我国聘任制公务员退出机制研究

发布时间：2018-04-05 18:29

本文选题：政府雇员　切入点：聘任制公务员　出处：《河南大学》2014年硕士论文

【摘要】：上世纪70年代末，西方各国行政体制发生了一场革命性的变化，即“新公共管理”运动，在该运动的推动下西方各国纷纷对政府人事制度进行了改革。英美等发达国家率先将基于合同管理的政府雇员制引入公务员任用系统，随后政府雇员制逐渐成为西方政府用人制度的一个趋势。西方国家政府雇员制的成功实践，为我国公务员人事制度改革提供了思路。2006年我国实施了新《公务员法》，首次在法律上确立可以对专业性较强的职位和辅助性职位实行聘任制。截止到2014年3月，我国31个省级行政区（除港澳台地区）中已有18个省级行政区的聘任制公务员走上工作岗位，从现阶段的实践情况来看，我国公务员聘任制改革正在稳步向前推行。但如同所有改革一样，我国公务员聘任制改革在实践过程中也遇到了不少难题，，其中退出机制出现的问题尤为引人关注。退出机制作为公务员聘任制制度设计的核心环节，是决定能否实现“能上能下”、“能进能退”的设计初衷以及能否在我国大范围推行中取得成功的关键。为此，本文在总结近年我国各地公务员聘任制实践模式的基础上，着重分析了聘任制公务员退出机制存在的问题及原因，并在借鉴发达国家公务员退出机制经验的基础上提出了相应的建议与对策。本文共分为引言、正文及结语三个部分。引言部分首先阐述了本文选题的研究背景及研究意义，指出完善聘任制公务员退出机制，对推进聘任制实践和我国公务员制度改革十分必要和有意义；其次在整理分析已有研究资料基础上，形成了国内外研究综述；然后介绍了本文研究思路与文章框架；最后对本文写作过程中所运用的研究方法以及创新点进行了说明。正文第一部分对我国公务员聘任制进行了概述。首先阐述了公务员聘任制的含义，然后从公务员聘任制的适用范围及聘任方式、聘任合同的内容及要求、聘任制公务员的管理等方面对公务员聘任制的内容进行了分析；其次论述了公务员聘任制产生的理论基础及实践基础，并介绍了我国公务员聘任制的产生和发展；最后将公务员聘任制与政府雇员制以及选任制、委任制等相关概念进行了分析比较。第二部分对我国聘任制公务员退出机制现状及问题进行了分析。首先从法律层面上对聘任制公务员退出方面的法律规定进行了叙述说明；其次在广泛搜集我国各试点聘任制实践情况的基础上，将我国公务员聘任制的实践模式归纳为两种，一种为完全在法律限定的适用范围开展聘任制公务员实践的浦东模式，另一种为突破法律适用范围界限的深圳模式，并在此基础上详细介绍了以浦东、深圳两试点为主要案例的聘任制公务员退出现状，总结了两种实践模式退出环节普遍存在的问题，即合同聘期内无人被解聘、合同期满基本全员续约以及辞职成为退出主要方式，最后在此基础上对导致问题出现的原因进行了分析。第三部分对发达国家公务员退出机制的实践及启示进行了介绍。该部分选择性介绍了发达国家在公务员退出环节设计方面较为合理的机制及其特点，包括美国政府雇员中灵活的雇佣形式及弹性的退休制度、英国公务员全面的考核以及多重的养老保障制度、日本公务员的惩戒机制以及韩国公务员的淘汰机制。第四部分对完善我国聘任制公务员退出机制提出了建议。本部分针对聘任制公务员退出机制存在的问题以及结合发达国家经验，提出了建立适度淘汰机制、改革聘任制公务员的考核制度、健全相关法律法规以及完善聘任制公务员退出保障的建议。结语部分对公务员聘任制在我国的发展前景进行了展望，并再次强调了完善聘任制公务员退出机制对公务员聘任制改革的重要性，以及呼吁配套机制的配合跟进，最后对本文存在的不足进行了说明。
[Abstract]:The last century at the end of 70s, there was a revolutionary change in the administrative system of western countries, namely "new public management", in promoting the movement under the western countries have carried out the reform of government personnel system. Many developed countries will be the first to introduce the contract management of government employees system civil service appointment system based on the government employees business has gradually become a trend of western government system.
The successful practice in western countries, the system of government employees, provide ideas in China.2006 implementation of the new "civil law" as the civil service personnel system reform, the establishment can be implemented appointment of highly specialized jobs and supporting jobs in law for the first time. By the end of March 2014, 31 provincial administrative regions in China (except Hong Kong and Macao) in the 18 provincial administrative regions of the appointment of civil servants to go to work, from a practical point of view at this stage, China's civil service appointment system reform is steadily forward. But like all reform, China's civil service appointment system reform has encountered a lot of problems in the process of practice, which exit the mechanism of the problem is of concern. The exit mechanism as a core part of the civil service appointment system design, is to determine whether the implementation of "up and down", "can be returned" design of heart and Whether the key to success in a wide range of our country. Therefore, this paper summarizes in our country civil servants appointment system on the basis of the model, analyzes the problems and reasons of the appointment of civil servants exit mechanism, and puts forward corresponding suggestions and Countermeasures on the basis of the experience of developed countries on the experience of civil servants withdrawal mechanism.
This article is divided into three parts: introduction, text and conclusion.
