Model essay on self-correction and self-inspection report (1)
According to the spirit of the Notice of XX Audit Bureau on Self-examination and Self-correction of Financial Revenue and Expenditure in 20** years, our bureau has made a serious self-examination of the financial revenue and expenditure of this unit in combination with its own reality, and now the self-examination report is as follows:
First, improve the organization and strengthen leadership.
In order to ensure the smooth progress of this self-inspection, our bureau set up a self-inspection and self-correction inventory team headed by the discipline inspection secretary, and actively carried out self-inspection and self-correction work.
Second, strict inventory, not going through the motions.
After the establishment of the inventory team, the bureau leaders asked to study the spirit of the document seriously and conduct self-examination against the contents of self-examination. Do not go through the motions and leave no dead ends, and find and solve existing problems in time.
Three, serious self-examination, timely self correction.
In accordance with the requirements of the Notice of XX Audit Bureau on Self-examination and Self-correction of Financial Revenue and Expenditure in 20** years, our bureau conducted self-examination on the implementation of financial discipline and related policies and the establishment and improvement of internal financial management system.
1. All the financial funds of our bureau are used according to the budgetary purposes, and the expenditures are true and compliant.
2, strict management of special funds, earmarking, it is strictly prohibited to intercept, misuse and misappropriation. Among them, the reception expenditure of some special funds for work is slightly higher.
3. Non-tax revenue collection is legal and compliant, and there are no arbitrary charges, fines and interception of non-tax revenue.
4, conscientiously implement the policy of two lines of revenue and expenditure, there is no income to support and finance.
5. Seriously implement the standardized subsidy policy, and there is no behavior of issuing bonuses and subsidies outside the policy.
6. The accounts of state-owned assets are consistent with the facts, accounting is standardized, and there is no illegal disposal of state-owned assets or interception of disposal income.
7. All funds of our bureau are managed and accounted for in a centralized and unified way. Off-account account? And then what? Small vault? .
8. According to the actual situation of the unit, our bureau has established and implemented the internal supervision and control system. Relevant personnel strictly abide by the rules and regulations in the course of work and effectively implement internal supervision and control.
Through self-examination, the entertainment expenses of some special funds of our bureau are slightly higher. The inventory team suggested that in the future reception work, we must practise economy and strictly control the reception standards.
Model essay on self-correction and self-inspection report (2)
Since I participated in the democratic appraisal work, I have carefully checked my learning attitude, working methods, management experience and the implementation of daily management by studying the company's party Committee documents and the spirit of leadership speeches. I need to know and test myself through this democratic appraisal work. As a manager of the power supply station, I realize that I have the following three shortcomings.
First, there is a gap between the lack of learning and the management requirements of modern enterprises. As a grass-roots manager of an enterprise, you need to have a high level of policy theory and strong business skills and knowledge. I mainly have the following shortcomings in my study. First, I don't know enough about the necessity of learning. I think at the grass-roots level, it is enough to do all the work arranged by the company, complete the business task indicators, and ensure that there is no safety problem, and you can do it well without learning. Second, the position of learning is not put right, and there is no time to strengthen learning. One-sided only do specific things and do the actual work in charge; Third, the learning method is not good. I don't combine theoretical knowledge with practical work. Occasionally, if you encounter any problems, just look through the books and see what passes by. Fourth, the learning content is not comprehensive enough, focusing on dealing with practical technical problems and reading business books, rather than learning policy theory, laws and regulations and enterprise management knowledge. Because of relaxing study, my comprehensive quality has not been greatly improved, which is far from the management requirements of modern enterprises.
Second, the working method is not flexible and the actual work experience is insufficient. It's been eight years since I graduated from school and joined the work, but it's only half a year since I grew up from an ordinary worker to a middle-level cadre in an enterprise. Because of the change of my present position, the working methods and experience I used to master in ordinary workers' positions are no longer suitable for the present management positions. In the process of continuous learning and exploration, the working methods are simple and inflexible, and the work experience is obviously insufficient, resulting in their own. Bypass? It will inevitably bring some negative effects to the work.
Third, the management of staff construction is not enough. In recent years, personal work has come step by step, and the organization has also given a certain evaluation. However, since he became the deputy director, he has been in charge of the production of the whole institute, leading the staff in various positions to do their jobs well. In order to do a good job, complete the business task indicators, reassure the government, satisfy the people, and be recognized by the higher authorities, it is necessary to do a good job in building the workforce, strengthen management and law enforcement, and establish a new image of electric power enterprises. However, because they feel young, most of the staff in the institute are old comrades and masters, and they are released for fear of offending others. A few employees participate in social gambling, and their safety awareness is not strong. Habitual violations occur from time to time, and they are not enterprising. They complain all day and have a bad attitude towards customers. What's more, they can't be consistent with the Committee, or even negative. Although it has not formed a general climate, it has also affected the work enthusiasm of other comrades to varying degrees. I just take it? Strict education and light punishment? There is no strict implementation of rules and regulations, but only one-sided consideration of the heavy tasks of most employees at ordinary times. Three transformations? There are also many wage deductions in management, as long as you don't make big mistakes in principle, but you don't realize from a long-term perspective that if you don't start with small problems, there may be big problems, so you can't do it? Prevent micro-duration? , it will seriously affect the image of power enterprises and greatly weaken the combat effectiveness of the team.
