What adjustments will be made to the mechanism design of the civil service recruitment system in the future?

System characteristics

The particularity of the civil servant appointment system is relative to the traditional civil service system, or to the non-appointment civil service system. Mainly reflected in the following aspects:

Recruitment can be implemented for highly professional positions and auxiliary positions

According to work needs, with the approval of the civil servants department at or above the provincial level, employment can be Implement an appointment system for highly professional positions and auxiliary positions. The civil servant appointment system applies to two types of positions: one is a highly professional position, and the other is an auxiliary position. The more professional positions are mainly concentrated in finance, accounting, law, information technology, etc., including leadership positions and non-leadership positions. Auxiliary positions are more transactional and play a supporting role in the work of the agency, such as clerkships, information management, etc. There is no appointment system for highly professional positions and auxiliary positions involving state secrets.

The term of office is no longer lifelong

The appointment system for civil servants has broken the "permanent employment system" of civil servants, and civil servants are no longer tenure-track. Civil servants under the non-appointment system have stable status and are generally tenured for life. They will not be dismissed or fired except for legal reasons and legal procedures. The appointment period is one to five years, and the civil servant status of the appointment-based civil servants will also end with the termination of the appointment.

The specific contents of the system are different

First of all, the recruitment of employees is more flexible than the recruitment of civil servants under the appointment system. After the agency formulates and reviews the recruitment plan, it can use various methods such as expert assessment, public examination, individual selection examination, etc. to conduct recruitment according to the different nature of the recruitment positions. After the candidates are determined, they will go through the employment procedures in the form of labor contracts. Those who pass the trial can be Become a regular employee.

Secondly, the employment period of employees is generally 1-3 years, and some are even less than 1 year, which is shorter than the appointment period of civil servants. For example, Jilin Province stipulates that the employee period is generally 1-3 years, of which the probation period is 3 months. Those who pass the probation period will continue to be employed, and those who fail will be promptly dismissed. For some temporary jobs, you can also sign an employment contract for less than one year based on the topic or project.

Third, wages, insurance, and benefits are different. Civil servants under the appointment system implement a grade-level salary system within the salary fund limit. At the same time, they enjoy regional allowances and other allowances in accordance with relevant regulations, implement a regular capital increase system, and enjoy insurance and welfare benefits in accordance with national regulations. It is a rigid salary system. During the period of employment, employees are provided with social insurance by the employing unit in accordance with relevant laws and regulations, and generally do not enjoy other benefits.

Fourth, management methods are different. The agency manages the appointment-based civil servants in accordance with the Civil Service Law and appointment. Its management subjects are mainly the people at all levels and their personnel administrative departments, while employees are mainly managed in accordance with labor or related laws and signed employment contracts. If there is a dispute with the employing unit, they shall apply for Labor arbitration is not arbitration of personnel disputes, and filing lawsuits is only civil litigation, not administrative litigation.

It has improved the agency employment mechanism and promoted further reform of the civil service system

The civil servant appointment system has made the agency employment method more scientific and reasonable, more humane and flexible. It is difficult for the traditional civil service system to form an "open system" facing the society. It cannot absorb outstanding talents from the society at any time and absorb diverse ways of thinking and various professional knowledge at the same time. It cannot meet the demand for professional talents in civil service management, resulting in The solidification and rigidity of the personnel structure of the civil service has resulted in many shortcomings such as a lack of flexibility in the civil service system and a poor metabolic mechanism. The civil servant appointment system has broadened the channels for selecting and employing personnel in the agency, improved the employment methods of the agency, solved the shortcomings of the personnel system that civil servants can enter but not leave, and can not be promoted, made the flow of talents more reasonable, improved the employment mechanism, and provided The future reform of my country's civil service system points out the direction and will promote further reform of China's civil service system.

Improving the rights relief system for civil servants

In the traditional civil service system, if a civil servant has a dispute with an agency and is dissatisfied with the agency's decision, he can only apply for review, appeal, or submit an application to the higher administrative agency. Or the administrative supervision agency may file a complaint, but a lawsuit cannot be filed in court.

The civil servant appointment system incorporates relief into the civil servants’ relief system. If civil servants under the appointment system are dissatisfied with the personnel arbitration decision, they can file a lawsuit with the People’s Court. It is an effective supplement to the inherent limitations of administrative relief, improves the rights relief system for civil servants, and is a non-appointment system. This laid the foundation for the system to provide relief to civil servants, thus conducive to improving the entire rights relief system for civil servants.