It is "struggling" at the cadre supervision pass. Judging from the current practice, the excessive measures of cadre supervision still remain in the punishment afterwards, but there are still some shortcomings in the means of prevention in advance and supervision in the event. The main reasons are as follows: First, the authority of the regulatory body needs to be further improved. Judging from the present situation, the current supervision system is set according to the fact that the administrative power is greater than the supervision power, and there is no balance of power. Sometimes there will be a phenomenon that the lower-level supervisor has a higher status and the subordinates supervise the superiors, which sometimes leads to the supervisor's fear of supervision and lack of courage and confidence in supervision. The second is the supervision of leading cadres. Due to the limited information of leading cadres held by the supervision institutions, the supervision work is passive and the prevention efforts are not enough. Third, the confidentiality of cadres' work and the exclusiveness of some links make it difficult for supervision institutions to participate in the whole process of selecting and appointing cadres, resulting in the phenomenon of "two skins" in supervision and appointment to varying degrees.

Second, the "number one" is difficult to supervise. The supervision of the "number one" is often the focus and difficulty of cadre supervision. The main reasons are as follows: First, under the current power system, although the system of selecting and appointing cadres is constantly improving, objectively there is still the problem that power is highly concentrated in the "number one". If the "top leaders" have problems with their personal accomplishment and mind, it is easy to form the individualization of organizational power and post power, and even make the supervision of cadres passive and difficult. Second, due to unhealthy tendencies and corruption in the party and society, the "top leaders" are often disturbed and tempted from all sides in the process of selecting and employing people, which makes some "top leaders" take into account various factors, resulting in sometimes deviating from the established orientation when exercising "using human rights" and there is no way to follow up the supervision of cadres. Third, the promulgation and implementation of the Regulations on the Appointment of Cadres and related supporting systems provide a clear basis for the selection and appointment of cadres. However, in some aspects, the regulations are still relatively principled, especially for the employment of leading cadres, which lacks strong institutional constraints or constraints, is not operational and targeted, and it is difficult to effectively investigate and deal with them, resulting in difficulties in supervision.

Third, it is difficult to supervise the situation beyond eight hours. Practice has proved that most problems of some cadres occur "eight hours away", but it is difficult to investigate and understand the situation of cadres in "social circle" and "life circle" in reality. The main reasons are as follows: First, the scope of supervision is difficult to define. Carrying out "beyond eight hours" supervision is a work with strong policy. Only by delineating the scope and clarifying the content of supervision can effective supervision be carried out. At present, the understanding of "beyond eight hours" supervision is not unified enough, and the determination of supervision scope lacks scientific standards. It is difficult to operate, and a little carelessness may infringe on the legitimate rights and interests of cadres. Second, the regulatory body is difficult to implement. Judging from the current situation, although the superior supervision is great, it is difficult to supervise because it is beyond the reach of the whip; Subordinates are often worried, afraid of retaliation and afraid to supervise; Those at the same level are mostly peaceful and unwilling to supervise; Family members are related to the interests of people around them, and the supervision is empty; The masses and the media lack effective legal protection, and it is difficult to supervise without conclusive evidence. Third, the supervision means are weak. The traditional supervision mode is single, which has the defects of narrow sources of supervision information, few channels and scattered management, and can't find important clues in time, which leads to the lag of supervision, and most of them are mere formality. Fourth, the regulatory effect is not satisfactory. Because the "social circle" and "life circle" of cadres are secret and closed, and the public image of individual cadres is very different from that of laymen, it is often difficult to grasp some real situations, and problems are discovered afterwards, with little effect.

