Fan, post avoidance self-inspection report:
Cadre exchange is an important part of cadre personnel management. Doing a good job in the exchange of cadres is an important means to ensure that people get their proper places, and it is also a necessary way to realize the benign operation of society. At present, how to improve the system of party and government leading cadres and the system of post avoidance, promote the exchange of cadres, and strengthen the construction of leading bodies and cadres has become a research topic that Party committees at all levels attach great importance to.
I. Basic practices and achievements in the past period
Since 20xx, there have been 324 exchange leading cadres in our county, including 167 between towns, 67 between local authorities, 3 1 person between town authorities and 59 local authorities. In the past few years, in the process of cadre exchanges, our main methods are:
1, adhere to the four principles. First, adhere to the principle of avoidance. In the same unit (jurisdiction), avoid self-registration, relatives and friends. In the exchange of cadres in their original positions; Having close relatives and in-laws in the same unit; In the same unit (or jurisdiction), there are old classmates, old friends and old comrades in communication. Second, we must make full use of talents, make good use of talents, foster strengths and avoid weaknesses, and promote the growth of cadres. Third, adhere to the principle of rational flow, pay attention to communication from the upper level to the lower level, and communicate from the faster-developing units to the slower-developing units, learn from each other's strengths and make common development. Fourth, adhere to fairness and decency, persist in seeking truth from facts, proceed from the needs of work, and exchange posts with the standards of ability and political integrity and professional expertise, so that the exchange of cadres presents a healthy and benign trend.
2. Highlight four key points. The first is the training exchange focusing on young cadres. Is to communicate with young cadres, with exercise as the main purpose. In recent years, we have planned to communicate with some young cadres with good quality but lacking grass-roots work experience and some young cadres with single work experience in stages, so as to enrich their work experience and exercise and grow in multiple positions. Due to the importance attached to the exchange and training of young cadres, a large number of potential young cadres in our county have taken up bureau-level leadership positions. At present, there are 9 people under the age of 35 working in townships and counties. During the period of withdrawing the district and merging the township, a young agricultural technology cadre in Hongqiao Town was transferred to Daping Township as the deputy head of the township. After two years in office, because of his outstanding professional knowledge and strong pioneering spirit, he was transferred to the former Guantang Farm (deputy-level unit) as secretary and field director. During the three years of working on the farm, this comrade has been well received by the cadres and the masses because of his hard work and active use of professional knowledge to innovate and develop the farm. Later, he was promoted and exchanged to the post of secretary of the Youth League Committee. In this official position, this comrade led a group of people in the Youth League Committee to actively carry out activities, which made the county's youth work vivid and colorful, and trained himself to become a leading cadre with mature political thoughts and strong administrative work ability in practice. In 2004, this young leading cadre under the age of 30 was appointed as the Party Secretary of Sicun Township by the county party committee.
Second, preventive exchanges focusing on leading cadres in important positions. In order to prevent corruption and enable leading cadres to perform their duties better, we require leading cadres in personnel, finance and justice departments and leading cadres in charge of finance and materials work in units to communicate or rotate their posts after five years in office. Since 20xx, three deputy directors of finance and audit departments have exchanged views. Four leading cadres exchanged views in the procuratorate and the court.
Third, protective exchanges focusing on "controversial" cadres. From the point of view of protecting cadres, we took precautions and exchanged views with some leading cadres who reflected the problems of cadres and the masses and affected the internal unity of the team, but they did not constitute serious problems. Since 20xx, there have been 13 leading cadres in township and county units who have strongly reflected, and no major problems have been found after verification by the law and discipline departments. Nine leading cadres are not conducive to the internal unity of the team and affect the work of units and individuals.
The fourth is the adjustment and exchange with the focus on "characteristic" leading cadres. According to the personal specialties of some leading cadres, the professional and work needs of some units, and the requirements of leading bodies in terms of age, gender and party structure, we have made adjustments and exchanges with some leading cadres. Since 20xx, 32 cadres with outstanding professional knowledge have exchanged positions; There are 19 non-party cadres in exchange; There are 4 1 female cadres in exchange positions. At present, 27 townships in the county are equipped with non-permanent leading cadres, and more than 98 townships and county-level units have female leading cadres.
