Article [All 300 Articles] [Suggested Collection] Democratic Life Association Criticism 300 Articles 1. Learning and Implementing the Socialist Thought with Chinese Characteristics in the New Era 2. Carefully Implementing the Decision-making Deployment and the Resolutions and Decisions of the Party Committee at a Higher Level 3. Being Loyal and Honest to D and Not Being a Two-sided Person 4. Being Responsible for Overcoming Difficulties 5. Correcting the “Four Winds” does not stop at 1. Learning and implementing the socialist ideology with Chinese characteristics in the new era 1. Learning consciousness needs to be strengthened. Although the central group of
Party committees concentrates on learning many times, the arrangement of learning time is short and the form is single.
Most of them are carried out according to the requirements of their superiors, and the methods are relatively monotonous, often conveying documents, listening to reports, learning sometimes “according to the text”, reading some theoretical articles and policy documents in a general way, learning in a general way, tasting a little, and lacking deep interaction and ideological exchanges on some hot and focal issues. The integration of theory with practice is not deep and thorough.
． Learning enthusiasm needs to be strengthened.
Some ideas are not paid enough attention to, passive participation in collective learning, lack of enthusiasm, the contradiction between work and learning is prominent, there is the idea of emphasizing work and neglecting learning, always on the grounds of busy work, heavy tasks, no time to learn, can not consciously calm down to learn, did not write learning experience, resulting in the effect of political theory learning is not obvious.
3． The depth of learning needs to be expanded. The understanding of
Xi Jinping Thought on Socialism with Chinese Characteristics for a New Era is not comprehensive and systematic enough. It is not enough to
understand, understand and practice.
4． The learning atmosphere is not strong enough.
The overall learning atmosphere is not strong enough, the sense of urgency and crisis is not strong, and there is a lazy mentality of working by experience.
5． Do not attach importance to learning. They do not learn enough
about political theory and legal knowledge, and sometimes speak in the vernacular and read in the vernacular, which is harmful to their prestige and image.
6． The publicity work still remains in the traditional practice, the spiritual and cultural needs of the grass-roots people are not thoroughly understood, the position can not be firmly occupied, and the publicity work as the “mouthpiece” of the Party does not play a prominent role.
7． In peacetime, they are busy with complicated affairs and neglect theoretical study, which leads to the lack of “foundation”, inadequate skills and weak foundation in guiding the work.
8． Have a tendency to pragmatism.
Economic work is the central task, but ideological work is also an extremely important task of the Party. It is right
to regard “XX” as the top priority of the city’s work, but as the Secretary of the Municipal Party Committee, we should grasp both hands. In
practical work, Comrade XX pays close attention to the economic work, but he is too free to let go of the metaphysical work that requires slow and meticulous work, long-term success, and is not easy to produce immediate results.
． Awareness of the overall situation needs to be strengthened.
In peacetime, we pay more attention to the specific work of the political and legal system, but we still need to strengthen the integration with the overall work. The starting point of carrying out work and studying problems should be at the height of the whole city, so as to better serve the economic and social development of the whole city from the perspective of administering the city according to law.
Second, the study of political theory needs to be strengthened. Comrade
XX can persist in learning and strengthen self-cultivation, but the continuity of learning needs to be strengthened, and the depth and breadth should also be emphasized.
10． The inspection and supervision of ideological work need to be further strengthened. Comrade
XX has relatively little inspection and supervision of the ideological work of the whole city, so he should go deep into all units and departments and give more guidance to the ideological work.
11． We should strengthen the publicity of the spirit and Xi Jinping Thought on Socialism with Chinese Characteristics for a New Era of the Nineteenth National Congress of the Communist Party of China. The platform, perspective and form of publicity are not very rich. We should give full play to the role of one platform, one network and two micro, and further promote the spirit of Comrade Xi Jinping’s speech in combination with grass-roots publicity.
12． Theoretical study is not deep enough.
The study of theoretical knowledge lacks systematicness and regularity, and the ability to guide practice with theory needs to be further strengthened.
13． The integration of theory with practice is not close enough, the spirit of “squeezing” and “drilling” in learning is relaxed, and sometimes the work is based on experience, lacking rational thinking and overall grasp of some major issues related to the overall situation of development.
14． Satisfied with the status quo, enterprising spirit is not strong, relaxed learning.
15． The speed of accepting new things is not fast enough, and they do not attach importance to learning.
Sometimes they are only busy with their work, consciously and actively squeeze out time to study not enough, especially for theoretical learning is not systematic enough, learning is still floating on the surface, and has not yet achieved excellence.
． Comrade XX, as the head of the unit, often only pays too much attention to professional work, and does not make good overall plans for all kinds of learning and education activities deployed by his superiors. Although he has put forward some measures to make flexible arrangements, the promotion is not strong enough and the effect is not obvious.
At the same time, we have not really achieved the goal of “coming from the masses and going to the masses”.
In daily work, study and life, sometimes there is still the idea that “leaders should have the shelf of leadership”, without lowering their status, subordinates dare not tell the truth and speak their minds.
16． Political theory is not seen enough, knowledge research is not enough, and the importance of mastering more knowledge is not enough.
17． They are busy with daily affairs and do not have enough knowledge of the Party’s new ideas and theories.
18． When Comrade XX went down to the grass-roots level for investigation, there was a phenomenon of “looking at flowers on horseback and skimming the surface of the water”, which could not fully grasp the needs of the masses, and sometimes the problems they reflected were not solved thoroughly and timely enough.
At the same time, there are coping phenomena in individual learning, systematic learning theory is not much, learning the spirit of higher-level documents and speeches is sometimes not thoroughly understood, satisfying “speaking at the meeting” and “reading on the draft”.
Concentrate on thinking, integrate theory with practice, guide practice, and implement innovation is not much.
19． They do not pay close attention to theoretical study, and sometimes there is a phenomenon of taking the form and going through the motions.
20． The study of political theory needs to be strengthened.
21． Ideological and political work lacks timeliness, and the ideological and political work of teachers and staff is not rich in content and form; for example, the “three sessions and one lesson” of Party members is combined with the activities of grade groups.
． The ability to guide practice with theory needs to be further strengthened.
23． The integration of theory with practice is not close enough, the spirit of “squeezing” and “drilling” in learning is relaxed, and sometimes the work is based on experience, lacking rational thinking and overall grasp of some major issues related to the overall situation of development.
24． Theoretical study is not deep enough. The ability to guide practice
with theory needs to be further strengthened.
25． Although * * often organizes collective learning within the municipal Party committee team and formulates a sound learning plan, most of them mainly read documents and watch videos in a simple and traditional way, which fails to mobilize the enthusiasm of learning.
26． Comrade XX is influenced by the idea of seeking stability and security, and his innovative consciousness is bound invisibly. He is used to working step by step. His standards are not high, his innovation is not enough, and his methods are not many. He is satisfied with stability and no problems. He just wants to get by, not to get by hard. In terms of
theoretical study, they are satisfied with what they have learned in the past, have a little taste of new theories and business, lack systematic and in-depth thinking and understanding, and still do not do enough in combination with practical research work. Some research articles are even unwilling to write in person.
27． The integration of theory with practice is not close enough, and sometimes the work is based on experience, lacking rational thinking and overall grasp of some major issues related to the overall situation of development.
28． The initiative, consciousness and systematicness of learning are not enough, the consciousness of active learning and lifelong learning is not strong, the latest theoretical achievements of the Party such as Xi Jinping Thought on Socialism with Chinese Characteristics for a New Era are not systematically and comprehensively grasped, the understanding is not deep and thorough, and there are problems of half-understanding and half-tasting.
． Theory and practice are out of touch, and the Party’s innovative theory can not be well used to guide the actual work of XX.
30． Theoretical study is not comprehensive, systematic and in-depth. They do not have a deep understanding of the importance of
political theory learning, have pragmatism, use what to learn, study closely with their work, and do not learn if they are a little far away from their work.
31． In learning, they think that they have rich experience and experience, and gradually develop a relaxed mood in their minds, unwilling to learn and not good at learning.
32． The work guided by Xi Jinping Thought on Socialism with Chinese Characteristics for a New Era is not good enough, the combination with practical work is not close enough, and the creativity is insufficient.
33． The original works of the Party’s innovative theory are not enough, and they do not often learn the original works, read the original works and understand the principles.
34． Theoretical learning is not forward-looking, targeted and effective, and the combination of learning results and responsibilities is not enough.
35． Comrade XX’s work innovation is not enough, there is a gap in the concept of development, the mind is not emancipated enough, the concept needs to be updated, all work is satisfied with steady progress, no mistakes, the spirit of breaking stereotypes and overcoming difficulties is not prominent enough, the idea of doing work and grasping business lacks novelty, the effect of setting up typical examples and making brands is not obvious enough, and the pace of grasping construction and seeking development is not big enough. The momentum and stamina to create first-class and take the lead are still insufficient.
