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2012年以来,莱钢经历了三次较大规模的体制机制改革和一次较大幅度的收入分配调整。一是2012年压减科级机构和科级干部为主要内容的干部制度改革。莱钢优化压减科级机构161个,占比达24.4%,加上撤销各单位自设的科级机构,优化比例达到30.3%,通过竞争上岗,共有390多名科级干部退出现职,占比25.6%,加上优化清理各单位内聘科级干部187人,两项累计达到了33.7%。这次干部人事制度改革,优化压减比例之大、涉及人数之多、改革力度之大,在莱钢历史上都是前所未有的。
Since 2012, Laiwu Iron and Steel has undergone three large-scale reform of the system and mechanism and a more substantial adjustment of income distribution. First, the reform of the cadre system with the main contents of reducing the department-level bodies and section-level cadres in 2012 was the reform. Laiwu Steel optimized 161 subjects at the department level, accounting for 24.4% of the total. With the elimination of department-owned units set up by various units, the optimization ratio reached 30.3%. A total of more than 390 department-level cadres were withdrawn from their posts through competition, accounting for Than 25.6%, combined with the optimization of clean-up of units within the units of 187 cadres, two total reached 33.7%. The reform of cadre personnel system, the optimization and reduction of the proportion of large, involving a large number of great efforts to reform, in the history of Laiwu Steel are unprecedented.