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Political and legal agencies are responsible for the tasks of attacking enemies, punishing crimes, protecting people's lives and property, and maintaining social stability and stability. The issue of their talents is a key issue related to the development of political and legal undertakings. This article attempts to give some superficial views on the work situation, existing problems and countermeasures of political and legal talents in our county for discussion.

1. The development of political and legal talents in our county

In recent years, political and legal departments at all levels in our county have focused on objective realities and development requirements, focusing on the construction of high-level talent teams. , coordinate the talent needs at all levels and in all categories, take various effective measures, vigorously develop human resources, vigorously strengthen the construction of the talent team, cultivate and create a large number of outstanding political and legal talents, and give full play to their role, so that the total number of political and legal talents The number has further increased, the team's cohesion and combat effectiveness have been further strengthened, the quality of police officers has been further improved, the team's style has been further improved, and the level of law enforcement has been further enhanced. It has played an important role in promoting the in-depth development of political and legal work and maintaining social stability and stability.

First, firmly establish the concept of talents. Political and legal departments at all levels have always put talent work as a basic task at the top of all business tasks. They clearly realize that only through talent work and mobilizing the enthusiasm and creativity of the police officers can the overall quality of the team be comprehensively improved. Only by improving the combat effectiveness of the team and improving the professional level and law enforcement level of the team can we promote the in-depth development of various political and legal work. Therefore, the political and legal departments at all levels should further unify their thinking, establish the idea that to do a good job in all business work, they must first focus on talent work, actively invest in the construction of talent teams, and lay a solid ideological foundation for the in-depth development of political and legal talent work. .

The second is to strictly control the "entry gate". In the work of introducing talents, the political and legal departments have always strictly controlled the entrance, so that those with insufficient academic qualifications will not be admitted, those with low quality will not be admitted, and those with unreliable work style will not be admitted. For example, before the reorganization of grassroots judicial assistants in our county in December 2002, the county bureau only had 25 administrative police officers. In order to solve the serious shortage of talents after the reorganization and establishment of the office, the county bureau had to replace the original personnel with strong sense of responsibility, rich work experience, energetic and qualified personnel. On the basis of the recruitment of judicial assistants who meet the conditions, civil servants are recruited from the public through recruitment and transfer from other administrative departments, and the examination and assessment are uniformly organized by the organizational personnel department and approved by the superior business department. Up to now** *Recruited 12 young and well-qualified civil servants, further enhancing the vitality of the team.

The third is to boldly cultivate and use talents. First, employ the talents of the director. For police officers who already have strengths, we should overcome their weaknesses, use their specialties, and place them in appropriate positions so that their talents can be fully utilized. For example, in October 2003, a police officer passed the judicial qualification examination. In order to give full play to his expertise, he was immediately transferred to the relevant departments of the agency as the person in charge, so that his role and talents can be better utilized. Second, use people scientifically. The first is to insist on meritocracy, break through the shackles of fixed thinking, and boldly use officers with good moral integrity, responsible work, rich experience, and outstanding achievements. The second step is to broaden the channels for selecting personnel and introduce a competitive mechanism into the selection and appointment of cadres. In 2003, the County Procuratorate held competitive positions for all departments within the hospital, except for those appointed by the county party committee, so that outstanding talents could find suitable positions in the competition. Once again, I dare to bear the burden. In view of the serious seniority-based phenomenon in the political and legal departments in the past, the police officers in the prime of life will not be temporarily released because they are young. Instead, based on their characteristics of being young and powerful, they will be given priority to be trained in positions with heavy tasks and placed in difficult environments. To hone in and further stimulate the team's vitality. In 2004 alone, four young police officers were promoted to deputy section level cadres.

Third, be willing to invest. As a poverty-stricken county in a mountainous area, our county's political and legal departments at all levels have very limited funds. However, under this current situation, the political and legal departments at all levels have overcome difficulties, raised funds from various sources, and regularly sent police officers to relevant provinces, cities, and counties. The department conducts professional skills training and encourages police officers to participate in various types of on-the-job education to continuously improve the cultural and professional qualities of the team.

In the past two years, various political and legal departments have allocated a certain amount of funds for talent training every year to provide a strong material guarantee for the cultivation of talents.

2. Problems in Talent Work

Although the political and legal talent work in our county has achieved certain results, due to the influence of various factors, there are still problems of one kind or another in the talent work. , specifically manifested in the following aspects:

First, the total number of talents is insufficient. With the deepening of reform and opening up, the social stability situation has become more and more complex. To deal with these difficulties and problems, the police force has become very important. However, judging from the current situation, the police force in our county is very limited and is far from meeting the needs of political and legal work. As far as the public security organs are concerned, the county has a population of about 360,000, but there are only 223 police officers. On average, there is less than one police officer for every 1,000 people. Some departments within the agency only have one police officer, which has seriously affected In-depth development of public security work.

