Research on the problems of grassroots cadres' work style
In accordance with the requirements of the city's leading cadres meeting and the county party committee arrangement, recently, we carried out two aspects of cadre team work style and cadre management, conducted in-depth research at the grassroots level, and held symposiums for some township and county-level departments, and conducted individual visits. From the survey situation, it is widely reflected that in the past two years, our county has actively explored the improvement of cadre team style and the management of cadres, and has done a lot of work and received certain results, but there are still many problems. Urgent to study and solve.
I. Current Situation and Problems As a whole, in the past two years, after the "three stresses" education and the important thinking of the "three represents", the educational activities of the cadres, especially the leading cadres at all levels, have changed significantly. Cadres can go deep into the realities, contact the people, be honest and honest, and work diligently for the people. They have been widely welcomed and praised by the people. However, there are also some cadres whose styles are not satisfactory. In particular, there are certain problems in the "five winds". The main performance: First, the ideological style is weak. Some spirits are sluggish, the will is depressed, they are not enterprising, and they are satisfied with the status quo. "When a monk hits a day," he is often in a state of "mixing the day"; some are slack, and leave the job, "three days of fishing and two days of drying" "Net", if you want to come, you want to leave, ignore the discipline, and some departments will be almost unemployed in the afternoon. Some will go to work during the work, squatting, doing private affairs, even playing mahjong, "turning three" to gamble, will work Put aside and bring some squally evil into the organs; some are keen on commenting on the whole story, arguing, not wanting to do things, not doing things, not doing practical things; some vying for fame, fighting for power, fighting for power, for profit, talking about relationship , telling people, not speaking about principles. Second, the leadership style is not good. Some departments, township leaders are bureaucratic, formalism is serious, "the habit of habits" is strong, out of the actual, chaotic orders, messed up the command; even the style of hegemony, "one-word hall", "individuals have the final say"; Intrigue, engage in "internal consumption", "wolf fight"; some of the higher-level decision-making Yang Yang Yin, passive treatment, engage in policies, there are countermeasures; some political awareness, the overall situation is not strong, suffering from loss, cares, put Personal interests and small group interests are very important; some are only books, only responsible for the above, and turn a blind eye to the suffering of the people; some are laissez-faire and irresponsible, and some leaders are "walking" seriously, go out at will, even I didn’t get a job for a few days, and some people were afraid of “sinners”. The matter of the management was not managed. The arrests were not done well, causing internal chaos, and the work was lagging behind for a long time. Some of them did not know what to do with the three orders. No, it is forbidden. In particular, some window units and industries still have random charges, fines, and apportionment. The phenomenon of eating cards and excluding cards has occurred. The legal concept is not strong, dishonesty, things promise not honored, arbitrary, debts not yet, bilk serious. Third, the style of study is not strong. Some cadres can't sit down, they can't sit still, they are neglecting to learn, neglecting theoretical literacy, knowledge, business skills and leadership. They lack a comprehensive and profound understanding of the party's line, principles, and policies, especially for market economy knowledge. Knowledge of WTO knowledge, scientific and technological knowledge, modern management knowledge, and laws and regulations are poorly understood. There are different levels of "knowledge gaps" and "knowledge gaps". Some theoretical studies are out of touch with reality, and there is no knowledge and practice. The combination of the use of the deeper understanding of theoretical knowledge, resulting in theoretical learning and practice "air to air", "two skins", lack of theoretical knowledge and policy standards to guide the work. Fourth, the work style is not true. Some of them spend more time in the organs, and there are fewer opportunities to go to the grassroots level to implement them. Some of them have a clear water level at the grassroots level, and they have not really fallen down to help the grassroots and the people solve specific difficulties and problems. They are not good at investigating and researching, making blind decisions and causing work. Some are arbitrarily arrogant; some are afraid of being heavy, and encounter contradictions and detours. If you do not open your mouth in front of you, you can drag and drag, you can wipe it, even push it up and down, and push it, leading to the emergence of some rural and departmental units. Some people went to the higher-level petitions; some did not seek their own affairs in their positions, and there were countless things in their responsibilities, unclear thoughts, few ways, lack of initiative; some falsification, bullying, and great joy; Arranged and not checked, "anticlimactic", doing things, engaging in forms, coping with errands, pushing and arguing, and intertwining each other, artificially brought losses and influence to the work. Fifth, the style of life is not good. A very small number of cadres are not strict, some are involved in gambling in public places, some use public funds to eat and drink, there are very few even enter high-end consumer entertainment places, use public funds for entertainment consumption or do some unnamed things, etc. . . It has caused adverse effects among the people and seriously affected the image of the party and the government.