Fourth, it is difficult to investigate the responsibility for oversight mistakes in selecting and employing people. Judging from the work practice, although the handling of "problem" cadres at all levels and localities is relatively in place, there are not many traces of their origins. The main reasons are as follows: first, it is difficult to distinguish between qualitative and quantitative. Due to the lack of specific identification standards and operating rules, it is difficult to define the mistakes in selecting and employing people, and there is no very clear and easy-to-operate standard to distinguish the responsibility levels such as "heavy", "serious" or "particularly serious" mistakes in selecting and employing people, and to lighten or mitigate the punishment. Second, it is difficult to define the specific responsibility subject. The selection and appointment of cadres is a systematic project, involving many links. In the whole work and specific links, there are multi-level responsibility relationships such as collective responsibility and individual responsibility, organizational department responsibility and party Committee responsibility, lower party Committee responsibility and higher party Committee responsibility, nomination responsibility and appointment responsibility, inspector responsibility and spokesperson responsibility. The definition of responsibilities at all levels lacks clear and specific provisions, which is difficult to grasp in practical work. In specific links, there is also this problem in defining the responsibilities of referees, inspectors and discussion decision makers. What's more, cadres are changeable. They are promoted with "illness" and become "illness" after promotion, and it is even more difficult to determine their responsibilities. Third, it is difficult to investigate the responsibility for oversight mistakes. The current system is not clear about the form, content, organization and implementation of accountability for oversight in selecting and employing people, and lacks rigidity and operability. In practice, there are also problems of confusion, dislocation and even unreasonable accountability.

Extended reading

Investigation report on cadre style construction

According to the task assigned by the Organization Department of xxx Municipal Committee, from late April to early May, our department seriously carried out the investigation and study on the normal mechanism of cadre style construction. The leaders of the Ministry attached great importance to this research topic, set up a leading group, dispatched elite troops, divided them into four groups, and went deep into 29 units including towns, offices, municipal units and non-public enterprises in the city, and visited leading cadres and ordinary cadres at all levels, village committees and community workers, business owners and private owners, ordinary people, etc., and collected a large amount of materials in the form of interviews, individual visits, questionnaires, access to information and style supervision. The basic situation, relevant opinions and suggestions of the investigation are summarized as follows.

Status quo: getting better

In this centralized survey, * * * distributed 268 questionnaires and collected 265 questionnaires. The specific survey objects and proportions are as follows (see table 1 for details):

Table 1: the distribution and recovery of the questionnaire on the construction of cadres' work style. The percentage of copies distributed by the respondents is: ordinary people 8029.9%80 100%, business owners and private owners 27 10. 1%, and leading cadres of county-level and municipal units 27/kloc- 9 133.9%8896.7% leading cadres in township and subdistrict offices, middle-level and ordinary cadres in municipal units, comrades in village branches and community workers 7026. 1%70 100% and 268.26598.9% cadres' work style construction questionnaire survey results are listed as follows.

Overall evaluation of the work style construction of cadres in our city (see Table 2 for details):

Table 2: Overall evaluation of cadres' work style in the city is good (copies)

(Tickets) Good (tickets) but generally poor (tickets).

Difference (ticket)

(Ticket) An ordinary person 8056 16800b business owner,

Private owners: 27 17 10000d general cadres of township and sub-district offices, middle-level and general cadres of directly affiliated units, comrades of two committees of village branches and community workers 7053 16 100a+b+d total (votes)177/.

Table 3: Statistical table of outstanding performance of local cadres' style. Percentage of votes cast. Note: lazy thinking, conformism, weak sense of development, 3825.0%. The survey targets are county-level leaders, leading cadres of municipal units and cadres of townships and sub-district offices. The valid number of votes is 152. The style of study is not strong, the style of play is strong, people are greedy for ease, and lack professionalism and sense of responsibility. 5838.2% don't talk about democracy, act arbitrarily, love success and get quick success. 10.6% cheated, falsely reported and exaggerated, and engaged in formalism. 20 13. 1% perfunctory, evasive, inefficient and bureaucratic. Abuse of power for personal gain, self-interest for small units and individuals, extravagance, corruption and hedonism, 85.3%, and evaluation of work style of staff in departments and units (see Table 4 for details):

Table 4: Work style statistics of the most difficult staff and the most uncomfortable departments and units. What practices of some departments and units are the most annoying? Problems related to the style of cadres? You can find the voting percentage of the selected item. Delaying the solution of the problem 4050% collusion between government and business, acting as an umbrella for evil forces, 15 18.75% slogan, doing practical things less than the law. No justice, no justice. 2632.5% of the money allocated above is useless to ordinary people. 10 12.5%c, which occupies a position and does nothing, and harms the interests of ordinary people. 3948.75% Other 00 Other 00' s evaluation of leading cadres' life style (see Table 5 for details):

