Study On Candidate Nomination System Of Junior-level Leadership-position Officials

The screening and appointment of Chinese Communist Party officials and officials from the executive branch has always remained a issue of great interest to all walks of life in China. Of utmost significance is the screening and appointment of junior-level leadership-position officials who account for the largest number in the power structure. Putting the right man to the right job, is not only what the country needs to make its political system tick, it is also what the public demands. Without capable officials put to junior-level posts, the Party’s guidelines and policies will become nothing but a mere scrap of paper, destabilizing public-Party relationships while compromising people’s faith in the current political system. The first step in the officials screening and appointment process is the nomination of potential candidates, which plays a critical role for the results of which can have great impact on the whole process. Candidate nomination is further emphasized in the report of the 17 th Chinese Communist Party Committee National Congress, pointing out the necessity and importance to set up a standard candidate nomination system(CNS). In January 2014, a revised edition of Regulations on the Work of Screening and Appointment of Leadership-Position Officials was promulgated, making CNS explicit in the screening and appointment process, backing it up with necessary legal support. Despite all these efforts, the implementation of CNS in countyand village-level regions is far from perfect. Loopholes in the legal system still exist and constantly being exploited; power in these regions are difficult to restrain as effective supervision is still lacking. These have caused serious problems such as incompetent officials being put to critical posts and a decline in the public’s satisfaction towards the Party. Apparently, it is of great theoretical and practical significance to set up a candidate nomination system that are both effective and suitable for county- and village-level regions within the current political system.The current paper collects its data in a county-level region named HP. Drawing on the rich experience of working on human resources management post over the years, the author provides a detailed description of the CNS that is adopted in this region. Problems related to this newly-adopted system are analyzed as well as viable suggestions proposed.