Establishing a system of persons responsible for classification is one of the key points in the revision of the Secrecy Law. It is an important step to improve classification work, solve classification problems, and promote "classification in accordance with the law, scientific classification, and standard classification." Key measures are also the basis for the confidentiality work of agencies and units.

There are five outstanding problems in the current classification work

First, the main responsibility is unclear. The original Secrecy Law only stipulated the right to determine state secrets in a relatively general way, without clearly defining the authority to determine secrets. In business work, the person responsible for classifying confidentiality is not specific to the individual. When problems arise, it is difficult to implement accountability. In a sample survey of the confidentiality status of 62 units in a city, the Zhejiang Provincial Security Bureau found that from the drafting of official documents to the issuance of documents, 24.2% were classified by the person in charge, 51.6% were classified by the person in charge of the department, and 51.6% were classified by the unit. Full-time and part-time secrecy cadres accounted for 17.7%, and leaders in charge accounted for 6.5%. Everyone can maintain confidentiality, but not everyone understands national policies, understands industry trends, and is familiar with classification knowledge. Therefore, everyone has their own way of understanding and grasping the scope of confidential matters and interprets their meaning, making it difficult to guarantee confidentiality. accuracy.

The second is the lack of secret knowledge and skills. During the investigation, the Zhejiang Provincial Security Bureau found that secret personnel in some units were not familiar with and did not understand the scope of confidentiality matters, did not know the classification work procedures, and did not know how to "check the seats" to determine the classification level. In 2009, when the Zhejiang Provincial Secrecy Bureau conducted a special survey on classification work in a city, it sampled 210 agency cadres and found that 73% did not understand the "scope of confidentiality matters", "classification identification" and "legal procedures". Knowledge. A major confidentiality inspection in the same year found that most of the classified documents of some agencies and units in Zhejiang Province were identified as internal matters only and did not involve state secrets.

Third, the classification system is difficult to implement. At present, the lack of clear and specific regulations on classification procedures and accountability for classification has caused difficulties in actual operations. For example, some units classify all non-confidential matters such as leaders’ general speeches, work information briefings, etc.; some units have many classification links and difficult procedures to connect, and it is common to prefer high to low, prefer more to less, etc. Phenomenon.

Fourth, the scope of confidentiality matters urgently needs to be updated and revised. The scope of confidential matters is the specific standards and basis for determining, changing and releasing state secret matters. The scope of confidential matters should be adapted to changes in the situation and work in a timely manner, constantly revised and improved, and should be detailed, specific, and highly operable. At present, the scope of confidentiality matters in some units and departments is relatively old, relatively general and broad, and some are even easy to cause disagreements, and can no longer effectively guide work.

Fifth, the construction of the classification mechanism has not effectively implemented dynamic management. At present, most secret-related personnel only manage the classification work. As a result, once the vast majority of secret matters are determined, there is no corresponding follow-up management. This situation leads to the question of whether state secret matters can be classified in a certain period of time. How many and in what state cannot be determined at all. For a long time, government agencies have not paid attention to marking the time limit for certain state secrets with foreseeable confidentiality periods, let alone set decryption time or conditions, artificially increasing work costs, causing a waste of resources, and infringing on citizens' right to know. , hindering the disclosure and reasonable use of information.

We should effectively "manage secrets" by "managing people"

Confidentiality work is done by people, and the establishment of the system of persons responsible for classification highlights the human factor. In order to effectively improve the quality of classification and achieve accurate classification, we must manage the person responsible for classification and effectively "manage confidentiality" by "managing people".

Determine the person responsible for confidentiality. As far as the secret is concerned, it mainly involves two major issues: "Who can determine the secret" and "How to determine the secret". The relevant provisions of the new confidentiality law stipulate that the heads of agencies and units and their designated personnel are the persons responsible for determining state secrets, and are responsible for the determination, change and release of state secrets of their agencies and units. After the person responsible for classification is determined, the responsible person will organize the implementation of classification work and solve the problem of "how to classify". According to the requirements of the new confidentiality law, the person responsible for confidentiality must make the final review and approval based on the proposed opinions of the person in charge.

Establish standardized confidentiality procedures. To do a good job in classification work, it is necessary to establish practical classification procedures, including all aspects of classification work such as formulation, review and approval, change, release, and dispute resolution. At the same time, the responsibilities of each link must be refined.

