How to manage and supervise the personnel in classified posts?

Secret-related personnel are not only the main body of confidentiality work and responsibility, but also the key object of confidentiality supervision and management. The secret management of secret-related personnel involves the right of appointment, punishment, reward and punishment, which is a complex systematic project. It is necessary to establish a coordination mechanism among relevant functional departments and strengthen comprehensive and systematic security prevention and management.

The first is to improve the management mechanism of classified personnel.

Among many factors in secrecy work, the human factor is always the first. The supervision and management of secret-related personnel has always been the top priority of the supervision duties of secret-related departments, institutions and secret-related cadres. According to the characteristics of the personnel management system of cadres in government organs and units, it is the fundamental way to strengthen the supervision of secret-related personnel by actively relying on, mobilizing and giving play to the supervisory responsibilities of relevant functional departments and forming an all-round, multi-channel and multi-departmental joint management mechanism. At present, efforts should be made to open up four supervision lines.

0 1? Focus on opening up the supervision line of personnel appointment

Restricted by the authority of appointment and removal of cadres, a considerable part of the duties of confidentiality supervision of secret-related personnel are undertaken by the organization and personnel departments or institutions, including the duties of post review, inspection, appointment and removal, organization and handling of secret-related personnel. Opening up the supervision line of the appointment of secret-related personnel and ensuring the good appointment supervision are the primary links of the supervision of secret-related personnel. The secrecy department and the secrecy work organization should strengthen the division of labor and cooperation with the organization department and the cadre and personnel work organization in secrecy supervision, clarify the supervisory responsibility of the secrecy personnel, urge the organization and personnel department and organization to conduct qualification examination, promotion and appointment inspection, daily organization and supervision, supervise the secrecy personnel to perform their confidentiality duties, deal with the irregularities of the secrecy personnel, regard the performance of the confidentiality responsibility system as the basic condition for inspecting and appointing the secrecy personnel, and implement the confidentiality supervision duties.

02 efforts to get through the supervision line of target assessment

According to the provisions of the Secrecy Law and its implementing regulations, organs and units shall implement the responsibility system for confidentiality work, and include the performance of the responsibility system for confidentiality work by staff in the annual assessment and appraisal. The implementation of this system is not only the responsibility of security departments and security agencies, but also the responsibility of comprehensive evaluation departments and evaluation agencies. Secret departments and secret institutions should strengthen communication with evaluation departments and institutions, solve the problems of "inclusion" evaluation mechanism and "inclusion" mode, clarify their respective responsibilities in the evaluation and supervision of secret-related personnel, strengthen division of labor and cooperation, and improve the ability and efficiency of evaluation and supervision.

03 efforts to open up the defense line of supervision, discipline and accountability

Accountability for discipline is the ultimate means to maintain party discipline, political discipline and law and discipline. Disciplinary accountability naturally includes the investigation and punishment of acts of secret-related personnel in violation of confidentiality laws and regulations. According to the authority of personnel punishment, the punishment of illegal and disciplinary acts of secret-related personnel in secrecy work is generally decided by the appointment and removal organ or the discipline inspection and supervision organ, and the secrecy department and the secrecy work institution have the right to conduct administrative investigations and suggestions. This also shows that although the secrecy department and the secrecy work organization have the responsibility of supervision and management, the final implementation can only be realized by the appointment and removal organ and its relevant competent departments and discipline inspection and supervision organs. Therefore, it is an effective way and measure to strengthen the communication and coordination between the secrecy department and the discipline inspection and supervision department, the secrecy work organization and the relevant competent departments, and to establish a joint investigation and joint defense supervision mechanism for the illegal acts of secret-related personnel, so as to safeguard the authority of secrecy law and discipline, standardize the secrecy behavior of secret-related personnel and strengthen the secrecy supervision of secret-related personnel.

Strive to open up the external review and supervision line

The behavior of secret-related personnel before and after their employment is not within the supervision sight of government agencies and units, and it is a "blind spot" for secret supervision of secret departments and institutions. Therefore, the security review of secret-related personnel before taking office and the supervision of secret-related behaviors outside the eight-hour working system, including the use of mobile phones and the supervision of Internet behaviors, can only be realized by external administrative departments. It is essential for the supervision and management of confidential personnel to unblock the external supervision line of confidential behavior of confidential personnel. The secrecy department should strengthen communication and coordination with the National Security Office of the Party Committee, the Internet Information Office, the public security and the national security department, establish a division of labor and cooperation mechanism for secrecy prevention and monitoring and an information sharing mechanism, enhance the ability to discover, investigate, prevent and correct the illegal disclosure of secrets by secret-related personnel, and form a high-pressure situation of all-weather and all-round supervision over the secrecy of secret-related personnel.

