The high salary package of civil servants has always been the subject of social concern and controversy. After the introduction of the policy of "high salary and low income", not only did it not achieve the expected results, but there was a situation of "high salary and sickle". The reason for this is that the civil service community is too large and closed. If the profession of civil servants becomes universal, is it still necessary to "pay high salaries and provide for honesty"? This requires us to re-examine the professional attributes of civil servants.
The peculiarities of the profession of civil servants at this stage
At present, the scale of the mainland's civil service is huge, reaching more than 9 million in 2020. The civil servant profession has the characteristics of strong stability and good welfare, and has long formed the employment concept of "entering the system". This has led to the closed nature of the civil service and has also caused other professions to question the high salaries of civil servants.
But the civil service profession also has its peculiarities. Civil servants assume administrative responsibilities and exercise public power on behalf of the state, which is different from the operation and management of enterprises. The salary income of civil servants mainly comes from financial allocation, which determines that it is difficult to regulate and control their income. At the same time, civil servants are also faced with the characteristics of heavy responsibilities and high job risks. These factors have led to the complexity of the design and adjustment of the civil service pay system.
Break down the barriers to the profession of civil servants and achieve universalization
If the barriers to the civil service profession can be broken down and the mobility between different posts can be realized, the civil service will also develop in the direction of specialization and universalization. This will help to change the stereotype of high salaries and benefits for civil servants, and will also help rationalize the remuneration system.
Reform the establishment and management of civil servant positions: the application of the open recruitment system can be increased, and social talents can be absorbed into the system; Reducing administrative establishment and streamlining institutions; Appropriate introduction of government procurement services and other means. This would increase the dynamism of the civil service and avoid the bloat of the administrative structure.
Improve the training and mobility mechanism of civil servants: Strengthen the construction of civil servants through job rotation and exchange of posts. The introduction of the professional manager system, the implementation of the combination of administrative officers and administrative officials management mode. This helps to break down the closed and rigid nature of the civil service.
Improve the exit mechanism of civil servants: Establish a flexible mechanism for promotion and demotion and job transfer. Rationally set up the term of office of administrative officials, and implement a regular evaluation system. Improve the retirement and social security system, and appropriately narrow the gap between pension and working income. These initiatives can increase the mobility of the civil service.
The direction of adjustment of the civil servant remuneration system after universalization
If the profession of civil servants is universalized, their salary system also needs to be adjusted accordingly, the main idea is: to determine the salary level by classification: according to the job responsibilities, appointment methods, professional skills requirements, etc., civil servants are divided into different categories, and the salary is fixed. Avoid a situation where you can enjoy a high income while working at the level of a high school student.
Moderate increase in the proportion of performance-based salary: Reasonably determine the basic salary and benefits of civil servants, and then determine the floating salary part according to the performance appraisal. This helps to get the most out of compensation.
Socialized allocation of welfare: Gradually reduce special welfare items, optimize the social security system, and make the welfare level of civil servants close to the social average. This is also the need to promote the professionalization and universalization of the civil service.
epilogue
The high maturity and specialization of the civil service helps to break down the peculiarities of their professional attributes and return their pay levels to market mechanisms and individual performance. If the majority of civil servants were to be as mobile as other service industries, the necessity and rationality of "high salaries and incorruptible pensions" would be greatly reduced.
This requires further deepening the reform of the civil service system, so that civil servants can truly return to the essence of service administration and become ordinary laborers in all walks of life, rather than special interest groups.
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