The Design And Application Of The Evaluation Index System Of Basic Level Civil Servant Competency

Competency is a potential and lasting individual behavior character which can distinguish persons with high efficiency from those inefficient. Since the 21 st century, a variety of modern human resources management theories based on work analysis and competency model have gained great development and well applied in China’s enterprises. Meanwhile, the national public servants are another important group in the same society. The transformation of their traditional management mode to modern government human resources management is still in a complex and difficult process. How to apply the human resources management theories and practice to the management of public servants is becoming a hot issue the governments are concerned about.Based on Mc Clelland’s 21 general competencies dictionary, through the documents retrieval and investigation interviews, referring the classic competencies management result and the practicing process in Shanghai and Shenzhen, the paper refines five dimensions twenty-six factors of public servants’ competencies such as skills, consciousness, knowledge, characters, physiology. Making use of the theory of adaptability and comparative analysis, the paper raises the analyzing method of grass-roots civil servants’ general competence factors, putting out the issue that competence factors modules suitable for the post should be founded in the management process of grass-roots civil servants according to different duty, working trend and working focus, providing basis of strategy and effectiveness for promoting competence. In accordance with the above two studies and combining with the facts of the grass-roots civil servants management, we make summary of grass-roots civil servants’ competence promotion strategy and propose path of ascension from aspects of human-selecting,-training, and-employing. Selecting link includes the competence-mode-based employment mechanism of personnel recruiting and personnel matching. Training link includes the competence-mode-based civil service career planning and training course design. Employing link includes the competence-mode-based performance evaluation system design and salary system development.The innovative point of this paper is, according to the modern human resources theory, combined with the interview result of gross-rooted public servants, raises twenty-six factors of public servants’ competencies, perfecting the evaluating means, preparing scientific basis for promoting personnel management and construction, and gives the ways of raising gross-rooted public servants’ competencies. This research conclusion can provide reference for the state administrative departments of civil servants to make civil servants’ recruitment and appointment, training and development, performance appraisal, compensation plan, and career management etc.