civil servant management system, the post and rank system is an important part, and it is the basis for determining the salary and other welfare benefits of civil servants. This also means that "job promotion" has become the only way for civil servants to improve their personal career development and treatment.
In reality, more than 60% of civil servants in China work at the grassroots level in counties and townships. There are a large number of grassroots civil servants, but the number of leadership positions that can be offered to them for promotion is very limited. This fierce competition is no less than another round of civil service examinations, which has left many grassroots civil servants at a relatively low level for a long time.
According to media reports, Hu Ceng, an associate professor at the National School of Administration, said that the promotion rate of civil servants from clerks to county-level cadres in China was only 4.4%, and the promotion rate from county-level to bureau-level was as low as 1%. Some people even worked as deputy section chiefs for decades.
This situation has caused candidates in the civil service examination to be extremely enthusiastic about national and provincial civil service positions, while grass-roots civil service positions are frequently cold and even neglected. In the grass-roots civil servants, there are also problems of unstable personnel and frequent brain drain. Take Jiangmen, a prefecture-level city in Guangdong Province as an example, where over 30% of the civil servants in township organs have left the township grass-roots organs in various ways in the past five years.
Hu, an associate professor at the National School of Administration, believes that this trend is not conducive to the transformation of the China government.
2. Why should we open up the road to rank promotion?
Break the decisive role of position in salary
Zhao Zijian, a postdoctoral fellow at the National School of Administration, once published an article saying: "According to the statistics of relevant departments, among the four major components of civil servants' salaries in various places, post salary accounts for about 20%, rank salary accounts for about 25%, regional additional allowance accounts for about 45%, and various subsidies account for about 10%. "In other words, grade wages only account for more than 20% of the salaries of civil servants everywhere.
Zhao Zijian believes that although the relative proportion of post salary is not high, the overall proportion of post salary is close to 70% because the regional supplementary allowance is basically paid by post. "Posts have a decisive role in the wage level, and the role of ranks is obviously weakened."
The parallel of positions and ranks is to open up an independent career development path besides the promotion of civil servants. Let those civil servants who can't be promoted get reasonable treatment and dignity through promotion.
□ Expert opinion
Conducive to retaining outstanding talents at the grassroots level.
Wang Jianmin, director of the Department of Organization and Human Resources Management of the School of Government Administration of Beijing Normal University, told the Beijing Times reporter that the New Deal made the promotion of civil servants more reasonable and was a favorable policy to retain outstanding talents among grassroots civil servants.
Wang Jianmin introduced that taking the public exam now is like crossing a wooden bridge with thousands of troops. The development model after joining the job is only a narrow channel for promotion, comparable to Huashan Road since ancient times. It is difficult for grass-roots civil servants to be promoted, and the derivative benefits are not easy to grow, which further aggravates the problem that many grass-roots positions are cold during the public examination. Relevant positions not only fail to recruit outstanding talents, but even few or even zero people apply for the exam. Many grass-roots civil servants have become the springboard for some college students because they have been unable to get promotion and improve their own treatment for many years, and it is difficult for outstanding talents to persist for a long time.
Wang Jianmin analyzed that the New Deal is expected to be implemented by directly raising the basic salary of civil servants. Grass-roots civil servants can enjoy the preferential treatment of this policy as long as they meet the service years and other conditions.
Regarding the timing of the introduction of the New Deal, Wang Jianmin believes that this is related to China's decision to merge the dual-track pension system and to implement the reform of the civil service wage system. Because civil servants will participate in endowment insurance and bear the endowment insurance premium themselves, the problem of low income of grassroots civil servants is more prominent. The salary level of civil servants in China should be coordinated with the development of national economy and social progress. The introduction of the New Deal reflects that the policy is increasing the inclination of grassroots civil servants, and it is also conducive to the overall promotion of the reform of the civil service wage system.
In addition, Wang Jianmin believes that the New Deal has further narrowed the promotion gap between municipal civil servants and civil servants below the county level. He introduced that at present, in some areas, municipal civil servants can often achieve the first-level promotion in three to five years, while civil servants below the county level obviously have the problem of slow promotion. Although the New Deal failed to smooth this gap, it effectively shortened this gap and made the relevant management system of civil servants develop towards a fairer trend.
□ grass-roots reaction
If you don't get promoted, you can also get a raise.
A department-level civil servant who once worked at the grassroots level said in an interview with the Beijing Times reporter that grassroots civil servants have to go through several levels before they can be promoted, and the success rate is very low. "In the future, those civil servants who are difficult to be promoted to the single-plank bridge through their posts can also improve their treatment by working for full years."
The department-level civil servant said that in the year when he was promoted to a deputy department-level cadre, more than 30 people were eligible to register for competition. After written examination, speech defense and democratic evaluation, only six people successfully advanced, and the success rate was only 10%. In some institutions with a large number of people, sometimes the competition will be more intense.
For the reason why everyone is keen to be a leader, the civil servant said that it is not just a salary issue. "In some county-level organs, some departments may have a bus, and this will basically become the' special car' of the section chief. Even if the car is changed in the future, it is expected that the car subsidy may be paid according to the level. In addition, in terms of office space and office conditions, the section chief and staff will also be different. "