However, we should also see that there are still some problems that need to be paid great attention to and solved in the actual implementation of the civil service law. Mainly manifested in:
1. The "three entrances" of civil servants are employment, the "stairs" are promotion channels, and the "exit" is the normal exit mechanism. There is still a certain gap between the design and actual operation. Due to the serious lag in the implementation of classified management and insufficient publicity of the rank wage system, the phenomenon of crowding the wooden bridge with thousands of troops has not fundamentally changed. In some localities and departments, the provisions on resignation and resignation of export design leaders are basically ineffective.
2. The problems existing in the civil service assessment are obvious. In reality, it is very common that the assessment of civil servants is too broad, formal and go through the motions. The assessment of "morality, ability, diligence, achievement and honesty" has no specific index system to operate and lacks pertinence, which makes the assessment basically lose its role as the basis for civil servant performance evaluation.
3. The classified management system of civil servants has been delayed. Judging from the current situation of civil servants in China and the actual situation of civil servant management, the lag of classified management reform has seriously affected all aspects of civil servant management.
4. The chaos of civil servants' salary, especially the system of allowance, subsidy and bonus, has impacted the civil servants' salary system. The wage system of equal pay for equal work for civil servants has been discounted by some localities and departments, and some government departments have indiscriminately distributed subsidies, bonuses and other physical objects in various names, which is encouraging the comparison psychology and illegal behavior between civil servants and departments and has caused great negative impact on society.
5. The phenomenon that the training of civil servants pays more attention to form than effect is more prominent. From the actual situation, in recent years, despite the large investment, the actual effect of training is not obvious. One of the main problems is that the relevant departments do not know enough and pay enough attention to it; Second, the phenomenon of training going through the motions is more common; Third, there is no strict and effective performance evaluation and assessment system for civil servant training.
6. Not only the relevant regulations have not been implemented and fulfilled, but the vast majority of civil servants at this level still don't know some regulations, which makes the central government's commitment blank, which is not conducive to stabilizing the main party and government leaders at the county and township levels, insisting on the tenure system of leading cadres and solving short-term behavior problems; Nor can it be reflected in the institutional intention of preferential policies for leading cadres of party and government organs at county and township levels in terms of wages and benefits.
One suggestion: It is suggested that Gansu Civil Service Research Center should be established under the leadership of the Provincial Civil Service Bureau, and relevant leaders, experts and scholars, personnel cadres and various civil servants who are interested in studying China's civil service system and civil service law should be organized inside and outside the province to participate in the research on major theoretical and practical issues such as implementing the civil service law and accelerating the construction of the civil service system in various forms, so as to provide decision-making consultation for the government.