Table 5: Statistical table of leading cadres' life style: The proportion of votes is reserved for mistresses and rich people 00 1. The objects of this survey are ordinary people and cadres in towns and sub-district offices, middle-level and ordinary cadres in municipal units, comrades of the two committees of village branches and community workers;

2.* * * 150 questionnaire was distributed to two types of personnel, of which 88 were valid and 62 were not filled in. Going in and out of high-consumption entertainment places 10 1 1.4% gambling 00 public funds for eating and drinking, private use of buses, free travel 3944.3% feudal superstition 2022.7% others 192 1.6% According to the survey and statistics, cadres in our city This is due to the great attention and scientific decision-making of the leaders of the municipal party committee and the municipal government, a series of policies to optimize the style of cadres issued by our city, and the joint efforts of various functional departments, township offices and relevant units.

1, leaders attach importance to it. The Municipal Party Committee and the Municipal Government regularly study and deploy the work of building cadres' work style, set up the Municipal Work Style Office, carry out the theme month activities of building cadres' work style every year, and organize and mobilize the city's cadres to carry out in-depth activities such as "visiting the masses to listen to the people's voices, going deep into the grassroots to solve problems" and "visiting hundreds of villages and thousands of households". And the construction of cadres' work style will be included in the target management assessment of each unit, and the responsibility book of party style and clean government will be signed with the heads of each unit to build a * * * management mechanism. Township offices have also set up a leading group for the construction of cadres' work style with the overall responsibility of the "top leaders", established a public sentiment account and contact cards, constantly helped the needy people, and strengthened the relationship between cadres and the masses, greatly improving the satisfaction of the masses with cadres.

2. Departmental cooperation. Every time cadres' work style construction theme activities, all units can actively cooperate and invest a lot of manpower, material resources and financial resources to do practical things and solve difficult problems for the people. For example, in recent years, our city has carried out activities such as "One Hundred Villages and Thousands of Households", cadres participating in labor training, "helping families in difficulty and contacting people in difficulty", and all relevant departments have made great efforts, especially in combination with the activity of striving for Excellence, and all service departments and window units have vigorously carried out the activities of "three lights, three comparisons, three evaluations and three innovations", which have improved work efficiency, changed work style and improved service level. In grasping the work style construction of cadres in the city, the municipal government supervision office, the municipal work style office, the municipal commission for discipline inspection, the organization department of the municipal party Committee and other departments can often act together and supervise irregularly to form a joint force.

3. The system is very powerful. Our city has successively promulgated "35 Provisions on Mass Work" and "Implementation Measures for Improving Work Style and Keeping Close Contact with the Masses in xxx City", and implemented the work law of "three haves and two appraise the masses", making it mandatory for cadres to do mass work and change their work style. It has forwarded the "Eight Provisions" of the Central Committee, the "Nine Provisions" of the Provincial Party Committee, the "Eight Prohibitions" of Strict Work Discipline and the "Ten Provisions" of the xxx Municipal Committee, focused on rectifying unhealthy styles such as laziness and extravagance, and carried out special inspections on cadres' styles in the city for many times. An open evaluation system of economic development environment has been established, and the evaluation of political style is carried out twice a year throughout the city, which strengthens the application of the evaluation results. The units ranked in the last three in the annual evaluation were disqualified and special rectification was carried out, which corrected the unhealthy trend of the department. Reform the inspection methods of cadres, extend the inspection of township cadres to their villages, and evaluate the satisfaction of the masses. If the satisfaction of the residents in the village is less than 80%, they will not be promoted and reused, which increases the rigid requirements for cadres to improve their work style.

Problem: worrying.