There are objective and subjective reasons for the above problems, but through studying and actively participating in the democratic appraisal activities of electric power enterprises, I fully realize that the existing problems and shortcomings are the ones that party member, a producer of * * * *, should not have. As a * * * party member, an enterprise manager, how to correctly treat the work style of democratic appraisal, unswervingly maintain a high degree of consistency with the company's party Committee, treat its own shortcomings with a correct attitude, raise awareness and correct mistakes, we must first carefully analyze the root causes of the shortcomings. Relaxing study is the first one. Objectively think that you are busy with practical work every day, do concrete things well, have no time to study and can't find yourself? Bomb shelter? Subjectively, I don't realize the importance of learning, I don't have time to study after work, and I don't want to make progress. I think that working at the grass-roots level only needs to do all the work arranged by the company and complete the business tasks, without any security problems, and without considering improving my overall quality. Lack of pioneering spirit and fear of trouble are the second root. Although I haven't been in the leadership position for a long time, my working methods are not flexible and my work experience is not rich enough, which is normal in the eyes of ordinary people. Everyone thinks that people who have just stepped into leadership positions have this process, but I feel that I still lack pioneering spirit in my work and am afraid of trouble. I want to get in touch with people at all levels, do not shy away from objective contradictions in reality, and learn to deal with the same things in different working methods. How to find a solution to the problem from the shield, only in the contradiction of complex problems, temper yourself, if you don't have the pioneering spirit and are afraid of trouble blindly, that is, no matter how long you stay in the management position, you will accomplish nothing. Afraid of offending people, not being able to put yourself in the right position is the third fundamental reason. As a manager of power supply station, he should be responsible to the government and the party committee of the company, and to customers and employees. It is impossible to build a good workforce without strengthening management, but what are the reasons for these problems I mentioned earlier? First, I feel young, afraid of offending people and affecting my future. Why not be a good person? ;
Second, considering that most of the workers are veteran comrades and masters (one third of the comrades are over 50 years old), right? Three transformations? The salary of the management has been deducted a lot, but many problems have been found at ordinary times. Take it? Strict education and light punishment? Persuade and educate, but some people simply don't understand the problem in essence and correct their mistakes, so I just? Let go? It is enough to ensure that there are no questions of principle; Third, he didn't put himself in the right position. He always thought that as long as he did his duty, he often talked more and supervised less, thinking that whoever went wrong was responsible. As a result, the party spirit is impure, the purpose is diluted, the sense of professionalism and responsibility is not strong, and the cause of the party and the people is not valued. As a result, the workforce has not formed a joint force, which affects the pioneering spirit and lacks due fighting capacity and cohesion. Over time, it not only affects individuals, but also affects the collective. In accordance with the principles and ideas of democratic appraisal work, combined with the spirit of the company's party Committee documents, seriously reflect on and check their own problems and deficiencies, and self-examine and analyze the root causes of existing problems. Face it seriously, treat it seriously, check it deeply, put forward measures to correct yourself, and provide ideas for thoroughly correcting your own shortcomings in the next step. I will consciously correct myself and improve myself according to the following measures.
First, strengthen study, strive to improve their policy theory level, management level and business skills, constantly enrich management experience, improve working methods, and improve the management ability to control modern enterprises.
The second is to correct their own positioning and strengthen team building. Starting with ideological education, we should strengthen the training of business skills, strengthen the implementation of post management system, strive to improve the political and professional quality of the staff and workers, and give full play to their vitality and combat effectiveness, so that our enterprises can perform their corporate functions and social functions, and make contributions to the establishment of a harmonious modern civilization.
The third is to treat the criticism of the masses correctly, work hard and make up for the shortcomings with practical actions. At this stage and throughout the appraisal activities, I will change what I have and encourage what I have not, seize the opportunity of this democratic appraisal style, improve the service level, and hand in a satisfactory answer to the party and the people. Ask the higher party organizations to criticize and guide.
