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2019 organization work ideas and work plan


The victory of the 17th National Congress of the Communist Party of China is a very important meeting held at the present stage in China. The report of the 17th National Congress, various resolutions, and party constitutions will surely become the current and long-term work. Important theoretical guidance. After careful study and discussion, the Organization Department of Qingzhen Municipal Committee put forward a new concept for the organization of work in 2019.
1. Grassroots organization construction work: First, carefully organize the study and implementation of the spirit of the 17th National Congress, the 10th Provincial Party Congress, the 8th Party Congress of Guiyang City, and the 4th Party Congress of the city to ensure the determination of each meeting. The task of the project was implemented at the grassroots level; the second is to do a good job in the party building work of the rural areas, institutions, schools, street communities, and “two new” organizations in the city, fully promote the establishment of star-level party building demonstration sites, and do a good job in education and management services for mobile party members. Party members, rural talents education, village cadre professionalization, village finance and village management, and full service agency for the people, laying the foundation for the establishment of the party model area in the city; third, do a good job in the seventh village change of the city, strictly The selection of personnel is used to select the cadres of the two committees of the company, to provide organizational guarantee for the orderly advancement of various tasks; the fourth is to organize and implement the construction project of the village-level organization activities, strengthen the construction of village-level positions, further consolidate the grass-roots foundation, and consolidate The ruling status of the party; Fifth, actively and steadily promote the pilot program of the permanent system of the county-level party congress. According to xx in the report of the 17th National Congress of the Communist Party of China, the requirements of "improving the party congress system and implementing the term system of the party congress" are explored to explore effective ways and forms for party representatives to play a role in the intersessional period of the party congress. Establish a corresponding working organization for the pilot system of the party's congress, establish and improve the "party congress annual meeting system", "in-party situation report, notification system", "learning and training system", "contact communication system", "representative regular The basic system of the permanent system of the party’s congress, such as the debriefing system, provides institutional guarantee for the implementation of the permanent system. Clearly define the term of office, rights and obligations, carry out representative inspection and research activities in various forms, do a good job in the implementation of pilot work, and further expand intra-party democracy.
2. Cadre education and training: First, in terms of training methods, follow the theory and practice, apply what is learned, use the requirements of promoting learning, focus on the center, introduce modern training methods such as experiential and research, and enhance the students' solutions. The ability to actually problem. Second, in the training content, training is carried out according to the training content of the four aspects of cadre education and training. At the same time, it pays attention to the cadre psychology and enhances the cadre political theory and comprehensive business. Third, on the training target, expand the scope of training, so that district-level and county-level cadres have more opportunities to participate in the training of the higher level. Fourth, in the training management, quantitative and statistical management of cadres' participation in training, and strengthening the standardization of cadre training.
3. Selection and appointment of cadres: First, in the assessment of cadres, the introduction of “scenario simulation”. In combination with the actual work, set the content of the scenario simulation assessment, assess and evaluate the innovation ability of leading cadres, organizational and planning ability, decision-making ability, anti-emergency ability, learning ability tendency, and intuitively on the temperament, personality and psychological factors of the assessment object. To understand. The second is to increase the depth and breadth of cadre selection, broaden the scope of cadre selection, and promote the cadre public selection mechanism so that more qualified and capable cadres can enter the ranks of the leadership. The third is to include the contents of the "three investigations" into the cadre inspection, that is, check the terminal, check the efficiency, and check the style. Further demonstrate the effectiveness of cadre inspections.
4. Distance education work: In order to give full play to the role of distance education in cadre education, explore the experience of modern distance education resources, effectively improve the efficiency and quality of distance education in our city, and actively organize distance education work to other districts in the future. Communicate and learn, and learn from each other's successful experiences. The current distance education staff in each district is in a state of closed doors.
5. Talent work: First, formulate relevant policy files for the identification of professional and technical personnel of non-public enterprises. The second is to closely integrate the development of human resources with the economic and social development of Guiyang City, and focus on the protection of environmental protection, especially the “two lakes”, adjust the layout of talent introduction, and support and care for the development of county economy and environmental protection. The third is to increase investment in scientific research support funds and scientific incentive funds to encourage the conversion of scientific research results to productivity.
6. Civil servant management work: First, the system of innovation and civil servant assessment and reward and punishment. Adopting a combination of semi-annual review and annual assessment, the organization of service targets, members of the unit team, and all cadres and workers shall assess and score the moral, energy, diligence, performance, and integrity of the cadres of the government, and evaluate the outstanding cadres as excellent. The leading cadres who are commended and rewarded by the unit are commended by the organization department of the municipal party committee; for the general cadres who are assessed as basic competent, the main leaders of the unit conduct 诫勉 conversation education, which is the municipal disciplinary committee and the municipal party committee organization. The Ministry conducts a sly talk; the cadres who are assessed as incompetent are given one year of waiting for treatment, and the leading cadres are given a one-year trial; the cadres who have been assessed as incompetent for two consecutive times are adjusted, replaced, demoted, and dismissed according to relevant procedures. And other organizational processing. Carry out the people's satisfaction with civil servant selection activities, and select and commend 10 "people-satisfied civil servants" in the citywide. The second is to "improve the quality of civil servants and strengthen the management of civil servants". In accordance with the principle of classification training for civil servants, from the three aspects of "theory education, practice training, education management", to improve the ideological and political factors of civil servants, to strengthen The theme of capacity building is to adjust and optimize the talent structure as the main line, to train education and reform as the driving force, to provide talent support for economic and social development as the fundamental starting point, and to cultivate and create a clean, diligent and high-spirited A professional and professional civil service. Third, in the case of more civil servants in towns and villages, it is recommended to introduce civil servants by means of introduction. After the introduction of the civil servant through the inspection of the personnel department, the examination is qualified, and reported to the municipal party committee and the municipal people's government for research and approval, the transfer procedure can be handled. The fourth is to further improve the examination and recruitment system. Further standardize the qualifications of civil servants, break the identity and geographical restrictions, eliminate the phenomenon of “tailor-made”, continuously improve the transparency of the examinations, and gather outstanding talents into the civil servants. For university graduates who have been recruited to work in grassroots villages in recent years, they should study and strengthen the opinions on training and use, actively and smoothly select channels, and increase the intensity of training. The fifth is to actively explore the performance appraisal methods of civil servants, and continuously enhance the scientific and operability of the appraisal work. In practice, pay attention to summing up and borrowing good experiences and good practices from other regions, so that the appraisal results are closely linked with rewards and punishments, and the assessment orientation is fully exerted. And incentives.
7. Cadre supervision: Strengthen supervision of leading cadres, especially the “number one”. Adhering to strict management, implementing effective supervision, and strictly regulating the behavior of leading cadres are important measures to strengthen the building of leading bodies and leading cadres. Strengthen the party's work style and clean government education, guide leading cadres at all levels to keep a clear-headed, safe and considerate, fully understand the serious harm of corruption, and recognize the extreme importance of carrying out the anti-corruption struggle. Improve the accountability mechanism. Further standardize the work of selecting and appointing cadres, and earnestly strengthen the supervision of the whole process of selecting and appointing cadres. Improve and implement the recommendation responsibility system for dry deployment and the responsibility system for cadre assessment. In the case of dereliction of duty and dereliction of duty in the selection and appointment of cadres, violation of regulations, resulting in misunderstanding of the employer, according to the relevant provisions of the accountability system for the use of misconduct, the relevant personnel shall be investigated for responsibility.

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