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本次调查旨在对近十年来(2006~2015年)中央国家机关公务员考试中就业歧视问题的发展和趋势进行观察和分析,将公务员招考歧视问题放在制度背景和权力机制的视野下进行评价。调查发现,中央国家机关公务员招考中存在严重的政治面貌歧视、性别歧视、户籍歧视、学历歧视、年龄歧视,这些歧视对公民参加公务员考试的权利作出了不当的分类和限制,从而对公民的平等权、劳动权和政治权利形成了过度限制。而促进国家公务员招考的平等化,既可以提高社会各阶层间的流动性,也可以提高公务员决策的可接受度,同时为政府输送更为优秀和多元的人力资源。就发展趋势和制度改革而言,这些歧视类型与现存制度的紧密程度不同,导致了改革的难度的不同。在构建更为公平的公务员招考时,既需要更新关于公务员平等招考的理论和观念,也需要创造平等招考的制度环境。“代表性官僚制”要求根据职责内在需求设置公平的招考条件,适当向社会弱势群体倾斜,这既是平等原则的内在要求,也是实现公务员代表性的必要途径。在制度建构方面,顸层制度设计、中层制度改革和底层救济机制缺一不可,从权力和权利的二元角度,设计更为公平的招考体系。
The purpose of this survey is to observe and analyze the development and trend of employment discrimination in the civil servant examinations of central state organs in the past ten years (from 2006 to 2015), and to evaluate civil service recruitment discrimination in the context of institutional background and power mechanism . The investigation found that there were serious political appearance discrimination, sex discrimination, household registration discrimination, academic discrimination and age discrimination in the recruitment of civil servants from the central state organs. These discrimination classified and restricted citizen’s right to participate in civil service examinations so as to ensure equality of citizens Rights, labor rights and political rights have created excessive restrictions. The promotion of equalization of civil servants recruitment can not only increase the mobility of all sectors of society, but also increase the acceptability of civil servants’ decision-making while delivering more excellent and diversified human resources to the government. As far as development trends and institutional reforms are concerned, the different levels of these types of discrimination from existing ones lead to differences in the difficulty of the reforms. In building a more fair recruitment of civil servants, both the need to update the theory and concept of equal recruitment of civil servants, but also the need to create a system of equal recruitment system. “Representative bureaucracy ” requires fair conditions of recruitment and recruitment according to the internal needs of duties, and proper inclination to the disadvantaged groups in the society. This is both an inherent requirement of the principle of equality and a necessary way to achieve representation of the civil servants. In terms of system construction, the system design of tiers, the reform of the middle-level system and the underlying relief mechanism are all indispensable. A more fair recruitment system should be designed from the dual perspective of power and rights.