The new ＂Civil Service Law＂ was officially passed, and you can apply for early retirement.

　　On December 29, 2018, the Seventh Session of the 13th the NPC Standing Committee deliberated and passed the Civil Service Law of People’s Republic of China (PRC) (Revised Draft), and the Supreme Leader of president issued Presidential Decree No.20, announcing that the revised Civil Service Law of People’s Republic of China (PRC) would come into force on June 1, 2019.

　　The old civil service law has been implemented for 12 years, which is no longer suitable for the management and needs of today’s civil service groups. There are many dry goods in the new civil service law: overtime allowance can be paid, non-leadership positions are really cancelled, positions and ranks are defined in parallel, and early retirement can be applied. So, who will benefit from it?

　　1. Young civil servants will be promoted normally.

　　After the implementation of the new civil service law, the biggest highlight is the parallel system of posts and ranks, which breaks the only channel for civil servants to achieve salary promotion only by job promotion. According to the pilot situation of Sichuan and state organs, the position and rank are divided into two steps: First, the advanced nature is changed. That is, after the implementation of the new civil service law, the original deputy director, deputy researcher and deputy inspector did not exist, and they were unified into several levels of director, several levels of researcher and several levels of inspector. Before the inspector, the provincial and central state organs basically adjusted their levels every two years; Second, after the reform, they will be promoted in parallel according to their positions and ranks. That is, the normal promotion mentioned above, and the excellent ones can be promoted six months in advance.

　　Therefore, one of the groups benefiting new civil servants is the young group under the age of 45. According to the rule of promotion every two years, civil servants in provincial and central state organs can basically retire at the departmental level without problems.

　　Compared with the current civil service law, one of the major changes is the deletion of "non-leadership positions" and the parallel implementation of position series and rank series. It is clearly put forward that the state sets the leadership position and rank sequence of civil servants according to their job categories and responsibilities. The rank level of civil servants is set below the bureau level. The ranks of civil servants in comprehensive management are divided into four levels and twelve levels: first-class inspector, second-class inspector, first-class researcher, second-class researcher, third-class researcher, fourth-class researcher, first-class chief clerk, second-class chief clerk, third-class chief clerk, fourth-class chief clerk, first-class clerk and second-class clerk.

　　2. The earlier a civil servant starts to work, the sooner he retires.

　　The new civil servants stipulate that civil servants can apply for retirement after 30 years of service. Therefore, the earlier they start to work, the sooner they can enjoy family happiness. Especially after the normalization of civil servants’ careers, the income of civil servants is basically standardized, and the treatment between levels will gradually shrink. People tend to look down on something and take family life very seriously.

　　In particular, the reference to the rejuvenation of cadres may not exist in the 50-year-old department-level cadres in the civil service in the future. The new civil service law is undoubtedly an escort for solving the problem of the rejuvenation of cadres.

　　Article 93 stipulates the conditions for civil servants to retire early. First, those who have worked for 30 years. Second, those who have worked for more than 20 years and have retired for less than five years. Third, other circumstances that meet the requirements of the state for early retirement. This provision allows civil servants to enjoy the retirement benefits of the country in advance, and better enjoy the family happiness in their old age.

　　3. The salary of grassroots civil servants may increase.

　　The treatment of grass-roots civil servants will be greatly improved. Especially the rank-level civil servants who work at the grassroots level, the current treatment is still relatively low. After the revision and implementation of the Civil Service Law, the treatment of such personnel will be greatly improved. First, the promotion time is shortened, and the better treatment you enjoy will naturally come faster; Second, with the implementation of the new Civil Service Law, supporting measures will be introduced, and wages will be improved accordingly, and the increase will be greater. Third, various subsidies and pension policies for civil servants will be further implemented and the standards will be greatly improved.

　　The head of the Organization Department of the CPC Central Committee answered the reporter’s questions on the revision, study and implementation of the Civil Service Law.

　　Q: What are the major amendments to the Civil Service Law?

