22

2019

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04

The General Office of the Central Committee of the Communist Party of China has issued the "Regulations on the Assessment of Party and Government Leading Cadres" (full text)

Recently, the General Office of the Central Committee of the Communist Party of China issued the "Regulations on the Assessment of Party and Government Leading Cadres" (hereinafter referred to as the "Regulations on the Assessment of Cadres") and issued a notice requiring all regions and departments to conscientiously comply and implement them.


Recently, the General Office of the Central Committee of the Communist Party of China issued the "Regulations on the Assessment of Party and Government Leading Cadres" (hereinafter referred to as the "Regulations on the Assessment of Cadres") and issued a notice requiring all regions and departments to conscientiously comply and implement them.

 

The notice points out that cadre assessment is an important measure to adhere to and strengthen the comprehensive leadership of the Party, promote the implementation of the decisions and deployments of the Party Central Committee, and motivate cadres to take on responsibilities and promote career development. The Regulations on Cadre Assessment are guided by Xi Jinping's Thought on Socialism with Chinese Characteristics for the New Era, implementing the overall requirements for party construction in the new era and the organizational line of the new era party, and providing basic guidance for doing a good job in the assessment of cadres in the new era.

 

The notice emphasizes that the promulgation and implementation of the "Regulations on Cadre Assessment" is of great significance for further playing the role of a baton, wind vane, and booster in cadre assessment, encouraging and guiding cadres to implement the decisions and deployments of the Party Central Committee in a better state and more solid style, and promoting the unity of the will, action, and progress of the entire Party.

 

The notice requires party committees (party groups) at all levels to deeply understand the spirit of the Party Central Committee, effectively fulfill their main responsibilities, and study, promote, and implement the "Regulations on Cadre Assessment" well. We must maintain a clear political standard throughout the assessment of cadres, highlight the assessment of the implementation of the decisions and deployments of the Party Central Committee and the important instructions of Xi Jinping, and ensure that the Party and government leadership teams and cadres at all levels maintain a high degree of consistency with the Party Central Committee with Comrade Xi Jinping as the core in terms of political stance, direction, principles, and path. The basic tasks of cadre assessment work should be to distinguish between advantages and disadvantages, reward the good and punish the bad, motivate and take responsibility, and promote development. Further adjustments and optimization of assessment content and indicators should be made, assessment methods and methods should be improved, and the application of assessment results should be strengthened. The enthusiasm, initiative, and creativity of cadres should be maximized to promote the establishment of a clear direction of responsibility, responsibility, reform and innovation, and entrepreneurship. Important situations and suggestions in the implementation of the "Regulations on Cadre Assessment" by various regions and departments should be promptly reported to the Party Central Committee.

 

The full text of the "Regulations on the Assessment of Party and Government Leading Cadres" is as follows.

Chapter 1 General Provisions

Article 1: In order to uphold and strengthen the comprehensive leadership of the Party, adhere to the Party's management and strict governance of the Party, promote the Party and government leadership teams and cadres at all levels to be loyal, clean, and responsible, take the lead in implementing the decisions and deployments of the Party Central Committee, improve the cadre assessment and evaluation mechanism, and build a high-quality team of Party and government leadership cadres with firm faith, serving the people, diligence and pragmatism, courage to take on responsibilities, and integrity, These Regulations are formulated in accordance with the Constitution of the CPC and relevant laws.

 

Article 2: The assessment work referred to in these regulations refers to the understanding, verification, and evaluation of the political quality, performance ability, work effectiveness, and style performance of the Party and government leadership team and leading cadres by the Party Committee (Party Group) and its organizational (personnel) departments in accordance with the management authority of cadres, which serves as an important basis for strengthening the construction of the leadership team and leading cadre team.

 

The assessment methods mainly include regular assessment, annual assessment, special assessment, and tenure assessment.