Model essay on self-correction and self-inspection report (3)
First, trade unions in financial management problems
Self-inspection report on the financial work of trade unions in 13 county and 3 development zones under the jurisdiction of trade unions in our city. In recent years, trade unions in various districts and counties have made some beneficial explorations in strengthening financial management, and achieved certain results, but there are also some problems, mainly as follows: the financial allocation of trade union funds in various districts and counties has not been fully in place; Some district and county trade unions have extensive financial budget management, weak budget constraints and imperfect supporting systems; The basic accounting work of trade unions in towns, streets, communities and newly-built enterprises is weak. These problems are incompatible with the development of trade union work under the situation of market economy, and their disadvantages are increasingly prominent, which need to be improved and strengthened urgently.
(A) the financial allocation of trade union funds is not in place
At present, among the trade unions in thirteen districts and counties of our city, the financial allocation of trade union funds in the third district and Yanta District of our city has been solved relatively well, and the allocation of trade union funds or trade union personnel in other districts and counties is far from reaching the full allocation. Lintong District and three development zones have not been resolved.
(B) the coverage of tax collection is not wide enough
After the taxation of trade union funds, the establishment rate of trade unions and the collection rate of trade union funds in various districts, counties and development zones have been greatly improved compared with the past, but there is still a gap in the collection of funds. According to the survey, there are more than 4,000 trade unions in the grass-roots units of Beilin District, only 1.600, less than 40%; Many grass-roots units subordinate to the trade unions in Yanta District have established trade unions, but only 600 units have provided funds, accounting for only 30%.
(3) The financial management system is not perfect and the expenditure is arbitrary.
Some districts and counties have not formulated relevant financial systems for many years, and some districts and counties have not formulated comprehensive financial systems, and the financial reimbursement approval system is unclear, especially the lack of budget and final accounts management system, which directly leads to the randomness of expenditures. The final accounts show that in some districts and counties, the administrative expenses and business expenses of trade unions have exceeded 200%, some expenditures are less than 5% of the budget, and some development zones have 1 trade union accountants and cashiers, which do not meet the accounting requirements and have a weak financial management foundation.
(D) the financial approval and reimbursement system is not standardized.
Some districts and counties have no accounting audit reimbursement procedures, and the managers directly ask the leaders to sign for reimbursement. It's too late for accountants to find the problem when they do the accounts. There are also some financial personnel who are not strict in auditing, and there is a phenomenon of white paper reimbursement and invalid bill reimbursement. Some do not strictly implement the cash management regulations, use cash beyond the limit when spending, and distribute items without a detailed list.
(E) weak financial work of township and street trade unions
There are 1 and 8 1 township and street trade unions in our city and county, and few units independently set up trade union accounts, accounting for less than 10% in general. The requirement of independent management of funds by trade unions has not been well implemented. After the local tax collection, trade union organizations developed rapidly, but there were also cases of concentrated surprise meetings. In some districts and counties, the examination and approval of trade unions is not standardized. 2-3 people set up trade union committees alone, while others form a federation of 49 units. These units are neither in the same area nor have the same industry characteristics, so it is difficult for trade unions to establish separate bank accounts, and it is also difficult to effectively manage and supervise trade union finances.
(six) the quality of personnel is not high, and the basic accounting work is weak.
Some district and county trade union financial personnel do not have the corresponding professional knowledge, the business level is low, the personnel change frequently, and they hold multiple positions at the same time. In addition, some financial personnel have a weak sense of responsibility, and there are phenomena such as untimely accounting, inaccurate use of subjects, and irregular voucher binding. Some units have not formulated the bill management and use system. When raising funds, everyone has a receipt, and the receipt issued is unsupervised and unmanaged. Some bills and money can't be collected for several years, and there are also phenomena of issuing receipts in advance and losing bills. The financial staff of county-level cultural palaces seldom participate in business training, which can not meet the needs of financial management development.
Second, the reason and analysis
(A) the financial allocation of trade union funds
After the local tax collection, the capital income of each unit is mainly divided into three parts, namely, local tax collection funds, financial allocation funds and self-collected funds. On the issue of financial allocation of trade union funds, trade unions in all districts and counties have done some work to varying degrees. However, due to the financial difficulties of districts and counties, and our coordination and communication work is not in place, the financial allocation of trade union funds cannot be fully in place.
(2) The collection rate of trade union funds is not high.
The trade unions in districts, counties and development zones think that the funds for land tax are already more than before, as long as they are enough to spend, and the tax bureau will collect as much as it can, and there is no way to collect them, and the dunning work is not in place. Some units are not strict with the use of the tax bureau, and they can pay as much as they want, and some units don't even declare the payment of trade union funds to the tax authorities. The informationization and networking of local tax collection of trade union funds are not on the right track, and the financial personnel classify and summarize the collected information manually every time, so it is difficult to grasp the unpaid and unpaid unit information in time, and the work efficiency is not high.