　　A: The newly revised Civil Service Law has been adjusted from the original 107 articles in 18 chapters to 113 articles in 18 chapters, with 6 articles added, 49 substantive amendments, 16 amendments in individual words and 2 adjustments in the order of articles, mainly in the following aspects: First, the political requirements have been highlighted. Take Socialism with Chinese characteristics Thought of the Supreme Leader in the New Era as the guiding ideology that the civil service system must adhere to for a long time. A series of political requirements, such as upholding and strengthening the Party’s leadership and adhering to the Socialism with Chinese characteristics system, are embodied in the legislative objectives, management principles, conditions and obligations, and the implementation of cadre standards runs through the whole process and main links of civil service management, further highlighting the characteristics of China. The second is to adjust and improve the relevant regulations on civil servants’ positions and ranks. Further promote the classification reform of civil servants, transform non-leadership positions into ranks, implement a parallel system of positions and ranks, and modify the appointment, removal, promotion and demotion of leadership positions and ranks and related provisions. The third is to adjust and enrich the relevant regulations on strict management of cadres. The title of Chapter IX was changed to "Supervision and Punishment", and the provisions on strengthening the supervision of civil servants and the disciplines that civil servants should abide by were added, and the provisions on avoidance, ordering to resign, and post-employment restrictions were revised and improved, and the provisions on legal responsibilities related to violations of discipline and law in recruitment and employment were added. Fourth, implement the requirements of the CPC Central Committee on strengthening positive incentives, improve the incentive and guarantee mechanism for civil servants, and strengthen the protection of the legitimate rights and interests of civil servants.Fifth, according to the needs of civil servant management practice, it further puts forward clear requirements for classified examination, classified assessment and classified training, and modifies the assessment method, constitutional oath and open selection of civil servants.

　　Q: The newly revised Civil Service Law establishes a parallel system of civil servants’ positions and ranks. How is this reform considered and how is the system designed?

　　A: The implementation of the system of paralleling civil servants’ positions and ranks and linking civil servants’ ranks with their benefits is a major reform and deployment made by the Third Plenary Session of the 18th CPC Central Committee. Its purpose is to mobilize the enthusiasm, initiative and creativity of civil servants, improve the civil service system and mechanism, promote the classified management of civil servants, strengthen the professional construction, broaden the career development space of civil servants, especially grass-roots civil servants, and realize continuous encouragement to civil servants, which is conducive to solving the problems of unclear definition of attributes and unscientific and unreasonable setting of non-leadership positions. In order to meet the requirements of the central government, the newly revised Civil Service Law clearly stipulates that the state shall implement a parallel system of civil servants’ positions and ranks. In terms of specific system design, firstly, the rank sequence is reset, and the rank sequence of comprehensive management civil servants is stipulated as first-class inspector, second-class inspector, first-class researcher, second-class researcher, third-class researcher, fourth-class researcher, first-class chief clerk, second-class chief clerk, third-class chief clerk, fourth-class chief clerk, first-class clerk, and so on. Compared with the original non-leadership positions, it has increased by 4 levels. The second is to make principled provisions on the conditions and procedures for rank promotion. Third, it is clear that the rank setting of professional and technical civil servants and administrative law enforcement civil servants shall be stipulated separately by the state according to this law, leaving institutional interfaces. Previously, this system was piloted in some local and central ministries and commissions, such as Tianjin and the Ministry of Education, which was widely welcomed and achieved remarkable results, and it has already possessed the foundation and conditions for nationwide implementation.

　　Q: How does the newly revised Civil Service Law reflect the requirements of the central government for strict management of cadres?

