A Study Of The Problems Existing In Chinese Civil Servant Promotion System And The Solution

Ever since the civil servant law was promulgated , the Chinese civil servants'quality has been greatly enhanced . However , the civil servant law just stipulates some general rules about the civil servant promotion , and is lack of detailed regulations , which has caused problems in local and sectional promotion . This paper enters from the angle of the three inscapes of Chinese promoting system , analyzes the problems , and give suggestions to solve the problems , which focuses on the details and is aimed at the optimization of our promoting system . There are three parts in this paper :The first part is about the three inscapes of our promoting system . Here is the explanation and demonstration of the positioning and ranking system , promoting qualifications , and the promoting procedure , which makes it convenient for our analyzation . We divide our executive positions into leading positions and un-leading positions , and every position has a range of rank ; we make general regulations on the political quality , age and the appraisal result of the candidates ; we have several procedures in our promoting system . They are : position announcement , candidates definition , candidates evaluation , candidates selection , public announcement , etc .The second part is about the problems occurred in our promoting system . Firstly , the positioning and ranking system is not designed properly , which restrains the civil servants'enthusiasm . Here we mainly analyze the problems occurred in the post classification , the position classification and the rank classification , which is the three inscapes of our promoting system . Specifically speaking , we don't have detailed post classification , which lead to the unsmooth promoting transition between the technological civil servants and the administrative civil servants ; the leading position and un-leading position division leads to the narrow promoting path and un-protected welfare in our promoting system . Secondly , we lack specific requirement of promoting qualifications , which is not conducive to the optimized resource distribution . Here we mainly have the problems of insufficient theory practising , inadequate appraisal quantification , imperfect exchange system and the rigid evaluating measure . Lastly , we have formalism in our promoting procedure , which leads to the unfairness . There are mainly four problems : lacking scientific position analysis , civil servants'lacking of initiative , restriction in candidates evaluation and the inappropriate way of public announcement .The third part is about the suggestions to solve the problems . Firstly , we should design our positioning and ranking system scientifically . There are four measures for us to refer to : design our positioning and ranking system in detail by way of optimizing related regulations ; cancel the division of leading position and un-leading position , and realize the division of positioning and ranking ; transform the un-leading position , and realize the combinating of positioning and ranking ; initiate new promoting path and transform the promoting evaluating system . Secondly , optimize the appraisal and exchange system to realize the efficient resource distribution . This mainly includes : distributing leadership resource under the direction of right theory ; designing scientific leading structure ; formulating position standard and description ; quantificating civil servants appraisal system ; optimizing civil servants exchange system ; enhancing the organization department's professional skill . Lastly , optimize the promoting procedure to realize fairness . We mainly conduct our effort on these four aspects : introducing in scientific position analysis ; establishing self-introducing and populace introducing promoting system ; optimizing the candidates evaluating procedure and transforming the public announcing procedure .