Although the work style of cadres in our city is generally improving, the outstanding problems in the investigation can not be ignored. To sum up, it is mainly manifested in the following aspects:

1, the ideological style is not pure. According to the survey, 25.0% of them are "lazy, conformist and lack of development awareness". Some cadres are old-fashioned, content with the status quo, willing to be officials of peace, lacking innovation consciousness and work passion, and having a weak sense of entrepreneurship. Some cadres are impetuous, thinking about problems and doing things are more eager for quick success. When doing work, the main consideration is whether it is conducive to your political achievements and whether it is conducive to your promotion. They like to do superficial work and engage in "image project" and "face project". Some cadres have a weak sense of purpose, a heavy sense of bureaucracy, don't go deep into the grassroots, don't understand what the masses are thinking and anxious, and work only to please the leaders and serve the masses.

2. The learning atmosphere is not strong. According to statistics, 38.2% of the respondents think that the cadres in our city are "not strong in study style, playful, eager for ease, lacking in professionalism and sense of responsibility". The performance is as follows: some leading cadres are busy with tedious affairs, dealing with boring entertainment, and "have no time" to study; A small number of leading cadres hang out in entertainment and leisure places, and they are too playful to learn; Some cadres have the idea of "doing without learning", thinking that learning is not as fast as doing, being satisfied with existing practical experience and disdaining learning; Some cadres learn only a little, are content with a little knowledge, lack the spirit of true learning, deep drilling and careful research, have poor learning effect, can not fully and accurately grasp the spiritual essence of their superiors, can not be creatively applied to work practice, and have simple working methods and lack originality and exploration.

3, the work style is not true. Some cadres muddle along, just want to muddle along without too much effort, and some "follow up meetings with meetings and convey documents with documents"; Some cadres work lightly and are afraid of shouldering heavy responsibilities. They strive for the "big" things that superior leaders attach importance to and are easy to register, and perfunctory things that serve the masses, such as harsh environment, urgent difficulties and heavy tasks. The concept of some cadres reporting good news but not worrying and practicing fraud has not been eradicated. They exaggerate their achievements and only scratch the surface of the problem. Singing is better than doing, and squatting is worse than running. They are satisfied with "glamorous work" and lack the tenacity to go deep into reality and grasp it to the end. Some shirk and perfunctory mass work, and there are situations of "avoidance, procrastination and pressure", which delays some solvable problems. A few leaders have serious bureaucracy, are used to sitting in the office listening to reports and giving orders, are not good at investigating and studying at the grassroots level and listening to the opinions of the masses, and cannot solve the practical difficulties at the grassroots level and the specific problems reflected by the masses in a timely and effective manner; Some leading cadres are strict with self-discipline, lenient with self-discipline, lack the courage to criticize and self-criticize, and find excuses to shirk their responsibilities when there are problems or mistakes.

4. Bad lifestyle. Some leading cadres have low self-discipline standards, hedonism is on the rise, they spend money lavishly, pay attention to comfort and decency, and are extravagant and wasteful. In the survey, 44.3% of the respondents think that the phenomenon of "eating and drinking with public funds, private use of buses and public travel" in our city is serious. A few cadres believe in human relations, are keen on "officialdom philosophy" and "worldly wisdom", and do not talk about party spirit, righteousness, "harmony" and camaraderie. Some cadres are wise to protect themselves, dare not adhere to principles, go round and round when encountering problems, and dare not say or grasp bad work style and discipline violations; A few cadres like vulgarity and indulgence, and are keen on leisure, playing cards and gambling, or going in and out of high-end consumer places; Individual cadres even ignored the party discipline and state laws, abused power for personal gain, and used their powers to ask customers for cards, and finally embarked on the road of illegal crimes. Last year, five cadres in our city were dismissed for playing cards and gambling, 15 people were punished for taking drugs, and three top leaders at the township level were transferred to judicial organs for violating the law.

Reason: complex

The reasons for the problem of cadres' work style are complex, including the lack of subjective understanding, the influence of objective environment, the remnants of historical abuses and the proliferation of free ideas, as well as personal factors and institutional mechanisms.

