The tenure system of civil servants and the specialization of welfare benefits will make this team lack the sense of competition and service, thus reducing the efficiency of the management department. The times are progressing and the reform is speeding up. Should the problem of "breaking the iron rice bowl of civil servants" be solved in time?
In 20 12, the number of applicants who took the national civil service examination in 20 13 exceeded10.5 million, and the overall competition ratio was about 75∶ 1.
The "national examination fever" reflects the deep-seated problems in current income distribution and even social security. What difficulties and challenges may be faced in breaking the "iron rice bowl" of civil servants? Which way should I go? Please read the report sent back by our reporter inside and outside the meeting.
"Without competition, people will be lazy."
Professor Yan Chengzhong, deputy to the National People's Congress and director of the Institute of Economic Development and Cooperation of Donghua University, believes that the social mentality reflected by the continuous warming of the "national examination"-the yearning for public power, and the employment mechanism-the life tenure of civil servants have obvious negative effects: it makes the employment mechanism of management departments rigid and makes social development lack creativity.
"Most graduates take the civil service exam to seek stable career and welfare benefits, not to contribute to society." Yan Chengzhong pointed out that to cool down the "national examination", on the one hand, we should consider the graduation of college students under the framework of the national talent strategy, break the dual structure of "inside and outside the system" in the current talent use, pay more attention to the supporting policies for talent use and development, and create a soft environment conducive to youth entrepreneurship. Let young people experience that as long as they can realize their value in the process of contributing to society, whatever they do is a glorious and decent career. This will help to enhance the development vitality of the whole society. At the same time, it is necessary to break the "iron rice bowl" of civil servants.
"Without competition, people will be lazy." Yan Chengzhong believes that the "iron rice bowl" may lead to bloated management departments, bloated personnel and low efficiency. He suggested that the civil service appointment system should be from pilot to promotion. "Only by turning the' iron rice bowl' into a' porcelain rice bowl' can they increase their sense of awe and responsibility for their careers."
How to choose, promote and quit the civil service appointment system is an important issue. Yan Chengzhong believes that the current mechanism of selecting and appointing civil servants must be reformed:
First of all, we must change the pattern of one exam for life. These problems often have little to do with their future work. The design of civil servant selection mechanism should follow such a screening path: select qualified personnel from qualification examination and send them to work in rural grass-roots units for at least one year; Then evaluate its actual effect; Then, those who pass the "examination pass" and "practice pass" will be sent to the "simulation pass"-the unit where they intend to work for temporary training. In this process, we should pay attention to practical ability and introduce the elimination mechanism to realize the survival of the fittest. Only by selecting high-quality talents can the management department's ability to serve the people be continuously improved.
Secondly, we should change the rigid evaluation mechanism. Civil servants will be divided into two categories, one is administrative civil servants and the other is professional civil servants. The former has equal rights and responsibilities and authorizes services; The latter can be unaffected by the system, and different positions have different employment periods. In the past, the assessment mechanism of civil servants in China was too stylized, and most of the dismissal cases stipulated in the Civil Service Law were particularly serious violations of discipline or incompetence, which was generally not easy to happen. The provisions on promotion and termination of contracts must be detailed and quantified, so that public officials have a sense of crisis and treat their work cautiously.
"The improvement of the civil service system is very important. By establishing a sound selection and evaluation mechanism, we can lay the foundation for the next political system reform. " Yan Chengzhong said.
Many provinces and cities have started the pilot of civil servant appointment system.
"1 position has 1600 applicants! This shows that the public has a recognized attitude towards the' civil service appointment system', and we are very encouraged! " The person in charge of the Human Resources and Social Security Bureau of Shenbei New District, Shenyang City, Liaoning Province told the reporter. After the Spring Festival, the district government launched a pilot project of "appointing civil servants" and openly recruited civil servants for the society. In the past 1 month, five positions attracted thousands of applicants.
It is understood that the employer implements contractual management for the civil servants with appointment system, with an initial employment period of 3 years and a probation period of 6 months; Wages shall be subject to the agreed wage system in accordance with state regulations. The highest annual salary is 6.5438+200,000 yuan, and the lowest annual salary is 36,000 yuan. Pension, unemployment, work injury, medical care and maternity insurance shall be implemented in accordance with relevant state regulations.
The person in charge of the Shenyang Municipal Bureau of Human Resources and Social Security said that the assessment of civil servants in the appointment system will follow the requirements of standardized operation and time project management. The appointment system of civil servants is incompetent during the probation period, or the annual assessment is rated as "incompetent", and can be dismissed.
It is reported that Shenzhen, the first pilot civil service appointment system in China, has basically established a framework for the classified management of civil servants. The person in charge of the relevant departments in Shenzhen said that by 20 14, the proportion of civil servants with appointment system in the total number of civil servants in the city will rise to more than 10%.
It is understood that the pilot models in various places are "incremental reforms", that is, the original civil servants are not moving and new civil servants are appointed. Experts pointed out that with the replacement of new and old civil servants, the appointment system personnel will gradually replace the original "lifelong system" personnel. The promotion of the appointment system not only promotes the flow of talents between the government and the market, but also lays a good foundation for the "slimming" of government institutions.