How to implement these three mechanisms?

First, we should focus on the "trinity" and improve the "encouragement and incentive" mechanism. We must adhere to comprehensive policies and make great efforts to solve the problem of low entrepreneurial enthusiasm of cadres and officers.

1, strongly encouraged in spirit. Combined with the target responsibility assessment, the annual target responsibility assessment Excellence Award, Outstanding Contribution Award, Investment Promotion Award and Advanced Award for Poverty Alleviation were established. Select and commend 15 outstanding department-level cadres and 30 "first-line" grass-roots civil servants in the county every year, set up advanced models and vigorously publicize them.

2. In terms of material rewards. Incorporate the annual target responsibility assessment, county-level economic and social development monitoring assessment, poverty alleviation performance assessment, key work assessment, investment promotion, bonus distribution, etc. into the county-level fiscal budget, and reward the town offices (communities), county-level departments and advanced individuals who won the first prize of major project construction.

3. Give priority to political promotion. Since last year, Wugong has used the "three mechanisms" to promote and reuse 10 cadres. In the future, priority will be given to the promotion and use of outstanding department-level cadres and grassroots front-line cadres who are "striving for the first place" and "loving their posts and dedication" selected by the municipal party Committee, the municipal government, the county party Committee and the county government, and priority will be given to the promotion and reuse of the first secretary and resident cadres who have made outstanding achievements in tackling poverty, so as to truly give people who want to work a chance, people who can work a platform and people who can work a seat.

Second, we should highlight the "four key points" and improve the "fault tolerance and error correction" mechanism. We must conscientiously implement the principles of "three distinctions" and "six distinctions" and establish a clear orientation of responsibility, innovation and hard work.

1, a strict fault-tolerant and error-correcting standard. Strictly treat the "eleven aspects" as fault tolerance, clarify the relationship between mistakes and dereliction of duty, boldness and chaos, responsibility and slack, and public and private, and draw a clear line between "what to tolerate, for whom to tolerate, what to correct, and how to correct" to ensure that the policy implementation is not empty, empty and unbiased.

2. Refine fault-tolerant and error-correcting measures. Highlight the protection of reformers, encourage explorers, tolerate mistakes, correct deviations, and warn violators. Combined with the situation in Wugong county and the actual situation at the grass-roots level, the practical standards and operational methods of fault tolerance and error correction are refined in democratic decision-making, pioneering attempts, creative work, service for enterprises, implementation of policies, maintenance of stability, and resolution of contradictions, so as to ensure the operability and credibility of fault tolerance and error correction.

3. Make good use of the protection clarification mechanism. Timely implement the "six specific measures", distinguish subjective reasons from objective conditions, distinguish problems caused by inaction, chaos and objective conditions, support cadres to dare to take responsibility, tolerate mistakes in reform and exploration, eliminate cadres' ideological concerns, and encourage cadres to act positively.

4. Adhere to discipline. According to the rules and regulations, make good use of daily supervision and management means such as interviews and asking for reports, grasp early and small, correct mistakes in time, ensure cadres to perform their duties correctly, and improve the entrepreneurial enthusiasm of officers.

Third, we should highlight the "three links" and build a mechanism of "being able to go up and down". Efforts should be made to solve the problem of insufficient external pressure on cadres and officials to start businesses, and to promote the formation of a personnel-oriented and political environment in which the able are superior, the mediocre are inferior and the inferior are eliminated.

1 is the standard for quantifying "Xia". Clearly adjust the cadres who do not perform their duties properly, lack motivation and lack enterprising consciousness in seven categories of work: "target responsibility assessment, party building, poverty alleviation, county development, stability and comprehensive management, safety production, and ecological environment work". This year, measures have been taken against two department heads.

2. Refine the procedure of "down". Make good use of five "demotion" adjustment methods, such as transferring from posts, changing to non-leadership positions and taking the blame and resigning, and further refine and quantify the operational procedures, responsibilities and disciplines of cadres' "demotion" to make the policy standardized and easy to operate.

3. Leave an "upward" opportunity. For "backward" cadres, it is necessary to implement key assistance and education, take measures such as organizing centralized training, recalling classes, and having regular heart-to-heart talks to urge them to change their ideological style and improve their ability to perform their duties. After a period of time, when the conditions are ripe, they will perform the appointment and dismissal procedures in strict accordance with the relevant regulations and re-use.

Four, to highlight the "three applications" to ensure that the "three mechanisms" to achieve practical results. The key to implementing the "three mechanisms" is to strengthen the application.

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2. First, strengthen application guidance. Efforts should be made to enlarge the guiding role of the "three mechanisms", innovate in the forms of promoting learning by examination, questioning teaching and intelligent party building interactive platform, grasp the learning and training of the "three mechanisms" at different levels, incorporate the learning situation and work performance of party member cadres into the point system management, demonstrate the application of the "three mechanisms" in the selection and appointment of cadres, evaluation and selection, commendation and reward, and strive to form a competent, fault-tolerant and mediocre employment orientation.

3. It is to strengthen the application of accountability system. Implement the assessment and application of the "three mechanisms", adhere to the two levels to work together, consolidate the main responsibility, strengthen supervision and guidance, strictly ask for effectiveness and accountability, and solidly promote the reform of the cadre system with the "three mechanisms" as the core to achieve practical results.

Extended data

Party member cadre problem;

1, missing question. A few leading cadres have the idea of relying on others, lack in-depth thinking about the decision-making and deployment of the central government and provincial, municipal and county committees, are lazy, slow to act and procrastinate.

Some middle-level cadres work just to get by, don't work hard, step by step, and level the mediocre people. Some cadres have utilitarian thoughts and are unwilling to take the initiative to participate in and take the lead in the work that needs cooperation. Some cadres do not have a strong sense of the overall situation, shirk their responsibilities on the border and evade the unified arrangement of tasks. Therefore, after a measure is introduced, it needs to spend a lot of manpower and energy to supervise and implement it.

2. Slow speed is a problem. Some cadres are not strong in execution, lack of passion, low in efficiency and not solid in work, so they can't do urgent and special things in some specific affairs; Middle-level cadres in some departments attach importance to the idea of official standard, and pay more attention to the matters that the masses demand to solve than to the actual treatment.

A few cadres have a weak sense of purpose and service, and are not determined to carry out their tasks. When they see a difficult job, they will push it, and their awareness of overcoming difficulties needs to be strengthened.

3. Is fear a problem? . Faced with the task of reform, development and poverty alleviation, some cadres dare not do it without precedent, dare not bite "hard bones", and lack the courage and ambition to overcome difficulties, dare to try and strive for first-class.

A small number of cadres in law enforcement and supervision departments do not take the initiative to perform their duties on the regulatory matters stipulated in laws and regulations and the list of responsibilities, fearing that they will be held accountable for law enforcement mistakes; Faced with the problem of maintaining stability in letters and visits, some township cadres are worried that they will say the wrong thing, fail to implement it in place, and create new contradictions, and avoid talking about them and let them go.

People's Network-Accurately Implementing Three Mechanisms to Stimulate the Entrepreneurial Vitality of Officers