As the head of the unit, there are many relationships that need to be coordinated, and sometimes there is a phenomenon of private use of buses.
36． In peacetime, they devote more energy to their work and neglect the study of political theory to varying degrees.
． It is often what the superiors require to learn and what they need to carry out their work that they carry out targeted learning, which results in the lack of continuity, systematicness and comprehensiveness of theoretical learning and the failure to keep pace with the times to improve their political and theoretical literacy.
2. Carefully implement the decision-making and deployment and the resolutions and decisions of the Party committees at higher levels 38. The efficiency and quality of decision-making and deployment at higher levels need to be strengthened. In terms of
keeping up with the situation and tasks and implementing the deployment of superiors, although the quality can be guaranteed, they are basically on schedule, without new ideas, and can not accomplish the work creatively.
In some links, there are still phenomena that can not keep up with, slow and incomplete. They have a firm attitude
towards the policies of the central government and the public name of the decision-making department of the provincial Party committee, “the old secretary takes you to write materials”, but the action is not quick enough, the implementation is not comprehensive enough, and the effect is not ideal, especially when they encounter difficulties in the implementation, they should actively coordinate and find ways to overcome them.
39． The implementation of the reporting system is not standardized enough.
Dealing with major problems in work and problems beyond the scope of the functions and powers of the organizations at the corresponding level sometimes fails to report to their superiors in time because of special circumstances or emergencies.
The implementation of the irregular reporting system is not standardized enough, and it is not enough to report to superiors in oral or written form from time to time.
40． They are not familiar with the situation of cadres and the problems existing in the team, and they are not in place to help the county committee staff.
In the readjustment of cadres, there are phenomena of taking care of balance, seniority and accommodation, and the organizational principles are not adhered to enough. The use of
cadres is not scientific enough, innovative measures are few, sometimes only focus on villages and towns, do not consider comprehensive, do not pay attention to overall consideration.
41． There is no thorough understanding of the economic situation, no ideas on how to cultivate pillar industries, how to conserve key tax sources, and how to promote economic development, and no effective measures can be taken.
． There are not many ways to promote work, and they are helpless in the face of difficulties. They often feel that they do not know where to start and where to start, which is directly related to the lack of research and in-depth work.
43． The work is not thorough and accurate, especially the work plan to deal with unexpected public opinion lacks the corresponding mechanism, there is no perfect response measures, after the occurrence of problems, they are in a hurry and can not deal with them calmly, and some negative reports of public opinion are not dealt with effectively.
44． They are not good enough in selfless dedication, sometimes they are mixed with selfish thoughts in the depths of their thoughts, and there are some emotions of worrying about gains and losses, and so on.
In practical work, the service is not meticulous enough, the handling of the problem is superficial, sometimes it stays at the point of pointing out the problem, does not take the initiative to investigate the root cause of the problem, and seldom takes the initiative to think about drawing inferences about other cases from one instance and avoid it together.
45． Making decisions and tasks are sometimes divorced from reality. Understanding of the basic situation of the
* * is not deep enough, sometimes the work does not conform to the objective reality, does not conform to the law of reform and development, does not conform to the expectations of the people, often by subjective will to make decisions, or even only to settle one place at a time, resulting in “pressing the gourd to float”.
46． Their own decision-making demonstration is not enough, and the situation of implementing documents by documents and meetings by meetings still occurs from time to time.
47． The “three noes” problem is not effectively rectified. The phenomenon of
“non-specific, non-implementation and non-responsibility” still exists in some Party members and cadres to varying degrees.
Especially last year, in terms of work, you held a number of meetings and made many arrangements, but there was a lack of targeted and effective methods, and problems were widespread in the field, resulting in successive accidents.
48． Eager for quick success and instant benefit, the scientific concept of development is not firm.
Grasping the work hopes to achieve results as soon as possible, and the work that is easy to achieve results is vigorously promoted and the measures are hard, but the work that has a poor foundation and is difficult to achieve results in a short time is not well done and the measures are not effective. Although
the development has also been supervised by means of target tasks and on-site meetings, there are not many practical measures and the effect is not good.
The problem is that your concept of emphasizing the grass-roots level and laying the foundation is not firm, and there are problems in adhering to the scientific concept of development.
49． In the aspect of grasping reform and promoting development, we feel that there are deviations in view of political achievement, and there are problems of quick success, instant benefit and formalism.
I feel that Comrade XX is too quick in his work orientation, impatient, too sensitive to the current indicators and ranking, and anxious, angry and critical when there is a slight decline.
50． The work emphasizes form and big characters, lacks supervision and implementation, lacks patience to grasp it to the end, and has formalism.
As the executive deputy county head, he is busy all day long, struggling to cope with it, seldom goes to the front line of the project to solve problems, and basically does not go to the township level to understand the situation.
Especially in this work, there is no timely follow-up and supervision, resulting in missed opportunities this year. I think Comrade XX is unwilling to touch on contradictions and dare to shoulder insufficient problems. When I was working a
few years ago, you were very supportive of emancipating the mind, taking the initiative and mobilizing the enthusiasm.
But in the past two years, you have been more worried about emancipating your mind and letting go.
Therefore, I would like to take this opportunity to put forward to Comrade XX, hoping that Comrade XX will listen to more opinions, conduct more in-depth research on the system and mechanism, and properly handle and solve the problem of power relations.
52． The work style is not solid enough, and the investigation and research are not deep enough. Comrade
XX is busy with more routine work and does not spare enough time to investigate and study at the grass-roots level.
Most of the time, they accompany their superiors to conduct research, take the initiative to go to the grass-roots level to communicate with the masses face to face, and do not have a comprehensive grasp of the practical difficulties of the masses.
． The sense of communication and coordination is not strong enough. Comrade
XX can often report to the Municipal Committee, the People’s Congress, the CPPCC and other groups to communicate with the work of the government, but there are fewer opportunities for face-to-face exchanges with NPC deputies and CPPCC members.
54． There is a tendency of “seeking more stability and less progress”.
Sometimes the work enthusiasm is reduced and they are satisfied with the status quo; sometimes they are not active enough and there is a phenomenon of slack thinking.
55． Investigation and research are not deep enough, there are few investigations based on the overall situation, few targeted investigations, and there are phenomena of cursory observation and dragonflies.
56． There are problems of emphasizing quantity and neglecting quality in the investigation at the grass-roots level. There is not enough face-to-face and intimate communication
with grass-roots cadres and masses.
At the same time, most of the time, according to the arrangement at the grass-roots level, we look at some positive and good models, resulting in insufficient systematic and in-depth research.
57． In convening the meeting of the District Committee, it may be due to the tight time and heavy tasks, and the short time left for the members to study and prepare before the meeting, which leads to the lack of sufficient research and reflection on some issues, and the members can not put forward valuable opinions.
58． The efforts to implement major decisions are not enough, and the implementation effect of some work deployments that pay attention to grass-roots units and the masses is not obvious.
59． In the implementation of the decision-making and deployment of the central and provincial Party committees and provincial governments, the understanding, execution and creativity need to be strengthened, and there is a gap between the implementation of meetings by meetings and the implementation of documents by documents and the requirements of superiors and the wishes of the masses.
60． In peacetime, we pay more attention to specific work, but we need to strengthen the integration with the overall work, and the starting point of carrying out work and studying problems should be at the height of the overall situation.
． In terms of work, it is not enough to ask for instructions and report, and to win the support of leaders.
62． The awareness of planning work in the overall situation and the overall situation needs to be improved.
We should strengthen contacts, actively coordinate, effectively communicate, unite and cooperate so as to better carry out all kinds of work.
63． The awareness of the overall situation needs to be strengthened, and the implementation of the principles and policies of the central, provincial and municipal governments needs to be improved.
64． There are some problems in the promotion of key points, such as incomplete listening to opinions, impatience, emphasis on execution, and lack of quiet listening to good opinions.
65． To implement the decision-making of the central and provincial Party committees, sometimes there are still some problems, such as insufficient attention to detail, solid grasp and “one pole to the end”.
66． There is also a phenomenon of meeting to implement meetings and documents to implement documents.
67． There are still some problems, such as insufficient combination of practical research, low standing position, not far to see, tight front and loose back.
68． Sometimes, too much consideration is given to the local actual situation, emphasizing the objective conditions, and there is a pragmatic tendency of “walking around the red light and rushing around the yellow light”.
69． It is not enough to ask for instructions and reports on some daily work or work that they think is not very important, and there is still a certain degree of flexibility and compromise in their thinking and behavior.
70． There are some problems, such as insufficient combination of practical research, low standing position, not far to see, tight front and loose back.
． There is the idea of good humanism.
For the problems found in the work that cadres do not fill in personal matters truthfully, it is not particularly important to simply remind them to correct them. Subjectively, they think that they are all careless omissions. It is good to correct them. They can not bear to affect the growth of cadres because of omissions.
72． Lack of awareness of the importance of organizational life.
They regard organizational life as a routine, attach importance to formal participation, and fail to “integrate” ideologically.
