After the position and rank are parallel, what is the treatment and rank of grassroots officials?

"There are too few township cadres who can be secretaries and mayors. Now I am also a' section chief', and I get an extra salary of 2 to 3 yuan a month. To be worthy of this treatment, you have to do it well! " Facing the reporter of Outlook News Weekly, Wu Fuhong showed joy.

This is a change brought to grassroots cadres by the parallel reform of civil servants' positions and ranks below the county level.

By the end of 215, there were 7.167 million civil servants in China, 6% of whom were located below the county level. A thousand lines above and a needle below. Grass-roots units are responsible for the implementation of a large number of reform and development issues, and the work pressure is great. However, limited by institutional specifications and other factors, the number of leading and non-leading positions in organs below the county level is very limited, and the promotion channels for grassroots civil servants are narrow. Because the salary is directly linked to the job level, the treatment of grass-roots civil servants is relatively low for a long time, and their work enthusiasm is frustrated, which is not conducive to the comprehensive deepening of reform.

to solve this problem, the state Council of China issued the opinions on establishing a parallel system of civil servants' positions and ranks in organs below the county level in January 215, and five departments, including the Ministry of Human Resources and Social Security, the Central Organization Department, the Central Organization Department, the Ministry of Finance and the National Civil Service Bureau, deployed specific implementation work.

nearly one and a half years have passed. how is the implementation of the parallel system of posts and ranks in various places? How to prevent the reform measures from being distorted? What is the confusion about deepening the reform? Recently, reporters of Outlook News Weekly conducted surveys in Shandong, Shaanxi, Hunan and other places.

"It's a lie to say that I'm not unhappy"

When the reporter of Outlook News Weekly met Chen Zhixin, deputy director of Xuzhuang Town Organization Office and director of Environmental Protection Institute in shanting, Zaozhuang City, Shandong Province, he was supervising the fire prevention in Songzhuang Village for three summers.

In order to prevent the villagers from burning wheat straw, he has run to a dozen villages in one morning, and he is exhausted. "This is the normal state of work." Chen Zhixin, 37, has been working in villages and towns for 14 years. "There are two responsibilities in the work of villages and towns, besides fire prevention during the summer harvest and flood control during the flood season, as well as the task of securing villages. It is normal to work overtime until eleven or twelve o'clock at night."

The reporter saw in an interview in Shandong that the grass-roots units, especially the towns and villages, are responsible for the implementation of all the policies of their superiors. They have many work ideas and heavy tasks, and they are under great pressure from development, environmental protection and stability. They often work overtime. "No rest on Saturday, no rest on Sunday" is their portrayal. Many township cadres go out early and come back late, and they don't take enough care of their families. Even for many days, they can't say a few words to their children, let alone education.

A township cadre said that cadres are not allowed to "go to school" at present, and they live in the dormitory of the town government every day on weekdays, away from their families. However, there are only a few leadership positions in a town, and ordinary cadres have worked hard for decades, "getting older faster than others", but it is difficult to have a chance to be promoted. "It is a lie to say that there is no unhappiness in my heart!"

"After 3 years of hard work, I am still a clerk after retirement". The grassroots cadres interviewed admitted frankly that some cadres felt hopeless for promotion in their forties and fifties because of the "transparent ceiling" for promotion, and they inevitably felt negative emotions at work, even "inferior".

Xu Qingyong, director of the shanting Municipal Bureau of Human Resources and Social Security, said that there are a large number of grassroots cadres, with 3 to 4 people in big towns and villages, and more than 1 people in small towns and villages. There are only four or five people at the official level and a dozen people at the deputy level. Many people can't survive minor courses until they retire, so they "occupy their positions in peace, pretend to be busy, and get tired." Some even "look at whether the secretary will stare or not".

In this reality, most young cadres at the grass-roots level are busy taking civil service examinations at the central, provincial and municipal levels, and the township level has basically become a springboard and assembly line. There are fewer and fewer cadres who are really familiar with grass-roots work, and the vast majority of those who remain at the grass-roots level are cadres with academic qualifications below full-time junior college or over 35 years old.

