本文選題：政府雇員　切入點：聘任制公務(wù)員　出處：《河南大學(xué)》2014年碩士論文

【摘要】：上世紀(jì)70年代末，西方各國行政體制發(fā)生了一場革命性的變化，即“新公共管理”運動，在該運動的推動下西方各國紛紛對政府人事制度進行了改革。英美等發(fā)達(dá)國家率先將基于合同管理的政府雇員制引入公務(wù)員任用系統(tǒng)，隨后政府雇員制逐漸成為西方政府用人制度的一個趨勢。 西方國家政府雇員制的成功實踐，為我國公務(wù)員人事制度改革提供了思路。2006年我國實施了新《公務(wù)員法》，首次在法律上確立可以對專業(yè)性較強的職位和輔助性職位實行聘任制。截止到2014年3月，我國31個省級行政區(qū)（除港澳臺地區(qū)）中已有18個省級行政區(qū)的聘任制公務(wù)員走上工作崗位，從現(xiàn)階段的實踐情況來看，我國公務(wù)員聘任制改革正在穩(wěn)步向前推行。但如同所有改革一樣，我國公務(wù)員聘任制改革在實踐過程中也遇到了不少難題，，其中退出機制出現(xiàn)的問題尤為引人關(guān)注。退出機制作為公務(wù)員聘任制制度設(shè)計的核心環(huán)節(jié)，是決定能否實現(xiàn)“能上能下”、“能進能退”的設(shè)計初衷以及能否在我國大范圍推行中取得成功的關(guān)鍵。為此，本文在總結(jié)近年我國各地公務(wù)員聘任制實踐模式的基礎(chǔ)上，著重分析了聘任制公務(wù)員退出機制存在的問題及原因，并在借鑒發(fā)達(dá)國家公務(wù)員退出機制經(jīng)驗的基礎(chǔ)上提出了相應(yīng)的建議與對策。 本文共分為引言、正文及結(jié)語三個部分。 引言部分首先闡述了本文選題的研究背景及研究意義，指出完善聘任制公務(wù)員退出機制，對推進聘任制實踐和我國公務(wù)員制度改革十分必要和有意義；其次在整理分析已有研究資料基礎(chǔ)上，形成了國內(nèi)外研究綜述；然后介紹了本文研究思路與文章框架；最后對本文寫作過程中所運用的研究方法以及創(chuàng)新點進行了說明。 正文第一部分對我國公務(wù)員聘任制進行了概述。首先闡述了公務(wù)員聘任制的含義，然后從公務(wù)員聘任制的適用范圍及聘任方式、聘任合同的內(nèi)容及要求、聘任制公務(wù)員的管理等方面對公務(wù)員聘任制的內(nèi)容進行了分析；其次論述了公務(wù)員聘任制產(chǎn)生的理論基礎(chǔ)及實踐基礎(chǔ)，并介紹了我國公務(wù)員聘任制的產(chǎn)生和發(fā)展；最后將公務(wù)員聘任制與政府雇員制以及選任制、委任制等相關(guān)概念進行了分析比較。 第二部分對我國聘任制公務(wù)員退出機制現(xiàn)狀及問題進行了分析。首先從法律層面上對聘任制公務(wù)員退出方面的法律規(guī)定進行了敘述說明；其次在廣泛搜集我國各試點聘任制實踐情況的基礎(chǔ)上，將我國公務(wù)員聘任制的實踐模式歸納為兩種，一種為完全在法律限定的適用范圍開展聘任制公務(wù)員實踐的浦東模式，另一種為突破法律適用范圍界限的深圳模式，并在此基礎(chǔ)上詳細(xì)介紹了以浦東、深圳兩試點為主要案例的聘任制公務(wù)員退出現(xiàn)狀，總結(jié)了兩種實踐模式退出環(huán)節(jié)普遍存在的問題，即合同聘期內(nèi)無人被解聘、合同期滿基本全員續(xù)約以及辭職成為退出主要方式，最后在此基礎(chǔ)上對導(dǎo)致問題出現(xiàn)的原因進行了分析。 第三部分對發(fā)達(dá)國家公務(wù)員退出機制的實踐及啟示進行了介紹。該部分選擇性介紹了發(fā)達(dá)國家在公務(wù)員退出環(huán)節(jié)設(shè)計方面較為合理的機制及其特點，包括美國政府雇員中靈活的雇傭形式及彈性的退休制度、英國公務(wù)員全面的考核以及多重的養(yǎng)老保障制度、日本公務(wù)員的懲戒機制以及韓國公務(wù)員的淘汰機制。 第四部分對完善我國聘任制公務(wù)員退出機制提出了建議。本部分針對聘任制公務(wù)員退出機制存在的問題以及結(jié)合發(fā)達(dá)國家經(jīng)驗，提出了建立適度淘汰機制、改革聘任制公務(wù)員的考核制度、健全相關(guān)法律法規(guī)以及完善聘任制公務(wù)員退出保障的建議。 結(jié)語部分對公務(wù)員聘任制在我國的發(fā)展前景進行了展望，并再次強調(diào)了完善聘任制公務(wù)員退出機制對公務(wù)員聘任制改革的重要性，以及呼吁配套機制的配合跟進，最后對本文存在的不足進行了說明。
[Abstract]:The last century at the end of 70s, there was a revolutionary change in the administrative system of western countries, namely "new public management", in promoting the movement under the western countries have carried out the reform of government personnel system. Many developed countries will be the first to introduce the contract management of government employees system civil service appointment system based on the government employees business has gradually become a trend of western government system.
The successful practice in western countries, the system of government employees, provide ideas in China.2006 implementation of the new "civil law" as the civil service personnel system reform, the establishment can be implemented appointment of highly specialized jobs and supporting jobs in law for the first time. By the end of March 2014, 31 provincial administrative regions in China (except Hong Kong and Macao) in the 18 provincial administrative regions of the appointment of civil servants to go to work, from a practical point of view at this stage, China's civil service appointment system reform is steadily forward. But like all reform, China's civil service appointment system reform has encountered a lot of problems in the process of practice, which exit the mechanism of the problem is of concern. The exit mechanism as a core part of the civil service appointment system design, is to determine whether the implementation of "up and down", "can be returned" design of heart and Whether the key to success in a wide range of our country. Therefore, this paper summarizes in our country civil servants appointment system on the basis of the model, analyzes the problems and reasons of the appointment of civil servants exit mechanism, and puts forward corresponding suggestions and Countermeasures on the basis of the experience of developed countries on the experience of civil servants withdrawal mechanism.