 

Article 3: The assessment work shall be guided by Marxism Leninism, Mao Zedong Thought, Deng Xiaoping Theory, the important thought of the "Three Represents", the Scientific Outlook on Development, and Xi Jinping's Thought on Socialism with Chinese Characteristics for the New Era. It shall implement the general requirements for Party construction in the new era and the organizational line of the Party in the new era, adhere to putting political standards first, and focus on achieving the "Two Centenary Goals", Highlighting the assessment and implementation of the major decisions and deployments of the Party Central Committee, coordinating the overall layout of the "Five in One" and the strategic layout of the "Four Comprehensives", and implementing the practical results of the new development concept, adhering to the combination of strict management and kindness, emphasizing both incentives and constraints, rewarding diligence and punishing laziness, rewarding excellence and punishing inferiority, mobilizing the enthusiasm, initiative, and creativity of the Party and government leadership teams and cadres at all levels, and establishing a sense of responsibility, heavy responsibility, reform and innovation Clear guidance for work and entrepreneurship.

 

Article 4: The assessment work shall adhere to the following principles:

 

(1) Party management of cadres;

 

(2) Having both virtue and talent, prioritizing virtue;

 

(3) Career oriented, fair and upright;

 

(4) Emphasize practical achievements and public recognition;

 

(5) Objectively comprehensive, simple and effective;

 

(6) Combining examination and application, with clear rewards and punishments.

 

Article 5: These regulations apply to the assessment of the leadership team and cadres of the Central Committee of the Communist Party of China, the Standing Committee of the National People's Congress, the State Council, the working departments of the National Committee of the Chinese People's Political Consultative Conference, or relevant working institutions; The leadership team and cadres of the Central Commission for Discipline Inspection and the National Supervisory Commission (excluding the main positions); The leadership team and cadres of the Supreme People's Court and the Supreme People's Procuratorate (excluding principal positions); The leadership teams and cadres of party committees, standing committees of people's congresses, governments, CPPCC, disciplinary and supervisory committees, courts, and procuratorates at or above the county level; The leadership teams and cadres of party committees, standing committees of people's congresses, governments, CPPCC departments, or relevant working institutions at or above the county level.

 

The assessment of the leadership teams and cadres of party committees, government directly affiliated institutions, and mass organizations at or above the county level managed in accordance with the Civil Servant Law shall be carried out in accordance with this Regulation.

 

Article 6: The leadership teams and cadres of central and state organs shall play an exemplary role in ideology, politics, and actions, and take the lead in accepting high standards and strict assessments.

 

Chapter 2 Assessment Content

Article 7: The assessment content of the leadership team mainly includes:

 

(1) Political and ideological construction. The comprehensive assessment leadership team firmly upholds the core position of Xi Jinping's Party Central Committee and the entire Party, firmly upholds the authority of the Party Central Committee and centralized and unified leadership, adheres to and strengthens the Party's comprehensive leadership, implements the Party's theory and line policies, enhances the "four consciousnesses", achieves "four obediences", and abides by political discipline and rules; Arm your mind with Xi Jinping's ideology of socialism with Chinese characteristics for the new era, firmly adhere to your ideals and beliefs, firmly adhere to the "Four Confidences", and never forget your original intention and mission; Adhere to democratic centralism, implement certain guidelines for political life within the party under the new situation, discover and solve one's own problems, and create a clean and positive political ecology; Practice the organizational line of the Party in the new era, implement the standards for good cadres in the new era, and establish a correct orientation in personnel selection and appointment.

 

(2) Leadership skills. Comprehensively assess the leadership team's ability to adapt to the requirements of the new era, implement the decisions and deployments of the Party Central Committee, and complete target tasks, with a focus on understanding their learning skills, political leadership skills, reform and innovation skills, scientific development skills, governance skills in accordance with the law, mass work skills, and the ability to effectively implement and manage risks.

 

(3) Work performance. Comprehensively assess the political performance and work effectiveness of the leadership team. The assessment of political performance mainly depends on whether one adheres to the concept of building the Party for the public and governing for the people, possesses the spirit of "success does not necessarily lie with oneself", and regards benefiting the people as the greatest political achievement, truly achieving responsibility for history and the people. The assessment of the work performance of local party committees and government leadership teams should focus on comprehensive work, promoting economic, political, cultural, social, and ecological civilization construction in the local area, addressing the issue of uneven and insufficient development, and meeting the growing needs of the people for a better life, as well as the actual results. The assessment of the work performance of other leadership teams mainly depends on the comprehensive performance of their functions, the overall service situation, and the actual results of the central work. Pay attention to assessing the performance of the leadership teams of Party committees (Party groups) at all levels in implementing the overall requirements of Party building in the new era and in carrying out Party building work.