The first part describes the research background and research significance of this topic, points out the perfect exit mechanism for the appointment of civil servants, to promote the reform of the appointment system and the practice of China's civil service system is very necessary and meaningful; secondly in the analysis of existing research on the basis of the data, forming a research review; and then introduces the research ideas and articles at the end of the framework; research methods used in this paper in the writing process and innovation are described.
The first part of the appointment of civil servants were summarized. Firstly expounds the meaning of the civil service appointment system, and then from the appointment of civil servants and the applicability of the appointment way, the contents and requirements of the employment contract, the appointment of civil servants management of the civil service appointment system were analyzed; secondly, discusses the theoretical basis and the practice foundation of the civil service appointment system, and introduces the emergence and development of China's civil service appointment; the appointment of civil servants and government employee system and the selection and appointment system, appointment system and other related concepts are analyzed and compared.
The second part is the analysis of China's civil service appointment exit mechanism of current situation and problems. First, from the legal level for the appointment of civil servants from the legal regulations are described; secondly on the basis of our extensive collection of the pilot appointment of practice on the practice mode of China's civil service appointment is reduced to two for a complete appointment of civil servants to carry out practice in the scope of the legal limit of the Pudong model, the other is to break the bounds of the law applicable to the Shenzhen model, and based on the detailed in Pudong, Shenzhen two pilot as the main case of employment system of civil servants exit status, summed up the two practical modes of exit part of the common problems, namely the contract within the duration of no dismissal, the expiration of the contract renewal and the resignation of the basic staff has become the main way of exit, on the basis of The cause of the problem was analyzed.
The third part of the practice of the developed countries withdraw mechanism and enlightenment are introduced. This part introduces the selective mechanism of developed countries in the civil service exit link design more reasonable and its characteristics, including the form of employment and flexible employees of the U.S. government in the British civil service retirement system, comprehensive evaluation and multi disciplinary old-age security system. The mechanism of the Japanese civil service and elimination mechanism of the Korean civil servants.
The fourth part puts forward the suggestions for perfecting the appointment of civil servants withdrawal mechanism. This section for the appointment of civil servants exit mechanism problems and combined with the experience of developed countries, proposed the establishment of appropriate elimination mechanism, reform the appointment of civil servants appraisal system, improve the relevant laws and regulations and perfecting the appointment of civil servants from the security advice.
The conclusion part of the appointment of civil servants in our country's development prospects, and once again stressed the importance of perfecting the appointment of civil servants withdrawal mechanism reform of the civil service appointment, and called for supporting mechanism at the end of the follow-up, the shortcomings of this paper are described.

【学位授予单位】：河南大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：D630.3

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