以往,社区干部主要是从离退休人员中选拔,“居大爷”、“居大妈”偏多,社区党支部班子成员平均年龄在60岁以上,文化水平偏低,政治素质不高,为居民服务的能力不强。为了解决这一问题,建立一支适应新形势需要的社区干部队伍,唐山市路南区委从多方面进行了实践,逐步建立了“选管备育”相结合的工作机制,解决了社区干部后继乏人的问题,为社区工作注入了新的活力。——把握选的环节,规范选的机制。一是明确职数,核定编制。根据每个社区居委会的规模大小,严格按照3、5、7的职数配备干部,提倡并实行党务干部和社区干部交叉任职。结合机构改革,由 In the past, community cadres were mainly selected from retired staff, “” “grandfather”, “home aunt” too much, community party branch team members average age over 60 years of age, low level of education, political quality is not high , The ability to serve residents is not strong. In order to solve this problem and establish a contingent of cadres who are community cadres who are in need of adapting to the new situation, Tangnan District Committee of Tangshan City conducted various aspects of its practice and gradually established a working mechanism combining “election and management” to solve the problem The problem of community cadres’ lack of successors has injected new vitality into community work. - Seize the election link, standardize the election mechanism. First, a clear number of positions, approved the establishment. According to the size of each community neighborhood committees, in strict accordance with the 3, 5, 7 positions with cadres to promote and implement party cadres and community cadres across the board. With the institutional reform, from