Talk about your views on the problems existing in the implementation of the current civil service system and put forward suggestions for improvement.

"The way to govern the country is to win the people first", so the biggest corruption is the corruption in employing people. In the past, there was a lack of objective standards and a unified management system for the appointment of cadres, and unhealthy practices in employing people were inevitable, often involving behind-the-scenes operations, increasingly serious nepotism, and serious factionalism, which were not conducive to the development of the market economy and even ran counter to the socialist system in which the people were masters of their own affairs. The establishment of the national civil service system aims at ensuring the quality of government staff, improving administrative efficiency and reflecting the requirements of democratic politics, so the basic principles of "openness, equality, competition and merit selection" are the life of the civil service system. However, there are still many problems that violate this basic principle in China's civil service examination and employment management system, which must be solved seriously to ensure the smooth implementation of this advanced employment system.

I. Current situation and problems

(A), China's civil service examination management system lacks legal protection, the status of management institutions is low, lack of authority.

The construction of civil servant management system in China lags behind the actual work, and there are few corresponding rules and regulations. So far, there is no special civil servant management law formulated by the National People's Congress. Moreover, China's civil service management institutions are in a low position and lack the corresponding authority, so they can't take the civil service examination and employment independently. Article 17 of the Provisional Regulations on State Civil Servants clearly stipulates: "The personnel department of the State Council is responsible for the comprehensive management of state civil servants. The personnel department of the local people's government at or above the county level is responsible for the comprehensive management of state civil servants within their respective administrative areas. " This shows that the personnel department under the government has full authority to manage state civil servants. However, other government functional departments that need to employ national civil servants are at the same level as the personnel department, and they are inevitably not bound by various departments in their work and business activities; Therefore, China's civil service examination and employment management institutions are in a relatively low position, lacking due authority, and unable to comprehensively manage national civil servants objectively, fairly and independently in practical work.

(2) The registration qualifications of national civil servants are not uniform, which gives a lot of room for recruiting fraud.

The principle of equality is a basic principle of the national civil service examination and employment system. The so-called equality means that all candidates are equal before the "score", regardless of political faction, race, skin color, religion, belief, age, gender and marital status. Citizens enjoy equal rights and opportunities in holding public office. So some countries also call the principle of equality the principle of equal opportunity. However, at present, in the examination and recruitment of civil servants at all levels in China, the conditions for applying for a certain position are often stipulated by the employer at will. This opens the door to unhealthy practices in the process of examination and employment. If the employer wants to hire a related person in advance, this person is 27 years old, then the age is limited to below 28, and the major is economic management, then the major is limited to economic management. If you are not married, take unmarried as a restriction. In this way, most candidates who were originally qualified to apply for this position will be restricted outside. The competition is greatly weakened. After admission, the disadvantage of the interview stage is used to let the relevant parties pass smoothly. As a result, the national civil service examination has become a deceptive show that has lost the soul of "fairness".

(3) The setting of examination subjects and contents is unscientific and lacks the reliability of the examination.

In the setting of the subjects and contents of the national civil service examination, we should comprehensively consider two factors: First, the need for job classification. Different positions have different job requirements, and the setting of subjects in the exam should also correspond to them. Second, it is connected with the education system. It is necessary to find the "counterpart" qualification of the school major from the professional composition of the position. Determine the corresponding academic requirements from the grade structure. At present, in China's civil service examination, job classification has not been scientifically reflected in the civil service examination. In the setting of examination content, the examination topics of professional subjects are arranged by the employer itself, which is extremely unscientific. This is because the employer is the actual work department, not the examination institution, and they know little about the scientific proposition of the examination. Whether it is a written test proposition or an interview, employers are generally not suitable to participate. However, in the current national civil service examination, the role of employers in these two examinations is amazing, and the reality that employers choose candidates independently greatly reduces the reliability of civil service examinations in China.

(d) The examination links are unreasonable and the examination lacks effectiveness.

