A non- leadership positions in the Causes personnel
一、非領導職務人員產生的成因

1978 reconstruction Procuratorate , especially since September 3, 1983 came into effect , " People 's Procuratorate Organization Law" and the January 1, 2002 since the implementation of the " People's Republic of Procurators Law ," prosecution team year after year grow, procuratorial work year than a year , more than a year year effort also . Achievements with the joint efforts of all procurators inseparable, expanding the ranks of career prosecutors are also inseparable from the development . Indeed, as one of the team 's Procuratorate prosecution team is also in the growing , career development and job performance in constant accumulation . As an engaged Procuratorate police officers working 30 years , looking at the growing ranks of prosecutors , team personnel structure is bound to have a profound understanding. Therefore , I think: a grassroots procuratorate team, the legal title is nothing more than police clerk, assistant inspectors , prosecutors and Attorney General , as well as in the ranks of prosecutors again divided into different levels of prosecutors, judicial police ranks different levels of subdivision ranks only. So, police officers in administrative positions ( level ) into nothing more than a clerk, deputy chief ( including deputy director , vice- captain ) , Anti- Corruption Bureau deputy Secretary ditch , allied Review Committee members and the deputy attorney general, discipline inspection group long , Political Office Director and other members of the party leadership to fulfill their duties. In addition, police teams also occupy a certain proportion of deputy director , director , deputy researcher and investigator and other non- leadership positions in personnel to perform their duties. These non- leadership positions in personnel , mostly through the appointment and enjoy being promoted Fu Keji and deputy division-level treatment , but a small part of the deputy clerk and deputy investigator , increases with age and is not a competition and other factors, from the leading real job became a non post it.
1978年重建檢察院以來，尤其是1983年九月三號發生效力的《中華百姓民主國檢察院團體法》和2002年元月一號起實行的《中華百姓民主國檢察官法》，檢察隊伍一年比一年壯大，檢察事業一年勝過一年，辦公績效也一年大于一年。績效的獲得是與總和格檢查察干警并肩盡力盡量分不開的，隊伍的壯大也與檢察事業的進展分不開的。

Second, the non-leadership positions who work mentality that currently exists
二、非領導職務人員當前存在的工作心態

Non-leadership positions who by definition is a non- lead workers, from the relationship between leadership and the led is concerned is to act as a leadership role , but is enjoying the leadership level of the corresponding treatment only. Therefore, as a non-leadership positions workers, whether from real job became a non functional or non- functional leadership promoted , are engaged in non-leadership positions, leadership is not a real job . Indeed, non- leadership positions serving personnel working attitude, the author summed up the three working mentality . First a state of mind most are "lazy " behavior towards work , tend to think they became a non functional from the real job , from the leadership team members to non- functional leadership role , it is safe to spend for retired officers at the grassroots procuratorate in general are either deputy investigator . Therefore, they "transitional period" ( typically 1-3 years ) to work , often flies in one day one day , just do not make progress Security Transition , law-abiding , do not make mistakes , just to complete the work assigned by the face , does not seek development and efficiency , will not take the initiative to undertake the task. The second attitude is an " placing " spiritual attitude towards work , as demonstrated dedication, continuous improvement , excellent complete assigned work . Such non-leadership positions in personnel at the grassroots procuratorate often young, was promoted to deputy director of Clerks . Most of them are rich work experience, with the task to work independently , have a certain ability to organize and coordinate personnel . On this basis, they will be proactive, obey , obey the arrangement , style and honest , self-motivated , forge ahead , with the leadership according to the quality and quantity to complete the work. The third most mentality of " hard work " behavior towards work , the specific performance can take the initiative , held a serious and responsible attitude towards work , practice what they preach , down to earth , and consciously with the completion of the work leading to better . This part of non-leadership positions in personnel at the grassroots procuratorate , most of them are working for many years director of the section , or as a mid-level leadership for many years promoted to deputy researcher . Among them are four high prosecutor general , has served as deputy Middle positive , with rich work experience, and actively work hard , but the older, less chance to mention dry , away from retirement time is 7-8 years. Therefore, these non-leadership positions who work attitude, generally consider themselves better job performance can not return the results to mention dry , although they were not seeking fame and fortune, but years of work experience , he learned a good proactive work habits, and a good prosecutor image, good pass , to help with . Love and hate, do not care about, conscientiously perform their duties , dry out a worthy cause heart and worthy of procuratorial work .
非上層職務擔任職務的人顧名思義就是一名非上層辦公者，從上層與被上層的關系來講就是擔任一名被上層的角色，只然而是享用相應的上層級別待遇罷了。因為這個，作為一名非上層職務辦公者，無論是如實際工作改任非職，還是被拔擢為非職上層，都是投身非上層崗位辦公，不是一名實際工作上層。誠然，在職的非上層職務擔任職務的人辦公心態，作者賅括為三種辦公心態。

Third, non-leadership positions staff attitude causes

( A ) recognize a deviation
Cadres of non- leadership positions play a role in how problems ideological obstacles . First, some units leadership cadres on playing the role of non-leadership positions misgivings . That these cadres back second-tier , and should have a good rest , let dry work , fear of old comrades say no care or old comrades gesticulating , but also that these comrades are not accepted. Also believe that these cadres continue to play a role , it will interfere with their work, increase the trouble . Second, some non-leadership positions cadres to play a role of its own existence vague understanding . Some of the lack of entrepreneurial spirit that is not in its place, not their government , multi- less attitude , plan a leisurely ease. Third, the negative impact on public opinion . Some people think that non-leadership positions cadres continue to play a role is redundant, the suggestions said to be busy to worry about, and not enough respect for these cadres , leading some cadres stand the pressure of public opinion , not daring to work .

