In recent years, open recruitment examination has become the most important channel for state organs at all levels to select and employ public servants. However, practice also shows that there are still some defects in the civil service examination and employment system, which directly affects the fairness of examination and employment. In this year’s government work report, Premier Wen Jiabao clearly stated that it is necessary to further improve the National Civil Service Law and accelerate the establishment of a scientific, fair and just civil service examination and employment system. To this end, reform and innovate the civil service examination.
The employment system has become an important task at present.
Fairness is an important prerequisite for the civil service examination and employment system to gain wide social recognition and social credibility, but some problems existing in the system design and specific operation of civil service examination and employment have weakened this fairness to some extent. This is mainly manifested in: first, the rule defects, and second, the operation defects. The former mainly refers to the unreasonable conditions set by the management department in the qualification of social members to apply for the exam, which restricts and prevents some social members from joining the ranks of civil servants, thus causing unfairness in the entrance examination threshold. For example, Article 16 of the Regulations on the Employment of Civil Servants stipulates that with the approval of the competent department of civil servants at or above the provincial level, the age and academic qualifications of applicants may be appropriately adjusted; However, at the same time, it is stipulated that the competent department of civil servants and the recruitment agency shall not set qualifications unrelated to job requirements. As a matter of fact, in the examination of civil servants at all levels, civil servant management departments and recruitment agencies at or above the provincial level often use the power of "appropriate adjustment" to set many unreasonable conditions on qualifications such as academic qualifications, age and household registration. The latter mainly refers to the fact that some specific circumstances that the management department should consider when formulating the civil service examination and employment system have not been fully considered, which leads to the deviation of the examination and admission work from the expected goal and the unfairness of the results. For example, in the interview stage of the civil service examination, most of the examiners who participate in the interview evaluation (that is, examiners composed of organizations and personnel departments) are still from the local area. As the traditional society in China is an "acquaintance society" and the narrowness of the region provides low cost for the humanization of the relationship,It enables candidates to get to know, woo and even bribe examiners through various channels, so as to achieve the purpose of obtaining high interview scores. In the investigation stage, because the family, neighbors or colleagues of the object of investigation are unlikely to talk about the "acquaintances" who are about to leave themselves for human reasons, this often makes the investigation a mere formality.
In view of some disadvantages in the current employment mechanism, we believe that it is imperative to innovate the mechanism. When innovating the mechanism of civil servant examination, we should truly follow the principles of fairness, procedure, transparency and economy.
The first is the principle of fairness. The civil service examination should put fairness in the first place. Everyone who enters the exam must take the exam, and everyone who takes the exam must achieve equal opportunities and equal rules. In terms of equality of opportunity, it is mainly reflected that all People’s Republic of China (PRC) citizens, regardless of gender, nationality and occupation, have the equal right to register for the examination as long as they meet the requirements of the post’s ability to perform their duties. In terms of equality of rules, it is mainly reflected in determining the recruitment conditions, examination types and examination contents according to unified standards and procedures, and conducting qualification examination, physical examination and merit-based recruitment according to procedures.
Secondly, the procedural principle. It is not only the need to simplify the operation, but also an effective means to prevent human operation to carry out the examination and recruitment of civil servants in a programmed way. The proceduralization of the examination work should be reflected in three aspects: First, the procedure is legal. That is, the steps that need to be taken in the examination and admission work: publishing the recruitment announcement, qualification examination, written examination, interview, investigation, drafting personnel, publicity, employment, etc. must be determined through legal channels. Second, the program is rigid. The legislature should conduct in-depth research and analysis in combination with the actual situation, formulate practical and rigid operating procedures, prevent artificial manipulation of examination results, and ensure that the candidates are determined in the order of high and low comprehensive scores to the greatest extent.
Thirdly, the principle of transparency. Recruitment of civil servants should be announced to the public as soon as possible, so that every citizen who meets the conditions and has the intention to apply for the examination can take the public examination; Announce the number of candidates for each position in time when applying for the exam, and rationally allocate and optimize the resources for the exam; Written test results, interview results, inspection results, ranking and employment status are published in a timely manner; The reasons for changing the ranking of civil servants must be announced.
On the basis of the above principles, it is necessary to innovate the operating procedures of examination recruitment and refine the operating procedures to ensure the fairness of the examination system. At present, the main process of civil servant recruitment by examination in China is: publishing recruitment announcement-registration and qualification examination-examination (including written examination and interview)-inspection and physical examination-public approval or filing. Among them, after the written test, they will enter the interview according to a certain proportion, and after the interview, they will enter the inspection and physical examination according to a certain proportion. After the inspection and physical examination, the personnel department and the employer will determine the candidates to be hired from the top candidates. There are two links in this process that are flexible: one is interview, and the other is inspection. Due to excessive flexibility, the fairness of the exam may be reduced. Therefore, we should improve these two links in detail, and we can put the physical examination before the inspection. After the written test, you can enter the interview according to a certain proportion, enter the physical examination according to a certain proportion after the interview, and conduct an inspection according to a certain proportion after the physical examination. In this way, it is easy to model operation, reduce the cost, and more importantly, it embodies the principle of fairness and puts an end to the disadvantages of human relations to the maximum extent.
It is necessary to improve the management mechanism of interviewers, organize exchanges in different places, and ensure the fairness of interview results. Interview is an important link in the examination and registration of civil servants. It is beyond doubt to strengthen the management of interview and establish a scientific interview mechanism. To improve the interview management mechanism, we can mainly start from the following aspects: First, implement the information base management of interview examiners. A certain number of professionals are transferred from relevant fields and departments and entered into the examiner information database according to a certain structure. When there is a recruitment task, they are randomly selected, and the drawn examiners are managed in a centralized and closed way until the end of the examination. The second is to establish an examiner’s exchange system in different places. The third is to establish a double lottery system for pre-test interviews: the examiner draws lots to determine the positions to participate in the evaluation, and the candidates draw lots to determine the interview team to be evaluated. The fourth is to establish a rotation training system for examiners.
It is necessary to strengthen the supervision and restriction mechanism to ensure the fairness of examination and employment. A good supervision and restriction mechanism should have a perfect internal supervision and external supervision system. Internal supervision is mainly a way for the management department to supervise the whole process of civil servant examination and registration through its own deployment of certain material resources and manpower. It is mainly realized in two ways: first, a supervision working group composed of cadres from the organization, discipline inspection and personnel departments at the same level supervises the whole process of examination. Second, representatives from people’s congresses or CPPCC members at the same level sent representatives to supervise. In addition, it is more important to strengthen external supervision, establish an effective external supervision system, and standardize the examination process through the system. For example, you can let the news media follow the whole process, including entering the interview examination room; Establish a monitoring system for the whole process of the interview site, and the examiner at the interview site will show the points on the spot and elect representatives of the masses to supervise in the monitoring room; Establish a complaint system for candidates. Students think that the examination process is unfair and have the right to make a complaint within a certain period of time or ask the discipline inspection department to intervene. (Ai Lisheng/Party School of Hunan Provincial Committee of the Communist Party of China)
Editor: Liu Li
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