73． The implementation of dual organizational life is not strict, and the participation in Party organization life is not standardized.
Specifically, the consciousness of participating in organizational life has been weakened. As a leading cadre of the team, he often takes busy work as an excuse and fails to participate in the organizational activities of the Party branch on time as an ordinary Party member. Even if he participates in the process, he does not consciously make demands as a leading cadre.
74． The application of the “four forms” is not enough. The new concept of
“putting discipline ahead” has not yet been firmly established, and has not yet embodied the requirement of putting discipline ahead of the law. We should aim at discipline, put discipline and rules ahead of the law, and change from “investigating violations of law” to “focusing on violations of discipline”.
75． Grasping early and grasping small consciousness is not very strong, and more reminders and corrections have been taken to the seemingly and tendentious problems of individual Party members and cadres, but the implementation of rectification has not been followed up in time, and strict management has not been achieved.
76． The implementation of the reporting system is not in place, and sometimes there are problems of not reporting in time or not reporting in some routine work, such as: sometimes there is the idea of “not causing trouble to the leadership” and “reporting after the problem is solved”.
77． Comrade XXX is usually busy with organ affairs and has little guidance at the grass-roots level.
Even if we go down to check, there are also phenomena that we can’t sink down, squat down and look at flowers on horseback.
When we encounter some difficult problems, we have the idea of “relying” on the higher authorities and “relying” on the subordinates, and we try our best to solve them on our own initiative.
Therefore, sometimes the work seems to be more passive, which directly affects the timeliness of solving some problems.
At the same time, in order to coordinate and promote the relevant work and strive for the attention, help and support of the business and funds of the jurisdiction, sometimes they also participate in the dinner invitation, which tolerates some bad atmosphere to a certain extent.
78． The implementation of democratic centralism is not in place, the implementation of “three-fold and one-big” is not in place, and some important matters are not submitted in time.
79． Personal matters are not reported in time, personal matters are not reported to the discipline inspection and supervision organs actively and actively, the superiors do not request, and they do not take the initiative.
80． In his specific work, Comrade XX has more requirements for his subordinates and subordinates and less direct follow-up guidance. Sometimes he is satisfied with the opening of meetings and the issuance of documents, but does not grasp them to the end. He lacks the style of stepping on stones to leave marks and grasping iron marks, which leads to the inadequate and inaccurate implementation of the Party Committee’s intentions and deployment, and the terminal effect tends to be distorted. As a result, some common problems have been repeatedly investigated and corrected.
In the process of duty, the exemplary role is not obvious, when law enforcement is on duty, most of them play the role of supervision and guidance, and their own participation and charge are less.
81． The documents issued above and the instructions given by the main leaders are basically implemented in accordance with the actual situation of the region and the unit.
82． There are deviations in ideological understanding, lack of systematic study of the Party Constitution, Guidelines and Regulations, and failure to “internalize and externalize” political discipline and rules. Sometimes they think that they only need to keep in line with the Party’s requirements in ideology and action, ignoring that as a leading cadre of Party members, they should take the lead and practice by example.
3. Be loyal and honest to D and not be a two-faced person 83. Political acuity needs to be strengthened. Under the
new situation, how to better safeguard the image authority of the Party, publicize the Party’s policy propositions and consolidate the ruling foundation of the Party is still not deeply studied, and the complexity of the ideological field lacks the necessary vigilance and discrimination, and the negative impact of individual negative comments or negative remarks in society is not fully recognized and resisted. They believed that as long as they did not echo or forward, they did not resist or promote positive energy as a leading cadre of Party members.
84． The organizational concept needs to be strengthened.
Adhering to democratic centralism is not enough. Although we can adhere to the implementation of the rules of procedure and pay attention to giving full play to collective wisdom, sometimes we do not reserve enough time for comrades to study in depth because of the arrangement of more topics, the tight time, or the one-time meeting of more documents, which objectively results in some decision-making matters not being thoroughly discussed.
Some of them do not have a strong sense of discipline, do not like to participate in the activities arranged by the organization, and do not accept the education of the organization and the supervision of the masses modestly.
85． Ideals and beliefs are not firm enough.
Some of them relax the transformation of the “master switch” of world outlook, outlook on life and values because of their busy daily work, and have subjective thinking that it is better to grasp ideas than to grasp concrete work, and that it is better to grasp self-cultivation than to grasp direct action. It neglects the necessity and urgency of inheriting and carrying forward the Party’s fine traditions of hard struggle, seeking truth and pragmatism, which leads to the phenomenon that ideals and beliefs are not firm enough.
86． Self-discipline standards need to be improved.
Some pay more attention to personal gains and losses, for the work that does not belong to their own charge, they can ignore it as far as possible, and they have nothing to do with themselves. When they should be reminded, they are not reminded in time because of the situation, and when they should express their opinions, they seldom say anything. They always feel that their different opinions will embarrass others and worry about losing face.
． Be more responsible to your superiors than to your subordinates.
In peacetime, it is limited to serving the leaders well, guaranteeing them well, serving the organs and grass-roots units seriously insufficiently, thinking insufficiently in the overall situation and promoting the social development of the county, and putting forward few constructive suggestions for the main leaders of the county committee.
88． Lack of dedication, always think that they have more tasks, suffer losses, talk about conditions, talk about prices, lack of dedication.
89． There is slack mood in work, lack of initiative, and the phenomenon of pursuing ease and enjoyment in life. Lack of
energy, real action, practical action is not enough, always want to have a certain qualifications, work enough for so many years, the age is not small, enjoy it.
90． The principle is not strong, and there are caring and greeting phenomena for relatives and friends.
91． There are many face-saving cases, which are handed over by the authorities, approved by the leaders and transferred by the letters and visits Bureau, and the problems reflected by the petitioners are not paid enough attention to and handled in a timely manner.
92． The implementation of the work is not specific and in-depth, accustomed to being a setter, and the innovative consciousness is not enough to carry out the work.
93． Have the idea of good humanism. In
their work and life, they are reluctant to touch on deep-seated contradictions for fear of offending people.
Dealing with things is more “smooth” and friendly. Hello, hello, hello. Long
working hours, better handling of interpersonal relationships, fear of hurting feelings when carrying out work, can not let go of hands and feet.
94． In the past, he had the idea of good humanism and was accustomed to “planting more flowers and fewer thorns”, leaving half a sentence on his lips and engaging in unprincipled “harmony”.
． With the idea of “good old man”, the team management is strict and soft-handed, the punishment is not effective, and the shortcomings are protected.
The education and management of cadres are not tight enough, and some management measures are implemented in documents and texts. Although the procedures are complete, the lack of restraint on cadres leads to problems for cadres.
96． The principle is not strong, and they care about personal gains and losses.
In my opinion, you are afraid of offending people in the fields, departments and units you are in charge of, and you are not strict with the management of the team and the team until serious problems arise. The management of
cadres and the construction of their style of work are too soft to be observed.
97． You still have the idea of grandiosity and success in your work, and there is a tendency to report good news and not bad news in your work. Sometimes when you make some achievements in your work, you are eager to report instead of following up and summarizing in time. All
these reflect the problems of your party spirit and principle.
98． Do average care.
As the executive deputy county head in charge of finance, it is right to give overall consideration to the arrangement of funds, but sometimes it ignores the differences between the needs of departments and grass-roots units, and occasionally engages in equalitarianism in the arrangement of financial funds.
99． The United Front work has not fully brought into play the political advantages of gathering people’s hearts and strength.
We should conscientiously coordinate the contacts between various units within the system and contribute to stability and unity.
100． Consciousness of hardship and innovative spirit are not enough.
We should constantly improve our working methods, improve the quality of our work, do more in-depth and forward-looking thinking, and serve the people wholeheartedly.
101． The enterprising spirit needs to be further improved.
Sometimes they are satisfied with routine work and tasks assigned by leaders, and their enterprising spirit and enthusiasm for creative work need to be further improved.
． Comrade XX is conscientious and responsible in his work, dares to grasp and manage, and has strong execution ability.
But sometimes at the mercy of the work, we attach great importance to the work that the main leaders are concerned about, and we do not exert enough effort on some work. We need to continue to strengthen the implementation of the
“three sessions and one lesson” system.
103． There are problems such as inadequate exercise of Party spirit and unconscious theoretical armed forces, mostly based on the content arranged by the learning organization, measuring the learning effect with the number of notes, writing learning experience without seeking quality, and not thoroughly internalizing and externalizing the cultivation of Party spirit.
104． There are good news and not bad news. When reporting
to the higher authorities and leading comrades, we should talk more about achievements and bright spots, less about problems and shortcomings, hope to be recognized by the higher authorities, and dare to expose shortcomings and ugliness.
105． Compliance with political discipline needs to be strengthened.
There is a lack of political vigilance on some sensitive issues.
