Research On The Incentive Problem Of Township Section-level Cadres In X District Of Changzhou City

In county and district work,township level cadres have played an important role in economic and social development and improvement of people’s livelihood.The enthusiasm of township level cadres plays an important role in improving the quality and efficiency of grass-roots cadres’ work.However,due to the influence of the economic situation,the requirement of strict governance of the Party,and years of normalization work such as epidemic prevention and control,air pollution prevention and control,the pressure on cadres’ work has increased significantly,and grass-roots township cadres have problems such as being lazy,lacking confidence,and weak fighting spirit.It is urgent to further play the role of incentive mechanism and effectively stimulate the vitality of township cadres.Through investigation and analysis,it is found that there are some measures taken by X District of Changzhou City in the incentive of township section level cadres.For example,the management system of township section level cadres is relatively fine,and an open and transparent salary system has been formed.In the aspect of spiritual incentive,cadres are encouraged to take on the role through awards evaluation,heart-to-heart talks,and other ways.In addition,the selection and appointment work is also scientifically and reasonably carried out,and cadres are arranged for work exchanges,and the growth path of cadres is constantly optimized.However,there are also some problems,such as the insufficient prominent role of salary incentives,the insufficient matching of actual salary benefits with workload,and the failure to form a clear echelon;The promotion effect of assessment rewards is not obvious enough,the assessment standards need to be refined and improved,and the application of assessment results is relatively narrow;The promotion space for township level cadres’ positions and ranks is relatively small,and the advantages of parallel positions and ranks have not been reflected.The mobility mechanism needs to be improved;Cadres face difficulties in taking vacations,high physical exhaustion,high mental pressure,weak sense of organizational belonging,insufficient tendency towards training incentive plans,and less significant results.The main reasons for these problems are: the central government has relatively strict control over the salary system of civil servants,the salary growth mechanism of township and section-level cadres does not link up with the level of economic and social development,and the process of legalization and standardization of salary policy is slow;The top design awareness of the assessment work is not enough,and the assessment and supervision system is not perfect;Due to the particularity of the number of posts in Zone X,the requirements for rank promotion are high,the implementation of the parallel system of posts and ranks is not thorough enough,and the flow mechanism of cadres at the township and section levels needs to be improved;Humanistic care thinking is fixed,and the original care mechanism is relatively limited;The concept of professional cadres needs to be strengthened,the training work is not systematic,and the training needs are not clear.This paper draws on the beneficial experience at home and abroad such as the two factor theory,the demand hierarchy theory,the expectancy theory,the policy tool theory,and puts forward four countermeasures,namely,optimizing and improving the salary and rank promotion system,establishing the selection and employment guidance of heroes based on performance,giving full play to the spiritual incentive role of government departments,and improving the ability promotion incentive system.The main countermeasures are to establish and improve the salary growth mechanism synchronized with economic development Improve the operability of the promotion system for job ranks;Explore the construction of a comprehensive assessment and evaluation system for cadres,further improve the quality of personnel selection and appointment work,and make good use of the fault tolerance and error correction mechanism for cadres;Implement special period care and care,and meet the high-level needs of township level cadres;Carry out education and training for township level cadres,and improve their ability to withstand pressure.