With the continuous acceleration of the speed of social development in my country in recent years, the overall strength of the Chinese government in the process of developing civil servants has been significantly improved. As an important participant in serving people's livelihood, the grass-roots civil servants will have a great impact on the establishment of a service-oriented government. However, in recent years, the attrition rate of civil servants at the grass-roots level has continued to increase, which has become one of the major problems faced by many grass-roots governments. In order to effectively solve this problem, our country has also implemented a series of incentive measures for civil servants one after another, among which the parallel system of position and rank is one of them, which solves a series of problems such as  low salaries of basic civil servants and hindered promotion of positions to the greatest extent. For this system, whether it can exert its own value and whether it can effectively motivate the civil servants has also become the focus of many researchers.

In the research process, this paper takes the grass-roots civil servants in the S area as the research object, and analyzes the incentive effect of the parallel system of civil servants'  positions and ranks. Through empirical research, it is found that there is a positive correlation between the fairness of system implementation, the rationality of the system itself, the  operability of system implementation, the effectiveness of system implementation and the degree of recognition of the civil service system. The continuous optimization of the operability of execution and the effectiveness of system execution, the more obvious the incentive effect of the parallel system of positions and ranks. From the point of view of the problems existing in the concurrent incentive process of positions and ranks of grass-roots civil servants in District S, it can be mainly summarized as "the rank 'ceiling' still exists, the fairness of the system itself is not enough", "the salary performance is not reasonable enough, and the treatment of grass-roots civil servants is still low" , "The effectiveness of the implementation of the system is not scientific enough, and the evaluation standards are difficult to subdivide and quantify" and "The  operability of the implementation of the system needs to be improved, and the effect of reverse incentives is not obvious." On this basis, the reasons for the problem are explored, including the fact that an independent and perfect civil servant rank promotion system has not yet been established, the internal personnel relationship after rank promotion has not been straightened out, salary incentives are restricted by local fiscal revenue, and the actual situation at the grassroots level is much more complicated. Changes affect policy implementation. Finally, this paper also puts forward some suggestions for further improving the incentive effect of the parallel system of positions and ranks of grass-roots civil servants, which can be summarized as "eliminating the ceiling of ranks and improving the fairness of the system", "adjusting the structure of salary levels and improving the rationality of the system", " Optimize the assessment system and improve the effectiveness of system implementation” and “combination of strict management and love to improve the operability of the system”.