A great man once said that man is the most precious factor in everything in the world. At the beginning of "Year of the Ox", facing the urgent need of "maintaining growth and expanding domestic demand" and coping with the reality that the supply of construction land is under great pressure and the situation of cultivated land protection is grim, Ningling County Bureau of Land and Resources has made great efforts to build a new employment mechanism, with the correct employment orientation, to stimulate the enthusiasm and creativity of cadres, workers and officials in the whole system to start businesses.
In the spirit of reform and innovation, they re-examined the advantages and disadvantages of personnel management in the past, abandoned the thinking mode of "being able to go up but not down, being able to be an official but not a soldier", and made bold attempts in the management of middle-level leading cadres, opening up a new world.
First of all, it embodies the principles of openness, fairness, justice and merit. The selection of the chief position in the stock room must be assessed among the cadres at or above the deputy stock level in the whole system. Excellent votes must reach more than 60% (including 60%), and incompetent votes cannot exceed 15%. If there are more than 5 staff members in the stock room, those who are appointed as the chief cadres in Ji Gu must be assessed at the grassroots level, with excellent votes reaching more than 60% (including 60%) and incompetent votes not exceeding 30%. The real role of deputy shares and the virtual role of positive shares, first, must be evaluated by cadres at or above the deputy share level, with excellent votes reaching more than 70%; Second, it must be nominated by the stock room team and evaluated by the unit personnel. The number of outstanding votes must reach more than 60% of the participants, and the number of outstanding votes below 40% shall be determined by the bureau party group.
Second, pay attention to quality and use cadres with political achievements. (1) Candidates will be tested for their cultural and professional knowledge first. The minimum requirement for cultural knowledge evaluation is to pass, and the professional level evaluation must reach 70 points or more, and the "one-vote veto" is implemented. (2) Attendance doorman as an important standard. As a deputy or deputy-level cadre, the attendance work in the first two years must be punished less than three times, and the leave time cannot exceed three months (except for serious illness). (3) advanced workers are included in the selection criteria for cadres: those who are selected as cadres at the deputy department level by the general public must be rated as advanced workers at least once in the first three years; If a cadre at the deputy level is promoted to a cadre at the official level, he must be rated as an advanced worker at least once in the first three years or receive a single award at or above the municipal level. General staff who have been rated as advanced workers for three consecutive years enjoy the treatment of Deputy Ji Gu for a period of three years, and cadres who have been rated as advanced workers for three consecutive years enjoy the full treatment of Ji Gu until they are dismissed from their posts.
Third, limit the number of positions and positions and treatment. The stock room team with more than 5 people has 2 deputies, and the team with less than 5 people has 1 deputy. The principal is employed for three years and the deputy is employed for one year. The use of deputy mainly refers to the trust of the client and the satisfaction of the staff of the unit. Keep the post and treatment, dismiss the post and cancel the treatment. As a cadre at the department level in Ji Gu for more than five years, it is a normal adjustment, and the original treatment will remain unchanged after the post is revoked. Those cadres who were originally Guji cadres and continue to serve as deputy shares will continue to enjoy Guji treatment.
Fourth, implement the system of survival of the fittest. The use of general personnel is determined by the "two-way choice" and the bureau leading group. First, I choose the stock room team, then the person in charge of the unit selects the staff, and finally the bureau party group determines it according to the "two-way choice" and cultural and business evaluation. Take care of a loser for one year, notify the whole system, and cancel the advanced qualification of that year; Those who have failed for two consecutive years will be suspended for one year, during which time their wages will be suspended; After three consecutive years of failure, the unit no longer arranges work and starts its own business. Cadres at or above the deputy department level who fail to complete the work target of the year, with no more than half of the outstanding votes and no more than 20% of the incompetent votes for two consecutive years, will resign or be demoted automatically.
Through the operation of the new employment mechanism, this year, the number of cadres at the official level has been reduced to 14, and the number of cadres at the deputy level has been reduced to 15. The General Staff Department has taken care of three people through "two-way selection". On the contrary, 1 cadres were promoted from cadres at the deputy department level to cadres at the official department level, and 1 cadres were promoted by ordinary staff. As a result, a vivid situation has formed among the cadres and workers in the whole system. "Healthy cows can also solve the problem of luxury, but they can't wait to smoke themselves."
(Originally published in China Science and Technology News in February 2009 10)