How does the Chinese Communist Party govern the country?

Chapter 34

With the deepening of reform and opening up and the development of the economy and society, the disadvantages of the highly centralized cadre management system and the single management mode consistent with the planned economy gradually emerged.In order to meet the needs of economic and social development, the Communist Party of China reformed the management system of cadres, changed the authority of superiors to manage cadres from two levels to one level, and implemented hierarchical and hierarchical management, so that lower units have more rights to employ .

In 1987, the Thirteenth National Congress of the Communist Party of China determined the goals for the reform of the cadre and personnel system, one of which was to rationally decompose state cadres, reform the current situation of centralized and unified, and establish a scientific classification management system.It turns out that the cadre management did not classify the cadres of enterprises, institutions, and government agencies, and they were all mixed up for unified management of cadres, which caused many problems.Later, the cadre and personnel system of enterprises and the cadre system of public institutions were reformed to varying degrees.The core of enterprise cadre and personnel system reform is to combine the establishment of a modern enterprise system with the improvement of the company's legal person governance structure, comprehensively introduce the competition mechanism, improve the enterprise organization and leadership system and the enterprise internal personnel management system, expand the autonomy of enterprises in employing people, improve the selection and appointment mechanism, and accelerate Entrepreneur team, professional manager team, professional technical personnel team and high-skilled talent team construction, and gradually establish a modern enterprise personnel system in line with the characteristics of the enterprise.In terms of the cadre system of public institutions, the main thing is to change the management of personnel status into position management, and implement the position employment system. This reform has entered the critical stage so far.Jin Shanai, an expert on China issues in Sweden, believes that China's cadre responsibility system, including cadre classification management, "has sufficient flexibility" and "can adapt to the changing needs of the Chinese Communist Party and solve urgent social problems."

With the exploration of classified management of cadres, the Chinese civil servant system has gradually been established.The 1988th National Congress of the Communist Party of China proposed that the reform of the cadre and personnel system should focus on the establishment of the national civil servant system, that is, the formulation of laws and regulations, and the scientific management of government personnel who exercise state administrative power and perform state official duties in accordance with the law.In order to implement the civil servant system as soon as possible, the 1990th National Congress also called for the formulation of national civil servant regulations and corresponding supporting measures, the establishment of a national civil servant management agency, and the establishment of the National School of Administration.After active preparations, the Ministry of Personnel and the National School of Administration were established in 1993 and 8, respectively. In August [-], the "Provisional Regulations on National Civil Servants" was promulgated, and it was decided to gradually implement the national civil servant system throughout the country.

In 2000, the five levels of government from the central government to townships fully implemented the civil servant system, and in the party and mass organizations, people's congresses, CPPCC and other organs, the civil servant system was also implemented or implemented by reference.This is a comprehensive reform of the traditional cadre system and is of great significance.After years of research, the "Civil Servant Law of the People's Republic of China" was implemented on January 2006, 1.Compared with the original interim regulations, the Civil Servant Law has many new contents. First, the scope of civil servants has been expanded. The scope of civil servants has been expanded from only government staff to the Communist Party, the government, the People’s Congress, the CPPCC, courts, procuratorates and democratic parties. The staff of the agency are all civil servants.The second is job classification and job level division.According to the nature of work, civil servants are divided into comprehensive management, professional technology and administrative law enforcement; according to the management authority of cadres, civil servants are divided into leading members and general civil servants.The third is to enrich the content of resignation and dismissal, and divide the resignation of leading cadres into four categories: resignation due to official duties, voluntary resignation, resignation by taking the blame and resignation by order, and increases the content of accountability.In addition, the salary system for civil servants has been reformed, and an appointment system has been implemented for highly specialized positions.

How to deal with problem officials in accordance with the law is a topic of concern to the Chinese people.As for the corrupt elements, the CCP stated that it is incompatible with them and will punish them severely.For officials who are ineffective in handling affairs, they may be dismissed or let them take the blame and resign according to regulations. During the "SARS" (infectious atypical pneumonia, also known as Severe Acute Respiratory Syndrome) epidemic in 2003, due to poor response and improper handling, the then mayor of Beijing and the Minister of the Ministry of Health were dismissed. In 2008, in the melamine milk powder incident that attracted worldwide attention, the director of the General Administration of Quality Supervision, Inspection and Quarantine resigned, and the party secretary and mayor of Shijiazhuang, Hebei were also removed from their leadership positions.

