对基层水管员队伍建设的调研思考

Survey and thoughts on the team building of water administrator at basic level

北京等部分地区创造性地发展水管员队伍,成为当地基层水利服务体系的重要组成部分。从调研情况来看,各地通过规章制度,明确了水管员职责、选用条件和程序、工作待遇、管理考核等事项,队伍规范化水平逐步提高,服务能力逐步增强。但部分地区存在水管员定位不清晰、权责不平衡、聘用机制不完善等问题。应当进一步明确水管员与水务站等主体的委托服务关系,合理界定水管员的具体职责,完善选用、考核和退出机制,探索建立专职水管员制度,增强履职保障能力。

Beijing and some other areas have creatively developed the team of water administrators, which becomes an important part of water service system at basic level. From the survey we can see that these areas have clarified the duty of water administrator, the requirements and the process of the reeruitment of water administrator, the salary and the management evaluation for water administrator by making regulations and systems. Thus, the level of standardization of the team was increased and the service level was upgraded as well. However, some problems were also found in some areas. For instance, the definition of water administrator is not clearly, the imbalance between power and duty is quite remarkable, and the system remains incomplete. To tackle with these problems, the principal-agent relationship between water station and water administrator should be clarified further. Also, the specific duty of water administrator needs to be defined reasonably. Apart from that, the system of recruitment, evaluation and quit for water administrator call for improvement. Last but not least, we should explore to establish the system of full-time water administrator and enhance the ability to support job performance.