( Two ) play a role in non-leadership positions cadres way is not clear, the task is not saturated , some people are often in the " idle " state
Currently the city on the cadres to play a role in these non- leadership positions in the ways and forms has no specific clearly defined , so that some units to arrange these cadres what kind of work , what gives power to assume any responsibility, feel hard to deal with , simply do not arrangements specific tasks, they do not acquiesce to work. Some cadres want to continue to play a leading role and have no chance or do not know how to play . Some mention of any new non- leadership positions in the ranks of cadres that the treatment is solved, but neither members of the team , and no longer serve as middle-level cadres , failing can not stand , clappers , what can leaders on what to do , to work a passive response , but not as good as when you play the role of middle-level cadres, full , resulting in human resources idle and waste.

( Three ) weak implementation of management systems , incentives are not in place , the impact of non-leadership positions to play the role of cadres
On the one hand , with regard to non- leadership positions in personnel management and related incentive mechanisms has not really established, some cadres, especially leading positions transferred from the non- leadership positions cadres , divorced from outside the organization and management , working arbitrary and individual and even without leave, go out or stay home long . On the other hand , we have non- leadership positions in cadre selection , education, management , oversight few studies on the role play well , non- leadership positions outstanding achievements cadres incentives are not in place . For example, the right to mention any of the cadres of non- leadership positions can serve as the next level leadership positions , cadres of non- leadership positions in the determination of the annual assessment and other times , on the prime of life, good performance non- leadership positions cadres promoted the use of other issues, there is no specific supporting regulations. This is also affecting the role of non-leadership positions cadres played an important reason.

Fourth, how to straighten the non- leadership positions in staff attitude

In the prosecution team, as a non- leadership positions in personnel , due to the treatment of individuals on its specificity, although not a real job leadership , but in the political and economic treatment issues, the real job is to enjoy the leadership of the corresponding treatment. Therefore, in the prosecution team , the non- functional leadership experience with different age and different working attitude is also different views of the author of the above non- functional leadership mentality has summarized as three. One is from the leading real job became a non functional leadership , and the time is approaching retirement , most people who " inert " to the mentality towards work , the other is to have longer work experience , a former mid-level leadership promoted non- staff leadership , and retired in 7-8 years time or so, most people who " pragmatic " attitude towards work , the last one is young and promising leader was promoted to non- functional , and often positive, pioneering spirit , love Gang dedication, held an " placing " mentality towards work . As leaders in the non- staff personnel working in the existence of different mentality , there is the negative factors affecting the building , then , how to straighten the non- functional leadership staff attitude, polish Attorney brand, I have the following view:
1 To firmly establish the idea of ??love procuratorial work , conscientiously perform prosecutorial functions , its traditions , willing a competent prosecutor , and effectively " not pleased , not to have compassion ," not because of his rank assess the level of labor their value, while the limited life serving the cause of the infinite were to go.

(2) do not put leadership shelves, do not put the old-timers like to take the lead to enforce the rules and regulations, subject to arrangements , obey the command , earnestly fulfill the tasks assigned by the leadership it requires a fundamental eliminate entrenched bureaucratic leadership awareness really do to " eclectic talent ."

3 have a global concept , hard working , roles change rapidly, and be able to serve as commander and when the combatants , and have a heart to treat every one highly responsible work , eliminate more or less a kind thought, a solid job positions job, " ranking high temples are concerned about his lord , at the temples away concerned about the people ," firmly establish the idea for the people wholeheartedly .

4 in the work process, we should give full play to the initiative , pioneering spirit, and strive to do more to contribute to create more highlights , and take practical action to reflect the dedication, there is a point made ??a spectroscopic hot working attitude .

5 must have the courage to carry out criticism and self-criticism, love and hate, treat yourself less chance for improvement if any, Mian , conscientious, and consciously enhance learning, can be inside and out , willing a complex type of prosecutors for prosecutorial career to contribute.

Above, only the author as the years went by, grassroots procuratorate 30 years of experience working on how to adjust the non-leadership positions grassroots procuratorate staff working mentality humble opinion . Non-leadership positions cadres who is a valuable asset , most of these comrades from leadership positions switched to non-leadership positions , with a strong ability to work and rich work experience, to mobilize their enthusiasm for work, is conducive to economic and social undertakings development .