The source of employing people begins with nomination. Doing a good job in nomination and recommendation plays a key role in ensuring the quality of candidates. Judging from the past practice, there are two problems in nominating and recommending candidates for re-election by conventional methods: first, because the range of people who participate in the recommendation is relatively fixed, it is easy to lead to the situation that canvassers gain more and those who do not canvass suffer; Secondly, because the voting results of all participants are counted year by year, and the informed and related factors are not fully considered, it is easy to determine the candidates for inspection, which will easily lead to simple voting instead of voting. To this end, in this transition, our province introduced the reform measures of structured compound democratic recommendation for the first time in the nomination and recommendation of candidates for the transition, that is, voting recommendation at the meeting+individual conversation recommendation+random questionnaire recommendation+grassroots cadres and mass representatives, etc., to comprehensively recommend the members of the new leadership team. Among them, the meeting voting recommendation and individual conversation recommendation are carried out within the scope of personnel stipulated in the Regulations on the Appointment of Cadres; Random questionnaire recommendation, random selection of some personnel in the department deputy; The recommendation of grassroots cadres and representatives of the masses shall be made among Party representatives, Municipal People's Congress deputies and CPPCC members. In the statistical summary, the weights of the recommendation results generated by the above four recommendation forms are determined according to the ratio of 40: 25: 30: 5 respectively, and the object of investigation is determined after synthesizing the weight results of the recommendation votes. Although this nomination and recommendation method has increased some procedures and workload in operation, it has broken the limitation of determining the object of investigation only on the basis of meeting voting recommendation and individual conversation recommendation results, especially by randomly selecting a certain proportion of people from important informed groups of department deputies to participate in the recommendation, which further expands democracy from the system design, increases the difficulty of canvassing, and reduces the influence of canvassing behavior on the recommendation results, thus restricting canvassing behavior to the maximum extent and improving the authenticity of democratic recommendation; On the other hand, due to expanding the scope of participation and increasing the number of subjects, especially adding weight variables to the recommendation results, the scientific nature of democratic recommendation is effectively improved, which provides a realistic path for preventing and overcoming the simple vote-taking, and is conducive to improving the quality and credibility of selecting and employing people.
Two, focusing on the investigation of cadres' moral character, and strive to explore new ways to improve the information collection of cadres.
Having both ability and political integrity and putting morality first is the fundamental criterion for our party to select and appoint cadres. Emphasizing morality first has a strong realistic pertinence in the new situation. At present, some cadres have problems, mainly because of their ability, but because of their moral character. Cadres and the masses are dissatisfied with a few leading cadres, and their opinions often focus on morality. However, how to deeply investigate and understand the moral character of cadres has always been one of the difficult problems that restrict the practice of cadres. In this transition, our province summed up the exploration and practice at the grass-roots level, and tried out the reform measures of the evaluation method of leading cadres' bad behaviors, that is, listed some options of possible bad behaviors in the cadre team in the democratic evaluation ticket, so that the cadres and the masses who participated in the evaluation could evaluate whether each candidate had these behaviors and the degree anonymously, and the evaluation results served as an important reference for evaluating the use of cadres. The practical effect of implementing this method is obvious: first, it is conducive to a comprehensive and in-depth study of the performance of cadres in the work circle, life circle and social circle, especially the realistic performance of cadres at critical moments and their treatment of personal interests, which is conducive to an in-depth understanding of cadres' morality in the organization; Second, it is conducive to strengthening the pertinence of supervision and management of cadres and truly putting cadres under the effective supervision of organizations and the masses; Thirdly, drawing an intuitive bad behavior map for problematic cadres further shows what the organization advocates and opposes, which is conducive to forming a positive and healthy behavior orientation. In addition, we also try to record the integrity of candidates, establish files on various evaluation results and related personal information of cadres, comprehensively grasp and deeply analyze their integrity, and explore pilot telephone interviews and public opinion surveys to confirm the recognition of cadres and the masses for the general election. Third, focus on selecting cadres and strengthening team building, and strive to achieve new results in improving the evaluation of cadres.
It is difficult to inspect and know people, which is a big problem that has long plagued the work of cadres, and it is also a prominent problem that needs to be solved in the reform of the cadre personnel system. For a long time, most of the cadres' inspections have taken the main ways of talking, understanding and consulting files. , a single outdated, it is difficult to fully understand the real situation of cadres. At the same time, due to more qualitative investigations and less quantitative investigations, especially the lack of in-depth interpretation of candidates' personalities, the investigation materials are often one-sided. From a distance, everyone looks alike, and I don't know who is close at hand. The investigation results are difficult to meet the needs of rational use of cadres and scientific deployment of teams. In order to solve these problems, our province has explored and tried out multi-functional evaluation methods and personalized inspection evaluation methods in the process of transformation. Multi-functional evaluation refers to the democratic evaluation of the current members of the party and government leading bodies, adding a column on the evaluation ticket to suggest the use intention of the cadres being evaluated, setting options such as promotion, staying in the current position, foreign exchange, demotion and dismissal, and conducting the evaluation by secret ballot. This method, which is complementary to other evaluation methods, is conducive to understanding and mastering the appraisers' true opinions on the evaluated object and providing important reference for the scientific and rational use of cadres. Individualized investigation and evaluation means that when investigating the candidates to be promoted in the general election, while fully understanding their realistic performances such as morality, ability, diligence, achievements and honesty, they use various methods such as self-evaluation, psychological test, conversation observation and personality evaluation to highlight the investigation and evaluation of cadres' personality characteristics, temperament types, psychological characteristics and behavior habits. When writing survey materials, try to outline the age of the respondents in the original language of the speaker, overcome oversimplification, formatting and facebook comments, and strive to be vivid, so that we can know what kind of person this is after reading the survey materials. In addition, in order to fully understand the level of cadres' ability, we also explored and tried out a special leadership test method, hired a professional talent evaluation agency, and adopted the man-machine dialogue mode to focus on the leadership execution ability, insight into things, team management ability and strategy-making ability of the candidates to be promoted, and formed a comprehensive evaluation report as an important basis for selecting and allocating cadres.