The second is the shortage of high-quality talents. In terms of police officers’ academic qualifications, among the current political and legal police officers in the county, only one person has graduated from a full-time political and judicial school with a bachelor’s degree. Most of the others have obtained relevant academic qualifications through correspondence, distance education, and TV university studies. In terms of the professional quality of the police officers, He said that there is a shortage of professional leaders and case-handling experts, and some police officers cannot fully adapt to the job requirements, so that in some units, "one-third of the people are capable, one-third of the people follow the work, and one-third of the people are Stand and watch” phenomenon.

Third, the talent structure layout is not reasonable. From the perspective of knowledge structure, there are fewer police officers who graduated from political and legal colleges, and more police officers who are not majored in political and legal majors. There is a serious shortage of talents in computer, secretarial, financial and other fields; from the perspective of distribution, there is a lack of talents at the grassroots level, especially in front-line positions of case handling; In terms of age distribution, there are relatively few backbones in the existing professional departments, and there are gaps.

Fourth, talent mobility is low. There is too little exchange and adjustment between political and legal departments, between political and legal departments and other departments, and between political and legal departments at higher and lower levels. In the case of our county, in recent years, except for the promotion of department leaders to other counties to serve as main leaders, there has been almost no communication between the deputy political and legal leaders. If they change, they will only be adjusted within the department or departments. As for ordinary police officers, Except for those who were transferred to coastal areas, exchanges were basically unchanged, which made it difficult to stimulate the vitality of the team and thus affected the development of work.

Fifth, import and export are not smooth. Smooth import and export has been a topic that has been mentioned for many years. However, apart from the regulations on imports, there are no clear regulations on police officers who do not work hard, make big mistakes and do not obey the leadership, etc., making these police officers It is difficult for police officers to deal with or adjust through organizational measures, that is, the problem of difficulty in cleaning up still exists to varying degrees. The employment system and qualification system for people who can be promoted and demoted, who can be promoted and who can be promoted, and who can be promoted, and who can be promoted, and the qualification system all need to be further reformed and improved.

Sixth, the professional ethics and law enforcement level of a small number of political and legal police officers are not high. There are still varying degrees of violations of laws and disciplines in the political and legal teams when handling relationship cases, favor cases, money cases, etc. In 2003 alone, two political and legal police officers in our county were punished for violating laws and disciplines, and one of them was sentenced.

Seventh, insufficient investment in talent training. Although there is investment, due to the current shortage of funds in political and legal agencies, most of the funds invested are used to solve the problem of hardware facilities and case handling, and the funds used to build the talent team are generally relatively insufficient.

3. Countermeasures for talent work

1. It is necessary to effectively improve the understanding of the importance and urgency of talent work.

All departments at all levels must be guided by Deng Xiaoping Theory and the important thought of "Three Represents", conscientiously study and deeply understand the "Decision on Further Strengthening Talent Work" issued by the Central Committee of the Communist Party of China and the State Council, and further unify ideological understanding to Based on the major decisions and work arrangements of the central government and superiors, from an overall and strategic perspective, we will further enhance the sense of responsibility and mission for doing a good job in political and legal talent work, firmly establish a scientific concept of talent, and focus on increasing the total number of talents, improving the talent structure, The central task of improving the overall quality of the talent team is to vigorously break through all ideological concepts that hinder the rapid growth of talents, resolutely eliminate all institutional obstacles that restrict talents from displaying their talents, strive to change all the atmosphere and environment that affect talent entrepreneurship and innovation, and strive to build a team of political quality A political and legal team that is good, has strong professional capabilities, is highly efficient, and satisfies the people.

2. We must effectively strengthen the research on political and legal talents. In response to outstanding problems such as insufficient number of talents, shortage of high-quality talents, and unreasonable structural layout, we must conduct serious research, combine reality, formulate long-term plans and short-term goals for strengthening the construction of talent teams for this system and department, and propose corresponding work measures. First, vigorously promote the “talent aggregation project”. Establish the concept of "talents for our own use", further broaden the ideas of talent development, implement both "promoting people" and "promoting talents", and gather all kinds of political and legal talents into various political and legal fields by strengthening the construction of talent carriers and innovating talent development methods. career, and strive to achieve coordinated development of talent structure and political and legal undertakings. The second is to actively implement the “talent development project”. In accordance with the requirements of superiors and actual political and legal work, fully tap the potential of existing human resources and maximize the effectiveness of existing human resources. We must not only focus on the development of high-level, urgently needed talents, but also vigorously cultivate and develop high-level practical talents based on the need to promote the coordinated development of our political and legal work.

3. It is necessary to effectively strengthen the implementation of measures for political and legal talents. According to the law of talent growth, we must build a training and support system for outstanding top talents with clear positioning, clear levels and mutually reinforcing support directions. We must continue to adhere to the special requirements for leadership talents at all levels on the political and legal front, strictly follow political standards, and adhere to the principle of having both ability and political integrity. principles, highlight abilities, use performance to select people, and strive to create a good atmosphere for outstanding talents to stand out.

