As a civil servant who has been in the workplace for 20 years, I have experienced at least two major institutional reforms. The first reform took place in 2009 and was known as the reform of the majority ministry system. At that time, I had just been working for a few years, and my unit was not greatly affected, so I did not feel deeply about this reform. I only remember a friend saying that in the reform of the ministerial system, the four bureaus of their unit were merged into one bureau. There is only one position left for the director, and two for the deputy director. Other departments and staffing are limited and do not know how to arrange them.
The second institutional reform took place in 2018, when my unit was the Industrial and Commercial Bureau, and the unit was going to be merged with the Quality Supervision Bureau and the Food and Drug Administration. In the new unit, the number of team members has been reduced, from the original dozen members to one principal post and two deputy posts. Older leaders who are about to retire are reassigned to the second line and transferred to non-leadership positions. As for the deputy directors who have exceeded the number of posts, they are either removed from their posts but retain their benefits, or they do not have specific positions and are only called team members. This identity is quite awkward, neither deputy director nor section chief, but a position sandwiched between the two. Therefore, at work, they face difficulties. Middle-level cadres are also faced with the problem of personnel arrangement. After the merger of the departments, the position of section chief was overstaffed, and there were many personnel, while the rank positions were limited, and there was a queue for promotion. Therefore, after the integration of units, the road to promotion of middle-level cadres has become crowded.
As for this institutional reform, some people say that it is necessary to break the iron rice bowl of civil servants. Personally, I feel that this statement is a bit alarmist, but it actually has a great impact on us. It can be summarized as three types of people benefit, three types of people suffer, and another type of people may be very uncomfortable.
Let's start with the beneficiaries of the reforms
1.The function of the unit becomes important for the staff: some of the previous functions of the list.
First, after the merger of units with weaker functions into large units after the reform, the identity and work importance of personnel have been enhanced. For example, the salt administration unit, which was previously independent, was merged into the market regulator after the reform, and the personnel changed from enterprise workers to public institution staff, and had a formal establishment, which is an opportunity that many people dream of. Similarly, in the Party's institutional reform program, the merger of traditionally weaker departments into stronger departments is a good thing for the majority of workers. We'll see.
2.People around the leader: This includes comrades with whom the leaders are already familiar because they have an advantage in the competition. In addition, those office personnel and finance office personnel who have more opportunities to contact with the leadership will be more familiar with the new leaders more quickly after the reform, so they will have a better chance of being favored by the leaders.
3.Post-90s young people: Now the selection and employment mechanism is more inclined to young people, deputy section-level cadres will be restricted after the age of 30, and section-level cadres will basically not be recommended after the age of 35. Therefore, after the establishment of the new unit, due to the great personnel adjustment, there are many opportunities for the post-90s young people.
In my opinion, the losers can be divided into the following categories:
1.Honest people with insufficient ability: Some people are very honest and will not resist no matter what you ask him to do, but their own abilities are not outstanding and they have not become indispensable experts in the post. Sometimes they even mess up their work, are not treated well by their leaders, and don't take shortcuts with their leaders. Once they are confronted with reform, they are basically eliminated.
2.Workers in the edge business: These people work in the edge department, and their business content is not that important. Therefore, when an organization merges, it is likely that their department will be merged into other important business departments as a whole, and in this way, they will be affected.
3.Staff at grassroots stations: Due to the reduction in the number of institutions, if there are personnel diverted to the grassroots level, there will be more people competing for positions. This will also affect everyone's job promotion. Relatively speaking, during the reform, the number of posts in the organs is given priority, while the grassroots stations will suffer a certain degree of loss.
There is a category of people who may be very uncomfortable, and that is the post-80s generation who are in an embarrassing situation. According to my experience, in every institutional reform, it is the middle-level and above cadres of the unit that are most affected. And the post-80s generation happens to be in such an awkward position, some of them have become unit leaders, and some have been middle-level cadres for many years, waiting for promotion with great difficulty. But when institutional reform came, they were forced to face the dilemma of re-choosing. For people of this age, section-level cadres are already the ceiling for the grassroots level, and it is already very difficult to be promoted to the top level. It's also hard to stay where you are because there are so many people competing with them for positions. It is even more difficult for cadres at the deputy section level, because those who are over the age of 35 cannot be promoted again because of their age, and many can only be dismissed from their posts and become ordinary cadres.
All in all, now that institutional reform has arrived, each of us is facing many dilemmas, but we still need to work hard and seize the opportunity to maximize our own interests. No matter how the workplace environment changes, we must sincerely accept it and fulfill the tasks assigned to us by the times.