Revitalize grassroots vitality with policy incentives.
How to better motivate and guide civil servants to take the initiative to join and take root at the grassroots level? After effectively solving the work and life problems of township civil servants such as office, housing and children's schooling, it is more important to further improve their wages and benefits and improve their promotion channels. In order to solve these problems step by step as soon as possible, the central government attaches great importance to it. In recent years, the plan began to study ways and means to solve problems, and formulated and established a scientific and effective salary increase mechanism for civil servants; On the basis of extensive and in-depth investigation, the parallel system of cadres' positions and ranks is being established and improved, and specific measures to improve the salary and treatment policy are being studied, with emphasis on grassroots civil servants who have worked in cities and towns for a long time. Improve the method of setting up non-leadership positions for township civil servants, and township civil servants can also be promoted to non-leadership positions. Expand the vision of selecting township cadres, according to the needs of the construction of township leading bodies, while selecting locally grown township cadres, pay attention to selecting township leading cadres from outstanding village cadres, university student village officials and township personnel. Relevant departments such as organization, finance, human resources and social security should strengthen cooperation, form a joint force, and increase the selection and use of township cadres. When selecting cadres, organs at or above the county level should give priority to cadres with township work experience; Select members of the county-level party and government leading bodies, giving priority to cadres with township party and government chief experience.
It is not only a positive response to the call of the party and the country to exercise at the grassroots level, but also a need to promote personal growth and progress and career development. It is also inseparable from the great attention of leaders and departments at all levels at the central and local levels, keeping pace with the times, formulating scientific and reasonable preferential policies, and giving full play to the role of policy incentives.
—— Gong, Assessment and Reward Department of National Civil Service Bureau
"One liter and one drop" promotes the retention of people at the grassroots level.
Grass-roots civil servants are "difficult to recruit people", not because they really can't recruit people, but because the people they want to recruit can't recruit, and the people they recruit can't stay. To solve this problem, we can adopt the method of "one liter and one drop".
"One liter" is to increase the minimum service life, so as to recruit fewer people who are unwilling to work at the grassroots level. At present, the service life of grass-roots civil servants is generally two to three years. However, because the recruitment requirements of higher authorities generally only require two years of work experience, it is often difficult for new grass-roots civil servants to settle down to work, let alone establish feelings with the masses, in order to "advance". It is necessary to raise the minimum service life of newly recruited civil servants to more than five years, so that some highly educated graduates can fully consider it when applying for the exam. Since you have been admitted to the grassroots civil servants, you must take root in the grassroots for a few years, really get exercise, and build feelings with the masses; Of course, some highly educated graduates will give up the opportunity to apply for grass-roots civil servants, which just frees up a quota for those who really want to take root in the grass-roots to be admitted to civil servants and stay at the grass-roots level to serve the masses for a long time.
"One drop" is to lower the threshold of academic qualifications and let the grassroots recruit more qualified people who are willing to engage in front-line work. Most of the work at the grassroots level is to implement the policies and regulations of the superiors, directly deal with the masses and serve them. As long as you have a certain reading and writing ability, have feelings for the masses, be willing to learn and drill, and have a college degree is enough. However, in fact, many units have a high academic threshold when setting the conditions for entering the exam, and many require a bachelor's degree or above. Therefore, people with college education or below are often rejected because they do not meet the academic requirements. The Civil Service Law clearly stipulates that people with high school or technical secondary school education or above can apply for civil servants, so it is feasible to lower the educational threshold for grassroots officials to register.
—— Zheng Tao, Office of Educational Practice in Hanchuan City, Hubei Province
Optimize the "burden reduction" and "expansion" of the official environment
Efforts should be made to provide a good platform for grass-roots civil servants to start businesses, create an environment that will make them feel the value of working at the grass-roots level, so as to take root at the grass-roots level and do things in a down-to-earth manner.
It is necessary to do a good job of "reducing the burden" and let civil servants work "easily" at the grassroots level. Grassroots civil servants are in the front line of the work of the party and the government. They should not only solve the problems reflected by the masses and mediate their disputes, but also undertake the tasks assigned by their superiors and accept various assessments. They are burdened and stressed. Therefore, while strictly managing, we should strengthen the humanistic care for grass-roots civil servants, strictly implement the requirements of the "eight regulations", reduce the chores of welcoming and seeing them off, and let them have more energy to devote to the entrepreneurial work of officials and the work of contacting and serving the masses.
We must do a good job of "expanding capacity" and let civil servants do a good job at the grassroots level. Through centralized training and rotation training, we will promote high-quality training resources to the grassroots level and improve the ability and quality of grassroots civil servants; In terms of funds, technology, projects, information, policies, etc., it provides a strong support platform for grassroots civil servants to take root at the grassroots level and start businesses, and realizes personal value in the process of serving the masses and promoting development.
—— Zhu Jie, Organization Department of Shapingba District Committee of Chongqing Municipality
Pay attention to the difficulties and expectations of grass-roots civil servants
Recently, the central leadership demanded to solve the "last mile" problem of the party's mass line education and practice activities. To fight this battle well, the key is to rely on the combat effectiveness of our grass-roots civil servants, and the key point is to solve the "difficulties" and "expectations" of grass-roots civil servants.
Pay attention to "difficulties" and accurately grasp the weakness of grassroots civil servants. Among them, the "difficulty" lies in: the brain drain phenomenon is serious, especially in some towns and villages, new young people often pass the open recruitment opportunities in provinces and cities for a short time, resulting in a talent gap or unstable layer between the ages of 25 and 35 in some units; Many grass-roots civil servants have several jobs, so it is common to work overtime if they encounter work assessment, activity creation, investment attraction, land acquisition and demolition. There is a slogan circulating in some grass-roots units: "No rest on Saturday, no rest on Sunday".
Solve the "hope" and effectively stimulate the power source for civil servants to take root at the grassroots level. We should pay more attention to grassroots civil servants, reasonably improve their wages and benefits, solve their basic living difficulties, and strengthen the spiritual life construction of grassroots civil servants. It is necessary to strengthen and attach importance to the selection and appointment of grass-roots civil servants, attach importance to the selection of outstanding civil servants from the grass-roots level to leadership positions, and give priority to those civil servants who have long been rooted in the grass-roots level, worked hard and made contributions to the grass-roots level.
—— Liu Wen, Social Security Bureau of Jintan City, Jiangsu Province
"one reduction and one increase" makes township civil servants feel at ease at the grassroots level
It is a great event to reassure grassroots civil servants and take root in the countryside. According to practical experience, it is suggested to use "one reduction and one increase" to solve the problem.
Reduce too many assessments. At present, there is a general contradiction between coping with the examination of superiors and serving the subordinates too little. As a result, civil servants are tired of coping and villages and towns are "institutionalized", which requires us to carry out slimming, transformation, burden reduction and two-way assessment system reform as soon as possible. Assessment and evaluation should increase the regular evaluation of civil servants by the masses, increase public opinion and enhance effectiveness.
Increase treatment and nursing. The working conditions in villages and towns are difficult, the work content is complex and the pressure is great. Attracting outstanding civil servants to work in rural areas with better treatment can appropriately tilt to villages and towns in terms of salary level, job promotion and civil servant promotion, which is a basic institutional guarantee. At the same time, attention should be paid to improving the office conditions in remote and backward towns and villages.
—— Sheng Gan Yong, Longmen Town, Fuyang City, Zhejiang Province