106． Comrade XX pays more attention to the process than actual effect in the implementation of the work deployment of his superiors. The phenomenon of meeting implementation and document implementation still exists. The inspection work at the grass-roots level focuses on checking accounts, meeting records and personal notes. For each work carried out, he pays more attention to the publicity effect, often emphasizing information manuscripts and briefings. To a certain extent, the lack of specific implementation and effectiveness has resulted in the orientation of emphasizing form and neglecting content, which has increased the burden of grass-roots units and affected the effectiveness of work.
107． Guiding and urging Party members and cadres to consciously study the Party Constitution, implement the Party Constitution and firmly establish the concept of organizational discipline still needs to be strengthened. The study of the provisions of the system of building a clean and honest Party conduct is not systematic enough, and the efforts to supervise the implementation need to be further strengthened.
108． Political discrimination needs to be improved, and there are weaknesses in the education of Party members, especially in the examination and control of new Party members, and insufficient attention has been paid to the understanding of religious beliefs.
． They like to talk about people behind their backs and do not point out problems face to face.
110． It is not enough to criticize, stop and deal with the unorganized and undisciplined behavior in the cadre ranks, such as not talking face to face, talking behind the back, not talking at the meeting and talking after the meeting.
111． Discipline enforcement is sometimes lax.
Sometimes considering the age, working for a lifetime, this is the last stop, do not want to offend more people, when dealing with problems on the low not high.
112． After XX Comrade held the post of XXX, he lacked enterprising consciousness and innovative spirit, and relaxed in thought. It is not enough to
go deep into the grass-roots level, and it is not enough to grasp the situation at the grass-roots level. Although I often go to the grass-roots units to investigate, it is not comprehensive to understand and grasp the voice of the grass-roots masses, and there are few ways and means to guide and promote the development of XX.
For some work, we are satisfied that the meeting has been held and deployed, but as for the progress, the difficulties and the implementation, there is a lack of focus and continuous inspection and supervision.
113． Ideals and beliefs are sometimes confused.
There is the idea of “ship to dock, car to station”, which holds that people who want to retire should leave the lofty ideal of communism to later generations, and relax the transformation of outlook on life, world outlook and values.
114． The working methods are simple, lack of creativity, have the tendency of “borrowing”, the thinking is not wide enough, the level is not high enough, such as: how to learn from other people’s good experience and good practices is not enough, sometimes there is a phenomenon of copying and copying mechanically.
115． Although people do not engage in face-to-face and behind-the-scenes, due to the special nature of the Discipline Inspection Commission and the need for confidentiality in handling cases, in the stage of discipline review, all the contents involved in the case are not truthfully reflected to Comrade XX, and sometimes even the main leaders simply report, there is a phenomenon of “two-sided people”.
． In the process of discipline supervision, there is a phenomenon of being a good old man and hindering the situation.
117． In view of the new situation and new problems faced by the anti-corruption struggle, the research is not thorough. In judging the situation,
we will not fully estimate the seriousness of corruption and fully recognize the extreme importance and urgency of promoting the construction of a clean and honest Party style and the struggle against corruption.
118． There is a “principle of proximity” in Comrade XX’s visits to grass-roots units, less in-depth visits to remote grass-roots units, more criticism of grass-roots work and grass-roots cadres, and less substantive measures.
119． The idea of seeking stability and fearing chaos is heavy, and the idea of “not seeking merit, but seeking no fault” is held for the work arranged by the superiors.
Four, take responsibility for overcoming difficulties 120. In some work, the spirit of responsibility is insufficient, and there are not many measures and methods to implement them. The phenomenon of implementing meetings by meetings, documents by documents and speeches by speeches still exists to a certain extent.
Sometimes there is still the idea of “seeking no merit but no fault”, and there is a phenomenon of spiritual slackness in the work. Some work only seeks to get by, not to get by hard, and relaxes the requirements of self-purification, self-improvement, self-innovation and self-improvement. Sometimes there are still some problems among the members of the
team, such as unclear orientation of leadership and coordination, insufficient mutual cooperation and support, too much emphasis on management, insufficient concern for affairs not in charge, and lack of overall synergy.
121． The real and tough measures are not strong. They
are accustomed to sitting in the office for remote control command, telephone instructions and document guidance, and are not strong enough to solve the problems in their respective fields.
． There is the idea of seeking stability and fearing chaos. The enthusiasm for
entrepreneurship has been weakened, and there is the idea of seeking stability.
Some leading cadres do not have a strong sense of enterprise in their work, their ability to guide innovation needs to be improved, their ability to coordinate and plan scientifically is lacking, and sometimes they are unwilling to face difficult things, dare not face contradictions and difficulties directly, do not have enough in-depth research on some major issues, and do not have many new ideas and measures to solve difficult problems.
Some leaders are not enthusiastic enough about learning new knowledge and new things. They are accustomed to doing things by experience. They have been confined to old methods and routines. They seldom consciously improve their working methods and optimize their working methods for specific problems. They lack new ideas and bright spots in their work.
123． There is a wait-and-see mentality. The sense of urgency to
promote development is not strong enough, some work is only to get by, not to get by hard, and work efficiency needs to be improved.
Work initiative and initiative need to be improved, although they can fulfill their duties and complete their work with high quality, but in the face of more difficulties and multiple pressures, there are some problems, such as bypassing difficult problems, insufficient initiative to tap their own potential, and being satisfied with passing the customs.
Innovation consciousness and innovation ability still need to be strengthened, innovation consciousness is insufficient, facing the problems caused by objective conditions, they are accustomed to using passive “depending on others” instead of “actively creating favorable conditions”; innovation ability needs to be improved, in-depth research on new problems and new situations is insufficient, and they are accustomed to sticking to the old ways and platitudes.
124． There are deviations in the view of political achievement, which revolve around the baton of the superiors, attach great importance to the superiors, attach great importance to them, pay close attention to them, have strict requirements and great efforts, but have relatively little control over other work, and even have the phenomenon of generalization.
125． Comrade XXX is not forward-looking, instructive and targeted enough in some central work, sometimes his style is not solid enough, and his guidance to the grass-roots level is not in place.
We hope to further strengthen the inspection and guidance at the grass-roots level in the future, and promote our city to achieve better results in poverty alleviation, investment attraction and other aspects.
． It only pays attention to urban construction and industrial development, but ignores agricultural efficiency and farmers’ income; it only pays attention to output value and tax revenue, but ignores the sustainability of development, and does not strictly control the projects in industrial agglomeration areas, resulting in the phenomenon of emphasizing quantity and neglecting quality.
127． The thunder is loud, the rain is rare, only for quantity, not for quality.
128． Comrade XX, as a deputy secretary, equates himself with an ordinary member of the team in practical work and does not play a leading role enough, which is actually a manifestation of low working standards.
In peacetime, they are only busy with their own work, take the initiative to help the Secretary of the county Party committee to plan major events and make suggestions, and lack the sense of sharing worries and the spirit of responsibility.
129． The consciousness of actively considering work and actively serving the overall situation is not enough.
In peacetime, there are more meetings and entertainment for the county magistrate, less help for the county magistrate to plan major events, less ideas, and the phenomenon of pushing major events to the county magistrate.
130． Less passion, more twilight.
Young, like an old man, he only wants to push when he encounters difficulties, and lacks the courage to take responsibility.
131． Departmentalism is serious, and the arrangement of county committees always emphasizes their own work, sometimes pushing out, sometimes not doing their best, stressing conditions, bargaining, weak sense of organizational discipline, and weak sense of serving the overall situation.
132． There is a fear of difficulties in the reform.
For deepening the reform in an all-round way, we should consider more interests in all aspects, be afraid of encountering resistance and bringing trouble, so that we overestimate the difficulties of reform, and be timid in reform.
133． The research work is not in-depth, the style of work is floating, pushing up and handing over to each other, resulting in inadequate implementation and scaffolding of work.
． The responsibility is not enough, the experience is insufficient, and we need to make up lessons, but subjectively speaking, the consciousness of taking the lead is not strong.
135． Grass-roots experience is insufficient, there is a style of work of the organs, sometimes feel that their experience is rich, they are seldom grounded, lack of integration with township and Bureau committees, less communication, and can not integrate with XX comrades.
136． Spirit is insufficient, peaceful and stable, work requirements are not strict, innovation is not enough, there is no bright spot. There are more passive
work and less active innovation. They responded positively
to the work arranged by their superiors, but they did not take the initiative to innovate enough, did not study and think about the actual work of the organization in order to break through, and had the idea of laziness.
137． To deal with the stable work of letters and visits, to deal with the existence of the masses of letters and visits can be pushed, can hide, often a batch of hands, to see the masses of letters and visits, especially the old letters and visits, difficult households feel upset, stiff words, simple methods.
138． Lack of responsibility, sometimes they fall well and hand in contradictions. When
things happen, we should talk about objectivity and conditions. When we meet things at work, we say that it is too difficult to solve this problem, and we have not found the combination point of how to do a good job subjectively.
139． Say more, do less, remote control command more, practice less, accustomed to be a “hands-off shopkeeper” and a “setter”, the position is high, but the style is empty.
