The term "peacetime assessment of civil servants" as mentioned in these Measures refers to the fact that organs at all levels, in accordance with the cadre management authority, are rightNon-leading civil servantsUnderstanding, verification and evaluation of daily work and consistent performance.
Assessment principle:
Adhere to the principle of the Party governing cadres.
Insist on putting political standards first.
Adhere to the combination of strict management and love, and pay equal attention to encouragement and restraint.
Adhere to objectivity, justice and precision science.
Adhere to pay attention to performance, clear rewards and punishments.
Adhere to the classification, simple and easy.
Implementation subject:
The usual assessment of civil servants is organized and implemented by their organs. As an important starting point for strengthening the daily management of civil servants, the Party Committee (Party Group) undertakes the main responsibility of assessment work, and the organization (personnel) department undertakes specific work responsibilities.
The competent department of civil servants is responsible for the professional guidance, comprehensive management, supervision and inspection of civil servants’ usual assessment work.
Assessment content:
The assessment of civil servants at ordinary times is based on their job responsibilities and tasks, so as to know civil servants in time.Morality, ability, diligence, achievement and honestyDaily performance, focusing on the assessment of in-depth study and implementation of the Supreme Leader’s Socialism with Chinese characteristics Thought in the new era, observing political discipline and rules, practicing the Party’s mass line, completing daily tasks and stage work objectives, and undertaking urgent and dangerous tasks, handling complex problems, and coping with major tests.
Civil servants in window units and service departments directly facing the masses should highlight the assessment of service attitude, service quality and the fulfillment of service commitments, pay attention to understanding the effectiveness of doing practical and difficult things for the masses, and pay attention to the satisfaction of the masses.
Assessment procedures:
(1) Personal summary. Civil servants shall make a brief summary of their work performance according to the requirements, duties, tasks or assessment indicators of the authorities, and report it to the competent leader in written or oral form.
(2) Audit and evaluation. The leaders in charge shall review the personal summary of civil servants and put forward suggestions on the grades of assessment results, which shall be examined and approved by the main leaders at the same level, or by the leading bodies or organs (personnel) departments.
Civil servants in window units and service departments directly facing the masses can carry out service object evaluation within a certain range.
(3) Feedback of results. Relevant leaders or organizations (personnel) departments shall take appropriate measures to timely feedback the assessment results to civil servants themselves, affirm achievements, point out deficiencies, put forward improvement requirements and listen to their opinions.
Examination results:
The assessment results of civil servants are divided into four grades: good, good, average and poor.
In principle, the number of civil servants with good grades is within 40% of the total number of civil servants who participate in the usual assessment of this organ. Civil servants with good grades shall be made public within the scope of their own organs.
Result application:
For civil servants whose assessment results are good at ordinary times,Give timely praise in an appropriate way, and give material rewards in accordance with relevant regulations. For civil servants who have consistently performed well in peacetime assessment, priority is given to selection and appointment, promotion of post rank, and excellent evaluation.
For civil servants whose usual assessment results are ordinary grades,Talk to remind in time. For civil servants whose assessment results are poor at ordinary times, criticize and educate them in time and admonish them when necessary. If violations of discipline and law are found, they shall be handled in accordance with relevant disciplines and laws and regulations.
The usual assessment results are linked to the annual assessment results.If the annual assessment is determined to be excellent, it should be produced from the civil servants who have more good grades and no general or poor grades. When the usual assessment results are good grades, the annual assessment can be prioritized as excellent grades within the prescribed proportion.
If the cumulative number of ordinary and poor assessment results in that year exceeds half,In principle, the annual assessment should be determined as basically competent or incompetent.
If the usual assessment results in that year are poor,The annual assessment can be directly determined as incompetence.
The competent department of civil servants at or above the county level may, according to the development of the usual assessment work, adjust the proportion of outstanding grades in the annual assessment of organs within its jurisdiction, and the adjusted proportion shall not exceed 35%.
Grasp the special circumstances:
When civil servants undertake urgent and dangerous tasks, deal with complex problems, and respond to major tests, they have outstanding performance, remarkable achievements and contributions. The current peacetime assessment results can be directly determined as good grades and rewarded in time.
If a civil servant does not obey the organizational arrangement at a critical juncture or critical moment, or causes adverse consequences by passing the buck or perfunctory responsibilities, the usual assessment results in the current period can be directly determined as poor.
Civil servants sent to participate in study and training, transferred to participate in special work, their usual assessment by the local authorities according to the actual situation of reasonable arrangements.
If the accumulated time of sick leave and personal leave exceeds half of the usual assessment period of the current period, they will participate in the assessment, and the order is uncertain.
Reporting/feedback