Second, realize the normalization of the audit of confidential personnel.

The secrecy quality of secret-related personnel determines the security of state secrets and the success or failure of secrecy work. It is an important measure to ensure the security of state secrets to conduct confidential review on the appointment and employment of confidential posts before taking office to ensure the reliability, credibility and availability of confidential personnel. 20 15 After the opinions of eight ministries and commissions such as the State Secrecy Bureau were issued, the centralized determination and assessment of secret-related posts and personnel were carried out nationwide, but how to standardize the appointment and assessment of secret-related personnel is still a difficult problem to be solved urgently. In this regard, we should focus on solving the following three problems.

0 1 Transition from formal review to substantive review

At present, due to the lack of behavior track investigation, specific quantitative indicators and comprehensive evaluation standards, the pre-job review of secret-related personnel can only be regarded as a formal review, which is far from the substantive review. To change this situation, the most important thing to be solved is to establish and improve substantive review items, review channels, review procedures and review standards according to the principles of reliability, credibility and availability, comprehensively understand and comprehensively analyze and evaluate the behaviors of units and communities that the auditees have experienced before, effectively eliminate those who are not suitable for working in classified posts, and reflect the seriousness of confidentiality review.

02 transition from filling in the form to conditional review

The assessment of the appointment of secret-related personnel should not focus on filling out forms by individuals, but on the conclusion of organizational assessment, and should be based on the qualifications of secret-related posts. If the qualifications of classified posts are too vague and vague, and there is no substantive content, specific quantitative standards and evaluation standards, the evaluation results will be distorted. To realize the transformation from filling out the form to conditional examination, we must grasp the fundamental crux of the qualification, focus on solving the specific quantitative standards and evaluation standards of the qualification of classified posts, especially concretizing the indicators of loyalty and trust, concretizing the bad hobbies and behaviors that are not suitable for working in classified posts, and establishing a negative list of examinations to make the examination basis more scientific, concrete and targeted.

03 from the general review to the difference review.

Classified posts are divided into core classified posts, important classified posts and general classified posts, and different classified posts have different qualifications. At present, the job review of secret-related personnel has the same content for different secret-related posts, which lacks the differentiated design of secret-related posts, fails to reflect the different requirements of different secret-related posts, and fails to include the particularity of core secret-related posts and important secret-related posts. Therefore, different classified positions should have both general and special qualifications and standards. The higher the classified position, the higher the qualifications and standards. According to the different positions and responsibilities of core secret-related personnel, important secret-related personnel and general secret-related personnel, in accordance with the principle of highlighting key points, stricter supplementary provisions are made on the qualifications and standards of core secret-related personnel and important secret-related personnel respectively, which truly embodies the principle of differentiated review and effectively controls the access of core secret-related personnel and important secret-related personnel.

Third, improve the daily supervision of classified personnel.

The key to the supervision of secret-related personnel's secret-keeping behavior lies in daily life, with emphasis on cultivation and standardization as the core. If the ant nest is not removed, it can destroy the embankment, and if the small mistake is not investigated, it can make a big mistake. The norms of confidential behavior of secret-related personnel must be cultivated from scratch through daily constraints. It is the basic guarantee to standardize the behavior of secret-related personnel to improve the daily supervision and management system and mechanism of secret-related personnel and strictly supervise their daily behavior.

0 1? Strengthen the cultivation education of confidential behavior of secret-related personnel

Every move, word and deed of secret-related personnel in their daily work may affect the security of state secrets, and any kind of illegal behavior, even casual negligence, will endanger the security of state secrets. Therefore, there is no room for any mistakes in the confidential behavior of secret-related personnel. In order to prevent illegal leaks, especially negligent leaks, it is necessary to focus on strengthening the training and education of secret-related personnel. Through regular education of common sense and consciousness of secrecy, supplemented by secret inspection, the code of conduct concerning secrets is internalized in the heart and externalized in the form, and the secret consciousness of secret-related personnel is formed.