　　A: General Secretary of the Supreme Leader pointed out that strict management of cadres should be implemented throughout the whole process of building a contingent of cadres. The newly revised Civil Service Law is linked with the Supervision Law and the Regulations on Disciplinary Actions in the Communist Party of China (CPC), which further strengthens the system cage of strict management of civil servants. First, the strict chain is more complete. The newly revised Civil Servant Law changes the name of the original Chapter IX from "Punishment" to "Supervision and Punishment", and adds two provisions on supervision, which clearly defines supervision as an important link in the strict management of civil servants. It stipulates that organs should supervise civil servants’ ideological and political, performance of duties, style of work, law-abiding, etc. If supervision finds problems, it should distinguish different situations, and give them a talk reminder, criticism and education, and order them to check and admonish them. It is stipulated that civil servants must ask for instructions to report their work and personal matters in accordance with regulations, so that the supervision of civil servants can be organically linked with relevant laws and regulations. Second, discipline is more stringent. In terms of observing political discipline and rules, it is forbidden to "spread statements that undermine the authority of the Constitution and the reputation of the Communist Party of China (CPC)", "organize or participate in assemblies, processions and demonstrations aimed at opposing the Constitution and the Communist Party of China (CPC)’s leadership", "provoke and undermine ethnic relations, participate in ethnic separatist activities or organizations, and use religious activities to undermine national unity and social stability" and other prohibitions; For "For the problem of "official inaction", "no responsibility, no action" is included in the disciplinary behavior that must not be violated; Aiming at the problem of individual civil servants’ network behavior anomie and lack of self-discipline, "participating in prohibited network communication or network activities in violation of relevant regulations" is listed as a disciplinary act that must not be violated. Third, key supervision measures are more targeted. According to work practice, the newly revised Civil Service Law has made corresponding amendments and improvements to the situation of job avoidance, geographical avoidance and post-employment restrictions, especially adding that "civil servants are not allowed to be leading members in the industry supervision or competent departments of enterprises and profit-making organizations run by their spouses, children and their spouses", which embodies the requirements for strict management of "key minorities". We will improve the regulations on ordering to resign, and make it clear that "if a leading member is no longer suitable for the current leadership position for other reasons, or if he refuses to resign, he shall be ordered to resign from the leadership position", so as to urge him to perform his duties correctly and act actively and effectively. In addition, the newly revised Civil Service Law also stipulates that "the positions and ranks of civil servants should be promoted and demoted, and those who are unsuitable or incompetent for their current positions and ranks should be adjusted", so as to promote the formation of an employment-oriented and political environment in which the competent are promoted, the mediocre are demoted and the inferior are eliminated.

　　Q: What are the new provisions of the newly revised Civil Service Law in encouraging civil servants to take on new roles?

　　A: The newly revised Civil Service Law, while insisting on strict management of civil servants, strengthens positive encouragement and care. In addition to establishing a parallel system of civil servants’ positions and ranks, it also puts forward the following measures around fully mobilizing and stimulating the enthusiasm of civil servants. The first is to improve the assessment and evaluation mechanism. New special assessment methods are added, and the assessment indicators are set according to different job categories and different levels of organs, and efforts are made to solve the problem of measuring the end with a ruler. Strengthen the use of assessment results, make it clear that "the results of regular assessment are the basis for adjusting the position, position, rank, grade and salary of civil servants, as well as the reward, training and dismissal of civil servants", and "if civil servants are determined to be incompetent in the annual assessment, they will be reduced to one position or rank level according to the prescribed procedures", and further strengthen the role of assessment as a baton. The second is to improve the reward mechanism. It is stipulated that civil servants’ rewards should adhere to the combination of regular rewards and timely rewards, highlighting the timeliness of rewards; Take "courage to take responsibility" as an important situation of reward, and establish a good orientation of advocating taking responsibility; It is stipulated that "commemorative certificates or medals can be issued to civil servants who participated in major work in a specific period and in a specific field" to further enhance the professional honor of civil servants. The third is to improve the rights protection mechanism. In view of the heavy task and pressure of civil servants, they often work overtime.If civil servants are required to work overtime outside the statutory working days, they should be given corresponding compensatory time off, and subsidies should be given in accordance with state regulations if they cannot take compensatory time off. According to the requirements of the connection between civil servants’ pension insurance and social insurance, the insurance regulations for civil servants have been revised accordingly. We have further improved the provisions on complaints and accusations of civil servants, made it clear that civil servants will not be aggravated because they apply for review and file complaints, guaranteed the right of civil servants to criticize, complain, accuse or report, and clearly stipulated that criticism, complaint, accusation and report should not be suppressed or retaliated. At the same time, it is stipulated that those who fabricate facts, falsely accuse or frame others shall be investigated for legal responsibility according to law.