140． The revolutionary will has declined and the spirit of struggle has obviously weakened.
Since last year, I feel that you have the idea of being discouraged, lack of momentum to break through yourself, and have a tendency to seek stability and fear chaos. As such a large and underdeveloped city with a large population,
your responsibilities and pressures are clear and understood by everyone.
But how much impact will your slackness, your lack of momentum, your fear of chaos and stability have on the combat effectiveness of the team, and on the enthusiasm of cadres and masses to start their own businesses? It is hoped that Comrade XX will attach great importance to
these problems, raise his spirit, be full of passion and vitality as in previous years, and set a good example for others.
141． Energy is lax and sense of responsibility is degenerate.
According to my observation, with the change of your position, your energy is obviously insufficient, and you lack the courage to “open roads in every mountain and build bridges in every water” in your work.
Sometimes the work stays on the simple arrangement and deployment, lacking the perseverance to stick to one pole to the end, lacking the promotion of how to properly solve some deep-seated contradictions and problems that restrict the development of enterprises, and lacking the initiative to share the worries and solve the difficulties for the Municipal Party Committee.
142． Comrade XX, as the Organization Minister of the Standing Committee, is very active and active in his work, with ideas, methods and results.
However, the education of individual rural Party members still needs to be further deepened, hoping to further emancipate the mind, innovate working methods and work boldly in future work.
143． Some livelihood projects are not in place. Although Comrade
XX can do a good job of people’s livelihood in good faith and implement the people’s livelihood policy to the letter, and in some people’s livelihood projects and projects, although he can go to the field to inspect and listen to the progress report, the supervision and inspection work has not been regular.
144． The spirit of responsibility is not enough. Comrade
XX, you still have the idea that you are unwilling and afraid to supervise the members of several major groups in the city for fear of affecting unity.
Sometimes, even if we talk about problems, we always weigh them again and again beforehand, and try our best to speak tactfully and implicitly, so as not to deter and restrict the other party.
In terms of disciplining and handling cases, we always feel that it is not easy to train a cadre organizationally. If we can punish him less, we will punish him less, and if we can not punish him, we will not punish him. This aspect should be seriously improved in the future.
145． Lack of sense of responsibility, due to human face, work can not open up the situation.
． Encounter things can hide, can avoid, used to shift the responsibility to the superior leadership, big and small things hope to shift to the leadership, by the leadership to make decisions, let the leadership make decisions.
147． Comrade XX, as the Secretary of the Party Committee, is not strong enough in leading the Party Committee to overcome difficulties and break through the bottleneck problems that restrict the construction and development of XX. As the “head of a class”, he sits in the office and listens to reports more, and goes deep into the grass-roots units to investigate and think less.
Have the idea of quick success and instant benefit, always want to produce bright spots and experience as soon as possible for some work, although some work planning is not thorough, implementation is not in place, only part of it has been done, but connives at subordinates to sum up experience and refine bright spots, there is a phenomenon of armchair strategist, behind closed doors, focusing on information ranking, ignoring the actual effect.
148． Sometimes when Comrade XX has a little more work at hand, his temper is a little impatient and his attitude is not kind enough. If he encounters problems that need to be explained repeatedly, he appears impatient and does not adjust his mood reasonably, which leads to a sense of distance among some cadres.
In peacetime, there is less communication with grass-roots people and less heart-to-heart talk with grass-roots cadres. Sometimes, there is a phenomenon of “strict lower but not strict upper”. There is not enough effort in XX safety management, and there is a lack of scientific, reasonable and relaxed management methods.
149． The implementation of the work is not enough, and the specific work is not meticulous enough: the specific work plan is sometimes not implemented for one reason or another, which greatly reduces the effectiveness of the work.
Emphasis on results rather than process requires more arrangements and urges inadequate implementation.
Sometimes it is made out of thin air, feels good, and ignores process management.
150． Lack of responsibility, sometimes they fall well and hand in contradictions. When
things happen, we should talk about objectivity and conditions. When we meet things at work, we say that it is too difficult to solve this problem, and we have not found the combination point of how to do a good job subjectively.
151． Work is satisfied with old experience and old methods, only to get by, not to get by hard, and the standard of work needs to be further improved.
． Some comrades lack the spirit of responsibility and dare not confront some “old and difficult” problems. The work is satisfied with the status quo, there is the idea of “ship to dock, car to station”, and the officers lack passion.
154． The sense of responsibility is weakened, the work is only the next task, the burden, the change of decentralization, thinking that what they arrange is the implementation of cadres and workers, and they do not take the initiative to work with you to study and solve problems.
For example, the leading group set up to promote the construction of market towns only held a meeting when it was established, and did not play its due role in planning the construction of XX.
155． Dare not take responsibility, dare not touch hard.
Spirit is slack, accustomed to old experience and methods, pioneering and enterprising consciousness is weakened, lack of initiative and creativity in planning work, do not think actively, think of ways and ideas, report more problems, put forward fewer countermeasures and suggestions.
156． They dare not innovate their working methods for fear of causing new troubles, weaken their own efforts, and only act as “instructors” instead of “fighters” in some work.
For example, in the management of the staff around us, especially the Party and Government Office and the Party Construction Office, the criticism of the mistakes in the work is not in place.
157． Fear of difficulties and lack of spirit of responsibility. After
some work arrangements, they do not guide and analyze the difficulties and problems in the work, but only want the results. They have less heart-to-heart talks with cadres and understand the ideological work of cadres. They only focus on arranging the work. The situation of emphasizing the use of cadres and workers over the management is prominent. Some work ideas are not unified, and the work has not formed a joint force.
158． Lack of initiative spirit, sometimes work divorced from reality, do things by experience, only pay attention to arranging subordinates to do work, when they throw away the shopkeeper, resulting in the work in charge of the business is not familiar, the situation can not be grasped.
． As the Secretary of XX Party Committee, Comrade XX often did not get rid of the old routine of making plans, reading documents, reading articles and inviting people to give lectures in organizing the study of the team, and did not organize the members of the team to analyze and study thoroughly and meticulously, which led to the fact that some Party committees could not understand the content of the study thoroughly and clearly, and the learning effect was not good.
For some seemingly tendentious problems that violate XX rules and regulations, they only focus on education, do not dig deep into the root causes, take strict management and punishment measures, and have certain human thoughts.
Without a clear understanding of the truth that “strict is love and loose is harmful”, some weak links in team management can not be effectively rectified.
160． They dare not take on the responsibility, lack of innovation, and lack of sensitivity to the difficulties and focus issues in the project construction. Lack of systematicness, scientificity and foresight
in thinking, decision-making and dealing with problems, simple working methods, more imperative arrangements, less patient and meticulous guidance and persuasion, fear of accidents in work, fear of taking risks, unable to let go of hands and feet.
161． In grasping some central tasks, the foresight, guidance and pertinence are not strong enough, sometimes the style of work is not solid enough, and the guidance for grass-roots units to overcome difficulties is not in place.
162． There are not enough measures and methods to solve the key and difficult problems in organizational work, and there is not enough effort to summarize, refine and publicize some good experiences and good practices in Party building work.
163． The revolutionary will has declined and the spirit of struggle has obviously weakened.
They have the idea of being discouraged, lack the momentum of self-breakthrough, and have the tendency to seek stability and fear chaos.
164． It is not enough to fulfill the responsibility of leading the team. The requirements for
cadres are not comprehensive.
165． Energy is lax and sense of responsibility is degenerate.
With the change of your position, your energy is obviously insufficient, and you lack the courage to “open roads in every mountain and build bridges in every water” when you work in XX.
Sometimes the work stays in a simple arrangement. In terms of
deployment, there is a lack of perseverance to stick to the end.
． Lack of sense of responsibility. During his
tenure as XXX, he neglected the management of XX department and lacked the spirit of being tough and daring to grasp and manage, which led to the occurrence of some violations of law and discipline in XX and affected the team building.
167． There is a desire for quick success and instant benefit.
They just want to do more, get quick results, and lack long-term thinking.
168． The “tiger” spirit is not enough in the work. There is a phenomenon of losing leniency and softness in
bold management, which leads to insufficient implementation.
169． Take the lead in XX work. Although we have studied a set of methods and established a working system, there are still many specific tasks that have not been implemented at the implementation level.
It is suggested that we should work freely, manage boldly and implement vigorously.
170． I think there is a problem that we are unwilling to touch on contradictions and dare not take on enough responsibilities.
171． The sense of innovation is not strong.
To solve the problems of economic and social development, especially the problems left over by history, the bottlenecks of industrial development and the key livelihood problems, we should further expand our thinking and innovate our work measures.
172． The enterprising spirit needs to be further improved.
Sometimes they are satisfied with routine work and tasks assigned by leaders, and their enterprising spirit and enthusiasm for creative work need to be further improved.
173． The spirit of responsibility is not enough. You still have the idea that you are unwilling and afraid to supervise
the members of several major groups in the city for fear of affecting unity.