II. Analysis of the causes There are many problems in the county's grassroots cadre team, mainly due to the following reasons:
From the perspective of the cadres themselves. A small number of cadres, especially leading cadres, have poor political literacy, a weakened sense of purpose, a shaken of ideals and convictions, a lack of overall concept, a lack of professionalism and a sense of responsibility, and cannot play a leading role. Individual cadres have a serious "official standard" thinking. The "people-oriented" thinking is indifferent, doing work, thinking about problems, considering their own interests, considering the interests of the people, not being able to put themselves in the hands of the people, doing practical things for the people, and getting rid of the grassroots. Separation from the people, from reality, lack of truth-seeking and pragmatism, the spirit of hard work and the ability to solve problems. This is the root cause of the problem of the style of grassroots cadres in our county.
From the perspective of unit management. One is lost in softness and lost in width. Although many grassroots units have many systems and regulations, they are not enforced and their binding power is not strong. For those cadres who violate the system and regulations, there is sometimes no criticism of the criticism. There is no education in this education, and the handling of this treatment is not enough. Even the palliative care did not play the role of punishment, which objectively contributed to the bad atmosphere in the cadre team. Second, there is a lack of competitive incentives. There are some grassroots units, people are bloated, people are overstaffed, cadres do not do the same, do more and do the same. Cadres lack a sense of crisis, lack of self-motivation, and passive work, which has contributed to the bad atmosphere to a certain extent.
From the management of cadres. First, the choice of people is not open. In the past two years, many cadres have been promoted at the grassroots level. However, in general, there are still many top-level departments to select and select more grassroots organizations; the leaders are more familiar with the selection and the number of open selections, which affects the grassroots to a certain extent. The enthusiasm of cadres. At the same time, in the selection process of cadres, the problem of seniority is also serious. The boundaries of age, education, identity, and length of service have not been broken, which has blocked some outstanding cadres and objectively led to the phenomenon of “eating officials”. Second, the channels for cadres to “below” are not smooth. Due to the shortcomings of the traditional cadre selection and management system, the cadres’ concept of “can’t go down” has not been completely changed. The lifelong system of leading cadres has not completely changed, and the sense of crisis is not strong, resulting in The channels for cadres to “below” are narrow, and the proportion of “down” is relatively small. The problem of “can’t go down” is more prominent. Adjusting incompetent cadres is difficult and has a lot of interference. It is often not forbidden for incompetent cadres, or to be accommodated by criticism and education. It is impossible to adjust to the adjustment, and even “level shifting, leaving it” leads to those mediocrity The incompetent cadres of the mediocrity ruthlessly have to be "foreign officials", causing psychological dislocation of the cadres. Secondly, the evaluation system for cadres is not perfect. At present, the post target responsibility system generally has the problems of more qualitative content and less quantitative standards. In particular, it lacks the evaluation scales and standards that reflect different positions and different levels, which makes it difficult to grasp the level of morality and talent in practical work. It is difficult to accurately determine the merits and demerits of cadres' political achievements and correctly determine the cadre's rise and fall. Third, the pace of cadre exchanges is slow. Although the county has increased exchanges of department-level cadres in recent years, there are still problems in the exchange of cadres at the department level, and the general cadres have not communicated. There are quite a few cadres who work too long in this unit and in this position. They are lax in their work, have no new ideas in their work, and are not motivated. It is difficult to complete the tasks with quality and quantity and creativity.