Yu Hongbo, a cadre of Wei Zhuang Town, Chengcheng County, Shaanxi Province, who has worked in villages and towns for 17 years, told reporters that at the beginning of his work, there were more than 2 young people around the age of 3 in the town government. Because it is difficult to have promotion opportunities in towns and villages, most young people try their best to transfer to higher authorities, and now 8% of them have been promoted. If you stay in a township, your position will be "standing still" for many years, and it is inevitable that you will be lost.

Yu Hongbo's sense of loss has been greatly relieved after the parallel reform of his position and rank. Today, her salary has increased by more than 26 yuan, and the total salary has reached more than 3,7 yuan. "Although I work in a township, I can get a salary of a metre. Is there any reason why I can't do my job well?"

"I feel that my destiny is in my own hands"

In Shandong, Shaanxi, Hunan and other places visited by reporters, the treatment and rank of grassroots cadres have been "squeezed" obviously.

"The parallelization of posts and ranks is a timely rain and a reassurance." After the implementation of the policy last year, Chen Zhixin began to enjoy the treatment of deputy department level, and his salary increased by more than 4 yuan. Together with the special post allowance for township cadres, his monthly income reached more than 3,6 yuan. "As a result, have a position in the home, speak car-scrapping. Work has also begun. "

In Heyang County, Shaanxi Province, in the past, 5% of grassroots cadres retired as clerks; After the reform, 791 people were promoted, accounting for 36.25% of the total number of civil servants in the county and civil servant management institutions. Among them, 564 staff members were promoted to the rank of deputy chief. In Chengcheng County, 42.15% of the civil servants have been promoted.

"It used to be a' single-plank bridge', but now the' single-plank bridge' has become a' two-lane'." Zang Jiancheng, head of the budget unit of Chengcheng County Finance Bureau, who has just been promoted to the rank of deputy chief, said that he has worked for 2 years and worked as a clerk for 17 years. This time, he was promoted to the deputy department level, and the monthly salary plus subsidy increased by 277 yuan, which is equivalent to the salary level of the deputy director. "Now even if you are not an official, you can also reflect your professional value. This reform has enabled people who work at the grassroots level to enjoy the reform dividend, and they are smooth and motivated. "

Wang Yijian, director of shanting Judicial Bureau of Zaozhuang City, Shandong Province, has been a "Zhengke" for 15 years. Since 21, he has worked as director of district tourism bureau, mayor of Dianzi town, director of education bureau and deputy director of organization department. Last year, he enjoyed the treatment of deputy division level, and his monthly income increased by 625 yuan. "In addition to economic benefits, there is also a kind of respect for personality, which feels recognized by the organization and society." Wang Yijian thinks so.

policy beneficiaries are not only in towns and villages, but also cadres in county-level departments. Gong Chuansong, 46, is currently the director of the Labor Inspection Office of shanting Municipal Bureau of Human Resources and Social Security, and has been "reserved" for 11 years. Since he was listed as the key training object of the bureau in 25, he has been attached to the post of deputy mayor and the "first secretary" of the village, and has undertaken many urgent and dangerous tasks, such as helping package reform bankrupt enterprises and receiving large-scale people's petitions. However, due to the merger of institutions, cleaning up the number of over-employed cadres and other reasons, the bureau has never promoted cadres since 211.

after the job rank was parallel, Gong Chuansong's rank was adjusted to a metre, and his salary increased by more than 5 yuan per month. "To tell the truth, every time the cadres were adjusted, their thoughts fluctuated greatly. Now that I have a rank policy, I have a bottom in my heart and feel that my destiny is in my own hands. "

By the end of 215, there were 431 people in shanting * * * who met the promotion requirements of civil servants, including 5 people in the rank, 13 people in the rank of deputy county, 42 people in the rank of official department and 281 people in the rank of deputy department.