 

(4) Construction of Party conduct and clean governance. Comprehensively assess the performance of the leadership team's political responsibility for managing the Party and governing the Party, strengthen the construction of Party conduct and clean governance, persistently uphold integrity and discipline, and promote the fight against corruption.

 

(5) Style construction. Comprehensively assess the leadership team's adherence to putting the people at the center, implementing the Party's mass line, closely connecting with the masses, solving problems for the masses, and wholeheartedly serving the people; Combining the actual implementation of the Party Central Committee's decision-making and deployment to enhance the people's sense of gain, happiness, and security; Deeply improve work style, implement the spirit of the Central Eight Point Regulations and their implementation rules, and oppose the "four styles", especially formalism and bureaucracy; Seeking truth from facts, truly focusing on practical work, observing the situation, making practical proposals, handling practical matters, and seeking practical results.

 

Article 8: The assessment content of leading cadres mainly includes:

 

(1) De. Comprehensively assess the political quality and moral conduct of leading cadres. Assessing the political qualities of leading cadres, with a focus on understanding situations such as firm ideals and beliefs, loyalty to the Party, respect for the Party Constitution, adherence to political discipline and rules, and maintaining a high degree of consistency in ideology, politics, and actions with the Party Central Committee centered around Comrade Xi Jinping. Assess the moral character of leading cadres, with a focus on understanding the values of loyalty, honesty, impartiality, seeking truth from facts, honesty, and integrity, as well as adherence to social ethics, professional ethics, family virtues, and personal morality.

 

(2) Yes. Comprehensively assess the political, professional, and organizational leadership abilities of leading cadres in fulfilling their duties, especially in response to emergencies and group incidents.

 

(3) Diligent. Comprehensively assess the spiritual state and work style of leading cadres, with a focus on understanding and carrying forward the spirit of revolution and struggle, adhering to the "three stricts and three realities", being diligent and dedicated, fulfilling their duties, being conscientious and responsible, grasping quick work, being enterprising, daring to take responsibility, striving hard, and willing to contribute.

 

(4) Achievements. Comprehensively assess the leadership cadres' adherence to the correct view of political performance, fulfilling their duties and responsibilities, completing daily work, undertaking urgent, difficult, and heavy tasks, handling complex problems, and responding to major tests, as well as their actual results. To evaluate the work performance of the Secretary of the Party Committee (Party Group), the first thing to consider is the effectiveness of Party building work. To evaluate the work performance of other Party members and leading cadres in the leadership team, the weight of Party building work should be increased.

 

(5) Lian. Comprehensively assess the political responsibility of leading cadres in implementing the "dual responsibilities" of party conduct and clean government construction, abide by the principles of integrity and self-discipline, take the lead in implementing the spirit of the central eight point regulations and their implementation rules, use power impartially, establish a good family tradition, strictly demand relatives and staff around them, and oppose the "four customs" and privileged ideas, phenomena, and other situations.

 

Article 9: The determination of specific assessment content must be based on the implementation of the spirit of the Party Central Committee, and adjusted and optimized in a timely manner according to the decisions and arrangements of the Party Central Committee.

 

Article 10: Implement the new development concept, highlight the orientation of high-quality development, build a system of indicators to promote high-quality development, improve the performance evaluation of promoting high-quality development, set reasonable performance evaluation indicators and weights for economic and social development according to local conditions, highlight the evaluation of key tasks, strengthen the deepening of supply side structural reform, ensuring and improving people's livelihoods, strengthening and innovating social governance, and promoting innovative development Strengthen the assessment of legal construction, promote social fairness and justice, and increase the assessment weight of restrictive indicators such as safety production, social stability, and new debt.

