论文部分内容阅读
人民银行赣州市中心支行(以下简称赣州中支)积极实施“人才强行”战略,推出了以知识能力测试、品德才能测评、工作业绩量化、平时表现考核和改进考察方式“五个维度”为重点的竞争上岗,深度探索竞争上岗新模式,取得了新的突破,走出了一条干部选拔任用新路子。一、工作背景(一)顺应改革潮流。2014年初,中央颁布了《党政领导干部选拔任用工作条例》,对选拔任用干部明确了“不唯票、不唯分”的新要求。赣州中支迎难而上,为切实解决以往竞争上岗以票
Ganzhou Central Branch of the People’s Bank of China (hereinafter referred to as “Ganzhou Branch”) actively implemented the strategy of “talented people forcibly” and launched the five dimensions of “knowledge competency test, moral character evaluation, job performance quantification, performance evaluation at ordinary times and ways of improving inspection methods” “As the key competition posts, in-depth exploration of the new model of competition for posts, made new breakthroughs, out of a cadre of new ways of selection and appointment. First, the working background (A) comply with the reform trend. In early 2014, the Central Government promulgated the ”Regulations on the Appointment and Appointment of Leading Cadres of the Party and Government“ and clarified the new requirements of ”non-exclusive votes, not exclusive points," on the selection and appointment of cadres. Ganzhou in the difficulties, in order to effectively solve the previous competition to vote