The post classification system is mainly embodied in two aspects: one is the classification of post types, and the other is the post setting. It can be said that the classification system stipulated in the Civil Service Law is a combination of post classification and grade classification. From the meaning of job classification, we can see that job classification has the following characteristics:
First, job classification is a classification centered on "things", that is, "selecting people by things";
Secondly, the basic elements of job classification are job nature, difficulty, responsibility and required qualifications;
Thirdly, post classification is not a rigid stipulation of what kind of work to do, but an objective analysis and evaluation of what each post has done, so as to determine the position of the post in the post classification layout, so as to achieve the purpose of classified governance;
Fourth, the job classification is not fixed, and it can change with the change of jobs, but not with the change of personnel;
Fifth, job classification is not an end in itself, but a scientific personnel management method. According to the nature, characteristics and governance needs of civil servant positions, civil servant positions in China are divided into comprehensive governance, professional skills and administrative law enforcement. According to this law, the State Council can set up other job categories for those who have special positions and need to be managed separately. The scope of application of each type of work shall be stipulated separately by the state.
With the establishment of China's market economy system, it is urgent to establish a complete national civil servant classification system. Therefore, China's national civil servant classification system must be suitable for China's national conditions. It is a national civil servant classification system with China characteristics after abandoning the foreign civil servant classification system.
Job classification originated in the United States, which is a scientific personnel management method and personnel classification system widely adopted by many developed countries represented by the United States to meet the needs of modern economic and social development. 1895 Taylor, the father of scientific governance, put forward the governance methods of "job analysis" and "time and action research" by studying the relationship between action and working hours in order to improve work efficiency, which quickly became popular in government departments. 1923, the us congress formally passed the first federal government work classification act.
The biggest feature of job classification is "deciding people by things", which emphasizes the authority and responsibility of civil servants, not the civil servants themselves. Unlike professional titles that emphasize a person's professional skills and academic level, a position is "a job assigned to an official or a staff member, which includes duties and responsibilities". (Federal Government Job Classification Act). It is the basis of job classification and layout, and constitutes various job departments and ranks at different levels. Job classification is to divide all posts of an employer into several post departments according to their business nature and content, and then divide them into several grades according to their responsibilities, difficulty, labor intensity, working environment, required knowledge, skills and resume level, and make clear and specific provisions through job descriptions, and finally divide each post into appropriate ranks and grades.
The main contents of the job classification system of civil servants in China
First, the main content of the civil service job classification system. Including the criteria for job classification, the characteristics of comprehensive management, professional skills and administrative law enforcement, and the basis and requirements for setting up positions in various units.
Second, the main content of post setting. Including the basis for setting the operation sequence, as well as the provisions on the operation type, operation level and operation name.
Three, the main content of the level setting. Include that connotation and function of grades, the basi for determining and promoting grades and the principle of grade correspondence. The advantages of job classification are: (1) avoiding the phenomenon of making things up for people; (2) It can make the examination criteria objective, which is conducive to getting the right place and giving full play to people's talents; (3) It is convenient to implement fair and reasonable wages and make employee training plans; (4) It can clarify responsibilities, eliminate unnecessary prevarication disputes, help to obtain the most beautiful job candidates, deal with problems such as overlapping institutions, excessive levels, unclear authorization and overstaffed personnel, improve the scientific and systematic level of the organization, and make the organization always in a reasonable and efficient state. 5. There is a set of strict regulatory documents; 6. Pay according to work and implement equal pay for equal work; 7. Provide an objective basis for the management of examination, recruitment, assessment, rewards and punishments, promotion, etc. The shortcomings of job classification are as follows: ① in the scope of application, job classification is more suitable for professional jobs and posts, but not for senior administrative posts, secret posts, temporary posts and general posts; ② The procedure of job classification is complex, which requires a lot of manpower, material resources and experienced experts, otherwise it is difficult to reach a scientific and correct level; (3) The job classification emphasizes "everyone is equal before the job", so it strictly limits the quantity, quality and responsibility of each job, strictly stipulates the promotion and transfer methods of personnel, hinders the all-round development of people and the flow of talents, and makes it difficult for individuals to exert their enthusiasm; (4) Job classification pays too much attention to openness and quantitative indicators in assessment, which makes people feel cumbersome and rigid and difficult to implement.
The job classification in the United States is famous for its nuance, which is considered as a method of implementing merit system and a symbol of personnel modernization. Since 1970s and 1980s, the United States has held many reforms, attaching importance to simplifying the classification system and attaching importance to the positive role of "people". However, time-consuming, expensive and complicated problems have not been properly handled, especially this static classification mode, which is often difficult to adapt to the ever-changing work layout. In recent years, there have been some new trends in job classification. Many countries pay more attention to "people's influence on work" and implement "grades follow people". In addition, the system layout of job classification tends to be simplified. The measures for the implementation of job classification of national civil servants are formulated in accordance with the relevant provisions of the Provisional Regulations on National Civil Servants and the Implementation Plan for National Civil Servants.