 

Article 11: Adhere to starting from reality and implement graded and classified assessment. The assessment content should reflect the characteristics of leadership teams and cadres in different regions, departments, types, and levels.

 

Article 12: According to the requirements of different job responsibilities, clarify the specific situations and evaluation standards of the leadership team and leading cadres' non responsibility and non action, promote the implementation of work and fulfill their responsibilities.

 

Article 13: Establish and improve a quantifiable, accountable, and accountable leadership team, as well as the work objectives and job responsibilities of leading cadres, as an important basis for determining the assessment content.

 

Chapter 3 Regular Assessment

Article 14: Regular assessment is a regular assessment of the daily operation of the leadership team and the consistent performance of leading cadres, with timely recognition, encouragement, and reminders for correction.

 

Article 15: Key points should be highlighted in regular assessments.

 

Assess the daily operation of the leadership team, focusing on understanding political and ideological construction, implementing democratic centralism, implementing the Party's mass line, making scientific decisions, completing key tasks, and opposing the "four winds".

 

Assess the consistent performance of leading cadres, with a focus on understanding political attitudes, sense of responsibility, work ideas, and progress, especially in dealing with right and wrong, public and private, true and false, and real and false performance.

 

Article 16: Regular assessments shall mainly be conducted in conjunction with the daily management of the leadership team and leading cadres, and the following methods may be adopted:

 

(1) Attend democratic life meetings of the leadership team, theoretical learning center groups, important work meetings, and participate in important work activities;

 

(2) Have heart-to-heart conversations with the cadres themselves or insiders, and listen to the opinions of the cadres and the masses in their respective units;

 

(3) Conduct research visits, special investigations, on-site observations, etc;

 

(4) Conduct in-depth understanding by combining centralized learning and education within the Party, daily supervision by the Commission for Discipline Inspection and Supervision, inspection and inspection, work supervision, and cadre training;

 

(5) Other appropriate methods.

 

Article 17: Regular assessments can form assessment results based on actual situations. The assessment results can be determined in the form of assessment reports, comments, grades, or evaluations.

 

Article 18: Establish a regular assessment work file, organize and archive relevant materials, as an important basis for understanding and evaluating the daily operation of the leadership team and the consistent performance of leading cadres.

 

Chapter 4 Annual Assessment

Article 19: Annual assessment is a comprehensive assessment conducted on an annual basis for the leadership team and cadres, usually organized at the end of each year or the beginning of the following year.

 

According to work needs, party committees (leading groups) at all levels can select certain leading groups and cadres for key assessments each year.

 

Article 20: The annual assessment shall generally be conducted in accordance with the following procedures:

 

(1) Summarize and report on work. Convene a meeting, summarize and report on the work of the leadership team throughout the year, and conduct personal job briefings for leading cadres.

 

(2) Democratic evaluation. Design an evaluation form based on the requirements for the assessment content of the leadership team and leading cadres, and the personnel participating in the democratic evaluation shall fill in the evaluation opinions. The scope of personnel participating in the evaluation shall be determined based on the principles of knowledge, relevance, and representativeness, combined with actual situations.

 

(3) Individual conversations. Conduct individual conversations with members of the leadership team, relevant cadres and masses, and other personnel who need to participate to understand the situation.

 

(4) Understand verification. According to needs, methods such as consulting materials, collecting relevant data and information, and conducting on-site research are adopted to verify the relevant situation of the assessment object.

 

(5) Form assessment results. Conduct a comprehensive analysis of the leadership team and cadres, form assessment results, and provide timely feedback.

 

For those who carried out centralized learning and education within the Party in the same year, as well as inspection and inspection for new positions, the annual assessment process can be appropriately simplified based on the actual situation.

 

According to work needs and actual situations, the leadership team and cadres of public service departments and window units can listen to public opinions within a certain range.

 

Article 21: The annual assessment results of the leadership team are generally divided into four levels: excellent, good, average, and poor. The annual assessment results of leading cadres are divided into four levels: excellent, competent, basically competent, and incompetent.

 

Excellent refers to outstanding overall performance, outstanding performance in fulfilling leadership responsibilities or job requirements, successful completion of annual work tasks, and significant achievements.