1, there is a deviation in ideological understanding. Some cadres lack ideals and beliefs, lack a correct understanding of the world outlook, outlook on life and values, and cannot find their own position. They think that in the end, it is an iron rice bowl and an iron chair, which weakens the sense of serving the people and public servants and leads to the lack of professional ethics; Some cadres have been working in the government for a long time, pampered and pampered, accustomed to a stable life step by step and repeating the same old tune, developed a lazy and procrastinating work style, and lacked the awareness of innovation and development and passion for work; Some cadres do not have a thorough understanding of scientific development, only care about departmental interests, regardless of the overall interests, only care about current interests, regardless of long-term interests, and care too much about personal gains and losses, leading to chaos and inaction.

2. The objective environment has an impact. With China's comprehensive opening to the outside world, various ideas from abroad, especially from the west, have flooded into China with the tide of economic globalization, and ideas such as individualism, liberalism and money worship have increasingly influenced our cadres; On the other hand, China is in a period of social transformation and economic restructuring. Faced with the new situation of system transformation, multiple concepts and multiple interests, especially some unreasonable and irregular places in some aspects of social transformation, some cadres feel confused and psychologically unbalanced, and there are phenomena of floating style, pursuit of pleasure, and even blind comparison and corruption.

3. Institutional mechanisms are flawed. Systematically, the responsibility of grasping the construction of cadres' style of work is not in place. As far as counties and cities are concerned, there are many departments that focus on the construction of cadres' work style at present, including the municipal party Committee and government supervision office, work style office, municipal commission for discipline inspection, and organization department of municipal party Committee. Although the work focus of each unit is different, it is not clear who will take the lead in grasping the overall situation, nor has it established an efficient inter-departmental communication and coordination mechanism, and the responsibility is not implemented in place, resulting in a situation of "multi-dragon water control". Systematically, the supervision system of cadre education management is not perfect, and there is a lack of rigorous and scientific performance evaluation mechanism. The phenomenon that cadres "do well and do poorly, do more and do less, and do differently" still exists, and it has not really affected cadres and a sense of crisis. At the same time, the reform of cadre personnel system is not thorough enough, the selection of cadres is not closely combined with the evaluation results of performance and style, and the employment orientation of "emphasizing moral integrity and performance" has not really formed, which is also the reason why the problem of cadre style has not been fundamentally solved.

In a word, the causes of the problem of cadres' style are very complicated, but from the analysis of the need to solve the problem, the weakening of the sense of purpose and management supervision should be the two main factors that produce the problem of cadres' style.

Suggestion: Strict management.

The style of cadres is related to the image of the party and the government, the success or failure of the cause, and the people's hearts. It is the fundamental guarantee for implementing the line and completing the task. The investigation team believes that to fundamentally optimize the style of cadres in our city, we must really grasp strict management and establish a long-term mechanism. To this end, we suggest:

1, strict education, strengthen ideological armed. Thought is the forerunner of action, and the style of cadres is the external reflection of their ideological cultivation and moral quality. Strengthening ideological education is the fundamental solution. It is necessary to closely focus on building the socialist core value system, strengthen the education of cadres' ideals and beliefs, ideological and moral education and party discipline and state law education, guide cadres to consciously strengthen party spirit cultivation, constantly enhance their sense of purpose and responsibility, firmly establish a correct world outlook, outlook on life and values, and always maintain a style of modesty, prudence and hard struggle. Adhere to the integration of theory with practice, use positive typical education and negative warning education, build a solid ideological defense line for cadres to resist corruption and change, and urge the broad masses of cadres to carry forward the breeze and righteousness.

2, strict requirements, strengthen the construction of style of study. We should take "establishing learning institutions and striving to be learning cadres" as the carrier, lead cadres to learn theory, business and technology, overcome skill panic and create a strong learning atmosphere. It is necessary to establish a long-term mechanism for cadres to participate in learning, organize regular training at different levels and categories, organize regular online learning and attendance of cadres, and effectively solve the formalism problem in cadres' learning. It is necessary to incorporate cadre learning into the assessment content of target management, establish a scientific assessment mechanism for cadre learning, establish cadre learning files, link the assessment results with the evaluation, promotion and use of cadres, and enhance the endogenous motivation of cadre learning.

