What kind of experience did the main leaders of the unit have when they were soldiers?

20 1 1 when I was transferred from a township to a municipal organ, our director at that time was a demobilized cadre. He served as deputy director of the group army, political commissar of the regiment in the combat troops, changed jobs after five years in the regiment, served as deputy director of our municipal government office, and was later transferred to the director of our city bureau. Because I have never dealt with demobilized cadres before, and I have never dealt with demobilized cadres before, this demobilized director impressed me deeply and was completely different from other leading cadres. The biggest impression is that "politics is good, things are well organized and well managed". Specifically, there are the following points:

Number one: excellent in politics.

At the meeting, the director of the military transfer often told us that our government organs are organs under the leadership of the party. You may not be party member, but you must support the party's leadership, implement the party's principles and lines, and implement the party's policies. You must never speak ill of the party or complain about it. In the face of right and wrong, you stand very clearly and firmly. This cannot be ambiguous.

The director of the Military Transfer Bureau attaches great importance to the political education work of the bureau. Every year, he asks the office to make and publish a study plan for political education. Organize political education and study for half a day every half month. Both party member and non-party member will participate, and representatives from various departments will be randomly selected to exchange learning experiences, and then posted in conspicuous places. At the end of the intensive study day, everyone was very nervous, and many people began to write exchange speeches one or two days in advance. At first, people didn't understand. They don't think it's necessary to concentrate on their studies. Self-study is enough. The director of the military transfer said that concentrated study is not only a mutual exchange, but also a spur to competition and a self-breakthrough. As long as this form is fixed, everyone's theoretical level will be qualitatively improved. After a long time, everyone is used to it, thinking that this centralized education has only advantages and no disadvantages.

Later, the experience of our bureau in organizing political education was positively affirmed by the Organization Department of the Municipal Party Committee and forwarded to the municipal authorities. Many bureaus come to our bureau to observe and study.

The second point: management is very strict.

The director of the military transfer still insists on the army in management, but he is relatively flexible. Such as the attendance system. The personnel department is required to check the work of personnel every day. As long as you are more than 20 minutes late, you should record it, and then announce the spot check every month. Late for more than 5 times in the month, you must explain the situation to the deputy director in charge; If it exceeds 10 times in the month, the discipline inspection team leader will interview; Hold more than 20 meetings in half a year, which one will be considered at the meeting of middle-level and above cadres; There are 30 times in the whole year, and the evaluation of that year will be cancelled.

Another example is the office health inspection system. Led by the deputy director in charge, check the hygiene of each office, and then report on the local area network, praise good personnel, and urge those with poor hygiene.

At first, many people didn't understand, thinking that eating too much raises and controls the air. On one occasion, the leaders of the municipal party Committee came to our bureau for investigation, and the director of the military transfer took him around. The top leaders of the municipal party Committee were amazed at the office hygiene order and management system of our bureau, and everyone appreciated it. At a video conference in the whole city, the head of the municipal party Committee praised the daily management of our bureau.

The third point: the style is very good.

Almost all demobilized cadres have inherited the fighting spirit of the army that is not afraid of hardship, fatigue and death. As long as there is a task, demobilized cadres will exert their super-strong execution and super-strong fighting style and accomplish the task beautifully. This point has been vividly stated by our director of military transfer.

Once, the main leaders of the city asked our bureau to conduct safety inspection on more than 70 enterprises in the city within 10 days and write a special inspection report. In the past, it took at least 20 days to inspect more than 70 enterprises, and it was almost impossible to complete the task in 10 day. The director of the military transfer also knew that the task was very firm, but he resolutely completed the task without saying anything. The director department of military transfer quickly made arrangements to require all 40 people except the necessary personnel to participate in the inspection, and organized inspection business training in half a day. The last six bureau leaders, with six inspection teams, all sank to county enterprises and did not rest on weekends. It only took eight days to complete the inspection, and finally it took two days to write the report. Whether the director of the military transfer leads a team to inspect or write a report, there is a whole process of deployment, participation and coordination. The task was well completed, and the main leaders of the city wrote in the report that "the work was thoroughly grasped and the report was well written."

The fourth point: subordinates are very concerned about difficulties.

As the political commissar of the regiment, the director of our military transfer bureau attaches great importance to ideological work for subordinates and solves practical difficulties for them. For example, no matter what level of civil servants and individuals have any ideas and suggestions, they can make an appointment with the office, talk to him or report. There was once a clerk who didn't get along well with the deputy section chief and wanted to be transferred from the department to find the director of the military transfer. Later, the director personally went to the department to talk with the section chief, deputy section chief and clerk, gently criticized the deputy section chief, cleared up the misunderstanding between the two sides, and the clerk no longer asked to be transferred from the department.