III. Countermeasures and Suggestions The municipal and county committees decided to concentrate on grassroots cadres' work style activities from the end of June to the end of July. In conjunction with this activity, the following comments are made:
Strengthen education guidance and enhance the consciousness of cadres to change their style of work. First of all, it is necessary to strengthen theoretical study and purpose education so that the broad masses of cadres can firmly establish the idea of serving the people wholeheartedly. We must continue to carry forward the "three bitterness" spirit of "leading hardships, hard work of cadres, and hard work of the people". We truly love the people from the people's minds, love the people emotionally, and help the people from the action. "", "the people have something to ask for, I have something to do", and use their own practical actions to close the flesh-and-blood ties between the party and the government and the people. Second, we must adhere to the people's system. It is necessary to continue to implement the "three-three system" work system in the county and township agencies, to ensure that one-third of the time for the cadres of the government to handle daily work, one-third of the time, and one-third of the time to conduct adjustment studies. The county-level departmental cadres should have no less than 30 days of “three-in-one” time at the grassroots level every year, and the township cadres should have no less than 50 days of “three-way” at the grassroots level every year. Third, we must adhere to the system of contact points for leading cadres. In addition to the county-level leaders taking the lead in grasping the contact points, all county-level departments and township-level leading cadres in the county must grasp their own work contact points and implement the “five-one” system, that is, “each person contacts a poor village. Contact a poor household, contact a poor company, contact a laid-off worker, and contact a poor student." Leading cadres at all levels must be physically and mentally motivated, and they should be able to work in a point, really stay in the spot, and really grasp the point of contact as a demonstration point for all work. Fourth, we must fulfill our responsibilities. To strengthen the work style of the cadre team, it is necessary to implement the overall responsibility of the department, township and town leaders. In this activity, all departments and towns and villages should extensively solicit opinions and suggestions from all sides for comprehensive analysis, sort out and sort out the main problems that need to be resolved, carefully carry out cross-checks, timely agree on improvement measures, follow up and inspect, and urge implementation. To ensure that the cadres' team style continues to undergo new changes, and to promote and promote various tasks to a new level with a good work style.
Strengthen the management of cadres and promote the ability of cadres to work on the top. The first is to update the ideological concepts and to lay a solid foundation for the cadres to be able to go up and down. First of all, we must strengthen the public servant consciousness of cadres. Education cadres at all levels firmly establish the concept of "leadership is service", resolutely overcome the "official standard" thinking, eliminate the psychological problem of suffering and loss, dialectically treat the relationship between "up" and "down", and truly understand the truth of what and why. In order to establish a correct view of power, status and honor and disgrace. Second, we must increase the publicity of public opinion. It is necessary to widely and in-depthly publicize the party's cadre line and the cadre and personnel system reform policy, educate the broad masses of cadres and the people to correctly treat the cadres' rise and fall, and form a good atmosphere for the sages and honors and humiliations in the county. We can build a relaxed social environment by being able to work, to be able to enter and to be able to function.
The second is to improve the management mechanism and actively unblock the channels for cadres to “can go up and down”, especially to “below”. According to the county party committee's "Opinions on Promoting Cadres' Ability to Go Up and Down" and Transforming the Style of Cadres, it is necessary to start with the management mechanism, distinguish between different situations, and actively clear the channels for cadres to "can go up and down." 1 Implement the final elimination system. For the key work and major projects deployed by the county party committee and the county government, as well as the central work determined by the department and the township, formulate specific quantitative standards and assessment indicators, determine the specific responsible persons, and refine the responsibilities, tasks, time limits, requirements, Quantify to each individual's head, conduct assessment and evaluation within the specified time, and organize according to the assessment results. If the work is ineffective or due to dereliction of duty or dereliction of duty, resulting in work at the bottom, and bring certain mistakes or losses, it shall be suspended for inspection or dismissed on the spot. 2 Implement the system of waiting for posts. For those cadres who have poor work performance, people have problems, have been examined by the discipline inspection and supervision department, or are not suitable to continue to hold a certain position for other reasons, they are excused from work and the waiting period is one year. After the expiration of the waiting period, it will be handled properly according to the situation. 3 Implement a competitive employment system. In accordance with the principles of openness, equality, competition, and merit, the county has some sub-department posts, and county-level departments and townships can also take out some important positions for public selection and competition, which truly reflects the survival of the fittest. 4 Implement a conversational system. The cadres who have more than 60% of the votes on the polls or who have more than 30% of the indecent votes are talked to by the relevant leaders. They clearly point out the problems, criticize and educate them, and make demands to order them to rectify within a time limit. For those who still do not change their education, they will be demoted or dismissed. 5 Implementation of the resignation system. The cadres who are more prominent in the problem, have a poor influence in the people, or have made mistakes or losses due to dereliction of duty or dereliction of duty, but are difficult to give party discipline and political discipline, are required to submit their resignation applications and take the initiative to resign. 6 Promote the exchange rotation system. For the leaders and general cadres who have mastered the key departments and key positions of people, finances, and materials, appropriate rotations can be exchanged between departments and towns, or between departments and towns. In short, we must promote the transformation of cadres' work style through multiple channels and multiple forms.
