深圳市公务员跨职类转任制度实施中的问题及其解决研究

发布时间：2018-05-31 03:22

本文选题：公务员 + 跨职类转任　；参考：《深圳大学》2017年硕士论文

【摘要】：转任制度作为促进公务员队伍交流的方式之一,是行政机关进行新陈代谢、激发内部活力的重要手段,有利于提升公共服务效能,有效预防腐败发生。深圳市作为最早实行公务员分类管理改革的城市,试行了全新的职位分类,建立了公务员跨职类转任制度,三大职类公务员在身份、政治待遇、法律地位、基本权利义务上完全一致,发展路径各具优势。由于具体管理制度上的差异,跨职类转任势必带来工作职责、职务序列和升降机制以及工资薪级制度三个要素的变化。那么,深圳市跨职类转任制度的实施效果如何?能否促进公务员队伍的活力以及公务员自身的职业发展?需要进一步厘清。深圳市公务员跨职类转任制度移植于香港的经验,主要是为了填补公务员分类管理后制度上的空白,其对跨职类转任采取半封闭的态度,目的在于引导公务员走上相对独立、各具特色的职业发展通道。通过深入的访谈和相关调研可知,从实施效果来看,现行跨职类转任制度还存在一定缺陷,主要是制度设计有失公允,缺乏刚性的实施环境,各职类公务员转任成本不一,跨职类转任导致级别年资无法兑现。加之半封闭的制度不利于竞争择优,淡化了公务员的职业发展诉求,制约了公务员队伍的专业化发展。其中行政执法类、专业技术类转任综合管理类非领导职务任职年限重新起算的规定争议最大。表面上看,这种质疑是对制度本身公平性以及合理性的探讨,从深层次看,必须回归到公务员分类管理改革的初衷上来,公务员跨职类转任制度要解决的是组织需求和个人需求的错位问题,其核心是公务员队伍的发展应该坚持专业化道路还是培养通用型人才。针对深圳市公务员跨职类转任制度实施中存在的问题,必须从制度、组织和个人三个层面入手,健全公务员职系职类体系,提升制度的公平性和衔接性,完善充满活力的跨职类选人用人机制,构建职务与职级晋升“双梯制”,同时,厘清组织目标与个人目标之间的关系,强化公务员专业化精神的塑造,以在公务员分类管理改革工作中有更大作为。
[Abstract]:As one of the ways to promote the exchange of civil servants, the transfer system is an important means for the administrative organs to metabolize and stimulate the internal vitality, which is conducive to improving the efficiency of public service and effectively preventing corruption. Shenzhen, as the first city to carry out the reform of classified management of civil servants, has tried out a new classification of posts, established a system of civil servants' transfer from one category to another. The three major categories of civil servants are in status, political treatment, and legal status. The basic rights and obligations are completely consistent, and the development path has its own advantages. Due to the differences in the specific management system, cross-category transfer is bound to bring about changes in three elements: job responsibility, job sequence, ascending and descending mechanism, and salary scale system. So, Shenzhen cross-category transfer system implementation effect? Can we promote the vitality of the civil service and the career development of civil servants themselves? Further clarification is needed. In order to fill the gap in the civil service classification management system, the Shenzhen civil servant transfer system has been transplanted to Hong Kong in order to adopt a semi-closed attitude towards cross-category transfer, with the aim of guiding civil servants to become relatively independent. Unique career development channels. Through in-depth interviews and related research, from the implementation effect, there are still some defects in the current cross-category transfer system, mainly because the system design is unfair, the lack of rigid implementation environment, the transfer costs of different categories of civil servants are different. A cross-class transfer results in a level of seniority that cannot be realized. In addition, the semi-closed system is not conducive to competition and selection of excellence, which weakens the career development demands of civil servants and restricts the professional development of civil servants. Among them, administrative law enforcement, professional and technical types transfer to comprehensive management of non-leadership positions from the beginning of the provisions of the most controversial. On the surface, this query is a discussion of the fairness and reasonableness of the system itself. From a deep level, it is necessary to return to the original intention of the reform of classified management of civil servants. The cross-category transfer system of civil servants should solve the mismatch between organizational needs and personal needs, and the core of which is whether the development of civil servants should adhere to the road of specialization or train general-purpose talents. In view of the problems existing in the implementation of the civil servant transfer system in Shenzhen, it is necessary to improve the civil service grade job system from the three aspects of system, organization and individual, so as to enhance the fairness and cohesion of the system. To perfect the dynamic mechanism of selecting and employing personnel of different categories, to construct the "double ladder" system of post and rank promotion, at the same time, to clarify the relationship between organizational goals and personal goals, and to strengthen the shaping of the professional spirit of civil servants. In order to civil service classification management reform work has done more.
【学位授予单位】：深圳大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D630.3

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