Study On Incentive Mechanism For Civil Servants Of Municipal Vertical Administration Law Enforcement Organizations In Zhenjiang City

The newly revised Civil Service Law of the People's Republic of China was implemented on June 1,2019.The number of civil servants in administrative law enforcement is large in the entire civil service.Improving the incentive mechanism of such groups is important for building a new era of service-oriented government.enhancement.According to different management modes,administrative law enforcement agencies have the distinction of vertical management and territorial management.At present,the main problems of the civil servant incentive mechanism of the vertical administrative and law enforcement agencies in Zhenjiang City are as follows: First,the role of salary incentives is limited.The salary standard adjustment is lagging and the level difference is too small.There are wage items and standard differences in different units,and the salary composition lacks fair compensation.Second,the promotion channel is narrow and the transparency is not high.The promotion channel for recruitment is narrow and the selection process is opaque.Third,the effectiveness of communication training is insufficient.The communication platform is limited to the inside of the system,and the training is not practical.Fourth,performance appraisal lacks targeted and fault-tolerant error correction design.The assessment indicators are not targeted,the assessment is in the form,and the fault-tolerant error correction mechanism needs to be built.The fifth is the weakening of professional identity and the spread of job burnout.Based on the advanced experience of developed countries and regions,combined with the status quo and characteristics of civil servants in the vertical administrative and law enforcement agencies in Zhenjiang City,this paper proposes the optimization suggestions for the civil servant incentive mechanism of the vertical administrative law enforcement agencies in Zhenjiang City from six aspects.First,comprehensively implement various occupational guarantees and consolidate supportive incentives;second,expand the promotion platform and implement positive and negative two-way incentives;third,prepare civil servant career growth plans and implement traction incentives;fourth,refine job classification and establish error correction and fault tolerance systems.To optimize the assessment and incentives;the fifth is to carry out institutional culture construction and enhance endogenous driving incentives;the sixth is to strengthen the rule of law and protect the legitimate rights and interests of the civil service.In the new round of institutional reforms started in 2018,the environmental protection departments and market supervision and management departments will gradually shift from territorial management to vertical management.The research results of this paper will optimize the administrative law enforcement agencies that implement the vertical management mode in Zhenjiang City.The civil service incentive mechanism has certain reference functions,promotes the government departments to improve the efficiency of law enforcement,and ultimately improves the quality of public services and enhances the people's sense of reform.