Xu Qingyong and other grassroots cadres believe that the parallel policy of posts and ranks has achieved two "benefits" for more than a year. First, it is conducive to retaining the hearts of grassroots cadres and stabilizing the ranks of grassroots cadres. The second is to reduce the contradictions and internal friction among cadres. In the past, there was only one job channel, and there was fierce competition among cadres, which inevitably led to contradictions. Some cadres even run away from officials to get promoted. Now as long as you work hard, you can get organizational recognition and set a positive orientation among cadres.

"To tell you the truth, in the past, we envied the cadres in the city, who had a high level of authority and many opportunities for promotion. Now they envy us, and we can work at the grassroots level with peace of mind. " Gong Xianfang, deputy director of the Comprehensive Management Office of the Political and Legal Committee of Linwei District, who was promoted to the rank of deputy director, told reporters.

Strict examination and approval ensures positive incentives

Parallelization of posts and ranks, a major reform involving the vital interests of millions of grass-roots civil servants, will not only fail to form positive incentives, but will hurt the hearts of grass-roots cadres if it is not strictly deployed and strictly controlled, but will allow those who have policies at the top and countermeasures at the bottom to take advantage of it. In order to ensure the healthy and smooth progress of the reform, many places have issued comprehensive reform rules.

"It is not allowed to expand the scope of implementation, change the conditions for promotion and introduce measures to improve the salary of ranks." In the implementation opinions formulated by Hunan Province for the implementation of job rank parallelism, these "three noes" are very eye-catching.

"value loyalty, hard work, responsibility, cleanliness and grassroots", "give priority to promoting and reusing outstanding grassroots cadres who love their jobs, are practical officers, and are recognized by the masses, as well as practical cadres who dare to grasp and manage in urgent and dangerous tasks and have outstanding achievements in key project construction". Wang Guishu, director of the organization department of Yueyang Municipal Committee, believes that this "five values" and "two inclinations" are the employment orientation.

in order to ensure the smooth progress of the reform, Yueyang city has set up a work leading group headed by the mayor, which is led and coordinated by the Municipal Bureau of Human Resources and Social Security, and the organization, institutional establishment and financial departments do a good job in promotion approval and treatment cashing. Counties and urban areas have also set up corresponding working institutions and mechanisms to conduct major deployment, collective consultation on important policies, and collective decision-making. The time schedule and progress of the promotion work will be submitted on Monday and supervised on January 1 to ensure that the approval of the first batch of rank promotion personnel will be completed before the end of June this year.

in order to make full use of the policy, Yueyang unified the scope and steps of the reform, the promotion of ranks and the implementation time of wages. And combine the position and rank in parallel with the "empty salary" of governance institutions and institutions, and then implement the reform after the governance is completed; Combine it with cleaning up the over-employed cadres to solve the problems left over from history; Combine with digesting local "land policy" to promote the standardized and institutionalized management of civil servants.

during the implementation process, Yueyang paid close attention to the reflections from all sides, focused on ideological guidance for the staff of public institutions, those who did not meet the rank promotion and government workers, and carefully explained the policies to ensure the smooth implementation of the reform. At present, two counties and cities in Huarong County and Yueyanglou District of Yueyang City have completed the first batch of approval for rank promotion, and 2,139 grassroots civil servants in the city have been promoted to ranks. Among them, 6 people were promoted to the director level, 293 to the deputy director level, 233 to the director level and 1,67 to the deputy director level.

since April p>215, all levels in Weinan city, Shaanxi province have successively issued opinions on reform implementation, set up leading groups and offices, and strictly standardized the examination and approval authority, the scope of institutions and personnel, promotion procedures, etc., to ensure that the reform is strict, not expanded, and not out of shape.

Liang Jianjun, director of Weinan Civil Service Bureau, introduced that the promotion of civil servants in local districts and counties is divided into seven steps: initial verification, review, democratic evaluation, assessment, publicity, approval and implementation of treatment, focusing on the review of civil servants' age, length of service, party age, education and work experience, as well as civil servants' registration materials, assessment grades over the years, service years and ranks. In the audit, strictly screen all kinds of materials and put an end to fraud. At the same time, the assessment of civil servants and disciplinary actions by the party and government are strictly controlled to prevent unqualified personnel from being promoted.

