| Since the current period,new challenges and changes have been constantly emerging in the international environment,and various crises have continued to emerge one after another,and China must constantly innovate and keep up with the trend of development of the times in order to constantly respond to changes in the international situation.An important symbol of the reform and development of China’s civil service management system is the proposal of the parallel system of civil servants’ posts and grades,which is also an important breakthrough period in the reform of China’s civil service management system.After a long period of continuous exploration and practice,in 2019,the parallel system of positions and ranks was officially rolled out and implemented nationwide.Through the investigation of the incentive effect of the parallel system of positions and grades in H City,Shandong Province on grassroots civil servants,this paper attempts to explore the problems existing in the actual implementation of the policy,and puts forward relevant countermeasures and suggestions,so as to provide reference for better implementation of the system and stimulate the enthusiasm of grassroots civil servants to start their own businesses.This paper combs through a large number of literature materials at home and abroad,finds out the experience and measures that can be used for reference,and makes a comprehensive analysis of the implementation of the parallel system of positions and grades with the support of relevant theories,and conducts a survey of grassroots civil servants in H City through questionnaire survey,and analyzes the survey results,and finds that the parallel system has both positive and negative incentive effects on grassroots civil servants.Positive incentives mainly include the improvement of the enthusiasm of grassroots civil servants,the increase in confidence in the career development of grassroots civil servants,the increase in the promotion channels of civil servants,and the increase in the attractiveness of grassroots civil servants,while negative incentives include limited promotion space,incentive failure in parallel system,empty content of grade promotion assessment standards,and impact of parallel system on job incentives.In view of the problem of negative incentives in the parallel system,this paper puts forward opinions and suggestions from five main aspects: establishing an independent promotion system for grassroots civil servants,exploring the flexible salary system for grassroots civil servants,giving full play to the incentive function of grassroots civil servants’ evaluation,strengthening the career planning education of grassroots civil servants,and building an internal and external linkage rank promotion supervision mechanism at the grassroots level. |
