Lin Yong, a professor of economics at South China Normal University, said:
It is recommended that in special positions required by the state, after a selection examination, a pilot high-paid civil servant will be piloted. As for the current national policy of attaching importance to fresh graduates in general, he believes that "attaching importance to fresh graduates" should be gradually adjusted to attaching importance to all young people. We need to establish a mechanism for the flow of talents, allowing unsuitable civil servants to resign, and allowing people from other industries to enter to replenish fresh blood.
I have to say that this is the relatively normal expert advice that I have seen in the past few years.
As can be seen from the above, there are four key points to focus on in the expert opinion:
1. Depending on the particularity of the position, the salary breaks the rank limit.
We all know that the salary of civil servants is composed of grade salary, post salary, allowance, etc. No matter what position you are in, the salary is basically the same. It cannot reflect the particularity of some important positions. For example, public officials engaged in historical research and statistical work, and posts that need to go to the countryside all year round, have difficult conditions, and lack the necessary subsidies should be different from other positions. In order to encourage people with lofty ideals to apply for the examination.
In reality, in order to enter the civil service, many people specially select positions with a small number of editors, remote and difficult, in order to reduce their competitiveness. After being admitted, he used various connections to transfer out. Not only has the problem of manpower in the recruiting units not been solved, but it has also polluted the entire political environment. Of course, a lot has changed now. I heard from a friend that two colleagues in their unit were opportunistic, and they were transferred out before the five-year service period expired, and now the relationship is frozen by the local organization department and cannot be promoted. That's a good place to start. Blocked the idea of trying to be opportunistic.
Second, the selection of civil servants should be expanded from the preference for fresh graduates to the youth group.
It can be seen from the position setting of the national and provincial civil servants recruitment over the years that the state attaches great importance to fresh graduates, and many positions only recruit fresh graduates. This is not only a waste of the country's manpower, but also an increase in the burden on families.
The shift in focus from graduating to all young people is a reflection of full equity. I can't lose the right to compete on an equal footing just because I can't stay at home full-time.
3. Break the "iron rice bowl", personnel turnover, and allow civil servants who are not suitable to resign.
This expression is also more subtle. What should be expressed should be a more scientific evaluation mechanism for public officials that "the capable go up, and the mediocre go down". In reality, there is such a group of people who have the idea that "everything will be fine if they get in". In his position, he does not seek politics, gets by in his work, is cynical, does not work hard, always likes to be opportunistic, and the so-called "rivers and lakes are not fighting and killing, but human feelings". Such people not only pollute the working environment, but also chill the cadres who really work. For such people, the current assessment mechanism often does not work.
It is imperative to establish a set of scientific and rational evaluation mechanisms for public officials. Truly achieve the dynamic assessment mechanism of "being able to go up and down, and being able to enter and exit". We should resolutely clean up those cadres who do not act or act slowly, give way to those who are capable, and give full play to the "catfish effect" among public officials, so that the ranks of public officials can move and live, and be able to do things and do great things.
Fourth, the age of application for departmental positions is adjusted to 40 years old.
This formulation should be the most affordable. The current 35-year-old has a refractory period in the department. The age of 35 is a good time in life. After years of training, people are more mature and stable, and their knowledge is wider than that of young comrades, and there is often a saying on the Internet: "90% of wealth is earned after the age of 40." This is the truth. And with the advancement of the delayed retirement system, the 35-year-old threshold is obviously not suitable for the current social situation. Therefore, the age limit for public examinations will definitely be broken.
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