随着经济水平的提高和社会的不断发展，群众的需求也不断增加并越来越多样化，为了更好地服务群众，基层政府部门对专业公务员的需求也不断增加。十九大报告也指出要注重培养公务员的专业能力、专业精神。但因基层专业公务员人才激励不足，人才流失十分严重，已影响基层政府专业服务的能力，解决激励问题、留住基层专业公务员人才迫在眉睫。为较好地解决基层专业公务员人才激励不足问题，本文从基层专业公务员人才流失现状入手，在学习相关激励理论和研究已有文献的基础上，以S县基层财政系统为例深入研究激励不足问题，最后提出建议。研究方法方面，本文主要采取文献分析法、问卷调查法、比较分析法及访谈法。具体研究内容方面，本文首先对S县基层财政公务员近年招录情况及人员基本情况汇总分析以了解目前专业公务员人才不足的现状。再基于现有研究结论和现实问题设计调查问卷，对问卷数据、实际薪酬情况及现有晋升材料进行整理，通过与同级其他部门的薪酬、晋升等进行横向对比及对年龄、学历、人才流失意愿、薪酬福利、专业类岗位考核标准等的相关性分析，深入了解目前基层财政系统存在的工作压力大、风险高等现实问题和基层专业公务员人才的切实需求，分析概括激励不足主要问题为：培养计划不合理、晋升制度不完善、薪酬组成不全面、培训体系不健全。总结得出目前年轻基层专业公务员流失严重、影响基层专业公务员激励效果的因素多且复杂、激励措施的公平性十分重要的结论，并针对性地提出完善职务分类、制定合理培养计划；明确考核标准、完善公平晋升制度；重视专业能力、丰富薪酬福利组成；鼓励学习提升、构建有效培训体系的基层专业化公务员人才管理的对策，并形成全面有效的激励框架。该框架从“源头”开始到职业生涯的全过程，真正考虑了基层专业公务员人才的激励需求，有助于系统化解决人才流失、专业化水平停滞问题，提高政府专业人才的管理水平和基层政府专业服务能力。

With the improvement of the economic level and the continuous development of the society, the needs of the masses are also increasing and becoming more and more diversified. In order to better serve the masses, the demand for professional civil servants of the grass-roots government departments is also increasing. The report of the 19th CPC National Congress also pointed out that attention should be paid to cultivating professional competence and spirit. However, due to the insufficient incentive for grassroots professional civil servants, the brain drain is very serious, which has affected the ability of grassroots government to provide professional services. Therefore, it is urgent to solve the incentive problem and retain grassroots professional civil servants.In order to better solve the problem of insufficient incentive for grassroots professional civil servants, this paper starts with the current situation of brain drain of grassroots professional civil servants. On the basis of learning relevant incentive theories and studying existing literature, this paper takes the grass-roots financial system of S County as an example to deeply study the problem of insufficient incentive, and finally puts forward suggestions.In terms of research methods, this paper mainly adopts the methods of literature analysis, questionnaire survey, comparative analysis and interview. In terms of specific research content, this paper first summarizes and analyzes the recruitment and basic situation of grassroots financial civil servants in S County in recent years to understand the current shortage of professional civil servants. Then based on the existing research conclusion and realistic problem to design questionnaire, and study the questionnaire data, the actual compensation and promotion materials. By comparing other departments at the same level of compensation, promotion, and analyzing the age, record of formal schooling, the brain drain will, salary, benefits, professional assessment standards correlation analysis, help understand the problem about current grass-roots work pressure, fiscal risk and practical needs of professional civil servants at the grass-roots level. Summarized main problem is: the training plan is not reasonable, promotion system is not perfect, compensation is not comprehensive, training system is not perfect. It is concluded that the loss of young professional civil servants at the grassroots level is serious, the factors affecting the incentive effect of professional civil servants at the grassroots level are many and complex, and the fairness of incentive measures is very important. It is also pointed out that the job classification should be improved and the training plan should be made. It is necessary to clear assessment standards and improve the fair promotion system; Attaching importance to professional competence and enriching the composition of salary and welfare are needed; To encourage learning to improve and to build an effective training system is also essential. Aim to form a comprehensive and effective incentive framework. The framework, starting from the "source" to the whole process of career, truly takes into account the incentive needs of grassroots professional civil servants, helps to systematically solve the problem of brain drain and stagnation of professional level, and improves the management level of government professional talents and the professional service ability of grassroots government.