In the Organization Department of Linwei District Committee of Weinan City, there are more than a dozen thick archives, which completely record the approval process of rank promotion of 499 local grassroots civil servants. The reporter of Outlook News Weekly randomly selected the information of a cadre who was promoted to the rank of deputy director. The materials include the approval form of promotion rank, previous appointment and dismissal documents, assessment grades over the years, democratic evaluation, etc. Each link is audited by relevant departments and stamped with official seals to ensure authenticity and effectiveness.

Jason Yang, deputy director of the Organization Department of Linwei District Committee, said that in the process of implementing the policy, the organization department would send a letter to the discipline inspection and supervision department to find out how they were disciplined by the party and government. Cadres who are still in the disciplinary period will be disqualified from promotion according to regulations. In Linyi District, six cadres failed to advance.

"According to different promotion levels, the Standing Committee of the District Party Committee and the human resources department of the organization will hold meetings to study the qualified promotion objects, so as to ensure that the promotion work is fair and just." Jason Yang said.

Up to now, 5,157 civil servants have been approved for promotion in all districts and counties of Weinan City, accounting for 32.4% of the total number of civil servants in counties and townships in the city. Among them, 7 people were promoted to the director level and 119 to the deputy director level. The number of people who were promoted to the deputy department level was the largest, with 4374 people, accounting for 38% of the total number of civil servants in all counties of the city. The vast majority of counties and districts in Weinan have realized the treatment of civil servants at the promotion level by striving for general transfer payments and adjusting budgets, and the average monthly capital increase of promoted personnel is 288 yuan.

in chengcheng county, from June to November, 215, * * * completed the centralized examination and approval of rank promotion of 761 civil servants. Since December last year, the normal examination and approval mechanism has been started, and the newly added civil servants who meet the promotion conditions are examined and approved once a month. At present, there are 771 civil servants in this county who have achieved rank promotion. A local township cadre told reporters that even if you don't get promoted all your life, you can get the mayor's salary when you retire. This is something that you can't even think about in the past.

The reform still needs to be deepened and improved

In the investigation, the reporter learned that in the process of implementing the parallel reform of civil servants' posts and ranks below the county level, various localities have also encountered some troubles and problems, which need to be solved urgently by continuing to deepen the reform.

First of all, grassroots cadres generally report that at the county and township levels, the number of institutions participating in public administration is strictly limited. Although many institutions have not made reference to the management of civil servants, they are actually performing certain public administration and administrative functions. In these institutions, managers have no professional titles and are not within the scope of this reform, which inevitably leads to a sense of imbalance and loss.

In a large agricultural county in Guanzhong, Shaanxi Province, the local fruit industry bureau is also a non-public institution. The director of the bureau has served as the mayor of villages and towns for a long time, and has been a section chief for nearly 2 years. However, according to the current policy, he will not be promoted to the rank. Grassroots cadres report that similar situations are common in county-level departments, which may adversely affect the flow of cadres.

"Take our county as an example. Social Security Bureau, Employment Bureau, Fruit Industry Bureau, Agricultural Machinery Bureau, as well as cultural stations, urban construction offices, agricultural technology stations and other departments in various towns and villages are all non-public management institutions. Everyone is doing the work of the administrative department, but they can't enjoy the reform dividend of the parallel system of job ranks. " The staff of the organization department of a county in Shaanxi said frankly.

in previous government institutional reforms, some former government departments have been adjusted to institutions that are not managed by the public. Some cadres were originally civil servants, so they are not included in the implementation scope of this policy. Some township cadres are very capable and have the ability to be independent. Organizationally, they consider transferring them to institutions in the county, but they are worried about losing their qualification for promotion after transfer.

"With the parallel channel of positions and ranks, when cadres are adjusted, cadres with civil servant status will not choose institutions, and the deployment of cadres to these units will increase.