The third is to improve the evaluation system. 1 Resolutely adjust the incompetent cadres in strict accordance with the relevant provisions of the county party committee "can go up and down", "opinions" and "regulations on supervision and management of leading cadres at the department level", "assessment methods for cadres at the department level" and "assessment methods for general cadres". . 2 It is necessary to establish a performance appraisal indicator system with the term of office as the main content. Based on the classification of posts, we should start from the qualitative and quantitative aspects, formulate corresponding job responsibilities and regulations, and clarify the work objectives of the leading cadres during their tenure or certain period, the requirements for achieving the goals, and the specific reward and punishment measures. Quantitative assessment of what can be quantified; qualitatively democratic review to determine if it is difficult to quantify. To achieve hardening indicators, strengthen responsibilities, and just assess. 3 to improve the assessment method. Adhere to the combination of stage assessment and annual assessment, single assessment and comprehensive assessment, timely assessment of major issues and regular notifications, and comprehensively examine the performance of master cadres. 4 to strengthen the use of assessment results. For those who have outstanding performance in the examination, the mention of the rise, the rise of the rise, and some can even be used. For the incompetent person identified after the assessment, the result should be honored. If the adjustment is lowered, the adjustment of the adjustment must not be "one-level" or "one-pot" and lose the original meaning of the assessment.
Strengthen supervision and inspection. Whether the cadre style can be effectively transformed and whether the education and tidy activities can be effective, it is very important to do a good job of supervision. Relevant departments such as the County Commission for Discipline Inspection, the Organization Department, the County People's Labor Bureau, and the “Two Offices Supervision Office” shall be responsible and conscientiously perform their duties, timely understand and master the situation of the township government's ideological and style education and rectification activities, and provide the correct decision-making for the county party committee. A reliable basis. In the form of supervision, it is necessary to implement the "five combined, five main" approach, that is, the combination of explicit investigation and unannounced visits, mainly based on unannounced visits; combined with spot checks and comprehensive inspections, mainly based on spot checks; listening to reports and visits The combination of the people is mainly based on visiting the people; the combination of the information and the scene is taken to see the scene; the combination of advanced and post-entry is promoted to promote backwardness; multi-angle and all-round inspection to understand the effect of the activity And the weak links that exist, especially for some major issues, we must focus on supervision, follow-up and investigation, until the problem is solved and the work is improved, so as to ensure the quality and effect of the work style education activities.
I. Current Situation and Problems As a whole, in the past two years, after the "three stresses" education and the important thinking of the "three represents", the educational activities of the cadres, especially the leading cadres at all levels, have changed significantly. Cadres can go deep into the realities, contact the people, be honest and honest, and work diligently for the people. They have been widely welcomed and praised by the people. However, there are also some cadres whose styles are not satisfactory. In particular, there are certain problems in the "five winds". The main performance: First, the ideological style is weak. Some spirits are sluggish, the will is depressed, they are not enterprising, and they are satisfied with the status quo. "When a monk hits a day," he is often in a state of "mixing the day"; some are slack, and leave the job, "three days of fishing and two days of drying" "Net", if you want to come, you want to leave, ignore the discipline, and some departments will be almost unemployed in the afternoon. Some will go to work during the work, squatting, doing private affairs, even playing mahjong, "turning three" to gamble, will work Put aside and bring some squally evil into the organs; some are keen on commenting on the whole story, arguing, not wanting to do things, not doing things, not doing practical things; some vying for fame, fighting for power, fighting for power, for profit, talking about relationship , telling people, not speaking about principles. Second, the leadership style is not good. Some departments, township leaders are bureaucratic, formalism is serious, "the habit of habits" is strong, out of the actual, chaotic orders, messed up the command; even the style of hegemony, "one-word hall", "individuals have the final say"; Intrigue, engage in "internal consumption", "wolf fight"; some of the higher-level decision-making Yang Yang Yin, passive treatment, engage in policies, there are countermeasures; some