本文選題：干部工作　切入點：干部考評　出處：《領(lǐng)導(dǎo)科學(xué)》2015年03期 　論文類型：期刊論文

【摘要】：正落實中央要求,消化超職數(shù)配備干部,一方面必須扎緊干部的"入口",另一方面更要疏通干部的"出口"。然而,在實際操作中,疏通干部"出口"還有不少難點。難點一:考核評價彈性大。在干部考評任用方面,由于科學(xué)的崗位職責(zé)規(guī)范和考評機(jī)制尚不完善,對不同行業(yè)、不同類型、不同層次的干部難以因人而異地進(jìn)行考核,造成干部考評結(jié)果難免與干部實際表現(xiàn)有出入,致使一些優(yōu)秀干部被調(diào)下去,一些平庸的干部卻留下來,造成用人不當(dāng)、調(diào)整失
[Abstract]:In implementing the central authorities' requirement to absorb the excessive number of cadres and equip them with cadres, we must, on the one hand, tighten the "entrance" of cadres and, on the other hand, dredge the "export" of cadres. However, in practice, There are still many difficulties in dredging the "export" of cadres. First, there is great flexibility in assessing and evaluating cadres. In the field of cadre evaluation and appointment, due to the fact that scientific standards of post responsibilities and evaluation mechanisms are not yet perfect, they are of different types and types in different industries. It is difficult for the cadres at different levels to carry out the examination according to the individual, which inevitably leads to the discrepancy between the results of the appraisal and the actual performance of the cadres. As a result, some excellent cadres are transferred, while some mediocre cadres stay, resulting in improper employment and adjustment and loss.
【作者單位】： 中共湖南祁陽縣委組織部;
【分類號】：D262.3

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