I. Conditions for job classification
The classification of positions included in the scope of national civil servants must be carried out after the reform plan of the unit is approved and its functions, institutions and staffing are formally determined.
Second, the basic content of job classification
According to the Provisional Regulations on State Civil Servants and related regulations, the basic contents of job classification include: first, job setting; Second, formulate job descriptions; Third, determine the location; Fourth, determine the level.
Three. Post setting requirements
(A) to determine the job responsibilities
Post setting must be carried out within the scope of functions approved by the government and on the basis of functional decomposition. From top to bottom, from departments to internal institutions to every post, all levels have clearly defined their responsibilities.
(b) Determine the setting level of the position
The post setting must conform to the institutional norms, and it is not allowed to set posts beyond the institutional norms or engage in disguised promotion.
(C) determine the number of job settings
The number of positions should follow the principle of strictness, high efficiency and lean, and must be strictly implemented in accordance with the number and preparation of positions and the Measures for the Preparation of Non-leadership Positions of National Civil Servants.
(four) determine the title
The title of the position must be concise and standardized, which can reflect the characteristics and level of the position.
Four. Items and descriptions of job descriptions
Job description includes the following seven aspects:
(1) Job title. Such as the chief information officer of the general office secretariat.
(2) Position code: refers to the representative number of each position. It consists of three parts (××××××××××××). The first part is the code of each working department (province, city, district and county) in the State Council where the position is located, adopting national standards. The second part is the code of the internal organization of the department where the position is located (location refers to each working department). The third part is the position serial number of each internal organization (or each working department). The second and third parts are compiled by personnel departments at all levels.
For example, the code of the post of Director of the International Customs Division of the Customs Department of the General Administration of Customs is 4 15-03-07.
4 15 is the code of the General Administration of Customs stipulated in the national standard.
03 is the customs department code stipulated by the General Administration of Customs.
07 is the serial number of the position in the customs department.
(3) Work items: According to the post responsibilities, list all the work items that the post should undertake.
(4) Work overview: A brief description of the work content, procedures, responsibilities and authority according to the work items.
(5) Required knowledge and ability: knowledge, talent, technology and experience required to complete the work. It must be based on the job needs of the post, not on the existing personnel.
(6) Direction of transfer and promotion: according to the general requirements of business, the direction in which the incumbent can be transferred and promoted.
(7) Work standards: the basic standards of quality and quantity that each work item should achieve.
Verb (abbreviation of verb) The filling range of job description.
(1) Non-leadership positions at all levels;
(2) Departments and bureaus in the State Council and their following positions;
(3) Deputy administrative leaders of local government departments and their posts below.
VI. Preparation and approval of job descriptions
(a) The preparation and review of job descriptions should be concise and practical.
(2) In principle, the job description shall be filled in by the post holders according to their job responsibilities, and under special circumstances (such as vacancies), it may also be filled in by the direct leaders of each post or the personnel department.
(3) The direct leader of the position and the superior leader review the job description.
(four) the personnel department of the unit shall review the job description and report it to the department leader for approval. After being approved by department leaders, job descriptions can be used as one of the bases for personnel recruitment, assessment, training and promotion.
(five) due to the needs of work, increase, decrease or change the job content, it is necessary to re-formulate the job description according to the above procedures and principles.
Seven, determine the non-leadership positions
(a) the determination of non-leadership positions must be carried out in strict accordance with the "Measures for the Establishment of Non-leadership Positions for State Civil Servants" and shall not exceed the prescribed proportion limit. The setting scheme must be approved by the superior personnel department.
(two) the names of non-leadership positions shall be implemented in accordance with the provisions of the Provisional Regulations on State Civil Servants. If there is a special need to use other names, all departments in the State Council need to obtain the consent of the personnel department, and local governments at all levels need to obtain the consent of the provincial personnel department, and clearly write it into the setting plan.
(3) Non-leadership positions at or above the former deputy division level in central and provincial government organs and at or above the former deputy division level in city (prefecture) and county-level government organs shall be re-determined according to the qualifications and proportion limits of civil servants' non-leadership positions on the basis of assessment, and perform the prescribed duties.
Eight, the determination of the civil service level
(1) The rank system of civil servants shall be determined in accordance with the "National Civil Servant Salary System Reform Plan" and "Implementation Measures" issued by the State Council, and the salary standard shall be changed accordingly.
(two) after the completion of the institutional reform, the organ that implements the civil service system must determine the leadership position or non-leadership position of each civil servant according to the determined functions and positions, and determine the level according to the determined positions.