CPPCC Members: Layoffs Will Not Be The Focus Of Institutional Reform.

According to the new round of reform plan of the State Council, the Ministry of labor and social security and the Ministry of personnel will be integrated into a unified Ministry of human resources and social security.

What are the motivations for the establishment of the Ministry of human resources and social security?

Why do we need to set up a new national civil service bureau?

Will this reform involve a large number of staff reductions?

In March 11th, the reporter interviewed members of the CPPCC National Committee and the president and party secretary of the Chinese Academy of personnel Sciences, Wujiang.

Building a powerful country of human resources

In twenty-first Century, the State Council's institutional reform plan mentioned the establishment of the Ministry of human resources and social security.

What is the motive of this change?

Wujiang: first of all, it is necessary to integrate the human resources market in the whole country and co-ordinate the development and management of human resources in enterprises and institutions so as to give full play to the advantages of human resources in China and build a powerful country in human resources.

The key to the reform is whether we can achieve the organic unity of the functions of the new departments.

Under the existing management structure, China's talent market and labor market are segmented.

From the point of view of personnel management, our human resources are separately managed, so there is a co-ordination problem when policies are promulgated.

The management power of public institutions belongs to the personnel department, and the personnel of public institutions are easy to come in, but it is not easy to go out, because first of all, they are faced with a problem of a disunity of the social security system.

Therefore, in this respect, the most prominent contradiction exists in public institutions.

For civil servants, they must be managed according to the civil servant law, but it also faces the problem of mobility.

If resignation, dismissal, and eventual retirement, there is a need to co-ordinate the socialization mechanism.

In the human resource market, the distribution of labor income is uneven between different regions and between different organs, enterprises and institutions.

On the other hand, the plan also mentioned the need to co-ordinate employment and social security policies, and establish a sound service and guarantee system from employment to old age.

Because, from the current situation, our social security system is also decentralized, and the treatment of retirees in different regions and units of different nature is not balanced. The social security system in urban and rural areas continues to be divided; institutions and enterprises need to further co-ordinate their social security systems in different regions; in addition, endowment insurance, career insurance and industrial injury insurance also need to be organically integrated.

In the human resource market, the distribution of labor income is uneven between different regions and between different organs, enterprises and institutions.

Twenty-first Century: according to the new reform plan of the State Council, the state civil service bureau will be established and managed by the newly established Ministry of human resources and social security.

Why do we need to set up a new national civil service bureau?

Wujiang: it is a very important supporting measure to set up a national civil service bureau directly under the Ministry of human resources and social security.

The agency will focus on the management of civil servants, because its functions are simple and will facilitate the management of civil servants.

In our country, the distribution of civil servants is very wide. There are civil servants in the organs of the party, government agencies, democratic parties, people's congresses, courts, procuratorates and other institutions.

The civil servants are managed according to the special civil servant act, and the civil servants' comprehensive management organizations have organizational departments and personnel departments, so their policies need to be managed in an integrated way.

In fact, every country has a special civil service department, which directly manages all civil servants.

The establishment of specialized civil service management institutions is also in line with international practice.

As to why we should integrate into the unified Department of manpower and social security, we regard civil servants as part of the national human resources and must be included in the unified management system of human resources.

Twenty-first Century: we noticed that there is a civil service management department in the personnel department. Its function is to draw up the classification, recruitment, assessment, job promotion, job appointment and removal, rotation of state civil servants.

What functions will the newly established national civil service bureau undertake?

Wujiang: the state civil service bureau will be a directly subordinate Bureau of the Deputy ministerial level. After its establishment, the Ministry of human resources and social security will not have to set up the civil service management department again. Its functions will be crossed, and the import and export of civil servants should be managed uniformly.

That will include a lot of specific powers, such as the recruitment of civil servants, wage setting, assessment, government performance appraisal and so on.

"The reduction of personnel will not be the focus of this institutional reform".

Twenty-first Century: will the reform involve a large number of staff reductions?

Wujiang: before, a widely circulated argument was that too many administrative personnel were involved, resulting in high administrative costs.

In fact, there is a deep misunderstanding here.

The number of government staff is directly related to the administrative capacity of the government.

People used to use the data such as "official to civilian ratio" to evaluate the number of government personnel.

In fact, we can not calculate how much "official to civilian ratio" is reasonable.

As far as China's current situation is concerned, the total number of civil servants in China is basically adapted to the needs of government administration.

In the past several institutional reforms in China, the general impression is to streamline institutions and reduce staff.

In fact, there is a difference between the implementation of the super ministry system and the previous reform. It is not a simple streamlining of institutions and reduction of personnel, but a reconstruction of the internal functions of the government.

The implementation of large part system will inevitably be accompanied by the establishment of a number of executing agencies, so as to achieve the relative separation of decision-making, execution and supervision.

We must fully understand this point.

I believe that this institutional reform will not be the key direction.

Twenty-first Century: the implementation of the system will be accompanied by the abolition and merger of some institutions.

This may mean that the number of leading posts is decreasing, and if the number of officials remains unchanged, how should we overcome this contradiction?

Wujiang: first of all, we must make it clear that after the implementation of the super ministry system, there will not be a "super ministry" in the government departments, and there will not be more government levels.

In the administrative sequence of our country, the difference between the minister and the deputy minister is very clear.

In addition, in the practice of institutional reform in China, we have accumulated rich experience.

For example, organizing training to help adapt to new jobs.

Of course, there will be some special policies in the pition period, such as the leadership posts and the number of jobs may be temporarily more, but with the gradual reform, the situation will return to normal.

An important lesson is to try to coordinate and take care of the interests of all parties in the process of reform so as to reduce the resistance to reform.