Red Net Time News November 1 (Correspondent Yang Lijun Peng Xin) In recent years, Qiyang City has explored and established a mechanism for cadres to be promoted and down, and opened up a mobile channel for cadres to be promoted, those who are capable will be rewarded, those who are mediocre will be demoted, and those who are inferior will be eliminated, and those who are inferior will be eliminated, which has activated a pool of spring water for the city's cadre team and better encouraged cadres to take responsibility and do things and start businesses.
is firmly guided, and the motivation to "up" is stronger. adheres to the employment orientation of "talking based on performance and improving by ability", focuses on identifying, selecting and appointing cadres in major projects, major projects, key tasks and grassroots front-line, breaks the "invisible threshold" of "queuing on resources" and "going into a mother-in-law", and promptly promotes cadres who perform well in remote areas, difficult environments, and front-line positions, so as to truly achieve "prosperous people have a position, those who suffer hardships are popular, and those who are outstanding are preferred." Through exchanges, training, and on-the-job, we will plan to increase the exchange of cadres between municipal departments, municipal and townships, and between townships, and strive to break the invisible barriers to the use of cadres' exchanges and use. Formulate and issue 18 hard measures to encourage cadres to take responsibility and act, and target the rectification of "lying-flat-style cadres". In recent years, Qiyang City has promoted and reused more than 400 outstanding grassroots cadres, including more than 40 young cadres born in the 1990s, and the promotion of cadres exchange and utilization rate has reached more than 95%.
Staff from the Organization Department of Qiyang Municipal Party Committee went to the fields to promote forest fire prevention knowledge to the public.
scientific evaluation, the pressure on "down" is even more urgent. was the first to issue the "Implementation Opinions on Comprehensive Assessment of Cadres in Qiyang City" in , and build a diversified integrated assessment platform led by the organization department and jointly participated by the performance evaluation, execution office, and the supervision of the two offices, so as to realize the organic combination of "testing people" and "testing things". Based on the job responsibilities of cadres and the difficulty of the work tasks they undertake, scientifically and quantitatively assess the work performance of each cadres. Cadres at the deputy department level and above shall be summarized and scored by the Municipal Assessment Office, while cadres at the deputy department level and below shall be scored by their units. The annual assessment results are directly linked to personal position rank and performance bonus. Improve systems such as public disclosure, public evaluation, and separate verification to improve the transparency and fairness of the assessment work. Strengthen the regular assessment of cadres, adopt the method of "monthly summary, quarterly assessment, half-year assessment, and year-end summary account", grasp the performance of cadres' work and work performance in the entire process, and provide strict reward and punishment measures to transmit the pressure of "down" to every grassroots cadre, creating an atmosphere of "not being able to do things without being done".
Tang Xu, member of the Standing Committee of Qiyang Municipal Party Committee and Minister of Organization, learned about the daily work of grassroots cadres on the spot.
Finely manage , and the enthusiasm for "returning to the market" is even more exciting. In accordance with the principles of "complete content, accurate information, timely updates, and efficient operation", a "red and black" list of cadres across the city was established, and cadres with excellent work performance were included in the "red list", and cadres with insufficient sense of responsibility and poor work ability were included in the "blacklist", and dynamic management was implemented. Strictly implement the cadre adjustment procedures, clarify the "ten standards" that are not suitable for the current position to be adjusted, and "change the way" for older and experienced cadres, "take off their hats" for cadres who dare not do or are not good at doing things, and "get out their seats" for cadres who have problems and perform their duties. Avoid cadres "stop it" and pay attention to doing the "second half of the article" of the cadres being handed over. The organization department regularly conducts telephone follow-up visits and on-site visits, and has in-depth heart-to-heart talks with relevant cadres to help them correct their understanding and get rid of their ideological burdens. Carry out targeted training and training, strive to improve the sense of responsibility and ability of adjusted cadres to perform their duties, and enhance their awareness of "returning to the stage". After the test of complex work and strict organizational inspections, cadres who meet the appointment conditions will be arranged to re-employed or promoted and used in a timely manner to form a good demonstration effect and gather strong development momentum.
