On The Problems Of Implementing The Civil Servant Position-grade Parallelism System In County D Of Sichuan Province And The Countermeasures

In March 2019,the General Office of the Central Committee of the Communist Party of China(CPC)issued the Regulations on Civil Servant Position-grade Parallelism.The regulations came into effect in June of the same year.The system was originally designed to solve the contradiction of “difficult promotion and low treatment”of grassroots civil servants,expand the career development of civil servants,and promote civil servants to take charge.On this basis,the grassroots civil servants can be promoted by way of rank to improve the pay,and to achieve self-development.However,the implementation process in local areas is still accompanied by the phenomenon of misalignment between policy implementation and policy design,resulting in the consequence that the system effectiveness of parallel job and grade is not fully reflected.Therefore,it is necessary to study the main problems in the implementation of the position-grade parallelism system,analyze the reasons behind them and propose targeted countermeasures,which has profound theoretical value and practical significance for deepening the civil service classification reform and building a loyal,clean and professional civil service team.This paper takes County D of Sichuan Province as the research object.First of all,the background analysis of civil servants position-grade parallelism system is made and the significance of the study is clarified,meanwhile,the literature on civil servants’ position classification,civil servants’ incentive,civil servants’ promotion,civil servants’ salary and position-grade parallelism system at home and abroad is sorted out and summarized.The study also reviews and summarizes the domestic and foreign literature on civil service job classification,civil service motivation,civil service promotion,civil service pay,and position-grade parallelism system.With the help of achievement need theory,two-factor motivation theory and equity theory,this paper analyzes the implementation of civil service position-grade parallelism system in County D of Sichuan Province by combining questionnaire and interview survey.Through this,the real problems in the implementation of the policy are identified and the main causes of the problems are analyzed.Finally,this paper puts forward improvement ideas and countermeasure suggestions for the problems.Research findings: In the implementation of the parallel system of civil servant positions and ranks in D County,Sichuan Province,there are issues such as insufficient policy recognition,unclear incentive effects,doubts about promotion fairness,deviations in implementation purposes,and formalization of promotion assessments.Specific reasons include civil servants’ insufficient understanding of the parallel system,rank promotion being dependent on position promotion,limited positions restricting civil servant rank promotion,and the design of civil servant promotion paths not being entirely reasonable.Based on the above analysis,this paper proposes countermeasures to improve the implementation of the parallel system of civil servant positions and ranks in D County,Sichuan Province,mainly including strengthening system publicity,unifying cadre promotion ideas;enhancing dual incentives,continuously improving internal motivation;adhering to the principle of fairness,balancing and resolving promotion contradictions;selecting outstanding work performance,clarifying the orientation of personnel promotion;establishing and improving mechanisms,scientifically perfecting promotion assessments.Taking the implementation of the position-grade parallelism system of civil servants in County D of Sichuan Province as the entry point,this paper focuses on the problems in the process of policy implementation through microscopic questionnaire data and in-depth interview materials.The suggestions for countermeasures are also proposed to provide reference for better implementation of the position-grade parallelism system at the local level.However,due to the constraints of time,manpower,and funding,the study still suffers from the lack of a rich sample and the lack of depth of interviews.Therefore,further investigation and in-depth research are needed...