This article is divided into three parts: introduction, text and conclusion.
The first part describes the research background and research significance of this topic, points out the perfect exit mechanism for the appointment of civil servants, to promote the reform of the appointment system and the practice of China's civil service system is very necessary and meaningful; secondly in the analysis of existing research on the basis of the data, forming a research review; and then introduces the research ideas and articles at the end of the framework; research methods used in this paper in the writing process and innovation are described.
The first part of the appointment of civil servants were summarized. Firstly expounds the meaning of the civil service appointment system, and then from the appointment of civil servants and the applicability of the appointment way, the contents and requirements of the employment contract, the appointment of civil servants management of the civil service appointment system were analyzed; secondly, discusses the theoretical basis and the practice foundation of the civil service appointment system, and introduces the emergence and development of China's civil service appointment; the appointment of civil servants and government employee system and the selection and appointment system, appointment system and other related concepts are analyzed and compared.
The second part is the analysis of China's civil service appointment exit mechanism of current situation and problems. First, from the legal level for the appointment of civil servants from the legal regulations are described; secondly on the basis of our extensive collection of the pilot appointment of practice on the practice mode of China's civil service appointment is reduced to two for a complete appointment of civil servants to carry out practice in the scope of the legal limit of the Pudong model, the other is to break the bounds of the law applicable to the Shenzhen model, and based on the detailed in Pudong, Shenzhen two pilot as the main case of employment system of civil servants exit status, summed up the two practical modes of exit part of the common problems, namely the contract within the duration of no dismissal, the expiration of the contract renewal and the resignation of the basic staff has become the main way of exit, on the basis of The cause of the problem was analyzed.
The third part of the practice of the developed countries withdraw mechanism and enlightenment are introduced. This part introduces the selective mechanism of developed countries in the civil service exit link design more reasonable and its characteristics, including the form of employment and flexible employees of the U.S. government in the British civil service retirement system, comprehensive evaluation and multi disciplinary old-age security system. The mechanism of the Japanese civil service and elimination mechanism of the Korean civil servants.
The fourth part puts forward the suggestions for perfecting the appointment of civil servants withdrawal mechanism. This section for the appointment of civil servants exit mechanism problems and combined with the experience of developed countries, proposed the establishment of appropriate elimination mechanism, reform the appointment of civil servants appraisal system, improve the relevant laws and regulations and perfecting the appointment of civil servants from the security advice.
The conclusion part of the appointment of civil servants in our country's development prospects, and once again stressed the importance of perfecting the appointment of civil servants withdrawal mechanism reform of the civil service appointment, and called for supporting mechanism at the end of the follow-up, the shortcomings of this paper are described.

【學(xué)位授予單位】：河南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：D630.3

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