First, we must continue to increase the intensity of learning, education and training. It is necessary to reform training methods and training content, focusing on realizing the transformation from knowledge-based training to ability-based training, insisting on focusing on leadership talents, business backbone talents, and professional and technical talents as the focus of training, and giving them priority. It is necessary to persist in creating "learning political and legal institutions" activities, form a benign mechanism for all employees to learn and lifelong learning, and strive to cultivate more high-quality, sophisticated and top talents. It is necessary to persist in cultivating talents in practice and cultivate a large number of business experts and job role models through job rotation, practical training and on-the-job training. It is necessary to adhere to the combination of training and use, and regard business training as a necessary procedure for employment, tenure, and promotion. It is necessary to increase investment, continue to implement the talent development strategy, set up special funds, and select a group of outstanding young police officers with solid theoretical foundations and innovative potential to provide key support.

Second, we must continue to increase efforts in exchanges and job rotations. First of all, we must strengthen the demand survey before cadre exchanges, fully understand the demand for key talents, and select and dispatch them as needed. Secondly, it is necessary to adjust the structure of exchange cadres. While selecting and dispatching cadres, we should increase the scale and intensity of exchanges of talents in short supply to further strengthen the effect of exchanges. Third, we must implement multi-level and multi-channel communication and rotation. For political and legal cadres, especially political and legal leading cadres, we should implement department rotation, cross-site exchanges, and upper-down exchanges to maintain a reasonable flow of political and legal cadres, integrate police forces, and further improve the overall level of the political and legal team.

Third, we must continue to increase efforts in cultivating key talents. It is necessary to intensify the open selection and competitive appointment of political and legal leading cadres, and select cadres who are reliable, capable, and have a good mass base into leadership positions. These cadres should be regularly selected and sent to superiors for training to further improve their political ideology and professional quality. It is necessary to improve the assessment and keep abreast of the thoughts, study, work and other aspects of these key targets.

It is necessary to comprehensively implement the tenure system, probationary period system and pre-appointment public notice system for leading cadres, promote the promotion and promotion of leading cadres, and take relevant measures to adjust and enrich leading cadres who are not suitable for their positions in a timely manner to form a normal renewal and replacement mechanism.

4. It is necessary to effectively improve the political and legal talent management mechanism. First, we must conscientiously implement relevant laws and regulations, the recruitment regulations of the Central Committee of the Communist Party of China, the Organization Department of the Central Committee, and the Personnel Department, and further tighten the access conditions and procedures in accordance with the principle of "setting up positions according to needs, open recruitment, and merit-based appointments" , select the best talents, optimize the allocation of various types of personnel, and realize that people can make the best use of their talents. Second, we must give full play to the role of existing talents, continue to pilot classified management of talents distributed in various majors in the five major systems of courts, procuratorates, public security, judicial administration, and civil affairs, and actively explore the growth patterns of various talents according to the industry characteristics of different departments. , Promote the healthy development of all types of talents. Third, we must strengthen classified and graded assessments, establish a comprehensive assessment system with performance as the core and combining qualitative and quantitative assessments, innovate and improve the assessment mechanism that helps outstanding talents stand out, and realize a shift from process management to goal management, and from pure quantitative evaluation to more Focus on the transformation of quality assessment. Fourth, we must improve the mechanism for eliminating the fittest, and through measures such as competitive recruitment, elimination of the last position, and qualification examinations, we must eliminate unqualified personnel in accordance with the law, strengthen the talent management mechanism, and stimulate the vitality of the talent team. Fifth, we must strengthen the construction of supervision and restriction mechanisms. While improving the professional ethics of the talent team, we must improve the internal control and external supervision systems, strictly implement the law enforcement responsibility system and the wrongful case investigation system, and seriously investigate and deal with violations of laws and disciplines. Sixth, we must strengthen the construction of guarantee mechanisms, actively improve the working, living environment and equipment conditions of political and legal talents, and increase the attractiveness and cohesion of political and legal undertakings to all types of talents.

5. We must effectively strengthen the leadership of political and legal talent work. It is necessary to conscientiously implement the principle of the party's management of talents, strengthen planning, build a scientific and reasonable training and support system for outstanding talents, and promote the sustainable development of outstanding talents. It is necessary to continue to intensify publicity on the construction of political and legal talent teams among police officers, especially leading cadres at all levels of politics and law, unify thinking with the principles and policies on talent work of the 16th National Congress of the Communist Party of China, and firmly establish the principle that "politics and law must develop, talents must be developed". "Is the key" concept, continue to implement the leadership responsibility system, effectively put the work of political and legal talents in an important position related to the overall development, put it in its due position, put it on the agenda, do a good job in organization and promotion, and mobilize all aspects We must exercise enthusiasm, overcome formalism, perform their respective duties, coordinate with each other, and advance as a whole to promote the healthy and orderly development of political and legal talent work.