political awareness, the overall situation is not strong, suffering from loss, cares, put Personal interests and small group interests are very important; some are only books, only responsible for the above, and turn a blind eye to the suffering of the people; some are laissez-faire and irresponsible, and some leaders are "walking" seriously, go out at will, even I didn’t get a job for a few days, and some people were afraid of “sinners”. The matter of the management was not managed. The arrests were not done well, causing internal chaos, and the work was lagging behind for a long time. Some of them did not know what to do with the three orders. No, it is forbidden. In particular, some window units and industries still have random charges, fines, and apportionment. The phenomenon of eating cards and excluding cards has occurred. The legal concept is not strong, dishonesty, things promise not honored, arbitrary, debts not yet, bilk serious. Third, the style of study is not strong. Some cadres can't sit down, they can't sit still, they are neglecting to learn, neglecting theoretical literacy, knowledge, business skills and leadership. They lack a comprehensive and profound understanding of the party's line, principles, and policies, especially for market economy knowledge. Knowledge of WTO knowledge, scientific and technological knowledge, modern management knowledge, and laws and regulations are poorly understood. There are different levels of "knowledge gaps" and "knowledge gaps". Some theoretical studies are out of touch with reality, and there is no knowledge and practice. The combination of the use of the deeper understanding of theoretical knowledge, resulting in theoretical learning and practice "air to air", "two skins", lack of theoretical knowledge and policy standards to guide the work. Fourth, the work style is not true. Some of them spend more time in the organs, and there are fewer opportunities to go to the grassroots level to implement them. Some of them have a clear water level at the grassroots level, and they have not really fallen down to help the grassroots and the people solve specific difficulties and problems. They are not good at investigating and researching, making blind decisions and causing work. Some are arbitrarily arrogant; some are afraid of being heavy, and encounter contradictions and detours. If you do not open your mouth in front of you, you can drag and drag, you can wipe it, even push it up and down, and push it, leading to the emergence of some rural and departmental units. Some people went to the higher-level petitions; some did not seek their own affairs in their positions, and there were countless things in their responsibilities, unclear thoughts, few ways, lack of initiative; some falsification, bullying, and great joy; Arranged and not checked, "anticlimactic", doing things, engaging in forms, coping with errands, pushing and arguing, and intertwining each other, artificially brought losses and influence to the work. Fifth, the style of life is not good. A very small number of cadres are not strict, some are involved in gambling in public places, some use public funds to eat and drink, there are very few even enter high-end consumer entertainment places, use public funds for entertainment consumption or do some unnamed things, etc. . . It has caused adverse effects among the people and seriously affected the image of the party and the government.
II. Analysis of the causes There are many problems in the county's grassroots cadre team, mainly due to the following reasons:
From the perspective of the cadres themselves. A small number of cadres, especially leading cadres, have poor political literacy, a weakened sense of purpose, a shaken of ideals and convictions, a lack of overall concept, a lack of professionalism and a sense of responsibility, and cannot play a leading role. Individual cadres have a serious "official standard" thinking. The "people-oriented" thinking is indifferent, doing work, thinking about problems, considering their own interests, considering the interests of the people, not being able to put themselves in the hands of the people, doing practical things for the people, and getting rid of the grassroots. Separation from the people, from reality, lack of truth-seeking and pragmatism, the spirit of hard work and the ability to solve problems. This is the root cause of the problem of the style of grassroots cadres in our county.
From the perspective of unit management. One is lost in softness and lost in width. Although many grassroots units have many systems and regulations, they are not enforced and their binding power is not strong. For those cadres who violate the system and regulations, there is sometimes no criticism of the criticism. There is no education in this education, and the handling of this treatment is not enough. Even the palliative care did not play the role of punishment, which objectively contributed to the bad atmosphere in the cadre team. Second, there is a lack of competitive incentives. There are some grassroots units, people are bloated, people are overstaffed, cadres do not do the same, do more and do the same. Cadres lack a sense of crisis, lack of self-motivation, and passive work, which has contributed to the bad atmosphere to a certain extent.
