Chapter 34 Chapter Thirty-Two Undercurrents of Transferring to Non-Leading Cadres

The phenomenon of wasting talents caused by leading cadres "turning to non-states" is a new social injustice no matter from the perspective of social wealth creation or welfare distribution. "I retired to the second line at the beginning of 2009, and my benefits have not changed. No one cares about whether I go to work or not. It is much more worry-free than before." When an old friend who has known him for many years said this to the reporter, his tone revealed a kind of An undeniable sense of loss. This friend was born in 1960. Due to his age, he had to be transferred from a deputy position in the unit to a corresponding non-leadership position, and became one of the three deputy director-level investigators in the unit.

In recent years, quite a few leading cadres have been transferred to non-leading positions due to various reasons.According to the Civil Servant Law of the People's Republic of China, non-leadership levels are set up below the bureau level, enjoy corresponding levels and benefits, and do not have administrative leadership responsibilities. The reporter's investigation found that after leading cadres were transferred to non-leading positions, some were able to continue to stick to their posts and actively use their residual heat.However, there are also many units that are neglected in management, causing them to dissociate from management, resulting in a large waste of talents, exacerbating the overstaffing of agencies, and causing new social injustice.

Many interviewed experts believe that with the deepening of reforms in my country's cadre personnel system and institutional reforms, the number of leading cadres transferred to non-leading positions will continue to grow.How to manage and make good use of these "converted" cadres has become an important issue that needs to be solved urgently. The "Provisional Regulations on National Civil Servants" promulgated on August 14, 1993, divided civil servants into two categories: leadership positions and non-leadership positions. The "Civil Servant Law of the People's Republic of China", which came into effect on January 1, 2006, clarified this job classification again from the legal level.

According to the Civil Service Law, leadership positions include 10 levels from township-level deputy to national-level principal, while non-leadership positions include clerks, staff members, deputy chief staff members, chief staff members, deputy investigators, investigators, deputy inspectors, Inspectors and other 8 levels. In terms of wages and benefits, the deputy at the township level corresponds to the deputy chief staff member, the principal at the department level corresponds to the chief staff member, and so on, and so on, until the bureau level corresponds to the inspector. "Leadership positions are positions with organizational, decision-making, and command functions in state administrative organs at all levels." Professor Li Chengyan, a doctoral supervisor at the School of Government Administration of Peking University, believed in an interview with reporters, "The biggest difference between leadership positions and non-leadership positions is that , the former has real power and treatment, while the latter has no real power, but enjoys corresponding levels of treatment."

Viewed from various places, it is a common phenomenon for leading cadres to be transferred to non-leading positions.These leading cadres who have not reached the retirement age, with the continuous deepening of the cadre system reform and organizational reform, due to factors such as age, health, number of leadership positions, and job requirements, they were transferred to non-leadership positions with comparable treatment in advance.Here, "turning non" is regarded as a caring policy. According to the reporter's understanding, the sources of leading cadres "transferred from non-states" are relatively complicated. In addition to leading cadres from former government agencies, there are also cadres transferred from the military, as well as leading cadres from state-owned enterprises and institutions.It is worthy of vigilance that in the past two years, "turning non-officials" has also become the mysterious whereabouts of some "problem officials".According to reports, in the "South China Tiger Photo Incident", although Zhu Julong and Sun Chengqian were dismissed from their positions as deputy directors of the Provincial Forestry Department, they were transferred to non-leadership positions and still enjoy the same level of treatment as deputy directors.

The "National Civil Servant System Implementation Plan" promulgated in 1993 set a strict proportional limit on the number of non-leadership positions.For example, the number of investigators and assistant investigators appointed by the people's government agencies in provincial cities (administrative offices, prefectures, leagues, and municipalities directly under the Central Government) shall not exceed 1/3 of the number of division-level leadership positions, of which investigators shall not exceed 30% . But in actual operation, because there are too many cadres, too few real-time officials, and the "transfer" has undertaken some unspeakable functions, so in order to balance the relationship, and even in the setting of posts, many places have to break through the prescribed proportional limit.

Since the reform and opening up, my country has made great achievements in the reform of cadres and personnel, one of which is the abolition of the lifelong system of leading cadres, and the implementation of the retirement system and the tenure system. "Leadership positions can be transferred to non-leadership positions. The original intention of this system is to solve the rank treatment of those civil servants who do not hold leadership positions when the number of leadership positions is limited." Li Chengyan believes that "the implementation of the tenure system comes from the leadership The resistance of cadres is not small, and 'transition' has become a smooth exit for leading cadres to retreat to the second line."

Judging from the situation of leading cadres in various places "returning to non-recognition", it is generally the department-level cadres who are 58 years old, the department-level cadres who are in their early 50s, and the department-level cadres who are in their 40s.This means that civil servants cannot be promoted to the corresponding level at a certain age, and "conversion" becomes an inevitable choice.Respondents who agree with the "conversion" of leading cadres believe that this is conducive to reducing personnel, fundamentally solving the situation of bloated leadership, conducive to training young cadres, accelerating the pace of replacement of old and new, and enhancing the vitality of leadership at all levels.

However, the reporter's investigation found that under the guidance of the current system, the "conversion" has also produced many deep-seated problems.Although the “conversion” of cadres in leadership positions opened a breakthrough for promoting the rejuvenation of cadres and helped to improve the implementation environment of the cadre tenure system, it also objectively narrowed the promotion space for non-leadership cadres at the grassroots level, resulting in a considerable number of non-leadership cadres at the grassroots level. The job cadres have no hope in their work and muddle through, which reduces their work efficiency.

