公务员

Policy solves chrestomathy second admit by examination occupy whole journey publicly the introduction to the society, officeholder admitted by examination 2007 the working general concerned regulation ac......

政策解读本次招考将全程向社会公开据介绍，2007年公务员招考工作将根据公务员法和公务员录用的。。。。。。

As for National Civil Servant Institution, flow of Civil Servants is a crucial part of it.

公务员制度是现代国家行政管理制度的一个重要组成部分，公务员流动管理机制是国家公务员制度的重要组成部分。

And it presents in the following respect mainly; Firstly, the idea and mode of thinking can't suit the need of the new developing situation; Secondly, training policies and regulations system of the civil servant is not perfect, and it need to strengthen further in accordance with the law; Thirdly, the training system is not obeyed, organization structure is standard, training's standard is not unified; Fourthly, training's fund is insufficient, the teaching equipment is outmoded, the teaching means lags behind; Fifthly, target quality raise constantly, give training propose high demand; Sixthly, train teachers' team is unstable, the structure is unreasonable, whole quality remains to improve, the teaching method remains to improve; Seventhly, the cycle of renewal of knowledge accelerate, training materials, course offered can not catch up with the demand for development of era, can't meet need of civil servant's training; Eighthly, with the execution of educational industrialization and coming of training mercerization, targets face the challenge of the competition; Ninthly, there is less communication between the educational organizations, information does not flow smoothly; Tenthly, the function of scientific research and consult doesn't affect play enough, and the study of civil servant train theory is insufficient; Eleventhly, training content is not norm, and training method is not advanced.

主要表现在以下方面：一是观念和思维方式不能适应新形势发展的需要；二是公务员培训政策法规体系不完善，依法培训有待进一步加强；三是培训工作体制不顺，机构设置不规范，培训标准不统一；四是培训经费投入不足，教学设备陈旧，教学手段落后；五是培训对象素质不断提高，给培训工作提出了更高要求；六是培训师资队伍不稳定，结构不合理，整体素质有待提高，教学方法有待改进；七是知识更新周期加快，培训教材、课程设置跟不上时代发展要求，不能适应公务员培训需要；八是教育产业化的实施和培训11市场化到来，培训对象面临竞争的挑战；九是施教机构之间缺乏沟通，信息不流通；十是科研、咨询功能发挥不够，公务员培训理论研究不深；十一是培训内容不够规范、培训方法不够先进。

Fiscal consumption budget should be divided into several parts, one of which should be combined into the public servant's salary; the rest that can't be combined should be allocated and consumed for its specified purpose; and abolish the traditional "finance pays for the bill" system.

由政府负责为在职公务员设立银行公积金个人账户，同时进一步深化公务员工资制度改革，逐步提高职务津贴等工资福利，使公务员的工资水平达到或接近社会中等收入水平。

By following and developing the traditional cadre personnel policy and absorbing the soul of the Hesperian official system , our official system has achieved primary official professionalization.

我国的公务员制度继承和发扬了党和国家干部人事工作的优良传统，吸收了西方公务员制度的精华，初步实现了公务员的职业化，对于提高政府的公共管理水平起到了一定的作用。

Present the countermeasures and advices for future innovation of our merit system.

本文论述了公务员考录制度的基本理论，找出公务员考录制度的存在问题并进行深入分析，借鉴西方和亚洲国家的公务员考录制度改革经验，提出我国公务员考录制度的对策设计和改革构想。

Meantime,various neoteric methods and mechanisms of supervising and encouraging civil servants sprang up.

在公务员制度发展的同时，众多新颖的公务员管理方法和公务员激励机制不断涌现。

Referring to the Pole Management from western public apartments and BalancedScorecard from private organizations, catering to china's specialty, this thesisraises 5P apraisal system which apraise the civil servants from 5 dimensionality:Profits for economic development, Public for social benefits, Process foradministrative behavior, Potency for servants'self-development and People for humanresource management. Such system makes more people participate in setting effectiveobjectives and complish those aims by decentralization while becomes a nice managecycle by enrolling more people joining in the apraisal.Those 5 dimensionality don't exist irrespectively: via good HR management, weattract more talent people, via exert their potation and creative, civil servants willdevelop themselves constantly and work hardly; Via the hard work of those servants,we may get pretty good economic efficacy and social benefits and finally obtain theultimate strategy, to make the public satisfied.

本文参照了西方公共部门的标杆管理等方法和私营组织的平衡记分卡，针对中国公务员管理的特点，尝试提出了5P 评估体系，从经济效益、社会效益、行政过程、潜力发展、人力资源五个维度对公务员的行为结果进行考察，并且通过放权具体指标的制定让更多的人参与设定可能的和有效的目标，从而促进组织目标的完成；通过全方位主体评价让更多的公众参与绩效的评估，最终形成良好的自我循环管理模式。5P 评估体系的五个维度之间相互紧密联系：通过良好的人力资源管理，我们吸收优秀的人才，通过培训和科学的管理，充分发挥各位公务员的潜力和创造力，激励公务员不断学习和提高自己，更好地完成自己的工作，为人民服务，而通过各位公务员共同的努力，我们将会得到良好的经济效益和社会效益，由此达到让公众满意的最终战略目标。

How to transform the existing government staff into government functionarics; howthe university graduates enter the contingent of government functionaries; whether or notan examination is necessary for demobilizcd soldiers to become government functionariesand whether or not preferential policy is necessary in so selection.

现有政府工作人员如何过渡为公务员，大学毕业生如何进入公务员队伍，退役军人转任公务员要不要参加竞试，选用时该不该给予优惠政策，这一系列问题均是实行公务员制度遇到的难题。

Liability in administrative indemnity of civil servants is an important part in state compensation and relates to private party,civil servant and administrative subject.In France,the system has experienced a aeries of development and formed the system in which the center is"individual fault"and permits private party to ask compensations.It has confirmed every detailed system through a aeries of cases.It is also very easy to deal with and has reached a radical balance of legitimate and efficiency.

公务员行政赔偿责任涉及到行政相对人、公务员和行政主体三方的关系，是国家赔偿制度的重要组成部分，法国公务员行政赔偿责任制度历经发展，形成了以&个人过错&为核心的、允许行政相对人直接向公务员求偿的行政赔偿责任制度，并通过一系列判例确认了各项具体制度，易于操作，达到了合法性与效率之问的理性与平衡。

On the other hand, the more important thing is because the urban housing is a kind of heterogeneity products.

另一方面，更重要的是由于城市住房是一种异质性产品。

Climate histogram is the fall that collects place measure calm value, cent serves as cross axle for a few equal interval, the area that the frequency that the value appears according to place is accumulated and becomes will be determined inside each interval, discharge the graph that rise with post, also be called histogram.

气候直方图是将所收集的降水量测定值，分为几个相等的区间作为横轴，并将各区间内所测定值依所出现的次数累积而成的面积，用柱子排起来的图形，也叫做柱状图。