Sometimes, even if we talk about problems, we always weigh them again and again beforehand, and try our best to speak tactfully and implicitly, so as not to deter and restrict the other party.
． In terms of enforcing discipline and handling cases, I always feel that it is not easy to train a cadre organizationally. If there is less punishment, there will be less punishment. If there is no punishment, there will be no punishment. In this respect, we should recognize 175 in the future. The idea of seeking stability and fearing chaos is heavy, and the idea of “not seeking merit, but seeking no fault” is held for the work arranged by the superiors.
Five, correcting the “four winds” does not stop 176. Bureaucracy still exists in some aspects. It is not enough to
take the initiative to investigate and study at the grass-roots level, to communicate directly with the grass-roots people, and to understand their wishes and demands face to face.
The problems reflected by some people are more transferred and handed over, less directly investigated and dealt with, more arranged for other comrades to handle, and not enough to go deep into the front line in person. There are more tasks to be deployed to the
grass-roots units, more requirements to be put forward, and less sincere consideration and help to solve practical difficulties for the grass-roots units; there are more dispatches to the grass-roots work, more reports to be listened to, and less follow-up guidance.
177． There are deviations in the view of political achievement, which revolve around the baton of the superiors, attach great importance to the superiors, attach great importance to them, pay close attention to them, have strict requirements and great efforts, but have relatively little control over other work, and even have the phenomenon of generalization.
178． Greedy for foreign things, urban planning is divorced from reality and wastes resources.
179． In the process of urban demolition, in order to make an image and effect quickly, let the leaders see the achievements and get a good impression, some of them require that the demolition task must be completed within a few days before the prescribed demolition time, ignoring the feelings of the masses and the difficulties of cadres’work, so that grass-roots cadres do not have enough time to do detailed ideological work for the demolition households.
180． The personality is too straightforward, sometimes the personality is too publicized, and sometimes it is a little incompatible with personal identity and organizational image.
． The mass consciousness and grass-roots consciousness are a little weak, sitting in the office more, going down less, going deep into the grass-roots research work less, and having the idea of being afraid of cold in winter and hot in summer.
182． Grasping the work is not solid, not in-depth, shallow taste, often what the leadership arranges to do, lack of initiative, not enough partial pressure for the county magistrate.
Sitting in the office to listen to more reports, to the front line to solve problems, on-the-spot supervision is not enough, the lack of a thorough grasp of the “nail” spirit.
183． The concept of purpose needs to be strengthened and the sense of service needs to be improved. It is not enough to take the initiative to serve things that
are not within the scope of responsibility.
Comrade 184XX loves to criticize people, often criticizes people, does not talk about methods, does not talk about occasions, and does not consider the feelings of others.
Criticism often turns into criticism, especially when there are mistakes in work, instead of giving comrades an example, investigating the causes and root causes, it is a way of reprimanding or even criticizing with sticks, which aggravates the psychological burden of comrades.
185． Comrade XX lacks affinity. As a monitor, he is too strict and difficult to approach in front of the members of the team. He seldom communicates with his subordinates and can not hear the real situation, which is not conducive to scientific decision-making.
186． Comrade XX has not gone deep into the grass-roots level, the masses and the front-line investigation and research, and has not done enough to think, make decisions and do things from the standpoint and perspective of the masses.
187． In the past, Comrade XX was keen to participate in some unnecessary festivals, forums and opening and completion ceremonies, which objectively contributed to the unhealthy trend of formalism.
Some comrades have also made self-criticism on specific issues such as “human consumption” and eating and drinking with public funds.
． Comrade XX’s bureaucratic style is obvious.
You think you are senior, experienced in politics, subjective in looking at problems and making decisions, self-centered, and sometimes stubborn. He did not want to listen to too many explanations from others in his
research work, so he interrupted directly without waiting for other comrades to finish.
In arranging and promoting work, we should pay attention to the authority of “top leaders”, and often emphasize that we should work according to our own requirements and progress, which gives people a strong feeling.
For example, these problems show that you have the “will of senior officials” in your bones and have an obvious bureaucratic style.
I hope that in your future work, you will enhance your democratic consciousness and listen to other people’s opinions so as to make your decision-making more scientific and feasible.
189． Formalism is serious.
In your work, you have the problems of building momentum, ostentation, scale and superficiality, especially when there are many meetings, the cadres of districts, counties and departments are tired of coping with them.
In some work arrangements, there are unrealistic problems.
For example, this shows that you have formalism in promoting your work, and even do not act according to objective laws.
I hope that in your future work, you will proceed more from reality, listen more to the opinions of the grass-roots level, and use practical measures to promote development. There are problems
in implementing the Party’s scientific concept of development.
It is reflected in the one-sided pursuit of “outstanding achievements” and image projects. In
our work, we should pay attention to the visible and brilliant work, especially to the projects with large investment and quick results, and pay less attention to the work of laying the foundation, benefiting the long-term and slow results.
190． Opposing the “Four Winds” and changing the style of work are not in place.
First, Wenshan Huihai has not been fundamentally eliminated. There are
still problems of implementing meetings by meetings and implementing documents by documents. There are too many city-wide meetings, especially those attended by the main leaders of district, county and municipal departments. The main reason is that you have formalistic ideas and feel that problems can not be solved without meetings. As a result, we do not have more time and energy to go deep into the grass-roots level, the reality and the masses. Carry out the work well.
191． Measures against the “Four Winds” are not effective.
In investigating and dealing with the “Four Winds” issue, some units and individuals are soft-hearted and ineffective in investigating and dealing with it, which leads some cadres to think that the construction of style of work is just a gust of wind, which has never been paid attention to ideologically, and has not resolutely curbed violations of rules and regulations, resulting in repeated cases of violation of discipline against the wind.
192． Paternalistic. Criticism
of cadres sometimes does not pay attention to the way, straightforward, more criticism, harsh tone, heavy words, often always say, scaring many cadres, including the main leaders of some departments afraid to report work face to face.
193． Some work is not solid enough.
Although several inspections have been carried out on violations of the spirit of the Eight Provisions of the Central Committee and the “Four Winds”, the phenomenon of illegal eating and drinking still exists in individual units.
Moreover, the staff of some units are inefficient, do not do things without giving benefits, and do things in disorder without giving benefits.
As the Secretary of the Discipline Commission, we must organize and carry out special rectification actions in depth, insist on long-term and regular efforts, comprehensive management and multi-pronged approach.
194． Not enough attention has been paid to the work of letters and visits.
Although they can handle the difficult cases of letters and visits personally and take the lead in setting an example, they do not care enough for the people with difficulties in letters and visits.
195． Innovation consciousness is not strong, work motivation is insufficient, satisfied with old experience, not good at summarizing and improving.
196． They are satisfied with the status quo in their work, do not actively pursue higher and better performance, and are slack in their thinking and spirit.
197． They are satisfied with the old experience and methods, accustomed to the old set and framework, lack of innovative consciousness and motivation. After the formation of
a working idea, they are accustomed to this way of work and lack of innovation momentum.
198． Close contact with the masses is not enough, visits to the masses are few, they can not place themselves among the masses, and they can not really integrate with the masses.
． The implementation of the work is not specific and in-depth, accustomed to being a setter, and the innovative consciousness is not enough to carry out the work.
200． I often judge others, and I don’t realize that I have a lot of problems.
When things happen, they often do not look for shortcomings and faults from themselves. Sometimes, on some issues, they deliberately emphasize objectivity and others. They never look at what problems and faults they have and cultivate their own shortcomings.
201． Grasp the work to the end, manage too much and too carefully, think that only oneself can rest assured, and can not rest assured of other comrades.
202． Comrade XX is in charge of XX business, sometimes for business needs, to deal with the relationship with various party and government organs, in reception, in order to show sincerity, show face, not “impolite”, there are certain over-standard arrangements. In
daily work, we have more contacts with grass-roots leaders, less heart-to-heart talks with the masses, less timely and comprehensive direct listening to the opinions of the masses, less help the masses solve practical difficulties, less detailed understanding of the different living conditions of the masses, and no real integration with the masses.
203． When presiding over the work of the meeting, the work efficiency is not too high, the meeting time is too long, and the topic is not very focused.
204． Lack of affinity, as a monitor in front of the team members is too strict, difficult to approach, little communication with subordinates, little communication, can not hear the real situation, is not conducive to scientific decision-making.
205． Sometimes the working methods are not appropriate enough, especially when communicating with colleagues, sometimes they are not methodical enough, and the importance of the art of doing things is not recognized enough.
． Although they can complete their tasks according to the requirements, the quantity and quality are not organically combined, and the standard of work is not high enough.
207． They are divorced from the masses and alienated from the grass-roots level, have the idea of avoiding contradictions, and reflect on their own sense of serving the people and being responsible to the people.
208． The will of hard struggle is reduced and the spirit of responsibility is not enough.
