Although Zheng Xiaojian was against Zhao Changfeng everywhere, Zhao Changfeng ignored it. Zhao Changfeng believes that Zheng Xiaojian is not an opponent of an order of magnitude with him at all, he has the support of Li Enhua and Bai Changgang in the game, Zheng Xiaojian and him are not at the same level at all, how can they compete?

But Zhao Changfeng didn't expect that Zheng Xiaojian secretly submitted a report to Liu Maocai behind his back, entitled "New Ideas for Provident Fund Appreciation under the New Situation".

Now, Zhao Changfeng is sitting opposite Liu Maocai, watching Ekin Cheng's report.

"Section Chief Zhao, what do you think of Section Chief Zheng's report?" Liu Maocai held the teacup and asked Zhao Changfeng leisurely.

Zhao Changfeng smiled and said, "Director Liu, what do you say?" Section Chief Zheng's intentions are very good, but he ignores many rules and regulations. ”

Liu Maocai put down the teacup and talked about another topic: "Section Chief Zhao, two days ago, the bureau held a meeting of middle-level cadres, and a prominent theme at the meeting was that in the future, the actual administrative performance assessment of the leaders of various departments should be implemented, and the last elimination system should be implemented. ”

The so-called last elimination system is set up by the bureau, which is responsible for conducting a performance appraisal of all departments and units directly under the bureau once a year, and all departments or units directly under the bureau are in the last two places in the performance appraisal for two consecutive years, and the leading group of the department or unit will be criticized and given a yellow card warning, and the leading members will be warned and dismissed, and the main responsible cadres will be demoted or dismissed on the spot.

At that time, Zhao Changfeng was suspicious when he heard the news, and felt that it was unlikely that such a cruel last-place elimination system would be implemented in the Provincial Administration of Organ Affairs. Because the personnel of the provincial organ management bureau have a deep background and the interpersonal relationship is very complicated, even if the department leader is really rated as the penultimate for two consecutive years, the bureau leader may not be able to take down the department leader in earnest.

However, Zhao Changfeng heard Liu Maocai say it in person today, and only then did he know that the bureau had really implemented the last elimination system for middle-level leaders.

This performance appraisal last-place elimination system was negotiated by the three directors of the bureau. Because after Zhao Qiang was promoted to executive vice governor, the departments and bureaus that were originally under Fan Zhengqiang's charge were all under Zhao Qiang's hands. In order to cater to Zhao Qiang, the leaders of these departments and bureaus have made a lot of new tricks in their work. Li Enhua gathered the main leaders of Bai Changgang, Xu Kemeng and other bureaus, and finally studied a new method for the elimination of the last position in the performance evaluation.

According to the leading group of the bureau, the elimination system of the last place in the performance appraisal is a form of incentive, but unlike the positive incentive, the elimination system of the last place in the performance appraisal is to evaluate from the negative side, so as to urge some departments and some cadres to correct their positions and work conscientiously and in a down-to-earth manner.

When Liu Maocai was a leader in Huafeng Hotel, he was sent all day long, dealing with leaders, how could he not understand the leader's mind? Although the name of this so-called "last elimination system in performance appraisal" is novel, it is also used by the door god to scare ghosts.

Of course, Liu Maocai also knew that this god's whip was not only for scaring ghosts, and since the leader came up with this method, of course there was a subtlety in it.

It is said that the last place is eliminated, and it will take two consecutive years for the last two to be eliminated by the last place. Does this happen in practice? Hard. If a department is in the bottom two in the first year, it will have to get out of this awkward position in the second year. Whether it's the kung fu on the table or the kung fu off the stage, in short, it is very unlikely that they will still be in the bottom two in the second year. So the last place is eliminated, in fact, the last place is not eliminated. This last-place elimination system not only pleases the higher-level leaders and earns enough attention for reform and innovation, but also avoids really doing something to the officials of a subordinate department, while touching the network of people with complex relationships behind it.

However, this last-place elimination system is still effective at critical moments. For example, if the leader sees that the thorn is not pleasing to the eye, then the thorn can be kept in the bottom two for two consecutive years through the assessment office, so that the leader has a fair and honest reason to eliminate the thorn. Even if the thorn head moves to the relationship behind him, the leader also has a rhetoric, this is the last elimination system that has been set a long time ago, it's not that I don't give you face, it's that the system doesn't give you face. With this shield, although it is inevitable to offend the relationship behind the stab, there is a layer of buffer here, and it is not a hard state to directly conflict, which leaves room for a turn in the future, so as not to completely fall out and become a sworn enemy in the political arena.

Liu Maocai knows all the wonders of this last-place elimination system in performance appraisal and understands the good intentions of the leaders, so he attaches more importance to this last-place elimination system in performance appraisal. Because I often walk by the river, how can I not get my shoes wet? Always working under the leader, can you guarantee that you will never offend the leader? In case you accidentally offend the leader, you are put on small shoes by the leader, and you are eliminated at the end of the two consecutive years, and you can cry without tears at that time. Even if you find someone to do the activity, isn't that still a big favor? Rather than this, why not take precautions, do a good job in advance, and not fall behind in the performance evaluation? At least this won't give the leader a grandiose handle, right?

Therefore, Liu Maocai decided to give priority to political performance in the fund management center. So what are the main indicators of the performance appraisal of the fund management center? It is the value-added efficiency of the funds managed by the fund management center, that is, how to make the funds of the fund management center increase rapidly. At this time, Zheng Xiaojian, deputy manager of the business department, sent a report on "New Ideas for Provident Fund Appreciation under the New Situation", which can be used to Liu Maocai's taste. It's just that Liu Mao saw that Zhao Changfeng didn't have a cold, so he turned to talk about the last elimination system of performance evaluation.

"Section Chief Zhao, the Bureau's Assessment Office has set an assessment target for our fund management center, pointing out that this year's capital appreciation cannot be lower than last year." Liu Maocai said: "I just took a look at the statement, last year's capital appreciation rate was 17 percent, but now it is August, this year has also passed more than half, the increase in funds has only reached 7 percent, there are still four months left, how to reach 17 percent?" ”

(To be continued)