A Practical Study On The Open Selection Of Heads Of Department And Bureau In China

Open selection system is one of the important reform achievements of the selection and appointment system for Party and government leaders. Compared to the appointment system, the electoral system and the competition-decided system, open selection system has the advantages of improving the public trust and stimulating leaders’ vitality. Thus, it arouses extensive attention of the society.In addition, open selection system abides by the principle "democracy, openness, competition and preference on elites" and the selecting standard "having both ability and integrity, with integrity precedent". Paying attention on extending democracy, open selection is widely accepted by the whole society. Therefore, the practical study on the open selection has both theoretical and practical significance.This dissertation takes the activities and case analysis of open selection as the mainline. It mainly analyzes the procedure, job requirement, and candidate of open selection, as well as takes cases happened in Shandong Province and Beijing for example. In the introduction and other four chapters, this dissertation does research on the practical activity of the open selection of heads of department and bureau in China.In Introduction, Firstly, this chapter analyses the theoretical, historical and realistic foundation of the topic, and set forth the its theoretical and realistic significance; Secondly, the author reviews the domestic and international research status on open selection, including its current situation and its deficits. Also, the author illustrates the research subject, research approach, data resources and technology route of open selection. At the end of Introduction, the possible innovation and deficits of this dissertation are indicated.Chapter Two defines the related concepts. Meanwhile, open selection is compared to two other modes, ancient imperial examination system in China and modern civil service system in western countries. Also, the changes of open selection in history are reviewed. At the end, the value and meaning of open selection is elaborated.In Chapter Three, the author sets25variables, a total of125values for statistical analysis in aspect of the procedure, job requirement and final candidate of open selection. After analysis and discussion, the author gives a summary.Chapter Four provides two examples—the open selection of deputy directors of department in Shandong Province (2011), and that of heads of department and bureau in Beijing (2010). It analyzes and summarizes these two cases in aspect of job requirement, selection procedure, final candidate and highlight.In Chapter Five, the author gives an overall evaluation towards China’s open selection work from2009to2011and provides related statistics for support. By analyzing the trend and existing problems of open selection, the author provides solutions in aspects of promoting institutionalization and improving scientific level.In conclusion, by the statistics of62open selection activities,1055job requirements and526pre-job public notifications from2009to2011and the interviews of several deputy directors of department won in the open selection activities, this dissertation uses the trinity analyzing framework to dispose the existing open selection system and its deficits, and provides reasonable suggestions.