209． Pay attention to face and ostentation in official activities, sometimes there is a phenomenon of exceeding standards and specifications, reflecting on the breeding of extravagant and wasteful thinking, and weakening the idea of living a tight life.
210． Formalism exists in investigation and research, following the prescribed line, listening to reports and giving instructions.
211． It is not enough to contact the masses and listen to opinions in places where there are many difficulties and contradictions.
212． There are deviations in view of political achievement, which attach more importance to local interests than to overall interests, and to short-term effects than to long-term interests.
213． Work deployment is too much, implementation is not enough, satisfied with meetings and documents, lack of follow-up, supervision and implementation.
214． Organizing and carrying out activities are satisfied with the lively scene, but the actual effect is not good; they are busy with a mountain of documents and a sea of meetings, and fail to implement the key and difficult work.
215． It is not enough to adhere to democratic centralism, listen to different opinions and engage in “one voice”.
216． Grass-roots research is not enough to go deep into the masses and solve specific problems.
． There is “the will of senior officials”, who do not pay attention to ways and means of speaking, and who criticize people without speaking about occasions and without mercy.
218． They are accustomed to giving orders, making too many demands, but not enough implementation; some people rely on their experience to do things, listen to more reports in the office, and go to the front line to find out the truth less.
219． The spirit of hard struggle is declining, and the working and living treatment beyond the prescribed is enjoyed safely.
220． In the aspect of extravagance, the sense of diligence and thrift is not strong, the face and ostentation in official reception are good, and there are excessive standards and extravagance and waste. The number of participants in organizing festival and exhibition activities is too large, the layout of the scene is too large, the cost is more, and the effect is general.
222． There are some problems, such as the ineffectiveness of going out for investigation, attracting investment and going abroad for official business, the large number of accompanying personnel, the large scale and the large expenditure.
223． They regard personal promotion and honor as more important than cause of the Party and the people, are unwilling to sacrifice their personal interests for upholding their ideals, and dare not face up to contradictions and fight against unhealthy tendencies for upholding their ideals.
224． With the promotion of their posts, they have been sitting in the office for a long time, far away from the grass-roots masses, less closely connected with the masses, and less personal feelings about the suffering of the masses and the pain of the people, so that the feelings of the masses are somewhat alienated and the position of the masses is somewhat shaken.
225． Due to the weakening of the sense of purpose, the arrangement and implementation of the work did not proceed from the interests of the masses, and did not really sink down to solve the practical problems of the masses.
． Faced with the impact of some unhealthy atmosphere, decadent ideas and unreasonable phenomena, the lack of determination, the passion originating from lofty ideals at the beginning of joining the Party has declined, with more worries about advance and retreat, gains and losses, reputation and reputation, and less party spirit cultivation and firm beliefs.
227． Grasp the work eager for quick success and instant benefit, eager for success, greedy for big and fast, work heavy face, light inside 228. Some comrades do not go deep into the grass-roots level and the masses to listen to opinions enough, resulting in some decisions inconsistent with reality. There are deviations in view of political achievement, a tendency to pursue GDP and ranking too much, and repeated calculations or even water in statistics.
230． There are many deployments, plans and activities to promote development, and the implementation is not in place and the effect is not ideal.
231． Investigation and research are not in-depth, and there are too many reports on leadership activities.
232． They have the idea of “official standard” and are accustomed to sitting in the organs to listen to reports and give instructions by telephone, thus widening the distance from the masses.
233． Grasping the work is not concrete and solid, and some of them have been delayed for a long time and have not been promoted effectively.
234． They do not pay enough attention to grass-roots units and cadres and workers, hand over more tasks and burdens, and pay less attention to their bearing capacity and practical problems.
235． Insufficient adherence to principles, lax enforcement of discipline, some do not consciously abide by the “three-fold and one-big” collective decision-making system, there are individual decisions, and the implementation of the reporting system for major matters is not in place.
． The sense of responsibility is not strong, and the lack of responsibility leads to some work can not be carried out and some problems can not be solved effectively.
237． Pursue enjoyment, care about treatment, and weaken the consciousness of suffering first and enjoying later.
238． There is a tendency to vulgarize the way of life, some engage in specialization, regard study and inspection as welfare benefits, there is a phenomenon of disguised tourism, some exceed the standard, overstaffed with buses, and even private use of buses, private car maintenance 239. There are acts of seeking personal gains by power, some of which intervene in engineering projects, greet each other in the process of law enforcement and seek personal gains.
240． The main problems related to the vital interests of the masses are that the work of “agriculture, countryside and farmers” is not well done, the implementation of policies is not enough, the subsidies for the operation funds at the village level and the funds for the benefit of the people are not enough, and the investment in rural small water conservancy and farmland transformation projects is insufficient.
241． The work style is not pragmatic enough, does not pay attention to the actual effect of the work, the measures to promote the work are not clear, there is only a large-scale arrangement of work, there is no good combination of local work to carry out task decomposition and implementation, lack of inspection and supervision.
242． The guiding work is less connected with reality, and there are utopianism and idealism.
The guiding work looks at the embroidered legs, puts forward few countermeasures and suggestions, does not do enough research on the work of laying the foundation and benefiting the long-term, and lacks the spirit of moving forward with heavy burdens and facing difficulties.
243． Grasping project work does not seek practical results, with more work arrangements, less research and supervision, poor timeliness and slow overall progress.
In grasping the project work, there is less time to go to the construction site, and more time to understand the situation by telephone through the project implementation station and the village committee. They do not have much grasp of the facts and can not find problems, which leads to the slow progress of some projects and affects the construction period and quality.
． Emotional work and weak sense of responsibility. Lack of rational thinking about
people and things, often bring some of their emotions to work, hurt the feelings between colleagues, and affect the work.
245． There is little communication and communication with cadres and workers, and they only wait for the results after arranging their work tasks, and do not help to study and solve the difficulties encountered.
246． Dare not innovate working methods, lack of forward-looking work, dare not take responsibility, afraid of offending people, in the face of such urgent, difficult, dangerous and heavy tasks as forest rights disputes, investigation and punishment of illegal births, land expropriation and so on, there are not many ways, and sometimes contradictions are handed in.
247． Work style is not real, work execution is not strong, and work implementation is not effective.
When arranging and implementing the work, they do not think deeply and combine with reality. When they encounter urgent, difficult, dangerous and heavy tasks, they will simply deal with them with emotions. They do not plan ahead of time, do not think deeply about the work, put forward few suggestions for decision-making and reference, and have poor operability. Once they encounter problems in the implementation, they will be stuck and helpless.
248． The investigation, research and guidance of judicial and administrative work are not deep and realistic. There are few village groups that really sink into the people’s homes and have many contradictions and disputes, strong opinions from the masses and difficulties in carrying out work. When guiding grass-roots work, they only arrange according to their own ideas and sincerely adopt grass-roots opinions and suggestions. In particular, there are fewer countermeasures to solve difficult problems.
249． There are more work arrangements and less follow-up and supervision, which results in the slow progress of some difficult work and the end of some work.
250． Some work is not carried out enough, and there are more criticisms and criticisms for some backward school districts, backward offices or individuals, and less follow-up guidance and support.
． The consciousness of striving for first-class is not strong, the working standard is not high, and the requirements are not strict.
For the work in charge, it stays at the level of not seeking to be advanced, but not backward, with few methods, insufficient momentum and inflexible handling of problems.
252． Work innovation consciousness is not strong, but also often limited to their own ideas, lack of communication with teachers, parents, cadres.
253． They like to show their seniority, relax their self-demands, think that they are too old to be good, have a poor sense of striving for excellence, have less sense of urgency, have a rising sense of ease, have a weak spirit of vigor, and have a heavy spirit of laziness.
254． There is little communication and communication with comrades, and comprehensive coordination is not enough. In
dealing with comrades, we should not only stay in the simple work exchange relationship of arrangement and inspection, but also pay more attention to the life of comrades and the difficulties and problems in their work.
255． The overall awareness is not strong and the role is not well played.
As a member of the team, the positioning is not high, usually limited to the work in charge, the work of the kindergarten is in place, very attentive.
However, there is a lack of active participation in the work outside the division.
To think at the height of the whole school, the comprehensive coordination ability is not strong, and the role of leadership assistant is not well played.
256． Extensive contact with the masses is not enough, communication with other comrades in ideology and work is not enough, face-to-face communication with colleagues in work is not active, and there are also some problems in the method of communication.
Sometimes the words are not euphemistic enough, there is a bad tendency of perfectionism, and the comrades in charge of the departments are too strict and hasty, which easily frustrates the feelings of the comrades.
257． The enterprising spirit is not strong, satisfied with the status quo, and unable to overcome difficulties on major issues.
． The number of meetings is large, the number of problems to be solved is small, and the effectiveness is insufficient.
259． Sometimes they can not persevere in specific work, which leads to the ineffective implementation of good plans. Although they abhor many “false, big and empty” educational problems and behaviors detected in their
work, they sometimes turn a blind eye and muddle along in order to be safe and smooth.