From the management of cadres. First, the choice of people is not open. In the past two years, many cadres have been promoted at the grassroots level. However, in general, there are still many top-level departments to select and select more grassroots organizations; the leaders are more familiar with the selection and the number of open selections, which affects the grassroots to a certain extent. The enthusiasm of cadres. At the same time, in the selection process of cadres, the problem of seniority is also serious. The boundaries of age, education, identity, and length of service have not been broken, which has blocked some outstanding cadres and objectively led to the phenomenon of “eating officials”. Second, the channels for cadres to “below” are not smooth. Due to the shortcomings of the traditional cadre selection and management system, the cadres’ concept of “can’t go down” has not been completely changed. The lifelong system of leading cadres has not completely changed, and the sense of crisis is not strong, resulting in The channels for cadres to “below” are narrow, and the proportion of “down” is relatively small. The problem of “can’t go down” is more prominent. Adjusting incompetent cadres is difficult and has a lot of interference. It is often not forbidden for incompetent cadres, or to be accommodated by criticism and education. It is impossible to adjust to the adjustment, and even “level shifting, leaving it” leads to those mediocrity The incompetent cadres of the mediocrity ruthlessly have to be "foreign officials", causing psychological dislocation of the cadres. Secondly, the evaluation system for cadres is not perfect. At present, the post target responsibility system generally has the problems of more qualitative content and less quantitative standards. In particular, it lacks the evaluation scales and standards that reflect different positions and different levels, which makes it difficult to grasp the level of morality and talent in practical work. It is difficult to accurately determine the merits and demerits of cadres' political achievements and correctly determine the cadre's rise and fall. Third, the pace of cadre exchanges is slow. Although the county has increased exchanges of department-level cadres in recent years, there are still problems in the exchange of cadres at the department level, and the general cadres have not communicated. There are quite a few cadres who work too long in this unit and in this position. They are lax in their work, have no new ideas in their work, and are not motivated. It is difficult to complete the tasks with quality and quantity and creativity.
III. Countermeasures and Suggestions The municipal and county committees decided to concentrate on grassroots cadres' work style activities from the end of June to the end of July. In conjunction with this activity, the following comments are made:
Strengthen education guidance and enhance the consciousness of cadres to change their style of work. First of all, it is necessary to strengthen theoretical study and purpose education so that the broad masses of cadres can firmly establish the idea of serving the people wholeheartedly. We must continue to carry forward the "three bitterness" spirit of "leading hardships, hard work of cadres, and hard work of the people". We truly love the people from the people's minds, love the people emotionally, and help the people from the action. "", "the people have something to ask for, I have something to do", and use their own practical actions to close the flesh-and-blood ties between the party and the government and the people. Second, we must adhere to the people's system. It is necessary to continue to implement the "three-three system" work system in the county and township agencies, to ensure that one-third of the time for the cadres of the government to handle daily work, one-third of the time, and one-third of the time to conduct adjustment studies. The county-level departmental cadres should have no less than 30 days of “three-in-one” time at the grassroots level every year, and the township cadres should have no less than 50 days of “three-way” at the grassroots level every year. Third, we must adhere to the system of contact points for leading cadres. In addition to the county-level leaders taking the lead in grasping the contact points, all county-level departments and township-level leading cadres in the county must grasp their own work contact points and implement the “five-one” system, that is, “each person contacts a poor village. Contact a poor household, contact a poor company, contact a laid-off worker, and contact a poor student." Leading cadres at all levels must be physically and mentally motivated, and they should be able to work in a point, really stay in the spot, and really grasp the point of contact as a demonstration point for all work. Fourth, we must fulfill our responsibilities. To strengthen the work style of the cadre team, it is necessary to implement the overall responsibility of the department, township and town leaders. In this activity, all departments and towns and villages should extensively solicit opinions and suggestions from all sides for comprehensive analysis, sort out and sort out the main problems that need to be resolved, carefully carry out cross-checks, timely agree on improvement measures, follow up and inspect, and urge implementation. To ensure that the cadres' team style continues to undergo new changes, and to promote and promote various tasks to a new level with a good work style.
Strengthen the management of cadres and promote the ability of cadres to work on the top. The first is to update the ideological concepts and to lay a solid foundation for the cadres to be able to go up and down. First of all, we must strengthen the public servant consciousness of cadres. Education cadres at all levels firmly establish the concept of "leadership is service", resolutely overcome the "official standard" thinking, eliminate the psychological problem of suffering and loss, dialectically treat the relationship between "up" and "down", and truly understand the truth of what and why. In order to establish a correct view of power, status and honor and disgrace. Second, we must increase the publicity of public opinion. It is necessary to widely and in-depthly publicize the party's cadre line and the cadre and personnel system reform policy, educate the broad masses of cadres and the people to correctly treat the cadres' rise and fall, and form a good atmosphere for the sages and honors and humiliations in the county. We can build a relaxed social environment by being able to work, to be able to enter and to be able to function.
