How to Strengthen the Construction of Cadres —— An Interview with the Secretary of the County Party Committee

First, strengthen ideological and political education, play a typical exemplary role, continue to adhere to and further strengthen ideological and political work, further reflect the characteristics of the times, reflect the characteristics of the industry, and highlight organizational characteristics. First, strengthen the education of ideals and beliefs and professional ethics. Closely combined with the actual work, strengthen the education of socialist ideals and beliefs and socialist concept of honor and disgrace, carry out professional ethics education activities with "civilized law enforcement, efficient service, collection of performance, honesty and self-discipline" as the main content, arm people with scientific theory, guide people with correct public opinion, shape people with noble sentiments, inspire people with excellent works, further strengthen cadres' party spirit, public servant consciousness, professionalism and integrity quality, and form a positive attitude. The second is to strengthen the propaganda and guidance of advanced models. Actively explore and establish advanced models, vigorously publicize and play a typical demonstration role, compile advanced individual and collective deeds and carry out various activities of striving for Excellence, educate, guide and motivate cadres with people and things around them, and form a strong atmosphere of "comparing, learning, catching up, helping and surpassing". The third is to mobilize the enthusiasm of grassroots units, encourage grassroots units to further strengthen organizational culture construction, carry out characteristic activities, and gather together. The second is to expand the channels of selection and appointment, explore the classified management mechanism, conscientiously implement the requirements of superiors, further improve the mechanism of cadre selection, training, assessment and use, and explore new ideas for classified management of civil servants. First, expand the selection and appointment channels, implement the requirements of the central and provincial bureaus, further optimize the selection, training, assessment and use mechanism of reserve cadres, actively explore the point system for the selection of leading cadres, and further promote the democratic and scientific process of the selection of leading cadres. The second is to strengthen the exchange of cadres and change posts. Organize regular exchanges between cadres at different levels and in different regions, strengthen post rotation, further eliminate post fatigue of cadres and enhance work freshness. Try to carry out cross-system, cross-departmental and cross-regional attachment training, expand cadre training channels and horizons, and enhance the ability of leading cadres to adapt to different environments and atmospheres. The third is to explore the management of law enforcement civil servants. In accordance with the spirit and requirements of civil service management and reform, according to the characteristics of cadres' work, we should establish an effective mechanism, rationally set up posts, strictly assess competition for posts, strengthen investigation and research, further expand the development space of cadres, and mobilize and give play to the enthusiasm of cadres to devote themselves to work and realize their self-worth. The third is to optimize the performance management system, strengthen the application of assessment results, continue to adhere to the performance management work that plays an important role in the long-term practice of cadre management, constantly innovate performance management methods, optimize performance assessment indicators, and further strengthen the application and guidance of assessment results. First, actively strive for assessment and incentive resources. Actively strive for the part of the salary system used for cadre assessment from superiors, establish a performance income distribution system based on ability and contribution, and form a clear work orientation. The second is to continuously optimize the performance appraisal methods and indicators. Strengthen performance feedback, introduce office evaluation, and fully implement the interview and feedback system of performance appraisal. Strengthen the assessment weight of key work, innovation work and basic business work, and realize the coordinated progress of function performance, management performance, external evaluation performance, innovation development performance and annual personality performance under the organizational development strategy. The third is to strengthen the application and guidance of performance appraisal results. Adhere to the objective and fair assessment, strengthen the relationship between the assessment results and wages and benefits, job promotion, education and training, evaluation and evaluation, increase the intensity of assessment and rewards and punishments, further reflect the value orientation and reflect the differences in work. Fourth, innovate education and training methods, comprehensively improve the quality of cadres, expand education and training methods, improve the level of education and training, and further enhance the quality and ability of cadres. The first is to carry out special training at different levels. According to the characteristics of cadres of different categories, levels and positions, we should rationally design shifts, contents and methods, and build a long-term and stable training mechanism based on teaching resources inside and outside the school. The second is to carry out extensive career development training. Organize and carry out career development training related to practical work with the county bureau as the unit. Through fresh ways, positive guidance and personal practice, we will temper our will, cultivate our sentiments, improve ourselves, melt the team, promote cadres to establish common goals, enhance mutual understanding, achieve coordination and unity, and enhance their sense of belonging and responsibility to the organization. The third is to continuously improve the level of education and training. Actively organize all kinds of high-level training activities, increase the integration and utilization of high-end training resources, and select all kinds of talents who have made outstanding contributions in their posts to study for master's and doctoral degrees. Strengthen exchanges with local governments and expand the level and scale of study and research abroad. Five, the establishment of project incentive mechanism, focusing on the superior assessment criteria to highlight the orientation of striving for Excellence, and actively explore the project incentive mechanism. In all kinds of creation, appraisal and competition activities at all levels, it is used to reward collectives and individuals with outstanding achievements, further mobilize the enthusiasm of cadres to strive for Excellence and enhance the overall image of the organization. Further expand the space for grassroots units to effectively motivate cadres, actively strive for local high-level training exchanges for cadres, and further mobilize the enthusiasm of grassroots cadres. Sixth, strengthen the guidance of organizational culture, pay attention to the physical and mental health of cadres, deepen the construction of organizational culture, organize various forms of cultural and sports activities, and further enhance the cohesion and sense of belonging of cadres. The first is to carry out cadre cultural and sports activities in different categories. Pay attention to cultivating cadres' healthy hobbies and carry out extensive and diverse cultural and sports activities. Integrate the resources of the Party, Youth League, industry, youth and women's organizations, set up various interest groups of different levels and categories, increase the investment in funds and the use of funds in different levels, further enrich the amateur cultural life of cadres, and promote their physical and mental health and organizational harmony. The second is to carry out EAP, which is the cadre assistance plan. EAP, as a long-term and systematic aid and welfare plan for cadres, mainly includes stress management of cadres, mental health consultation, disaster and disease relief, healthy lifestyle, legal and financial consultation and so on. By concentrating and exerting organizational resources, we should pay attention to and solve practical problems in the work and life of cadres, reduce the cost of living, promote physical and mental health, maintain a good state, and further stabilize the contingent of cadres. Seven, expand the incentive space at the grass-roots level, implement the incentive responsibility, take the team's ability and effectiveness as an important aspect of assessing the performance of the department director, and implement the important responsibilities of the department director in cadre management through the adjustment of the target responsibility system assessment and the director assessment mechanism. Consciously strengthen the training of department directors and enhance their awareness and ability to do ideological and political work for cadres. Appropriately expand the director's power of examination, evaluation and suggestion in cadre management, so that the director can make greater achievements in cadre management. Eight, strengthen management supervision, strictly implement the rules and regulations, strictly implement the law enforcement responsibility system, style management regulations, performance appraisal management regulations and other relevant laws and regulations, through timely and accurate investigation measures, educate and guide the broad masses of cadres, and create a positive and good organizational atmosphere. Further strengthen the education of building a clean government, implement the responsibility system for building a clean government, resolutely correct and stop bad behaviors and unhealthy practices, care for cadres politically, and prevent violations of discipline and law.