There are the following problems in the recruitment of civil servants in China, which are unscientific and do not conform to the principle of fairness. First, the examination rotation system is unscientific. In China, from the central government to the local government, the recruitment of civil servants is a two-round examination system, that is, the first round of public subjects, which is fairer. The second round of interviews, including professional examinations, are all conducted by employers, because employers do not know much about examination science, and it is difficult to select real talents objectively and fairly. Second, the exam has no grades and grades. If ordinary clerks and chief clerks use the same test paper, it is obviously unscientific and unfair to use the same test paper for two people with different job requirements. Besides, it has nothing to do with the reality of education. No matter what level of position, it is generally a line of high and low academic qualifications. For example, technical secondary school or junior college or above, why do you need bachelors, masters and doctors? Practically speaking, there is still a gap between the two, but one or two exams and interviews can't show the effect because the validity of the exam is limited. Third, the interview rate is unscientific. At present, in the national civil service examination admission, after the first round of examination, the number of finalists is generally arranged from high score to low score according to the ratio of three to one, and the minimum score line is not divided. We must admit that at this moment, the exam results are directly proportional to the ability and quality, otherwise our exam should be rejected. The consequence of not drawing the minimum score line is to let some people with low quality get through the shortlist, get through the relationship, and use the defects of the interview to achieve the purpose of being admitted. Fourth, there are so many interview questions that it is difficult to guarantee scientific admission. At present, the interview results in the national civil service examination account for a large proportion of the total scores, and the task of interviewing according to regulations is also very heavy. It is necessary to test candidates' comprehensive analysis ability, language expression ability, organization and coordination ability, emotional control ability, adaptability and interpersonal skills. To comprehensively test so many abilities in a short time, first of all, the test methods and contents should be scientific, accurate and comprehensive. Secondly, the interviewer should have strict professional training, be proficient in interview methods, have modern interview skills and experience, and especially have objective and fair quality. It can be said that these two aspects are not fully available in the interview of civil servants in China, and their fairness and impartiality are difficult to guarantee.

(five) the examination supervision system is not perfect, it is inevitable to practice favoritism.

In our country, the supervision link in the management of civil service examination and employment is quite weak, and there are two main problems: First, the legislation is lagging behind. So far, there is no real law in China to scientifically regulate the supervision of civil servants' examinations. The existing Provisional Regulations on State Civil Servants and Interim Provisions on the Employment of State Civil Servants are also administrative regulations, with relatively low legal status and no due authority. Moreover, it is not a special regulation to supervise and manage the recruitment process of national civil servants. Second, the supervision and management institutions are not yet independent. Article 85 of China's Provisional Regulations on National Civil Servants stipulates that the personnel department of the State Council is responsible for the comprehensive management of national civil servants. The personnel department of the local people's government at or above the county level shall be responsible for the comprehensive management of state civil servants within their respective administrative areas. Article 86 stipulates that the recruitment, promotion, transfer and transfer of state civil servants shall not be carried out in accordance with the establishment quota, the prescribed post requirements and the prescribed post qualifications; In violation of state regulations, changing the national civil servants' wages, pension insurance and other insurance and welfare standards; People's governments at or above the county level or personnel departments shall deal with those who fail to employ, appoint, remove, assess, reward or punish state civil servants according to the prescribed procedures. It can be seen that the examination and employment of national civil servants and the supervision and management of such activities are a department. The functions of athletes and referees are concentrated in one department, and supervision is often a mere formality, wasting manpower and material resources.

Second, the countermeasures and thinking

(a) the establishment of civil service management institutions independent of the administrative organs, to ensure that the management work is not affected by the employer.

Generally speaking, there are three basic types of national civil servant management system: external system, internal system and compromise system. Countries adopt corresponding types according to their own specific conditions. From the above analysis, we can see that our country currently adopts the internal system, that is, the civil service management institution set up within the government administrative system. I think our country has a long tradition of feudal autocracy, deep-rooted paternalism and a habit of cronyism. The implementation of the national civil service system itself is an important measure to govern the country according to law, build democracy and rule of law politics, and oppose paternalism, feudal autocracy and cronyism. Therefore, we should fully consider how to truly realize the purpose of the system itself in system design. The biggest drawback of the ministerial system is that the chief executive combines power and human rights, which hinders the objective and fair selection of talents. Therefore, according to the actual situation of our country, the internal system should not be implemented again. Instead, we must resolutely implement the external system regardless of difficulties. That is to say, an independent civil servant management institution is set up outside the government administrative system to be responsible for the management power of civil servants. Only when the status is detached can it be conducive to objective and fair evaluation and selection of talents.

(2) Determine the qualification for the examination in strict accordance with the job requirements, and fully protect the rights and interests of citizens.

