摘要
当前中国基层政府的干部选拔激励存在从相同身份的普通干部中选拔出优秀者担任领导干部的问题。如果仅以“三定方案”规定的行政性事务为标准,那么不同单位、科室及岗位的工作差异性较大,相互之间可比较性较弱。事实上,基层政府内部除了行政性事务外,还存在政治性事务,它是“三定”方案之外的事务,包括中心工作、社会面事务、交办事务等。两类事务性质不同,行政性事务程序性、事务性较强,政治性事务则政治性强、要求高。行政性事务是每个工作人员都要承担的事务,用于评价工作人员的“德能勤绩”情况;而政治性事务则只有少部分人承担,用于对承担者进行政治评价。这样,基层政府对承担政治性事务的工作人员进行政治激励,包括晋升流动,而对仅从事行政性事务的工作人员则给予行政激励,一般不涉及晋升流动。通过是否承担政治性事务及其效果如何来评判工作人员的优劣差等,就成为基层政府普遍认可的选拔培养干部的标准,基层人事管理上的事务分类与激励匹配机制实现了基层干部的分流。
In the current grassroots government in China,cadre selection and incentivization are confronted by the problem of how to identify outstanding candidates from ordinary cadres to serve as leaders.When using the administrative affairs stipulated by law are taken as the standard,then the comparability between candidates from different organizations,departments and posts would be relatively weak given huge differences across their jobs.Indeed,apart from the administrative affairs within grassroots government,there are also some governance affairs,or political affairs,including central work,fundamental social affairs,handed-over affairs and the masses work.The two categories of governance affairs have different naturesadministrative affairs bear strong procedural and transactional nature,while political affairs have a stronger political attribute with higher requirements.Administrative affairs are fundamental tasks that should be undertaken by every governmental employees,which can be used to evaluate their“morality,competence,industriousness and achievements”;while political affairs are only completed by a small proportion of employees who have to simultaneously undertake administrative tasks,which can be used to evaluate the political performance of the undertakers.Therefore,grassroots government is able to select leader candidates from staff members undertaking political affairs and provide them with political incentives,while offering administrative incentives to undertakers of administrative affairs without considering promotional prospects.Whether staff members undertake political affairs and the outcomes thereof can be a widely accepted criteria for grassroots government to evaluate staff members’work performance and their prospect to be promoted as leaders,thereby fulfilling the redistribution of grassroots cadres.
作者
杨华
YANG Hua(School of Sociology,Wuhan University,Wuhan,Hubei 430072,China)
出处
《江西师范大学学报（哲学社会科学版）》
CSSCI
北大核心
2022年第2期27-37,55,共12页
Journal of Jiangxi Normal University(Philosophy and Social Sciences Edition)
基金
教育部人文社会科学研究青年项目“全面从严治党视域下基层’小官贪腐’治理机制研究”(编号:18YJC710086)
国家社科基金重大项目“乡村振兴战略背景下多元化乡村治理问题研究”(编号:19ZDA114)。
关键词
县域治理
中心工作
人事制度
官吏分途
层级分流
county-level governance
central work
personnel institutions
diverted paths between officials and local staff
redistribution of grassroots cadres