For example, several employees and children go to primary schools every year, but the teaching quality of the primary schools corresponding to our bureau is not very good. To this end, the director personally led a team to the Municipal Education Bureau to coordinate many times, and finally promised to solve the degree of five experimental primary schools and Yucai primary schools for our bureau every year for five consecutive years as a transition. Many people in the bureau think that the director of military transfer is very concerned about his subordinates and has the responsibility to face difficulties.

For example, the father of an ordinary clerk in our bureau was seriously ill and spent a lot of money in the Municipal People's Hospital for a long time. There's nothing the clerk can do. After the director of the military transfer was informed, he personally talked to the clerk to understand the situation. Later, he turned to his comrades in the provincial capital for help and contacted doctors and beds in the provincial people's hospital for the secretary's father. Not to mention the director of the military transfer, he also mobilized the overall cadres and workers to donate money to the clerk, and he also donated 2000 yuan. At the same time, he subsidized the clerk 20 thousand yuan to solve the serious illness at the end of the year. Six months later, the clerk's father's condition was basically stable, and the clerk was grateful.

Fifth, it is fairer to do things.

As a director, the greatest fairness is the fairness of employing people. This is also the first thing that everyone thinks of when evaluating a leader. This director of the military transfer has a very special way of promoting and employing people. The first step is to give full play to the role of departments and let them recommend and promote personnel; The second step, the personnel department puts forward the personnel to be promoted in combination with the usual inspection; The third step is to hold a meeting at or above the middle level for the two recommendation lists to make real-name recommendation; The fourth step, the party group studies the list of real-name referees and determines the person to be promoted according to the difference of 20%; The fifth step is to organize democratic inspection, democratic evaluation and work debriefing for the personnel to be promoted; In the sixth step, the party group determines the final promotion personnel according to the inspection situation. First of all, in terms of evaluation, the process and methods are similar, which reflects the relative fairness.

The director of the military transfer often said at the conference that using one person well will inspire a large number of people; Use the wrong people and attack on a large scale; In promoting cadres, the party group should use pragmatic and willing cadres, so that capable and practical cadres can grow up, so that those cadres who are slack in spirit, those who talk big and fool around, and those who do superficial things and face-saving projects have no market. Our unit did promote several young section chiefs under the age of 35. They are all young people with strong political awareness, outstanding ability, solid business, working overtime or even staying up all night. Everyone's comments are good and the mass base is good. I dare say that at least 70% people have a good evaluation of the employment of the director of military transfer.

The above is my impression of the good aspects of the director of military transfer. Of course, directors who convert from military to civilian also have shortcomings:

The first point: the thinking of economic development needs to be strengthened.

The director of the Military Transfer Bureau doesn't know much about local economic development, or he is not familiar with it, which leads to many economic affairs that can't put forward targeted opinions and countermeasures. This is a shortcoming that affects its own development and progress.

The second point: dealing with affairs is too fair.

Just like promoting cadres, the director of the military transfer thinks that his approach is fair. Actually, it is not. This method may be well implemented in the army, but it will not work in the local area. After all, local affairs are more complicated, and there may be many unexpected situations when a cadre is promoted, which need to be handled calmly and actively. In this regard, the director of the military transfer has indeed met many people who say hello, and from time to time he will compromise with those who say hello at the party group meeting.

The third point: the critics are too direct.

As long as the director of the military transfer sees something he doesn't like and people who don't listen, he will criticize and show no mercy. This way of doing things makes some old comrades unable to step down, or unacceptable. On one occasion, the director of the military transfer saw an old deputy director throwing cigarette butts in the corridor and criticized him face to face. Who knows that the old deputy director ignored him and quarreled with him directly, but fortunately he was persuaded by the people next to him.

The fourth point: people are not tactful enough.

One equals one, and two equals two. Maybe that's it. This is how soldiers do things. Many things can be pretended not to know, but they have to be said on the table. Many things can be delayed. After a long time, there are naturally better solutions. Many things are beyond our control, and we can only handle them according to the requirements of our superiors. However, the director of the military transfer seems to have his own ideas and understanding.

The advantages and disadvantages of the director of the military transfer are obvious. On the whole, he is a good leader. However, because of obvious shortcomings, there is not much room for promotion and online promotion. After six years of service, the director of our army has not been promoted. Retired to the Municipal People's Congress at the age of 53.