Facts have proved that cadre exchanges are conducive to enhancing the vitality of cadres, and the effect is very obvious:
1, which improves the comprehensive quality and working ability of leading cadres. The vast majority of leading cadres feel that their contacts have widened after the exchange; Facing the new job and new pressure, the sense of urgency is enhanced; In order to work better, I often have to force myself to learn new knowledge, unconsciously improve my knowledge structure and improve my ability in all aspects. On the other hand, if you work in a region or department for a long time and become familiar with it, cadres will easily become inert, lose their creativity and even fail to make progress. Young cadres who exchange to villages and towns generally feel that there are many opportunities to face the masses directly after going to the grassroots level, which is conducive to raising awareness, improving the ability to analyze, judge and solve problems, and learning ways and means to deal with specific contradictions, thus improving the ability of organization, coordination and flexibility, and enhancing the spirit of pioneering and innovation.
2. The age and knowledge structure of the leading group have been improved. Before the exchange of cadres, most of the township leading cadres were born and raised, with average age, low education level and aging knowledge structure. In addition, they have been working in the front line for a long time and deal directly with the people, so their work is often more flexible and irregular. There are many young people in the cadres of county-level government agencies. They have a high level of education, a wide range of knowledge and many new ideas and concepts. The exchange of cadres has improved the age, knowledge and ability structure of township leading bodies.
It has promoted this work. Leading cadres, especially principal leaders, stay in the same unit for a long time and are easily fascinated by the organs. They often act by experience and form rigid thinking patterns on issues such as work goals and ideas. The longer you stay, the more restricted your career development will be. After the exchange of cadres, the new leaders are not bound by the fixed pattern, so they can quickly develop problems, quickly find those breakthroughs to solve problems and open up the work situation. In addition, the new leader has no prejudice against his subordinates, and can arouse the expression desire of those who have not been valued or reused for a long time, stimulate their enthusiasm, and thus promote their work.
4. Strengthen the construction of party style and clean government. In real life, if you hold a post for too long, and there are too many veteran cadres, colleagues, subordinates, acquaintances and friends, it will lead to cadres being surrounded by bad interpersonal relationships, forming "hills" large and small, and local forces are intertwined. Abnormal "network of relationships" can easily lead to corruption of leading cadres. Through regular cadre exchanges, leading cadres got rid of the troubles of interpersonal relationships, maintained normal interpersonal relationships, handled affairs impartially, and correctly implemented the policies and laws of the party and the state. Facts have proved that none of the cadres exchanged in recent years has corruption problems.
Second, the existing problems
In recent years, our county has carried out some exploration and practice in the exchange of cadres and achieved certain results. But from the actual situation, there are also some problems and weak links in the work. Mainly manifested in:
1, the ideological understanding is not fully in place. On the one hand, some units do not attach importance to or support the exchange of cadres, or internally trained cadres are unwilling to exchange, or take the opportunity to exchange cadres with "problems"; On the other hand, leading cadres themselves have ideological barriers to communication, and they are willing to accept promotion communication, but they are worried about communication at the same level. They think they will lose face, their relatives and friends will look down on them, and they are under great ideological pressure.
2. The system of cadre exchange and avoidance is imperfect and irregular. At present, the cadre exchange avoidance system is not very specific and standardized; There is no uniform regulation on the object and way of cadre exchange; The exchange of cadres is not systematic and perfect. Some cadres are too old to adapt quickly after cross-industry exchanges, and some backbone forces cannot communicate because of work reasons.
3. The exchange of cadres is unbalanced. More horizontal communication and less vertical communication; There are more exchanges in the same post and less exchanges in rotation; There are more exchanges between township cadres and less exchanges between government officials; There are more exchanges between cadres in comprehensive departments and less exchanges between cadres in professional departments.
4. The vital interests affect the exchange of cadres. First, the distribution among various units is unbalanced, and cadres are worried that the income level will drop after the exchange; Second, the nature of the work of the unit is different. Cadres are worried that after the exchange, they will not be able to play an "important role" in the new team, which is even not conducive to job promotion. In this way, it is easy to communicate from low-income to high-income units, difficult to communicate from high-income to low-income units, easy to communicate from enterprises to party and government organs, and difficult to communicate from party and government organs to enterprises.
