随着干部考察、考核、评议工作的规范化、制度化,采用民主测评的方法来评价干部愈来愈普遍。实践证明,民主测评干部确实是组织人事部门掌握了解评价干部的有效办法。民主测评中的“差”干部,一般来说,绝大多数是名副其实的,对这些差干部,组织上要按照有关规定,果断地进行处理。但是,有的地方和部门在具体的评议中,也确有一些被评议为“差”的干部是我们实际工作中的好干部。对评议为“差”干部的好干部,组织上要分析原因,正确对待,旗帜鲜明地予以支持和保护。好干部被评为“差”干部,分析起来主要有以下原因。测评中搞非法组织活动。少数别有用心的人,对测评的干部有成见,抱有不满或抵触情绪,借机搞串联,拉选票,进行非组织活动,煽动一些不明真 With the standardization and institutionalization of cadre inspection, examination and evaluation work, the appraisal of cadres by the method of democratic appraisal has become more and more common. Practice has proved that democratic appraisal cadres do indeed have an effective way of organizing personnel departments to understand and evaluate cadres. In general, most cadres in the democratic evaluation are genuinely verdicted, and the cadres and organizations on the basis of the relevant provisions should be decisively disposed of. However, in some specific comments, some localities and departments do have some cadres who are judged as “poor” cadres. They are good cadres in our actual work. The cadres who appraise the “poor ” cadres should organize their efforts to analyze the causes, treat them correctly, and provide support and protection in a clear-cut manner. Good cadres were rated as “poor ” cadres, analyzed mainly for the following reasons. Evaluation of illegal activities in the organization. A handful of people with ulterior motives have prejudice against the appraised cadres, they have dissatisfaction or resistance, take the opportunity to engage in series, pull votes, carry out non-organizational activities and incite some unknown