At the same time, many localities have very loose management over the use of leading cadres who have been transferred to non-states.For example, although some units have arranged work for leading cadres who have been transferred to non-conformists, they have not provided corresponding working conditions; some have arranged very little work and assigned very light tasks; Leading cadres who have been transferred to non-offenders have become "free people" in the organization, with little power and responsibility, but their salary is higher than that of other personnel, which exacerbates the phenomenon that the organization is overstaffed.

In random interviews with reporters, many "converted" cadres believed that they were still in the prime of life and hoped to continue to undertake part of the work.Other cadres also generally have an unbalanced mentality regarding the overstaffed leading cadres who have been "returned to non-states", and believe that leading cadres "returned to non-states" can share more work pressure for them. "Most of the 'converted' cadres are old leaders of the unit. Good management, some leading cadres who have been 'turned non' have a strong sense of loss, lose enthusiasm for work, sometimes 'fishing for three days and drying the net for two days', the unit has to turn a blind eye and close its eyes, and it is not good to ask too much." A number of government officials interviewed frankly admitted that a considerable number of leading cadres who have been "returned to non-states" have rich work experience and skilled business skills, but they are useless after "returning to non-states", resulting in a waste of talents. According to reports, the "transition" has also caused some capable and experienced leading cadres to quit the leadership team prematurely, while some young cadres who have just entered the leadership team have insufficient work experience and have difficulty adapting to work needs for a while, weakening the overall strength of the leadership team . Some interviewed experts believe that "conversion" is still a kind of "official standard" system design idea, that is, to take the opportunity to let them linger in the officialdom, enjoy official benefits and treatment, and maintain a psychological balance.This "turning to non" reflects that the consciousness of "official standard" still has a deep influence in social life. "Some localities did not regard it as necessary to give full play to the role of 'returned non' leading cadres, and thus made reasonable work arrangements, resulting in a large number of 'returned non' leading cadres enjoying high salaries, but did not do work commensurate with the remuneration." State Administration Professor Gong Weibin of the college believes that "the society still has prejudices against the 'transformed' leading cadres, who believe that the 'transferred' leading cadres only get paid and do nothing. This makes some 'transferred' leading cadres who want to do things have concerns." Of course, there are also many ideological problems among leading cadres who have "turned from real to non-real". In particular, some leaders who have "turned from real to virtual" have a strong sense of loss, lower their standards in work, and find it difficult to accept new positions and work realities. The reporter's investigation found that in terms of income, medical care, vehicles, etc., the "converted" leading cadres can basically be guaranteed, but political treatment is often ignored. On the one hand, it doesn't matter if you don't ask or make arrangements. "Because some political treatment has not been implemented, many 'converted' leading cadres have a feeling of being excluded psychologically, especially some higher-level leaders are more sensitive to and value political treatment." China Society Researcher Yin Yungong of the Academy of Sciences believes that "the underlying reason is that there is still a deep-rooted sense of 'official standard' in the party and social life." "The reason why so many officials can sit back and enjoy social wealth while they are idle is definitely not the individual, but the system." Professor Qi Shanhong, a doctoral supervisor at Nankai University, told reporters, "No matter from the perspective of social harmony or fairness, I can't even tell." "The vast majority of leading cadres who are 'turned to non' are enough to take on considerable job responsibilities in terms of age, experience, body, and energy." From the perspective of wealth creation, or from the perspective of welfare distribution, it is a new kind of inequity.” Many interviewees believed that my country should introduce specific management measures and introduce a scientific and effective competition mechanism for the management of leading cadres transferred to non-leading positions. "It is necessary to implement the system of changing leading cadres to non-leading positions, but due to varying degrees of falling into the misunderstanding of 'official status' and 'care first', the trend of 'transferring to non-leading positions' has become rampant." Yin Yun recognized that, "To solve the current problems of leading cadres' transition to non-official status, we must not only focus on system reform, but also clean up and criticize the awareness of 'official standard' and the idea of ​​privilege. Use the concept of people." "It is necessary to proceed from the actual work of the unit to clarify the effective ways for 'transferring' leading cadres to play their roles." In Gong Weibin's view, "for 'transferring' leading cadres, units and organizations should implement relevant policies and regulations in accordance with relevant policies and regulations. Remuneration. Leading cadres transferred to non-leading positions should be guided to treat the change of positions correctly, so that they can continue to demand and improve themselves with high standards. Further eliminate the "job discrimination" in the society against leading cadres who have been transferred to non-leading positions, and improve social quality. Recognition." "According to the principle of classified management, improve the management mechanism, rationally develop and optimize the allocation of 'transferring' leadership cadre resources, and through the improvement of supporting measures, incorporate them into the normal cadre management system." Li Chengyan believes, "Clear out the setting of non-leadership positions and determine and the number of posts, strictly control the number of non-leadership positions and the conditions of employment, and those who break through the limit on the number of posts must be gradually digested and resolved through competition for employment and early retirement to ensure the quality of non-leadership positions." "Organization departments and related units should provide them with jobs, arrange work tasks, and set up a scientific target assessment system according to the characteristics of different non-leadership positions." Qi Shanhong suggested, "You can organize 'transferring' leading cadres Carry out special and comprehensive investigations and research on daily work, key work and major topics, give full play to the advantages of "transferring" leading cadres who have rich experience and are good at dealing with complex issues, and arrange them to assist team members in charge of a certain task and take the lead in handling a certain task. Some difficult affairs or participate in the handling of complaints and visits.” In the opinion of the interviewed experts, the "conversion" must not only achieve the purpose of reducing personnel and training young cadres, but also avoid the phenomenon of overstaffing, so it is necessary to update the "official concept" subjectively and objectively.And completely breaking the tenure system of benefits is the ultimate solution.