Opinions and suggestions to leaders

The model essay on the evaluation opinions and suggestions of leaders is as follows:

First, strengthen the training of cadres and effectively enhance the actual effect of training. Strengthen the reform of the main training channels, run more short training classes and excellent classes, improve efficiency and pay attention to actual results. Explore the establishment of a political theory level qualification examination system for leading cadres to be promoted. Further increase the intensity of sending young cadres to the developed areas for post-employment training. Establish and improve the evaluation system for leading cadres, and truly combine the evaluation results with the use of rewards and punishments for cadres.

The second is to further optimize the structure of leading cadres. According to the party's cadre policy and the development strategy of this region, the structural objectives of leading cadres should be planned before the change of office. On the premise of paying attention to morality, we should pay attention to the selection of highly educated and professional talents.

We should pay close attention to enriching a certain number of cadres who are well-educated in Marxist theory and familiar with ideological work, cadres who are familiar with modern economic management, finance and foreign trade, cadres who are familiar with legal work and are good at administration according to law, among whom economic management talents should account for a certain proportion. It is necessary to deepen the reform of the cadre system and focus on exploring the establishment of the appointment system and tenure system for leading cadres. Increase the intensity of open selection and competition for posts.

The third is to establish an evaluation system for leading bodies and leading cadres with scientific content, convenient operation and outstanding results. According to different positions and different industries, specific assessment methods should be formulated respectively, which should pay attention to both the usual assessment and the annual assessment. Both mid-term evaluation and final evaluation should be paid attention to. We should attach importance to both ability assessment and performance assessment. Really make the assessment results of cadres an important basis for cadres' evaluation, promotion, reward and punishment, promotion and reuse.

Matters needing attention in the evaluation opinions and suggestions of leaders:

1, for their direct * * *, because it is a direct relationship, no matter what the relationship is, we should make an objective evaluation, don't think it is flattering, don't think it is slander.

2. For their own indirect leadership, the evaluation at this time is more casual. It can be evaluated from the aspect of being a man or from a younger age. Don't think flattery will make people sick because you are unfamiliar.

3. If you are a department leader, not your leader, and you want to give an evaluation, the better skill at this time is to follow your own leader, your own team, and it is always right to follow the team.

For the top management of the company, we should give some positive comments at this time, and we can't get used to it in time. This is related to the future of the company and our own destiny. The future of the company will also help us.