260． The conference affects the teaching phenomenon. Many
meetings and long time lead to insufficient energy and time to study education and teaching work and formulate effective education and teaching guidance strategies, resulting in unclear foundation, unclear data and command failure.
261． Sometimes they stand high above the masses, give orders, do not have a strong sense of service, ask for more suggestions, check less guidance, be high-minded but low-skilled, and can not listen to different opinions.
262． Sometimes, they often pass on the instructions and requirements of their superiors to the faculty and staff without choice, which brings psychological pressure and tension to the faculty and staff, as well as the tendency of pulling the flag, making the tiger skin and pretending to be a tiger.
263． The management system is not perfect, the implementation is not effective, in the specific assessment and implementation, it is too lenient, too loose, and there are orders.
264． Contact with the masses is not close, and grass-roots research is not in-depth and comprehensive.
265． There is a slack mentality, lack of reform and innovation; when planning or implementing work, the requirements are not high, the initiative is not strong, when encountering difficulties, they do not try every means to solve them as before, but there is a situation of muddling along.
266． Not enough care for the faculty. The number of people who
take the initiative to talk to faculty members or Party members is less than one third. They only talk when they are involved in arranging work or when problems arise. There is a phenomenon of paying more attention to work and less attention to life and study. They do not have a good grasp of the actual situation and needs of teachers and students. They make more demands and help solve practical difficulties.
267． Insufficient efforts and courage to grasp construction of teachers’ morality and style are mainly due to the inadequate implementation of the system.
268． In order to save time, the democratic life meeting of Party members and the evaluation of teachers’ethics at the end of the term adopt the way of filling in the reflection form and brief report, which is not thorough, rich in content and effective.
269． Comrade XX has a certain idea of being satisfied with the status quo, believing that XX business is his “responsibility field”, which is relatively relaxed psychologically, weakening the sense of crisis, and paying less attention to the business situation of other departments.
270． Grasping the work is sometimes satisfied with the general call, grasping the key points and major events, and sometimes there is a phenomenon of not stepping on the bottom and not grasping in place.
Especially in XXX, sometimes there will be lax checks, not fully aware of their rights to perform supervision.
271． Work sense is not strong, there is a fear of difficulties, generally satisfied with a smooth transition, the pioneering work is not enough, the courage to grasp the good management is not enough.
272． In-depth investigation and research at the grass-roots level is not enough, close contact with the masses and poverty alleviation are not in place, and initiative is not enough in emergency mobilization, stability and emergency response, and civil-military integration.
273． Faced with the backward situation of the city’s economic development, sometimes there is still a phenomenon of being accustomed to solving problems with old experience and old methods.
． Sometimes the work requirements are too high, and the bearing capacity of departments and grass-roots units is not fully considered, which causes greater pressure on departments and grass-roots units.
275． It is not enough to conduct in-depth research and guidance at the grass-roots level, sometimes there is empiricism, and there is not enough communication with the members of the leading group of the departments in charge.
276． The shortcomings and mistakes of Party members and cadres are not reminded enough, the criticism and education are not effective, the criticism is not red-faced, the effect of “sweating” is not achieved, and sometimes the handling of problems can not open the face and lack of genuine tenacity.
277． There is a problem of lax control over the handling of documents, which sometimes leads to the phenomenon of implementing meetings by meetings and documents by documents.
278． In-depth investigation, research and guidance at the grass-roots level are not enough. Greater efforts are needed to promote green development and open development in combination with the actual situation of XXX County. Sometimes, when we come up with ideas for the work of the Municipal Committee, we still base ourselves on the county level and do not focus on the overall situation of the whole city. The view of political achievement is biased and eager for success.
When grasping development, they unilaterally pursue the speed of development, set too high and too heavy goals and tasks, and some work requirements exceed the conditions for completion.
280． They want to do everything regardless of their priorities in the work arrangement.
281． They think that they are old, experienced in politics, subjective in looking at problems and making decisions, self-centered, and sometimes stubborn.
282． He did not want to listen to too many explanations from others in his research work, so he interrupted directly without waiting for other comrades to finish.
． In arranging and promoting work, we should pay attention to the authority of “top leaders”, and often emphasize that we should work according to our own requirements and progress, which gives people a strong feeling.
284． In your work, you have the problems of building momentum, stressing ostentation, emphasizing scale and making superficial articles, especially when there are many meetings, the cadres of districts, counties and departments are tired of coping with them.
285． In some work arrangements, there are unrealistic problems.
286． The mountain of documents and the sea of meetings have not been fundamentally eliminated. There are
still problems of meeting implementation and document implementation. There are too many city-wide meetings, especially those attended by the main leaders of district, county and municipal departments. The main reason is that you have formalistic ideas and feel that problems can not be solved without meetings. As a result, we do not have more time and energy to go deep into the grass-roots level, the reality and the masses. Carry out the work well.
287． In investigating and dealing with the “Four Winds” issue, some units and individuals are soft-hearted and ineffective in investigating and dealing with it, which leads some cadres to think that the construction of style of work is just a gust of wind, which has never been paid attention to ideologically, and has not resolutely curbed violations of rules and regulations, resulting in repeated cases of violation of discipline against the wind.
288． There are problems of senior consciousness and bureaucracy.
Sometimes it is considered from the big point of view, not from the XXX and personal point of view, some of the criticisms and requirements are difficult to accept, and difficult to complete.
Especially after XXX, I think I am very familiar with the business of XX, and I often have a habit of thinking and consider problems by experience.
289． The principle is not strong, and they care about personal gains and losses.
In my opinion, you are afraid of offending people in the fields, departments and units you are in charge of, and you are not strict with the management of the team and the team until serious problems arise.
． The management of cadres and the construction of their style of work are too soft to be observed. You still have the idea of grandiosity and success
in your work, and there is a tendency to report good news and not bad news in your work. Sometimes when you make some achievements in your work, you are eager to report instead of following up and summarizing in time. All
these reflect the problems of your party spirit and principle.
291． In the aspect of grasping reform and promoting development, we feel that there are deviations in view of political achievement, and there are problems of quick success, instant benefit and formalism.
292． They feel that they are too quick in their work orientation, impatient, too sensitive to the current indicators and XXX ranking, and anxious, angry and critical when they have a slight decline.
293． In my work, I feel that I pay more attention to major and immediate projects such as XXX, but I do not pay enough attention to the transformation of structure and adjustment mode, do not do much research on innovation-driven development strategy, and lack in-depth and meticulous thinking on how to deepen reform.
294． It is not timely and thorough to solve the problem of difficult and slow work for the masses, which leads to complaints from investors and the masses about XXX’s administrative environment and efficiency.
Have you considered the feelings of the masses?
Have you ever heard the voice of the masses? Do you
really have the masses in your heart? If
such a thing goes on like this, will it do little harm to the masses? Is the
government close to the masses?
295． They can’t let go of their hands and feet and lack courage in their work.
They all say “executive, housewife”.
This shows that as the executive vice mayor, everything should be managed and everything can be grasped, but I find that you have a lot of worries in your work, which are limited to the departments and work in your charge, to the tasks assigned by the main leaders, and that you have not taken the initiative to stand at the height of the overall situation before the exam, to take the initiative to take responsibility, and to share the worries and difficulties of the mayor. They did not provide ideas, ways and coordination for other members of the team.
Even when they encounter some difficult problems, they have the performance of “nothing to do with themselves, hanging high”.
In the final analysis, you have selfishness in the depths of your mind, are still weighing personal gains and losses, and lack of overall outlook, which is a bureaucratic manifestation of self-preservation.
296． The work emphasizes form and big characters, lacks supervision and implementation, lacks patience to grasp it to the end, and has formalism.
As an executive vice mayor, he is busy all day long, struggling to cope with it, seldom going to the front line of the project to solve problems, and basically not going to the township level to understand the situation.
Especially in the work of XX, there is no timely follow-up and supervision, resulting in the missed opportunity of XX this year.
297． Work supervision is afraid of hands and feet. As an executive vice mayor,
you lack the spirit of sticking to the end in your work, and sometimes you can’t let go of your hands and feet, and dare not grasp and manage boldly.
I hope you will lay down your burden, be selfless and fearless, and work boldly in your future work.
298． Do average care.
As the executive vice mayor in charge of finance, it is right to give overall consideration to the arrangement of funds, but sometimes it ignores the differences between the needs of departments and grass-roots units, and occasionally engages in equalitarianism in the arrangement of financial funds.
This shows that you have a tendency towards bureaucracy.
299． The work lacks overall arrangement and there are formalism problems.
Usually busy with routine work, lack of overall consideration for the overall work, such as: XX.
There are also some important issues that have been reported many times before they are studied.
300． I don’t have enough courage to speak frankly. Responsible
for their own division of labor and familiar with the situation of the work, as long as the main leaders talk about ideas, knowing that there is a discrepancy with the actual situation, they will not express their opinions, such as the tasks assigned to XXX.
. Focus on not getting lost ~