02. Establish a record system for illegal acts of secret-related personnel.

The key to the supervision of secret-related personnel's secret-keeping behavior should be reflected in daily life. Although secret inspection is a very effective form of supervision, it cannot be carried out every day after all, and the interval between inspections often becomes the gap period of secret supervision. Moreover, the violations during the inspection interval are not necessarily discovered by unannounced visits. Over time, it is easy for secret-related personnel to have a chance to get away with violations, and they still go their own way, opportunistic and knowingly commit crimes. Therefore, on the basis of regular security inspection, the supervision line should be moved forward, and the supervision should focus on the daily behavior supervision, so that the security behavior supervision is everywhere and ever-present.

Summarizing the experience and lessons of the supervision of secret-related personnel in the past, the effective ways and measures to strengthen and improve the daily supervision of secret-related personnel are to decompose the objectives and tasks of self-examination and self-assessment of confidentiality and annual assessment of confidentiality responsibility system into daily management measures, establish a daily supervision record system for violations of secret-related personnel, and set quantitative punishment standards for violations according to the size of the risk of leakage caused by violations. The responsibility for daily supervision records shall be assigned to the heads of organs, units and their internal institutions and directly affiliated units, and a hierarchical supervision and management responsibility mechanism shall be formed to realize the organic unity of daily supervision, inspection supervision, self-examination and self-evaluation supervision and annual assessment supervision.

03 Strictly assess the confidentiality responsibility of confidential personnel.

According to the provisions of the Secrecy Law and its implementing regulations, government agencies at all levels will include the performance of the responsibility system for confidential work by secret-related personnel in the annual comprehensive assessment. What needs to be done now is how to prevent the assessment indicators of secret-related personnel from being false and perfunctory, and change whether there is a leak case as the only criterion for the assessment of secret-related personnel into a comprehensive assessment criterion, and include the daily violation records of secret-related personnel into the assessment content. So that the evaluation results can reflect the real situation of the secret-related personnel performing the responsibility system of confidentiality, and urge the secret-related personnel to abandon the fluky psychology, pay attention to the cultivation of daily secrecy behavior, consciously abide by the code of confidentiality behavior, and earnestly fulfill their confidentiality responsibilities and obligations.

Fourthly, optimize the application of confidentiality assessment results.

In order to get attention, confidentiality work must be included in the comprehensive evaluation content and occupy a place in the comprehensive evaluation results. As a basic system of secrecy work, the responsibility system of secrecy work is an important index for comprehensive assessment of secret-related personnel. The application of the assessment results of the implementation of the responsibility system plays a very important role in strengthening the supervision and management of secret-related personnel.

0 1? We should make full use of the evaluation right.

The evaluation of secrecy work is different from that of other work. Other work focuses on whether the target task is completed, and the confidentiality work focuses on the degree of state secrets. In other words, the evaluation of confidentiality should pay attention to both the result and the process; It is necessary to consider whether there are leaks or not, and whether the responsibility system for confidentiality has been implemented. Therefore, the security work is not only a simple question of "being included" in the comprehensive evaluation, but more importantly, the evaluation should be organized and implemented by the security department and the security work organization respectively, and the evaluation results should be submitted to the comprehensive evaluation department, which will then be included in the comprehensive score.

Make full use of the right of suggestion.

Security departments, security agencies and security cadres should make good use of the actual suggestion right when applying the evaluation results of security responsibility system. When submitting the evaluation results to the comprehensive evaluation department, it should also provide relevant suggestions on the application of the results. For the organs, units and their personnel who fail to perform or fail to perform the responsibility system for safety work, they should put forward opinions and suggestions on lowering the grading level, adjusting their posts and delaying the promotion and use. For the units and personnel who violate the law and discipline seriously and leak information, they should put forward suggestions on disciplinary action and disqualification.

We should make full use of supervision.

Security departments, security agencies and security cadres should, within the scope of their duties, strengthen supervision over the application of the assessment results of the responsibility system for security work, find out and correct the improper application of the assessment results, and take corresponding administrative measures or suggest relevant functional departments to correct serious problems such as inadequate punishment, inadequate level reduction, inadequate organization and handling, inadequate implementation of the responsibility system for security work, and frequent promotion and reuse of serious violations of discipline.