In the past four years, China has implemented a parallel system of civil servants' positions and ranks, and this system reform has promoted the optimization and upgrading of the civil service contingent to a certain extent. However, over time, the system has also exposed some problems and drawbacks. Through the observation and analysis of the current situation, this paper points out three main drawbacks of the parallel system of civil servants' positions and ranks, and puts forward some constructive suggestions.
First of all, the decoupling of rank and position leads to the unclear meaning of rank. Under the old system, the rank of a civil servant directly determined his salary and authority. However, after the separation of duties and ranks, the standards and meanings of ranks are not clear, which makes it difficult for many civil servants to clarify their ranks. Some civil servants believe that rank no longer directly affects work remuneration and authority, resulting in the psychology of "rank is not important", which has a certain impact on the work enthusiasm and sense of responsibility of civil servants.
Second, the job evaluation criteria are not uniform and difficult to evaluate. Different departments and functional departments have different job requirements and evaluation standards for civil servants of the same rank, and it is difficult to form a recognized standard system. This makes it difficult for civil servants to benchmark their job evaluations between different positions and departments, and also brings certain difficulties to the promotion and transfer of civil servants. At the same time, the job evaluation standards of some departments are not clear enough, and it is difficult to reflect the actual work performance of civil servants, which also affects the enthusiasm of civil servants.
Finally, the decoupling between rank promotion and job evaluation leads to the problem of "it is difficult to evaluate the post without promotion". Since rank promotion no longer directly depends on the results of job evaluation, it is difficult for many civil servants to achieve rank promotion within a certain number of years. As a result, the enthusiasm of some outstanding civil servants has been affected. At the same time, because it is difficult to unify the job evaluation standards, it is difficult for some civil servants to obtain a higher job evaluation grade even if they have excellent work performance, which in turn affects their rank promotion.
Generally speaking, in the past four years, civil servants have achieved certain results in parallel with their ranks. But over time, the above problems have also been exposed. To this end, the relevant authorities need to take the following measures:
The first is to clarify the meaning of civil servant ranks, and reshape the internal relationship between ranks and salaries. The second is to strengthen the unification of job evaluation standards among different departments and form a more open and transparent system. Third, it is necessary to adjust the relationship between rank promotion and job evaluation, and promote the coordinated development of the two. Fourth, improve the assessment and evaluation mechanism to truly reflect the work performance of civil servants. Only by properly resolving the existing problems can the system of parallel posts and ranks of civil servants play a better role.