 

Good and competent refers to comprehensive performance, conscientious fulfillment of leadership responsibilities or job requirements, and successful completion of annual work tasks.

 

General and basic competence refers to the overall performance barely meeting the leadership responsibilities or job requirements, or having significant deficiencies or problems in a certain aspect.

 

Poor or incompetent performance refers to the overall performance not meeting leadership responsibilities or job requirements, or having serious problems or major errors in a certain aspect.

 

Party committees (party groups) at all levels should formulate specific evaluation standards for assessment levels based on actual situations.

 

Article 22: Leading cadres who hold multiple positions shall generally be assessed in the units that bear the main job responsibilities, and shall have an appropriate understanding of other part-time jobs.

 

Newly promoted leading cadres shall be evaluated based on their current positions and pay attention to understanding the work situation in their original positions.

 

Leading cadres who have exchanged positions will be assessed in their current work unit, and the relevant information before their exchange of positions will be provided by the original unit.

 

Leading cadres who have been dispatched or suspended for training shall be assessed by the place or unit that worked for more than half a year in that year, and opinions from the sending or receiving units shall be heard in an appropriate manner.

 

Leaders and cadres who have accumulated sick or personal leave for more than half a year this year will participate in the annual assessment, with uncertain ranking.

 

Leading cadres who are suspected of violating discipline and law, have been filed for review and investigation but have not yet been closed, have been punished by party discipline and government, or have been organized for handling, their annual assessment shall be conducted in accordance with relevant regulations.

 

Chapter 5 Special Assessment

Article 23: Special assessment is a targeted assessment of the work attitude, sense of responsibility, role play, and actual effectiveness of the leadership team and cadres in completing important special tasks, undertaking urgent and difficult tasks, and responding to and dealing with major emergencies.

 

According to the daily situation, special assessments can be conducted for the leadership team and cadres who have performed outstandingly or reported more problems.

 

Article 24: Special assessments shall generally be conducted in accordance with the following procedures:

 

(1) Develop a plan. Clarify the assessment objects, assessment content indicators, procedural steps, and work requirements.

 

(2) Listen to the summary and report of the assessment object.

 

(3) Understand verification. Verify and confirm relevant information through methods such as data review, on-site research, public opinion analysis, individual conversations, democratic evaluation, etc. If necessary, inquire with disciplinary inspection and supervision authorities or audit, petition and other departments for information.

 

(4) Form assessment results. Evaluate the leadership team and cadres.

 

Article 25: The results of a special assessment may be determined in the form of an assessment report, evaluation, ranking, or appraisal.

 

Chapter 6 Term Assessment

Article 26: Term assessment refers to a comprehensive assessment of the overall performance of the leadership team and leading cadres who implement the term system during a term of office, generally conducted in conjunction with the annual assessment of the year when the term of office expires.

 

The term assessment should highlight the assessment of the completion of the deadline goals or the performance of the term goals.

 

Article 27: The term assessment shall generally be conducted in accordance with the procedures of summarizing and reporting on work, democratic evaluation, individual interviews, understanding and verification, performance analysis, and formation of assessment results.

 

Article 28: The results of the term assessment may be determined in the form of an assessment report, evaluation, ranking, or appraisal.

 

Chapter 7 Determination of Assessment Results

Article 29: The determination of assessment results shall strengthen comprehensive analysis and judgment, adhere to the combination of qualitative and quantitative analysis, comprehensively, historically, and dialectically analyze individual contributions and collective roles, subjective efforts and objective conditions, growth rate and quality benefits, outstanding and potential achievements, development achievements and cost costs, and pay attention to understanding the people's true feelings and evaluations of economic and social development, Prevent simply ranking regional gross domestic product and growth rate, or determining assessment results based on democratic evaluations and poll scores.

 

Article 30: The results of regular assessments, annual assessments, special assessments, and term assessments shall be mutually complementary and verified, and the combination of candidates and candidates shall be adhered to. Emphasis shall be placed on absorbing and utilizing the results of inspections, audits, performance management, work supervision, relevant department business assessments, and personal reports and audits. The determination to shoulder responsibilities, willingness to do things, and ability to do things shall be regarded as important criteria for identifying cadres and evaluating their strengths and weaknesses, Enhance the authenticity and accuracy of assessment results.

