Report on strengthening the investigation of cadres' performance

Report on strengthening the investigation of cadres' performance

Since the Third Plenary Session of the 16th CPC Central Committee, the State Administration of Taxation has adhered to the requirements of the "Notice on Seriously Studying and Implementing the Spirit of the Third Plenary Session of the 16th Central Committee of the Party in the Organizational System", insisting on learning deep and seeking new places. We will do a good job in understanding and fully implementing the scientific development concept and correct political achievements. We will continue to summarize the experience of cadres' performance evaluation, actively explore the methods of cadre performance, and strive to take new steps in the system construction and institutional innovation of cadres' performance evaluation. In the past year's practice and exploration, we have initially formed a set of performance inspection mechanisms and systems that are more in line with the actual taxation departments in the work of cadres' performance review, which has effectively promoted the scientific, democratic, and institutionalized process of cadre performance investigations. It has promoted the building of the ruling ability of the cadres. The situation will now be reported as follows:

First, the main methods and measures

In order to improve the quality of cadre performance survey work, we are based on the construction of a scientific and rational cadre performance review mechanism, focusing on comprehensively examining the ruling ability and ruling level of cadres, and adhering to the "five principles" in the cadre performance investigation work. "Doing "three combinations" and implementing "two systems."

Adhere to the principle of objectivity and fairness, and combine the usual investigation with regular inspections and pre-employment inspections. In order to do a good job in the daily performance of cadres, we have set up a patrol inspection team to conduct a comprehensive inspection of the personnel and financial management of the national provincial tax bureaus, the construction of the party's style and clean government, and the implementation of tax laws and regulations, and to establish inspection files. The results of the inspections are an important part of the daily inspection of the cadres' performance. In the annual annual civil service assessment, we use the individual debriefing, democratic evaluation, and leadership review to conduct the annual assessment of the cadres, and the annual assessment of the cadres as regular. The routine work of the inspection; we take the inspection of the reserve cadres as a basic link in the pre-employment inspection of the cadres. For example, from April to October this year, we are in the centralized selection of the reserve cadres at the deputy department level of the General Administration and the State Administration of Taxation. The General Administration of the People's Republic of China transferred 108 people to form 18 inspection teams, and went to various provinces and cities to inspect 401 candidates who were selected for the examination. Through a variety of forms and channels such as unit recommendation, democratic evaluation, individual interviews, and special investigations, the candidates were selected for comprehensive investigation. The performance of the situation. We comprehensively review the results of daily inspections, annual assessments and pre-employment inspections to ensure an objective, fair and accurate evaluation of cadres' performance.

Adhere to the principle of public recognition and performance-oriented, and achieve a combination of leadership and public, qualitative investigation and quantitative investigation. Before each cadre's performance review, we have detailed detailed inspection and implementation rules in advance, and made detailed regulations on the inspection methods, the contents of the investigations, the investigation procedures, the evaluation and application of the investigation results, the inspection institutions and the inspection duties, and strive to achieve standard refinement. The indicators are quantified and easy to operate. When formulating the content of the survey and the quantitative indicators, we distinguish the cadres at different levels and set different standards of investigation. Determine a certain score for each aspect, and qualitatively analyze it from the qualitative aspect, and grasp the quantitative requirements to achieve the organic combination of qualitative investigation and quantitative investigation, and enhance the scientific nature of the investigation. We adopt a combination of leadership and people, paying attention to leadership opinions and respecting the wishes and voices of the people. For example, in the inspection of cadres' performance, we are under the leadership of the provincial bureau, the director-level leadership of the General Administration, the headquarters and the provincial bureau. Cadres and other aspects, distinguish between two types of current cadres and reserve cadres, formulate different methods of investigation and scoring standards, and determine the proportion of the scores of different levels of personnel, and combine the evaluation of leaders with the evaluation of the people. Accurately understand and evaluate cadres.

Adhere to the principle of people-oriented, sustainable development, and achieve the combination of current performance and long-term development and coordinated development. We insist on using the scientific concept of development to guide the correct view of political achievements. In the process of conducting cadre performance, we set up a scientific evaluation index system to establish a comprehensive evaluation index for performance evaluation and form a correct development orientation. For example, in the performance review of the taxation of the system cadres, we downplay the hard indicators of the income task. We do not simply use the size and excess of the tax task as the sole criterion for evaluating the merits and demerits of the cadres' performance. The tax administration level and the efficiency of tax administration, and the “six rate” inspection indicators for the quality of the collection and management of the whole system, continuously improve the work performance of the cadre during the term of office. In the appointment of cadres, we adhere to the probationary system for cadre appointments, and conduct trials for newly promoted cadres for one year. During the probation period, we will follow up and inspect throughout the trial period to ensure a comprehensive and objective reflection of the cadres' performance.

Adhere to the principle of democratic centralism and implement a public inspection system for cadres. In the inspection work of cadres, we insisted on the implementation of the public inspection system for cadres and gave full play to the supervisory role of the people in the inspection work of cadres. We will not only focus on actively promoting democracy, let the people fully express their opinions, but also insist on concentrating on the basis of democracy, forming correct decisions, and publicizing the results of the investigation within a certain scope. For example, in the investigation of the selection and appointment of cadres, we insist that all the cadres who are inspected will carry out a public notice for 7-10 days within the scope of the determined investigation. In some provinces and municipalities, the State Administration of Taxation also conducts a one-week publicity for the personnel who have been identified as “excellent” in the annual assessment. During the publicity period, the inspection team conducted a serious investigation and verification of the people's letters and visits, and responded strongly to the people. The cadres who have verified the problems have been adjusted in time to truly reflect the openness and equality of the cadre inspection work and increase the transparency of the cadre inspection work.

