First, we must persist in improving the target performance appraisal system and implement target performance appraisal. Let cadres have indicators, stress and pay attention to performance, and establish cadre behavior habits with performance as the core. In the determination of performance appraisal objectives, it should be suitable for the post and quantified clearly; Seeking truth from facts, moderate rewards and punishments, and paying equal attention to both kindness and prestige in the application of performance appraisal objectives and results. Make full use of the cadre target performance appraisal method to govern those incompetent and incompetent leading cadres, and organize and adjust those who are determined to be incompetent; Those who are deemed incompetent shall be dismissed, ordered to resign, demoted and other organizations as appropriate. Second, we must persist in improving the accountability system for leading cadres and implement accountability for cadres to cure laziness. Make full use of performance appraisal accountability, administrative accountability, public opinion accountability, discipline accountability and other means to strictly restrain cadres, organize and deal with cadres with problems as appropriate, investigate and deal with cadres who violate the rules and regulations according to relevant regulations, transfer illegal and criminal acts to judicial organs for investigation, and use high-pressure barriers to restrain cadres' behavior. Third, we must persist in improving the daily assessment of leading cadres, implement target assessment, and control decentralization. Through heart-to-heart talks, special research, organization inspection, economic responsibility audit, participation in grassroots team life meetings and other forms and channels, strengthen daily assessment. Understand the daily behavior, ideological trends and work of leading cadres, focusing on the performance of leading cadres in responding to emergencies and completing key tasks. Find problems in time, remind, warn and correct them in time. Second, establish a mechanism to guide the withdrawal of cadres' treatment and smooth the export of cadres. In establishing the mechanism of guiding and withdrawing cadres, we should adhere to the people-oriented principle, which not only reflects the care and love of the organization for cadres, but also makes cadres feel the care of the organization; It not only realizes the guidance of organizational policies, but also balances the psychology of cadres and maintains social harmony and stability. The first is to guarantee treatment. For retired leading cadres, in addition to not participating in the division of leadership, they can enjoy the same treatment as on-the-job leading cadres at the same level, attend departmental team meetings as nonvoting delegates, and put forward opinions and suggestions on major decisions made by departmental teams, appointment and removal of important cadres, and major project arrangements; Attend relevant meetings of the Committee as nonvoting delegates, understand the overall economic development and important work arrangements, and fully enjoy the participation, information and supervision rights of leading cadres. The second is to improve economic treatment. For township-level leading cadres who are older, have served for a long time and have passed the annual assessment, I voluntarily apply. With the approval of the organization, you can leave your post early, retire early and resign voluntarily, and give certain rank treatment and living allowance. For example, the salary and welfare benefits can be given to the deputy researcher who has worked for 10 years or more, and the salary and welfare benefits can be given to the promotion director who has worked for 10 years or more. Township and bureau-level leading cadres who meet the conditions for early retirement may be given appropriate living allowances. The third is to enjoy social security benefits. Those who voluntarily leave their posts in advance and resign from their leadership positions will enjoy the benefits of housing, medical care, old-age insurance, transportation and communication for on-the-job leading cadres. The fourth is to provide a platform to play a role. Last year, our department set up 19 to promote the leading group of key work, absorbed 16 leading cadres who left their posts early and voluntarily resigned, and arranged 30 people to do appropriate work in the department. At the same time, some retired leading cadres will be included in the escrow category of the Bureau of Retired Veteran Cadres, and cultural and sports activities and social activities conducive to the physical and mental health of cadres will be carried out, so that they can become the party's policy propagandists, important decision-making interpreters, and puzzle-solvers, so that they can have a sense of security when they retire.