 

Article 31: The assessment results shall comprehensively and accurately reflect the situation of the assessed object. If the results are determined in the form of assessment reports, comments, evaluations, etc., the specific achievements and advantages shall be clearly recognized, and the problems and shortcomings shall be pointed out.

 

Article 32: The annual assessment results shall be based on the results of the regular assessment, and the outstanding ranking of the annual assessment shall be determined among the assessment objects with good results in the regular assessment.

 

The proportion of outstanding ranking in the annual assessment of the leadership team generally does not exceed 30% of the total number of participating leadership teams, and the proportion of outstanding ranking in the annual assessment of leading cadres generally does not exceed 25% of the total number of participating leadership cadres.

 

If the leadership team is rated as excellent, the proportion of its members rated as excellent can be appropriately increased, up to a maximum of 30%; If the leadership team is of average rank, the proportion of its members rated as excellent shall not exceed 20%, and the main responsible person shall not be generally determined as excellent; If the leadership team ranks poorly, the proportion of its members rated as excellent shall not exceed 15%, and the main responsible person shall generally not be determined as competent or above.

 

Article 33: In any of the following circumstances, the annual assessment results of the leadership team and leading cadres shall not be determined as excellent:

 

(1) The implementation of the decisions and deployments of the Party Central Committee has not achieved significant results;

 

(2) Those who lack the spirit and spirit of entrepreneurship and entrepreneurship, are hesitant to face conflicts directly, are hesitant to take action, and do not take responsibility or take action;

 

(3) Those who have been criticized by the higher-level party committee and government and ordered to conduct inspections;

 

(4) Not outstanding in work performance;

 

(5) Weak organizational leadership ability and poor completion of annual work goals and tasks;

 

(6) Failing to fulfill the responsibility of managing the Party and governing the Party, and violating the regulations on integrity and self-discipline;

 

(7) For other reasons, it is not appropriate to determine it as an excellent grade.

 

In the evaluation and evaluation of grassroots party building work carried out by higher-level party organizations, if the comprehensive evaluation level of the party committee (party group) secretary's grasp of grassroots party building work does not reach a good level, the annual evaluation result shall not be determined as an excellent level.

 

Article 34: In any of the following circumstances, the annual assessment results of the leadership team shall be determined as inferior, and the annual assessment results of leading cadres shall be determined as incompetent:

 

(1) Violating political discipline and rules, resulting in political problems;

 

(2) Failure to implement democratic centralism, poor functioning of the leadership team, inability to function properly, and unprincipled disputes among leading cadres, resulting in poor impact;

 

(3) Poor sense of responsibility, low level of ability, unable to fulfill or unable to fulfill the requirements of job responsibilities, and significant problems arise in fulfilling duties in accordance with the law;

 

(4) Those who make multiple statements with high tone, take few actions with poor implementation, perfunctory and lazy responsibilities, have poor work style and image, and have strong public opinions, resulting in adverse effects;

 

(5) Not adhering to one's job position or leaving without permission;

 

(6) Other reasons should be identified as poor or incompetent.

 

Article 35: If the leadership team and leading cadres make mistakes or mistakes in the process of fulfilling their duties and carrying out reform and innovation, and are given fault tolerance through comprehensive analysis, they shall objectively evaluate and reasonably determine the assessment results.

 

Article 36: If the assessment object objects to the assessment results, they may submit a review or appeal in accordance with relevant regulations.

 

Chapter 8 Application of Assessment Results

Article 37: Adhere to the combination of examination and employment, combine assessment results with selection and appointment, training and education, management and supervision, incentive and restraint, accountability and accountability, encourage advancement, whip backwardness, promote the ability to rise and fall, promote responsible behavior, and strictly govern mediocrity and laziness.

 

Article 38: The assessment results shall be conducted through individual conversations, work briefings, and meeting evaluations, and truthfully feedback to the leadership team and cadres, affirming achievements, pointing out deficiencies, supervising rectification, transmitting pressure, and stimulating motivation.