The second is to improve the management mechanism and actively unblock the channels for cadres to “can go up and down”, especially to “below”. According to the county party committee's "Opinions on Promoting Cadres' Ability to Go Up and Down" and Transforming the Style of Cadres, it is necessary to start with the management mechanism, distinguish between different situations, and actively clear the channels for cadres to "can go up and down." 1 Implement the final elimination system. For the key work and major projects deployed by the county party committee and the county government, as well as the central work determined by the department and the township, formulate specific quantitative standards and assessment indicators, determine the specific responsible persons, and refine the responsibilities, tasks, time limits, requirements, Quantify to each individual's head, conduct assessment and evaluation within the specified time, and organize according to the assessment results. If the work is ineffective or due to dereliction of duty or dereliction of duty, resulting in work at the bottom, and bring certain mistakes or losses, it shall be suspended for inspection or dismissed on the spot. 2 Implement the system of waiting for posts. For those cadres who have poor work performance, people have problems, have been examined by the discipline inspection and supervision department, or are not suitable to continue to hold a certain position for other reasons, they are excused from work and the waiting period is one year. After the expiration of the waiting period, it will be handled properly according to the situation. 3 Implement a competitive employment system. In accordance with the principles of openness, equality, competition, and merit, the county has some sub-department posts, and county-level departments and townships can also take out some important positions for public selection and competition, which truly reflects the survival of the fittest. 4 Implement a conversational system. The cadres who have more than 60% of the votes on the polls or who have more than 30% of the indecent votes are talked to by the relevant leaders. They clearly point out the problems, criticize and educate them, and make demands to order them to rectify within a time limit. For those who still do not change their education, they will be demoted or dismissed. 5 Implementation of the resignation system. The cadres who are more prominent in the problem, have a poor influence in the people, or have made mistakes or losses due to dereliction of duty or dereliction of duty, but are difficult to give party discipline and political discipline, are required to submit their resignation applications and take the initiative to resign. 6 Promote the exchange rotation system. For the leaders and general cadres who have mastered the key departments and key positions of people, finances, and materials, appropriate rotations can be exchanged between departments and towns, or between departments and towns. In short, we must promote the transformation of cadres' work style through multiple channels and multiple forms.
The third is to improve the evaluation system. 1 Resolutely adjust the incompetent cadres in strict accordance with the relevant provisions of the county party committee "can go up and down", "opinions" and "regulations on supervision and management of leading cadres at the department level", "assessment methods for cadres at the department level" and "assessment methods for general cadres". . 2 It is necessary to establish a performance appraisal indicator system with the term of office as the main content. Based on the classification of posts, we should start from the qualitative and quantitative aspects, formulate corresponding job responsibilities and regulations, and clarify the work objectives of the leading cadres during their tenure or certain period, the requirements for achieving the goals, and the specific reward and punishment measures. Quantitative assessment of what can be quantified; qualitatively democratic review to determine if it is difficult to quantify. To achieve hardening indicators, strengthen responsibilities, and just assess. 3 to improve the assessment method. Adhere to the combination of stage assessment and annual assessment, single assessment and comprehensive assessment, timely assessment of major issues and regular notifications, and comprehensively examine the performance of master cadres. 4 to strengthen the use of assessment results. For those who have outstanding performance in the examination, the mention of the rise, the rise of the rise, and some can even be used. For the incompetent person identified after the assessment, the result should be honored. If the adjustment is lowered, the adjustment of the adjustment must not be "one-level" or "one-pot" and lose the original meaning of the assessment.
Strengthen supervision and inspection. Whether the cadre style can be effectively transformed and whether the education and tidy activities can be effective, it is very important to do a good job of supervision. Relevant departments such as the County Commission for Discipline Inspection, the Organization Department, the County People's Labor Bureau, and the “Two Offices Supervision Office” shall be responsible and conscientiously perform their duties, timely understand and master the situation of the township government's ideological and style education and rectification activities, and provide the correct decision-making for the county party committee. A reliable basis. In the form of supervision, it is necessary to implement the "five combined, five main" approach, that is, the combination of explicit investigation and unannounced visits, mainly based on unannounced visits; combined with spot checks and comprehensive inspections, mainly based on spot checks; listening to reports and visits The combination of the people is mainly based on visiting the people; the combination of the information and the scene is taken to see the scene; the combination of advanced and post-entry is promoted to promote backwardness; multi-angle and all-round inspection to understand the effect of the activity And the weak links that exist, especially for some major issues, we must focus on supervision, follow-up and investigation, until the problem is solved and the work is improved, so as to ensure the quality and effect of the work style education activities.
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