长期以来,我们在干部考核评价中大多是采取发放推荐表、评议表、进行个别谈话的形式,评议和谈话多是重形式轻内容。由于缺乏针对性和实质性内容,难以对干部作出恰如其分的定性、鉴定,以致考核材料千篇一律,缺乏个性;考核内容不鲜明,缺乏时代感;干部评价优点多但缺乏实质性;缺点少且都具有普遍性,缺少与当前形势任务相适应的最根本性的东西。由此而产生的, 或是用人失察、或是人岗不适、或是埋没人才,使干部的上、下、管、用工作缺乏有力的依据、标准和保障。因此, 笔者认为,干部考核评价应把握好以下几个方面的内容: For a long time, most of the assessment and appraisal of cadres took the form of issuing recommendation forms and comment forms and conducting individual conversations. Most of the comments and conversations were light forms. Due to the lack of pertinence and substantive content, it is very difficult for cadres to make qualitative and appraisal of cadres so that the appraisal materials are monotonous and lack of individuality. The appraisal content is not clear and there is no sense of the times. The merits of cadre appraisal are more but not substantive. Universality and lack of the most fundamental things that suit the current situation and tasks. As a result, there is a lack of strong basis, standards and protection for the cadres ’work in upper and lower cadres’ work. Therefore, I believe that cadres assessment should grasp the following aspects: