China's civil service system implements a hierarchical management system in the establishment of positions, aiming to build a civil service management system with clear levels and clear responsibilities. The level of civil servants is an important indicator to measure the level of civil servants' positions, the amount of power, the degree of responsibility, and the amount of remuneration. The following is a comprehensive and detailed explanation of the grading system of Chinese civil servants.
1. Overview of level division
The level of civil servants in China adopts a dual management model of position and level, in which the job level includes leading and non-leading positions, and the level system is divided into three categories: comprehensive management, professional and technical and administrative law enforcement.
- Comprehensive management civil servant level: There are 27 levels, from level 1 to level 27, of which the level of leadership positions is divided into 10 levels from the national level to the township section level, and the level of non-leadership positions is divided into 12 levels from the first level inspector to the second level of section members.
- Professional and technical and administrative law enforcement civil servants: There is also a corresponding level system, according to the professional, technical or law enforcement nature of the post, different levels of positions and levels are set to meet the needs of civil servants in specific fields of management and incentives.
Second, the corresponding relationship between the level and the position
- Levels of leadership positions: the national principal post corresponds to the first level, in descending order, the national deputy post corresponds to the second to the fourth level, the provincial and ministerial level principal post corresponds to the fourth to the eighth level, the provincial and ministerial deputy positions correspond to the sixth to the tenth level, the department and bureau level principal post corresponds to the seventh to thirteenth level, the department and bureau level deputy post corresponds to the ninth to the fifteenth level, the county department level principal post corresponds to the tenth to the eighteenth level, the county department level deputy post corresponds to the twelfth to the twenty level, the township section level principal post corresponds to the fourteenth to the twenty th grade, and the township section deputy post corresponds to the sixteenth to twenty-second level.
- Non-leadership positions: Level 1 inspectors correspond to levels 13 to 8, level 2 inspectors correspond to levels 15 to 10, and level 2 staff correspond to levels 19 to 24.
3. Rank promotion mechanism
The promotion of civil servants is usually accompanied by job promotion, and at the same time, the parallel system of position and rank can be adopted, so that when the conditions for job promotion are not met, eligible civil servants can be promoted in accordance with relevant regulations through annual evaluation, length of service, academic qualifications, work performance and other factors, and then upgrade the rank.
Fourth, the level is linked to the treatment
The rank of a civil servant is closely related to his salary, housing allowance, health care, etc. The higher the level, the higher the corresponding standard of treatment. In addition, the rank also affects the education and training, selection and appointment, honor and reward of civil servants.
Fifth, the significance of level management
The establishment of a detailed civil servant grading system is conducive to standardizing the career development path of civil servants, providing fair and just promotion space, stimulating the enthusiasm and creativity of civil servants, and also providing institutional guarantees for the effective management of civil servants by the state.
In conclusion, the classification and management of civil servants in China is a scientific, rigorous, systematic and complete system, which aims to improve the efficiency of public services and ensure the efficient operation of the state apparatus through the refined management of civil servants' careers. Every civil servant is given a corresponding rank at the beginning of their entry into the civil service, and their rank increases as they accumulate work experience and increase their contributions, reflecting their growth and progress in the field of public service.