 

Article 39: Based on the assessment results, strengthen the construction of the leadership team in a targeted manner:

 

(1) Those who make important contributions by the leadership team shall be awarded meritorious deeds, titles, and material rewards in accordance with relevant regulations;

 

(2) If the leadership team performs outstandingly or the annual assessment result is excellent, rewards will be given in accordance with relevant regulations;

 

(3) If the operation of the leadership team is not good, the cohesion and combat effectiveness are not strong, there is no responsibility or action, and the opinions of cadres and the masses are significant, adjustments should be made;

 

(4) If the annual assessment results of the leadership team are of average level, they should be instructed to write a written report to the higher-level party organization, analyze the reasons, and carry out rectification;

 

(5) If the annual assessment results of the leadership team are poor or average for two consecutive years, adjustments should be made to the main responsible person and relevant responsible persons.

 

Article 40: Based on the assessment results, motivate and constrain leading cadres:

 

(1) Leading cadres who make significant contributions may be awarded meritorious deeds, titles, and material rewards in accordance with relevant regulations; Those who perform outstandingly or have an excellent annual assessment result will be rewarded in accordance with relevant regulations; Those who have been awarded excellent grades for three consecutive years will be awarded third class merit and given priority under the same conditions.

 

(2) If the annual assessment results of leading cadres are of a competent or higher rank, they shall enjoy the annual assessment bonus, promotion salary level, and level salary level in accordance with relevant regulations.

 

(3) If the annual assessment results of leading cadres are of a basic level of competence, they should be admonished and given a deadline for improvement.

 

(4) If the annual assessment result of a leading cadre is incompetent, they shall be demoted to one position or rank according to the prescribed procedures.

 

(5) Those who do not participate in the annual assessment, do not participate in the annual assessment with an uncertain rank, or whose annual assessment results are below the basic level of competence, shall not be counted as the years of service for promotion to the position or rank, nor shall they be counted as the years of assessment for promotion to the salary level or rank.

 

(6) Leading cadres who are not suitable for their current positions should be adjusted in accordance with relevant regulations.

 

Article 41: Strengthen the education and training of cadres based on the assessment results, and follow the principle of "making up for what is lacking" to transfer and train leading cadres, arrange practical exercises, and make up for the shortcomings in their abilities and qualities. Strengthen targeted training for outstanding young cadres with potential.

 

Article 42: If problems are found in the leadership team and leading cadres during the assessment, different situations shall be distinguished and a conversation reminder shall be given until the organization handles them; Discovering clues to violations of discipline and law, transfer them to disciplinary inspection and supervision, and judicial authorities for handling.

 

Article 43: The conclusive materials formed by the assessment of leading cadres shall be stored in the personnel files of cadres.

 

Chapter 9 Organization and Implementation

Article 44: The Party Committee (Party Group) and its organizational (personnel) departments shall, in accordance with the authority of cadre management, fulfill the responsibilities of assessing the leadership team and leading cadres.

 

The Party Committee (Party Group) bears the main responsibility for the assessment work, with the Secretary of the Party Committee (Party Group) as the first responsible person, and the Organization (Personnel) Department bears specific work responsibilities.

 

Article 45: Assessment personnel shall possess high ideological and political qualities, as well as policy and professional knowledge competent in assessment work, be fair and upright, have a strong sense of organizational discipline and confidentiality. Assessment personnel shall avoid official duties in accordance with regulations.

 

According to work needs, the Party Committee (Party Group) can establish and dispatch assessment teams. The leader of the assessment team shall be determined and authorized based on each assessment task, and shall have strong organizational and leadership abilities, adhere to principles, and be willing to take on responsibilities.

 

Article 46: Implement a responsibility system for assessment work.

 

Assessors should conscientiously fulfill their responsibilities, implement assessments in accordance with prescribed procedures and requirements, comprehensively and objectively understand and reflect the situation, and treat and evaluate the leadership team and cadres fairly and fairly.