Today, China's civil servant management system is gradually improving.Based on the Civil Servant Law, the Regulations on Sanctions of Civil Servants of Administrative Agencies have been formulated and promulgated, and 17 supporting laws and regulations including civil servant positions and grades, recruitment, assessment, rewards, training, transfer, dismissal, and appeals, and 9 special disciplinary regulations have been promulgated.The Civil Servant Law enables the effective operation of the civil servant management mechanism.

It has become a common practice for various agencies to recruit civil servants every time they enter the country.From 2006 to 2011, a total of 1177 million people across the country took the civil service examination, and 62 were hired.In terms of the selection and appointment mechanism, the competitive selection method was vigorously promoted. From 2006 to 2011, more than 24 people took up leadership positions through competition.There are Section Chiefs, Division Chiefs, and Bureau Chiefs in these positions. The level of competition for posts is getting higher and higher, and the system is becoming more and more standardized. Many talented people have been reused and found a stage to display their talents.In 2011 alone, Beijing provided more than 600 jobs for competitive employment.Breakthroughs have also been gradually made in the difficult tasks of civil servant management.Pilot management of professional and technical civil servants has been carried out in public security and national security organs, pilot management of administrative law enforcement civil servants has been carried out in quality inspection, industry and commerce, and taxation systems, and a comprehensive pilot of classified management of civil servants has been carried out in Shenzhen. The financial office and others have carried out the pilot project of the appointment system, and the classified management has made substantial progress.

The Communist Party of China also pays special attention to the construction of talent teams.On the eve of the founding of New China, the KMT and the Communist Party launched a battle for talent.Many senior intellectuals, such as Ji Xianlin, chose to stay in the mainland instead of going to Taiwan because they were disappointed with the Kuomintang.Qian Xuesen, Hua Luogeng and other leaders in the world's scientific community have broken through many obstacles and returned to China from abroad to contribute to the scientific and technological cause of the motherland.

Since the reform and opening up, Deng Xiaoping has repeatedly called for respect for knowledge and talents.Jiang Zemin advocated respecting labor and creation, and promoted the establishment of the highest national science and technology award during his term of office, giving heavy awards to scientists who have made major scientific and technological progress.Hu Jintao believes that "human resource is the first resource". In May 2003, the Political Bureau of the Central Committee held a meeting to study the deployment and strengthening of talents.The meeting decided to set up a central talent work coordination group to strengthen the macro-guidance of talent work. In December, the Central Committee of the Communist Party of China and the State Council held a national talent work conference in Beijing.After the meeting, the Central Committee of the Communist Party of China and the State Council officially promulgated the "Decision on Further Strengthening Talent Work". In 5, the Seventeenth National Congress of the Communist Party of China included the strategy of strengthening the country through talents into the report of the party congress and the party constitution.Focusing on the implementation of the strategy of strengthening the country through talents, the central government promulgated the "National Medium and Long-Term Talent Development Plan (12-2007)" to systematically plan the development of talents in the next ten years.What is particularly noteworthy is that the introduction of international talents has been increased, and the "Thousand Talents Plan" has been formulated.The implementation of this plan is mainly centered on the national development strategic goals. Starting from 2010, it will take 2020 to 2008 years to implement national key innovation projects, key disciplines and key laboratories, central enterprises and state-owned commercial financial institutions, and high-tech industrial development zones. Introduce and provide focused support for a group of strategic scientists and leading talents who can break through key technologies, develop high-tech industries, and drive emerging disciplines to return to China (come to China) for innovation and entrepreneurship.

In qualified central enterprises, universities and scientific research institutions, as well as some national high-tech industrial development zones, establish overseas high-level talent innovation and entrepreneurship bases, promote the close integration of industry, education and research, and explore the implementation of internationally accepted mechanisms for scientific research, technological development, and entrepreneurship. Gather a group of overseas high-level innovative and entrepreneurial talents and teams.At present, a group of world-class talents have been introduced from overseas.

Youth represents the future, and the CCP has increased the training of local young talents in recent years.

In 2011, the youth top-notch talent support plan was implemented.Starting from 2011, the plan will be implemented in stages and in batches, and about 200 outstanding young talents under the age of 35 will be selected every year to give them key training support.By 2020, it is planned to train and support about 2000 outstanding young talents, forming an important reserve force for high-level leading talents in various fields in China.During the implementation of the plan, appropriate adjustments will be made to the target tasks according to the actual situation of the country's economic and social development needs and talent development.The scope of support of the plan covers natural sciences, philosophy and social sciences, culture and art, etc., giving priority to supporting national key disciplines, advantageous industries, strategic emerging industries, and scientific research talents in urgently needed fields, so as to enhance the country's future talent competitiveness and innovation capabilities.

(End of this chapter)