The person in charge is responsible for putting forward the proposed opinions, and the person responsible for classification is responsible for review and approval. When changes or cancellations are needed, agencies and units must provide the basis and opinions for the changes or cancellations, and bear corresponding responsibilities. According to the requirements of the new confidentiality law, the power to determine unclear matters shall be exercised by the national confidentiality administration department or the confidentiality administration department of the province, autonomous region, or municipality directly under the Central Government. When unclear matters arise, the confidentiality administrative departments at these two levels should promptly and accurately provide written replies and assume corresponding responsibilities. In order to test the quality of classification, a feedback mechanism for classification work must be established. Through confidentiality work inspections, annual review of classification work and other channels, problems existing in classification work can be discovered in a timely manner and erroneous behaviors such as misclassification, omission of classification, high classification, and low classification should be corrected. Agencies and units should pay special attention to feedback on problems existing in the scope of confidential matters and put forward suggestions and opinions for modifications.

Establish a supervision and inspection mechanism. All units and departments should strengthen the management of the classification work of their own units and departments, regularly inspect the performance of the duties of the personnel responsible for classification and the implementation of the classification work system, and promptly discover and correct problems such as improper classification, irregularities, mistakes, etc. And seriously accept the guidance of the confidential administrative department. When the Zhejiang Provincial Secrecy Bureau conducted a special survey of 848 secret-related personnel in government agencies and units and personnel related to classification work, it was found that 74.6% of people believed that establishing a classification supervision system in government agencies and units would be critical to further improving classification. Work is meaningful.

It is necessary to establish a complete management system for the person responsible for confidentiality

A perfect management system for the person responsible for confidentiality should include the following parts:

Clear confidentiality responsibilities Conditions of appointment of persons. At present, my country's classification system is still in its infancy, and there are no standardized procedures and practices for the selection and pre-appointment inspection of relevant personnel. It is recommended to clarify the basic appointment conditions and review standards for classification personnel, and clarify the classification responsibilities. Basic human quality requirements and job responsibilities requirements. The selection and pre-appointment inspection of the person responsible for classification should be the responsibility of the party committee at all levels and included in the management of the organization's personnel department.

Carry out classification training on a regular basis. Before the person responsible for classification takes up his post, he must receive special professional training. For units of different levels, departments, and nature, the training and assessment can be organized in different ways according to actual needs, and different levels of business training can be implemented. Through training, the person responsible for classification can truly become an expert in the classification work of the unit and department.

Implement dynamic supervision and management. It is necessary to establish a dynamic supervision mechanism and a reward and punishment system for those responsible for classification, and in particular, it is necessary to strengthen the liquidity management of those responsible for classification. The confidentiality administrative department should formulate relevant management regulations, put forward specific requirements for the responsible person to go abroad for business or private reasons, job promotion, job change, leave the post, etc., establish and improve the confidentiality responsible person database, and conduct dynamic management. At the same time, a rights protection and incentive mechanism must be established to protect the legitimate rights and interests of those responsible for classification through job allowances and other forms; rewards and punishments must be implemented for those responsible for classification who have achieved results or encountered problems in the performance of their duties. distinct.

Use technology to improve work efficiency. It is recommended that scientific and technological means represented by computers, communications and network technologies should be introduced into the management of classification work, and scientific and technological means should be used to improve the work efficiency of the person responsible for classification. For example, we can organize the development of a classification management system to digitize, intelligently classify, encrypt and decrypt state secret electronic files in classified computers. At the same time, we can complete the classification and archiving of electronic files to effectively promote the classification work. Informatization, digitalization and technology. A management system for the person responsible for classification can be developed to enter the basic information, training hours, authorization time, number of classifications, etc. of the person responsible for classification into the database to achieve dynamic management of the person responsible for classification. The confidentiality administrative department must start from the three perspectives of supervision, service and management of the persons responsible for classification, constantly introduce new ones, and gradually solve problems such as irregular classification process, incomplete classification supervision and control mechanism, and excessive discretionary power in classification. , strive to ensure that supervision, service and management are in place.

Promote classified work performance management. The confidentiality administrative departments and the confidentiality work departments of agencies and units must regularly conduct performance appraisals of the persons responsible for confidentiality and try to introduce quantitative assessment methods. Combining all aspects of the classification work, explore quantitative management indicators, set reasonable weighting coefficients according to the weight of each link in the classification work, conduct assessments and evaluations, and finally incorporate them into the year-end assessments of the agencies and units to improve classification. Work efficiency and effectively control density costs.