J. Study On The Optimization Of Grassroots Civil Service Incentive Mechanism In S Sub-district Office

In the civil service team,grassroots civil servants are the majority,accounting for60%.How the quality of the grassroots civil servant team will directly show the quality and meaning of public services,which will have a huge impact on the administrative efficiency of the government and the quality of life of the people of our country.The common people’s perception of the profession of civil servants is high salaries,low efficiency,and good welfare,while the basic-level civil servants’ perception of themselves is busy,there are few development opportunities,and their work performance is difficult to be seen by their superiors.The fundamental reason is that the civil servants’ incentive policy adopted at this stage in our country has not exerted the necessary incentive effect for the basic-level civil servants.Therefore,it is of great value to strengthen the discussion on the incentive system of our country’s grassroots civil servants.First,based on the relevant research background,this paper combs the relevant research status at home and abroad,defines the related concepts of grass-roots civil servants,incentive and incentive mechanism,and expounds the "four forces model" used in this paper,so as to provide the basis for the later writing.Second,based on the "four forces model",the questionnaire is designed to investigate the actual situation of grass-roots civil servants’ incentive in s sub district office of J city.Then,the results of the questionnaire survey are analyzed from the four aspects of the "four forces model".It is found that in terms of acquisition factors,the promotion path of s sub district office is narrow and the talent selection mechanism is opaque;In terms of combination factors,there is a serious lack of sense of belonging among civil servants;In terms of understanding factors,there are some problems that civil servants do not understand the job responsibilities and do not realize the value and significance of civil servants’ job responsibilities;In terms of defensive factors,there are problems of excessive policy adjustment,long management and high occupational risk.Thirdly,aiming at the problems existing in the incentive system of grass-roots civil servants in s sub district office of J City,this paper puts forward to optimize the incentive system of grass-roots civil servants from four aspects: improving satisfaction,increasing investment,improving participation and reducing turnover rate.Fourth,according to the problems and optimization scheme of the grass-roots civil servant incentive system in s sub district office of J City,this paper puts forward four improvement measures: improving the incentive mechanism organization,changing the thinking of personnel at all levels,establishing a good incentive environment and feedback the implementation effect of the incentive mechanism.This paper analyzes the problems existing in the incentive system of grass-roots civil servants in s sub district office of J city from the four aspects of the "four forces model",more accurately puts forward optimization schemes and improvement measures,effectively improves the incentive system of grass-roots civil servants in s sub district office of J City,and can also provide reference for the incentive system of grass-roots civil servants in other regions.