3, strict standards, change the work style. It is necessary to take the satisfaction of the masses as the standard, carry out in-depth activities such as "visiting hundreds of villages and thousands of townships", "helping families with difficulties and contacting people with difficulties", and mobilize cadres to go to the grassroots level, solve problems, do practical things and change their style of work. We should take the party's satisfaction as the standard, implement the party's policy of benefiting the people to the letter, let the people get more and better benefits, and effectively improve administrative efficiency and policy implementation. It is necessary to establish and improve a scientific, rigorous and standardized supervision and management mechanism for cadres' work style with pragmatic and efficient standards, incorporate the construction of cadres' work style into the daily work discipline of cadres, put cadres under the effective supervision of the masses, and truly achieve "whether cadres are good or not, the masses have the final say" and enhance the external pressure for cadres to change their work style.

4, serious discipline, optimize the leadership style. It is necessary to strictly implement democratic centralism, improve the specific system and method of combining collective leadership with individual division of responsibilities, further improve and perfect the rules of procedure and decision-making procedures, and ensure the democratic and scientific decision-making of leading bodies and leading cadres. It is necessary to establish and improve the system of regular grassroots investigation by leading cadres, reception days for leading cadres and masses, and assistance from leading cadres, so as to promote leading cadres to go deep into the grassroots, understand the truth and change their style of work. It is necessary to advocate leading cadres to set an example, take the lead in accepting supervision and management, take the lead in observing various regulations, and promote the continuous development of work style construction in their own units with their own exemplary role.

5. Strictly supervise and manage lifestyle. It is necessary to thoroughly implement the "Eight Provisions" of the Central Committee, persist in hard work, oppose hedonism, advocate thrift, oppose extravagance and waste, advocate healthy living, resist vulgar tastes, and promote new styles and healthy trends. It is necessary to improve the supervision network, broaden the channels of supervision, strengthen the management and supervision of cadres by setting up hotline and online report mailbox, and extend the supervision content from the "work circle" within eight hours to the "life circle" and "social circle" outside eight hours. In particular, we should pay special attention to the supervision of cadres in key positions such as managing money, people and things, and establish files and defects of cadre management supervision. At the same time, it is necessary to carry out beneficial spiritual and cultural activities on a regular basis, enrich the amateur life of cadres, and guide cadres away from vulgar tastes. For example, the propaganda department of our city often sends SMS reminders to cadres, advocating cadres to read more books and participate in healthy cultural and sports activities, which stimulates the vitality of the team and is well received by cadres.

6, hell to pay, establish a long-term mechanism. It is necessary to improve the operational mechanism of the construction of cadres' work style. Strengthen the communication and coordination between the Municipal Work Style Office, the Municipal Discipline Inspection and Supervision Department, the Organization Department of the Municipal Party Committee and other functional departments, establish a regular joint meeting system, and form a joint force to grasp the work style construction. The joint meeting works under the leadership of the Party committee at the same level. Its main duties are to regularly or irregularly supervise and inspect the work styles of the subordinate departments and members of the party and government leading bodies at lower levels, timely inform the construction of cadres' work styles in the city, and put forward opinions and suggestions on disciplinary actions against cadres who violate discipline and discipline. It is necessary to improve the system of democratic life meetings of party organizations at all levels, take party organizations as units, regularly carry out criticism and self-criticism, and timely discover and rectify the problems of cadres' work style in their own units. It is necessary to establish a scientific evaluation mechanism for cadres' work style, and test cadres' work style by combining qualitative analysis with quantitative analysis, combining leadership evaluation with mass evaluation, and combining stage evaluation with peacetime inspection. It is necessary to establish and improve the reward and punishment mechanism, incorporate the evaluation results of cadres' work style into the cadre selection index, adhere to the good use of work style to select people, and establish a correct orientation for employing people; At the same time, timely adjust and severely punish cadres who are out of state, inaction and chaos, and severely crack down on cadres who violate the law and discipline according to law, which provides a strong institutional guarantee for the construction of cadres' work style.