The final assessment method for coal mine leading cadres

First, the scope of implementation

All mines are serving cadres at or above the deputy level.

Second, the assessment content and standards

The content of the assessment is six aspects: morality, energy, diligence, performance, integrity and learning. Focus on the performance of the work.

"German" mainly depends on: implementing the party, the country's line, principles, policies, and implementation of the resolutions, directives, and systems of the party and government; personal political stance, ideological style, moral quality, popular prestige, and law-abiding. Realistic performance and coordination of the level of relationship in all aspects.

"Energy" mainly depends on: the work ideas for enterprise reform and entrepreneurial development; fulfilling the duties and responsibilities of the job, the ability to innovate, the ability to analyze problems and solve problems; the ability to control work, scientific decision-making, comprehensive coordination, organizational leadership; knowing people, Talent selection ability.

"Diligence" mainly depends on: work career, responsibility, enthusiasm, initiative, work quality, efficiency and so on.

“Performance” mainly depends on the performance of duties, work performance, indicators and tasks completed within the scope of work or supervisor.

"Lian" mainly depends on the situation of personal integrity and self-discipline and the implementation of the responsibility system for party style and clean government construction.

"Learning" mainly depends on: personal learning attitude, learning content, learning effect and participation in training.

Implement quantitative assessment. The six contents of morality, energy, diligence, performance, integrity, and learning are quantified, and the percentage system is assessed. The assessment is divided into four categories: excellent, competent, basic, and incompetent.

Last basic condition

1. In the annual assessment and cadre inspection, more than one-third of the indecent votes for democratic evaluation, or more than 50% of the basic and incompetent votes.

2. Poor in the assessment, the quantitative assessment is less than 60 points.

3, through the organization of comprehensive inspection and assessment, comprehensive analysis identified as incompetent.

4, after the assessment ranking is later.

5. If you have one of the following conditions, go directly to the last position:

Seriously warned by the party or the administrative record is greater than the above punishment.

The party and government leaders of the units and tasks that have not been mined for three consecutive months or six months in total.

Due to mistakes in decision-making, job negligence, and ineffective work, it causes major economic losses, or has primary or leadership responsibility for major liability accidents.

Serious violation of the rules, causing serious consequences.

Violation of financial and economic disciplines, invading the interests of the collective or the employees, deducting the wages and bonuses of the workers, privately setting up a small treasury, and handling the chaos.

It has been verified that it has the right to eat, take, card, and act.

The work of the in charge is not in place, causing the work to be passive and causing serious consequences, adverse effects, or the work is always at the bottom, or thus affecting the mine honor and superior evaluation, or the unit has a serious over-the-counter interview.

Bad influences and serious consequences due to improper behavior.

Third, the assessment program

1. Personal summary: The examinee compares the requirements of individual job responsibilities, sums up the work of the annual supervisor or in charge, and writes the report of debriefing. The cadre of the grassroots unit is in the employee's congress or the employee assembly of the unit and accepts the evaluation. The department-level cadres are in charge of their duties, and the deputy generals and well leaders are in the above-mentioned positions at the middle-level cadres and are subject to comments.

2. Democratic review:

Organizational unit cadres and workers review;

Two-way mutual evaluation is carried out between the organs and the department-level cadres at the grassroots level. Two-way mutual evaluation is generally arranged at the beginning of the year to review the work of the previous year;

Grassroots appraisal agencies, mining and evaluation assistance.

3. Leadership assessment of the branch line: The leaders of the mine management team will assess and evaluate the content of the quantitative assessment according to the usual work situation, and sign the assessment opinions. Zhang Xiaolou and Dongchengjing were assessed by the wells.

4. Daily assessment of the department: The assessment, notification and record of the phased and routine work of the mine functional department on the branch or superior level is an important basis for the year-end assessment.

5. Comprehensive evaluation of the organization: The Ministry of Political Affairs and Industry will summarize the democratic appraisal of the department-level cadres, in charge of the leadership assessment, the daily assessment of the department and the investigation, and propose the list of the last person and disposition opinions.

Fourth, the final disposal

According to the whole mine party group line, administrative line, and administrative deputy line, the line and the list of the last person in the mine are discharged. The proportion is controlled in principle to about 3% of the total number of cadres above the deputy level of the whole mine. For the last person, take the following measures as appropriate.

1. 诫勉: In the annual assessment, the position of the branch is relatively higher than that of the latter, or if it is determined to be basically competent by the organization inspection and evaluation, the leader of the mine management will conduct a talk and raise a warning.

2, waiting for posts: in the annual assessment is rated as the last line of the line or the position is later, the implementation of post, demotion or resignation, or adjust their jobs and positions. The waiting time is generally not less than half a year.

3. Demotion, dismissal, and resignation: In the annual assessment, the position of the whole mine is later or at the bottom, and it is found to be incompetent after being examined and evaluated by the organization, and is exempted from duties or ordered to resign.

The department-level cadres who have been demoted and dismissed have performed well in all aspects after one year. They have outstanding achievements and are recognized by the public. They can be re-elected or used to participate in the open competition for leading cadres.

V. Assessment methods

1. The final assessment work is carried out in conjunction with the annual assessment work of the department-level cadres, once a year, but the situation of direct entry into the last position can also be assessed at any time.

2. The final assessment work is combined with the organization inspection and assessment. According to the assessment results, the final assessment can be carried out in due course.

3. The final assessment is carried out by a combination of qualitative assessment and quantitative assessment, periodic assessment and non-scheduled inspection, especially focusing on the assessment and recording of the daily work and performance of each unit in various functional departments.

4. The assessment of the current year and the final assessment will be completed before April of the following year.

Six, assessment discipline

The final assessment of departmental cadres is a very principled job. The appraisers must conscientiously perform their assessment duties, conduct assessments in strict accordance with the regulations and requirements, and comprehensively, objectively, accurately and meticulously reflect the assessment targets. The appraisers must adhere to the standards, strictly control, and be responsible for the objectivity, authenticity and impartiality of the assessment materials and assessment results.

In the assessment work, the assessment personnel and the assessment targets must strictly observe the following disciplines:

It is not allowed to use the machine of assessment to seek personal gain and vent their anger;

Do not disclose confidentiality of assessment;

It is not allowed to set obstacles, interfere with or hinder the assessment work;

Do not falsify, deliberately exaggerate, narrow, conceal, or distort facts;

Retaliation against those who reflect the problem is not allowed.

For those who violate the above provisions, depending on the nature and the circumstances, they should be criticized and educated until the party discipline and political discipline are given.

Seven, organizational leadership

In order to strengthen the leadership of the final assessment work, the mine established the leading assessment team for the final assessment of the department-level cadres. Party secretary, mine manager, and other deputy mine leaders are members. According to the professional division of labor, four assessment teams for safety, production, management, and political work were established. The leaders of the mines were the leader of the assessment teams of each branch, and the responsible persons of the relevant departments were members of the assessment team.

The leading group has an office, the office is located in the Ministry of Political Affairs, and the Minister of Political Affairs is also the director of the office. The office is responsible for the specific implementation of the final assessment.