海事部门是国家水上交通安全的保障者，珠海海事局在地理位置上通江达海、接轨港澳，通航环境复杂。在新的历史时期，国家和地方对水上交通安全要求更高，干部队伍的素质和能力更受挑战。然而，目前珠海海事局干部队伍建设能力和人力资源管理的水平，与治理能力现代化的要求还有差距，相关的制度和政策有必要进一步改进和完善。干部选拔任用工作是统筹推进干部工作各个环节的牵引，对提升干部队伍整体建设水平至关重要。因此有必要开展相关的胜任力研究，探讨研究如何运用胜任力模型对干部选拔任用工作进行改进和完善，促进人力资源的合理配置和干部队伍建设的全面发展，进而提升珠海海事局治理能力现代化建设水平。

    本文以珠海海事局中层领导干部为研究对象，运用胜任力模型相关理论，针对珠海海事局中层领导干部选拔任用工作中的重点难点，提出对策和建议。本文将分四个部分展开论述：第一部分阐述本文研究背景和意义，通过查阅分析文献界定相关概念，对胜任力及胜任力模型的理论、构建方法等形成清晰的认识，奠定本文的理论基础，明确研究的思路和方法。第二部分通过分析珠海海事局干部现状和干部选拔任用概况，分析总结了胜任力模型缺失状态下干部选拔任用工作的重点难点问题。第三部分采用访谈法、调查问卷、数据分析等方法，构建珠海海事局中层领导干部胜任力模型。第四部分是本文的重点，立足实际，从建立干部选拔胜任力动态标准、建立日常考核与胜任力动态纪实机制、建立基于胜任力模型的中层领导岗位退出机制、建立与后备人才库相结合的干部成长规划蓝图四个方面，对运用胜任力模型改进干部选拔任用工作提出对策建议。本文运用胜任力模型改进珠海海事局中层领导干部选拔任用工作，探索如何在现有制度下更有效率地全面、客观、准确了解干部，最大程度地灵活调配人力资源，激发干部队伍活力，对提升干部选拔任用工作质量和水平有一定的借鉴意义。

The maritime department is the guarantor of the national water traffic safety,Zhuhai MSA locates in Zhuhai, a city that geographicallyconnects the river to the sea and adjacent to Hong Kong and Macao,and the navigation environment is complex. In the new historical period, coupled with such an important position, the state and local governments have higher requirements for maritime safety. In that case, the quality and ability of the civil servants are even more important. However, the current official team building ability and human resource management level of Zhuhai MSA still lags behind the requirements for modernizing China’s system and capacity for governance. Related policies and regulations should be further improved. The selection and appointment of cadres is the traction for the official managementand is crucial to improving the overall construction level of the official team. Therefore, it is necessary to carry out relevant competency research to explore a way of using the competency model to improve the selection and appointment of cadres, to promote the rational allocation of human resources and the overall development of the construction of cadres, and then enhance the modernizingsystem and capacity for governance of Zhuhai MSA.

This paper takes the middle-level officials of Zhuhai MSA as the research object and uses the relevant theories of the competency model to address key and difficult problems in the selection and appointment of the middle-level officials of Zhuhai MSAand put forward countermeasures and suggestions for improvement. There are four parts in the paper. The first part is the research background. This part clarifies research method of this paper by consulting and analyzing literature materials, defining relevant concepts, and forming a clear understanding of the theory and construction methods of competence and competence models. The second part analyzes and summarizes the key and difficult issues in the selection and appointment of officials in the absence of the competency model by analyzing thepractice of the selection and appointmentof officials of Zhuhai MSA. The third part constructs the competency model of middle-level officials of Zhuhai MSA by adopting interview method, questionnaire, data analysis and other methods. The fourth part puts forward countermeasures and suggestions on using the competency model to improve the selection and appointment of officials from several aspects, include establishingof official selection standards, establishing of daily assessment and competency documentary updating mechanism, establishing of exit mechanism of mid-level officials based on the competency model, and establishing of a development blueprint for reserve leaders. This paper uses the competency model to improve the selection and appointment of middle-level officials in the Zhuhai MSA, and explores the way to understand officials more comprehensively, objectively, and accurately under the existing system, to maximize the flexibility of the deployment of human resources, to stimulate the vitality of the official team, has certain reference significance on improving the quality and level of official selection and appointment.