Fourth, efforts should be made to create a clean and upright transition environment, and strive to bring forth the old and bring forth the new in strict discipline.
Creating a clean and healthy transition environment is an important guarantee for a smooth transition. There is something wrong with the change of atmosphere, which has a very bad influence on the change of work, is extremely destructive to the credibility of selecting and employing people, and is extremely destructive to the prestige and image of the party The central government attaches great importance to the discipline of serious change, and clearly puts forward five disciplinary requirements: no, 17, and five unifications. Our province resolutely implements the deployment requirements of the central authorities. In view of the fact that unhealthy practices may occur frequently during the transition period, especially the five prominent problems, such as canvassing and bribing elections, buying and selling officials, running officials to be important, spreading rumors and spreading rumors, and hitchhiking and promoting, we should firmly grasp the correct style and discipline from the beginning of the transition, grasp warnings with effective methods, supervise with excellent measures, investigate and deal with them with severe means, and ensure that the transition is clean and tidy with iron discipline. The first is to highlight the responsibility and implement this premise. To grasp the discipline of change, the key is to grasp it by someone and at all levels. By exploring the implementation of two commitments and other measures, our province has effectively fulfilled its responsibilities with commitments and self-discipline with commitments. One is a commitment to discipline, which makes it clear that the main leaders of party committees at all levels are the first responsible persons and take overall responsibility for the change of the local area. The main person in charge of the lower-level party Committee should sign a letter of commitment with the higher-level party Committee, make a commitment to the local discipline change, and ensure that the duties are earnestly performed and the discipline change is serious. During the transition period, the local atmosphere will be relatively clean and tidy, and there will be no major violations of discipline. One is the disciplinary commitment, which requires all personnel who participate in democratic recommendation and are eligible to be recommended to sign a commitment letter for the change of discipline with organizational departments at all levels to ensure strict compliance with the change of discipline, resolutely resist illegal acts such as canvassing and bribery, buying and selling officials, and running officials, and strengthen the responsibility constraints for key targets to abide by the change of discipline. The second is to grasp the key of terminal inspection. Strengthening the supervision and control of key links is an important guarantee to realize the transition of honesty and integrity. By exploring the implementation of terminal monitoring measures such as two tests and one rating, our province strengthens the comprehensive evaluation of the general trend of change in order to test and supervise the responsibility. The two tests are to evaluate the awareness rate of the change of discipline and the directional evaluation of the candidate's compliance with discipline before the start of the change of work and after the candidate is determined. One comment is that before the official election, please ask the deputies and Committee members to evaluate the overall situation of the local general atmosphere. If the ratio of good to bad is less than 80%, and the comprehensive evaluation is indeed dereliction of duty, the main leaders of the party Committee should be transferred from their current posts and held accountable as appropriate. The third is to use this weapon seriously. The key to ensuring the change of atmosphere lies in grasping with both hands, grasping prevention with one hand, grasping early and grasping small, and grasping the signs; On the one hand, pay attention to punishment, and investigate and deal with reports. If it is exposed, it must be dealt with. By exploring the implementation of the system of two reports and four investigations, our province has effectively played a deterrent role in investigation. The two newspapers are the daily zero report system and the direct report system for important issues. From the beginning of the transition to the end of the transition, organizations at all levels are required to report the reports accepted, violations and abnormal changes found on the same day to the superior organizations in a timely manner. If there is no such situation, zero reporting should also be implemented. County-level organizations should report major issues directly to the Organization Department of the Provincial Party Committee, so as to keep abreast of the situation and respond quickly. Four inspections, that is, the organization department and the discipline inspection and supervision organs set up a supervision team to carry out key supervision, the re-election assessment team was equipped with full-time supervisors to carry out supervision and inspection, the provincial party Committee inspection team carried out inspection and supervision in combination with inspection tasks, and hired two representatives and one member as voluntary supervisors to carry out voluntary supervision. By taking the above measures, our province has achieved remarkable results in creating a clean and upright transition environment, and the pilot work of township party committees has achieved good results. Up to now, no violation of the change of discipline has been found at the city and county levels.