The setting of qualifications is very important, which determines whether a citizen can participate in the competition of selecting civil servants, and is the first step to embody the principle of fairness. There are generally three ways to stipulate the qualification conditions for applying for the exam: one is to stipulate the positive qualification conditions, that is, what conditions can be met before applying for the exam; One is the negative qualification conditions, that is, what kind of circumstances are not allowed to apply; The third is to stipulate both positive and negative qualifications. China's national civil servant qualification requirements are generally positive qualifications. So what is the basis for setting the qualification conditions for allowing to take the exam? Scientifically speaking, the qualification conditions of the examination can only be stipulated by the requirements of the position itself. Seeking truth from facts, neither the central government nor the local governments are serious enough about the provisions of civil servants' examination qualifications. It can be clear from the provisions of the examination qualifications over the years that the qualifications of candidates in the same position are the same every year. The qualifications for applying for civil servants are really varied, and there are many human factors, and corruption factors already exist before the exam begins. The stipulation of qualification conditions for civil servant examination in China should be an extremely important and serious work link. Independent civil servant management institutions should set qualification conditions according to the requirements of the position itself on the basis of extensive investigation and research to avoid improper participation of employers. Really create an objective, fair and equal competitive environment for the citizens' examination.

(3) According to the requirements of the reported position, scientifically set the examination subjects and contents to improve the reliability of the civil service examination.

China's current national civil service examination generally includes written examination and interview. The written test includes public subjects and professional subjects. The public subject is the administrative professional ability test, and the professional subject is tested by the recruitment department after passing the public subject examination. The subjects and contents of our national civil service examination are not designed and arranged according to the actual situation of our country and the requirements of the position itself. This can be compared with China's judicial examination: the judicial examination does not test other contents, and the four papers are all legal knowledge, because the judiciary and lawyers' affairs require mastery of legal knowledge. The subjects and contents of our national civil service examination are seriously out of touch with the actual work. On the basis of careful job classification, according to the different job requirements of different positions, organize experts and practical staff to formulate examination subjects and prepare examination questions, so that candidates applying for different positions can not do the same question invariably. Then, the independent national civil servant management department will organize the examination in a unified way to truly and fairly select the right talents.

(4) Reasonably arrange the examination and employment links to improve the effectiveness of the examination and employment of civil servants.

There are many disadvantages in the recruitment of civil servants in China, which have been discussed above. The following focuses on how to improve these drawbacks to talk about my own views and colleagues. First, establish a civil service examination and selection institution independent of the government, which will organize comprehensive examinations and prevent employers from participating. Through all aspects of examination and assessment, the admission list is determined from high score to low score and recommended to the employer. If there is no special reason, the employer shall not refuse. In Singapore, there is a civil service commission independent of government departments. This institution has great power and is mainly responsible for the recruitment, promotion and discipline of civil servants. The Committee is an independent institution directly managed by the President, and no person or institution may interfere with or influence its work, thus ensuring the fairness and objectivity of civil service management. We can learn from it. Second, the examination rotation system implements two rounds of three trials. The first round of examinations is conducted twice, that is, the public subject examination and the professional subject examination. The interview list is determined according to the examination results of the two subjects. Third, the interview stage should also be conducted by a civil service examination institution independent of the employer, rather than hosted by the employer. Fourth, the recruited civil servants should be scientifically graded. At present, most of the civil service examinations in our country are regardless of grades and levels. Due to the complexity of administrative work, the diversity of civil servants' work is determined. Accordingly, the selection of civil service examinations should also be hierarchical, with different levels and levels, and different regulations should be made on the educational level and examination content of candidates in order to use them properly.

(5) Formulating authoritative laws and establishing independent supervision institutions to ensure that the examination is conducted openly, fairly and justly.

So far, there is no real civil service examination law in China, and the lack of law makes the actual recruitment of civil service examinations extremely arbitrary. No matter from the setting of qualification conditions, the determination of examination subjects and contents, or the content and method of interview, it is greatly influenced by uncertain factors, which greatly reduces the fairness and justice of civil service examination. Therefore, the state should introduce special laws on civil service examination as soon as possible, and at the same time, it should limit the subjectivity and arbitrariness in civil service examination. At present, the civil service examination supervision in China is also carried out by the personnel department. This system design actually cancels the inspection and supervision of civil servant management. It is a very urgent task to establish an independent organization to inspect and supervise the management of civil servants in China. Only in this way can we realize the effectiveness of inspection and supervision in the mutual restriction of power, ensure that the examination and employment of civil servants are carried out in an open, just and fair direction, and enable the country to truly achieve the purpose of competing for posts, selecting talents and abilities, and improving administrative efficiency. In a broader sense, this is also a major institutional progress in safeguarding human rights and promoting the all-round development of society.