 

Assessors should sign on the assessment materials and be responsible for the objectivity and authenticity of the assessment materials.

 

Article 47: The organization and implementation of assessment work shall be serious, prudent, and pay attention to coordination and promotion with daily work. Based on different assessment objects and tasks, improve and innovate assessment methods, fully promote democracy, listen to opinions and understand the situation from grassroots cadres and the masses, and in rural language word-of-mouth, adhere to on-site observation and seeing specific situations, and understand and verify the actual performance of the leadership team and leading cadres through multiple channels, levels, and sides.

 

Article 48: The organizational (personnel) department shall strengthen the informationization construction of assessment work, fully utilize internet technology and informationization methods to carry out assessments, and improve the quality and efficiency of work.

 

Article 49: Party committees (Party groups) at all levels shall strengthen the unified leadership, coordination, supervision and guidance of the assessment of cadres in their respective departments and units, as well as other business assessments in their respective regions, integrate assessment forces, consolidate assessment items and types, strictly control "one vote veto" matters, and prevent multiple assessments and duplicate assessments.

 

Chapter 10 Discipline and Supervision

Article 50: The assessment work must strictly abide by the following disciplines:

 

(1) No formality or formality allowed;

 

(2) Do not conceal or distort facts;

 

(3) No falsification is allowed;

 

(4) Non organizational activities are not allowed;

 

(5) It is not allowed to disclose the interview content, evaluation results, and other assessment work secrets;

 

(6) It is not allowed to evaluate cadres, make decisions or change assessment results based on personal likes and dislikes;

 

(7) Do not use the opportunity of assessment to seek personal gain;

 

(8) Do not interfere or hinder the assessment work;

 

(9) It is not allowed to retaliate against cadres and personnel who report problems.

 

Article 51: The leadership team and leading cadres shall correctly treat and accept organizational assessments, truthfully report their work and thoughts, and objectively reflect the situation.

 

For those who do not participate in the assessment work as required or do not cooperate seriously, and still do not make corrections after education, the annual assessment results of the leadership team will be directly determined as inferior, and the annual assessment results of leading cadres will be directly determined as incompetent.

 

Article 52: For those who fail to organize and carry out assessments in accordance with regulations, cause serious consequences due to distorted and inaccurate assessment work, have serious misconduct in the assessment work of their respective departments and units in the local area, have strong feedback from cadres and the masses, and have failed to investigate and punish violations of assessment work discipline, the main responsible persons of the Party Committee (Party Group) and its organizational (personnel) departments, relevant leading members, and direct responsible persons shall be held accountable.

 

Article 53: Those who violate these regulations shall be criticized and educated, ordered to inspect, criticized, admonished, adjusted or dealt with in accordance with regulations and disciplines according to the severity of the circumstances. Those suspected of violating discipline, violating duty, or committing duty crimes shall be dealt with in accordance with relevant disciplines and laws and regulations.

 

Article 54: The Party committee (Party group), disciplinary inspection and supervision organs, and organizational (personnel) departments shall strengthen the supervision and inspection of assessment work, consciously accept the supervision of the masses and public opinion, seriously accept relevant reports, reviews, and appeals, and seriously investigate and punish behaviors that violate the discipline of assessment work.

 

Chapter 11 Supplementary Provisions

Article 55: The provisions of this regulation on the working departments shall also apply to the administrative agencies, dispatched agencies, ad hoc agencies, and other directly affiliated institutions of the Party Committee and the government.

 

Article 56: These Regulations shall be interpreted by the Organization Department of the Central Committee of the Communist Party of China.

 

Article 57: These regulations shall come into effect on April 7, 2019. The Provisional Regulations on the Assessment of Party and Government Leading Cadres issued by the Organization Department of the Central Committee of the Communist Party of China on May 26, 1998, and the Annual Assessment Measures for Party and Government Leading Groups and Leading Cadres (Trial) issued by the Organization Department of the Central Committee of the Communist Party of China on July 16, 2009 shall be abolished simultaneously. The previously issued regulations on the assessment of the leadership team and leading cadres shall be implemented in accordance with these regulations if they are inconsistent with these regulations.