Three. suggestion
The exchange of cadres is a very effective measure to strengthen the construction of leading bodies and cadres, and it is a major event that concerns the overall situation. It is urgent to improve and perfect the standardized and feasible exchange system for leading cadres and the post avoidance system. We believe that we should grasp the following three links:
1, widely publicized, formed * * * knowledge, and created a good atmosphere for cadres to communicate. For a long time, due to the erroneous ideas such as "official standard" and the influence and restraint of the old system of "cadres can be promoted but not demoted", it is difficult for cadres to communicate with each other. In particular, it is even more difficult to exchange cadres who have worked in economic sectors with higher incomes for a long time to party and mass departments with lower incomes, or to exchange leading cadres who have been working in towns with better geographical location and superior working conditions to remote towns and villages. There are still some comrades who are too old and have a low level of education to participate in exchanges for fear of not adapting to new jobs. The main leaders of units or departments with well-run individual teams are afraid that the exchange of cadres will break the inherent balance and stability and affect the unity of the team. They are not willing to exchange their own cadres, nor are they willing to exchange cadres from other units. Therefore, it is necessary to widely publicize the purpose and significance of cadre exchanges through various forms, help the broad masses of cadres to improve their understanding of cadre exchanges to the greatest extent, and make it clear that the implementation of cadre exchanges is the need to strengthen the construction of leading bodies and cadres; It is the need to deepen the reform of the cadre system, train outstanding young cadres and ensure the successors of the party's cause; It is the need to improve the working environment of cadres, strengthen team unity, and strengthen the construction of party style and clean government. It is also the need to consciously accept organizational arrangements and meet the new work test with high fighting spirit and brand-new mental outlook.
2, improve the system, determine the principles, to ensure the orderly exchange of cadres. In order to achieve the expected goal and effect, the exchange of cadres must be guaranteed by a relatively perfect system. On the basis of extensive investigation and study, we should systematically establish and improve various supporting systems for cadre exchanges, including the system of cadre exchange and rotation, the system of tenure of leading cadres of the party and government and departments, the system of auditing the departure of leading cadres, the system of avoiding cadre exchanges, the system of cadre promotion and demotion, the system of probation for cadres, and the system of assessing the achievements of exchange cadres. It is necessary to clarify the scope, objects, procedures and work discipline of cadre exchanges, and act according to the law in accordance with "strict procedures"; Reasonable flow, make the best use of people; Moderate adjustment in stages and batches; Highlight key points, do a good job of backup, give consideration to all aspects, and take the initiative to care ",determine the principles that must be followed in the implementation of cadre exchanges, standardize cadre exchange behavior with systems and principles, make cadre exchanges have rules to follow, and reduce randomness and disorder in work.
3. Highlight key points and make good plans to ensure the effectiveness of cadre exchanges. The fundamental purpose of cadre exchange is to constantly improve the age, knowledge and ability structure of leading bodies and leading cadres, and comprehensively improve the overall quality of cadres. This requires that in the process of implementing cadre exchange, we must highlight the key points and carry out it in a planned way to ensure that the exchange cadres can gain something and make a difference in their new jobs without affecting the work efficiency of the original units.
(1) In terms of communication objects, we will focus on the exchange of outstanding young cadres with development potential and training prospects, the top leaders of the party and government departments in towns and villages, the deputy secretary of the Party Committee in charge of organizing personnel work, the discipline inspection and supervision cadres, and the leading cadres in charge of money, finance and political management in the comprehensive departments of government organs. Doing this kind of communication well can not only make young cadres grow up as soon as possible, further invigorate their spirits and enhance their sense of pioneering and enterprising, but also make those cadres who have worked in important positions for a long time enhance their sense of honesty and self-discipline, and effectively prevent corruption such as abuse of power for personal gain.
(2) In the direction of communication, we should pay attention to the horizontal and vertical communication of cadres. This kind of communication can make the team's knowledge structure tend to be reasonable and temperament tend to be compatible, thus reducing internal friction, enhancing team unity, and broadening horizons and increasing cadres' talents. At the same time, it is also conducive to cadres' empathy, forming the overall situation and overall concept, and enhancing communication, understanding and work coordination between organs and grassroots. At the same time, through this exchange, a group of young cadres can exercise and grow in a difficult environment and cultivate their ability to control various complicated situations.