Adhere to the principle of advancing with the times and implement the responsibility system for cadres' inspection work. We closely integrated the performance appraisal work with the reform of the cadre and personnel system, insisted on advancing with the times in the cadre performance review, strengthened the cadre inspection responsibility system, enhanced the cadre inspection staff's sense of responsibility, and improved the quality of the inspection work. The first is to strengthen the inspection of cadres' term of office. We have tried the cadre tenure system in some provinces and cities, and determined whether the cadres are re-elected by examining the performance of the cadres during their term of office. For those cadres whose performance has been flat during their term of office, they will be suspended in a timely manner and adjusted. The second is to improve the inspection of cadres. We have combined the open selection, the in-service inspections and the investigations of the reserve cadres, and aimed at the phenomenon of competition failures due to the unsatisfactory written test results of some cadres with good style, high prestige and outstanding performance in the open selection and competition. In order to overcome the limitations of open selection and competition, and to ensure that people are truly selected, we will change the practice of selecting a person in the past by combining the actual situation. By selecting a certain number of reserve cadres, we will track multiple candidates for a position. Investigate, comprehensively train, and promote the accuracy of open selection and competition for employment through political performance investigation. The third is to try to establish an institutional system for performance evaluation. In accordance with the actuality of the national tax, we have issued a series of archives regulations on the inspection of cadres, so that the performance inspection work is gradually standardized and institutionalized. In the inspection of cadres, the responsibility for investigation is strengthened, and the disciplines for investigation, scope of discussion, methods of assessment, and confidentiality work are clearly defined. At the same time, together with the supervision department, the cadre performance inspection was carried out together, so that the cadre inspection work was always placed under the supervision of the party, which ensured the fairness and fairness of the inspection work.

Second, the achievements and effects

The exploration and practice of the cadre's performance evaluation has made us deeply understand that the scientific and rational performance investigation mechanism is to guide the broad masses of cadres to establish a correct view of political achievements, to encourage the cadres to implement the purpose of serving the people, and to form a pragmatic and practical effect. The work style has a strong driving force. Specifically, it is mainly reflected in the following four aspects:

Improve the orientation of the performance appraisal work. By looking at political achievements with a developmental perspective, and examining political achievements with long-term interests, it has effectively improved the orientation of the performance appraisal work. First, the correct development orientation has been formed. In the performance appraisal, the concept of people-oriented, comprehensive, coordinated and sustainable development is emphasized, and the cadres are guided to establish a scientific development concept, forming a good atmosphere of focusing on reform and one-minded development. The leading cadres at all levels of the tax system carefully "do the show" Obviously less, the number of concentrating officers is much more obvious. The second is to form the correct policy orientation. Guide the majority of tax cadres to establish a correct view of political achievements, effectively curbing the "image project", "political performance project", "short-term effect" and other phenomena. The third is to form the correct orientation of employing people. In practice, we apply the results of the performance appraisal to the daily management of cadres, so that those cadres with outstanding urgency and outstanding performance have been reused, and the improvement of the mechanism for selecting and appointing cadres has been promoted, and the cadres with political achievements have been truly used. Employing people.

Improve the pertinence of the performance appraisal work. Due to the combination of qualitative and quantitative integration, the combination of recent and long-term, and the combination of leadership and the public in the performance appraisal, especially the cadre's performance survey is divided into different positions and different levels, making the results of the performance review more targeted. Personalized features are more prominent.

Improve the accuracy of the performance appraisal work. In the cadre performance review, we comprehensively considered the impact of objective environment, basic conditions, emergencies and other factors on the performance of the political performance, so that the subjective efforts of the object of investigation and the actual working environment were comprehensively analyzed, using a comprehensive, developmental, dialectical point of view. To evaluate the achievements of cadres, not only the subjective efforts of cadres, but also the influence of objective factors, and correctly grasp the relationship between subjective and objective, collective and individual, economic and social benefits, opportunity and performance, and thus improve the relationship. The accuracy of the cadre's performance review.

Improve the operability of the performance appraisal work. In the investigation of the performance of cadres, due to the comprehensive regulations on the investigation procedure, the investigation method and the investigation contents, the corresponding quantitative standards were formulated, which made the operability of the cadre performance evaluation greatly improved.

Third, the difficulties and problems

The investigation of cadres' performance is a meticulous and complicated work. In practice, we feel that there are still many difficulties and problems in the current performance survey of cadres, mainly in the following aspects:

First, the content of the performance appraisal is difficult to unify. Because the personality characteristics of political achievements are very clear, the performance evaluations of different positions in administration and business, administrative affairs, and party affairs are all different. In the performance inspection of cadres, how to determine the content of cadre performance investigation, which work should be included Focus on the scope of investigation, which work does not need to be included in the scope of key assessments, there is a difference in each subject.

Second, there are many uncertain factors affecting the performance of cadres, and it is difficult to grasp the cadre's performance. In practice, due to insufficient understanding of some external factors affecting the performance of cadres, they often fall into the circle of "the hero of success or failure".

Third, the criteria for quantifying various indicators in the performance survey of cadres are not uniform. For the examination of the performance of cadres, we should adhere to the comprehensive investigation of morality, energy, diligence, performance and integrity, and focus on the performance of the work. In practice, most of the localities have definitely determined certain scores or calculation weights for various indicators such as German, energy, diligence, performance, and integrity. However, there is still a lack of scientific unity in scientifically and reasonably determining these quantitative scores or weights. Standard.

Fourth, it is difficult to improve the accuracy of democratic assessments in cadre performance surveys. In the democratic evaluation, the scores are abnormally low or abnormal, which should be said to be abnormal. How to distinguish such scores is that the cadres have offended a few people because of the principle of persistence, or there are serious faults. There is no scientific method at present. The problem of inaccuracy in democratic evaluation is difficult to solve.