(3) In terms of communication methods, we should pay attention to distinguishing the work of different regions and departments and the different situations of leading bodies and leading cadres, and adopt appropriate methods to conduct cadre exchanges in a planned and targeted manner. First, efforts should be made to optimize the structure of leading bodies at all levels and promote adjustment and exchanges. For the leading bodies with unreasonable age structure, knowledge structure and professional structure, including those with problems, it is necessary to change the structure of the leading bodies by exchanging some members, make up for some deficiencies, and improve the running quality of the leading bodies as a whole. We must always grasp the key to the construction of leading bodies, persist in matching top leaders, and strive to form a situation of "changing one person, bringing a group of people alive and playing a game of chess". At the same time, other members of the team are selected according to the principles of optimized combination, high efficiency, commensurate functions and temperament compatibility. Promote cadres with strong communication skills, outstanding performance and recognized by the masses; Demotion and exchange of cadres with poor political quality, weak dedication to work, lax self-requirements, and even affecting team unity; For cadres who are too old or in poor health to work in the team, the placement and exchange of non-leadership positions are carried out in order to achieve the effect and purpose of optimizing the team structure, enhancing joint efforts, improving enthusiasm and giving play to unique advantages. The second is to train and train young cadres and promote training exchanges. In view of the high cultural quality of young cadres, but the relative lack of work experience, social experience and practical experience, we should take the dispatch and exchange of young cadres as a key point of cadre exchange, and carry out training and exchange in a planned way, so that young cadres can grow into talents in various environments and posts and gradually mature. Third, efforts should be made to improve the working environment of leading cadres and promote post-holding exchanges. The periodic law used by cadres shows that a cadre should not hold a post for too long. After a long time, cadres' thirst for knowledge and enterprising spirit will inevitably weaken, and empiricism and dogmatism will easily breed in their work, which will bring certain difficulties to their work. Therefore, it is necessary to provide new environment and posts for cadres and stimulate new vitality through post exchanges. Fourth, efforts should be made to strengthen the building of a clean government for leading cadres and promote avoidance of exchanges. Mainly "avoid relatives, books and familiarity." Leading cadres with kinship are not arranged to serve in the leading bodies or units directly under the leadership. In general, local cadres are not assigned to the main leadership positions of the township party and government, so that leading cadres can be freed from complex conflicts of interests and interpersonal relationships and creatively devote themselves to their work.
Fan Wener's post avoidance self-inspection report:
After our company received the Interim Measures for the Management of Head Office Leaders' Avoidance from the Human Resources Department of the provincial company (hereinafter referred to as the Interim Measures), the General Manager's Office attached great importance to it and seriously carried out self-examination and self-correction according to the requirements of the document. The relevant situation is now reported as follows:
First, the leaders attach great importance to it and the deployment arrangements are in place.
"Interim Measures" is an important regulation of personnel management of company cadres, and its implementation is the top priority of personnel work. Since the promulgation and implementation of the regulations, the leaders of our company have attached great importance to it, requiring the city's system to seriously carry out self-examination and self-correction in accordance with the requirements of the Interim Measures, requiring the leaders to take the lead in implementation, take the initiative to report to avoidance relationship, consciously accept the supervision of the organization, truthfully report the work of close relatives in the system, actively obey the avoidance decision of the organization, and set an example of performing their duties fairly and being honest.
Two, elaborate organization, and actively do a good job in the study, publicity and training of the "Regulations on the Avoidance of Civil Servants".
Our company combined with its own reality, carefully organized and arranged, effectively enhanced the sense of responsibility and consciousness of all employees to learn the Regulations on the Avoidance of Leadership, and adopted various forms to carry out targeted learning and publicity. In the propaganda work, we should accurately grasp the policy, unify our thinking with the spirit of the document, ask for instructions and report on uncertain issues in time, and guide all employees to understand and grasp the spirit and basic content of the Provisions on the Avoidance of Leadership through publicity, which has created a good environment and public opinion atmosphere for the smooth implementation of the Interim Measures for the Administration of the Avoidance of Leadership of China Life and Property Insurance Co., Ltd.
Three, adhere to the principle of strict implementation of the "Regulations on the withdrawal of civil servants"
According to the requirements of the Interim Measures, our company has carried out serious self-examination and self-correction. In the future, our company will strictly follow the Interim Measures in a series of personnel work, such as personnel recruitment, transfer, job promotion and dismissal, assessment, inspection, rewards and punishments, and communication.
The promulgation of the "Interim Measures" has further improved the supervision and management system for leaders and the system of building a clean government, which is of great significance to strengthening the construction of management talents and consolidating an honest, harmonious and progressive internal environment. Our company will take this self-examination and self-correction as an opportunity to further study and publicize the Interim Measures, ensure that the Interim Measures are better implemented in our company, further strengthen work measures and standardize the cadre appointment system.