近年来,公开选拔已经成为干部选拔任用的基本方式之一。公开选拔进一步拓宽了选人视野,拓展和落实了群众的知情权、参与权、选择权和监督权,为优秀人才脱颖而出营造了良好的环境。但从实践中看,这一选人方式存在一个突出问题,就是有的公选干部高分低能,难以胜任本职工作。之所以出现这种现象,原因有三:一是考试难以考出实践能力。无论笔试还是面试,测验出的多是理论水平和理性思维而非实际工作能力;二是考察难以察准德才素质。被考察对象通常不在本部门任职,不影响本单位的干部提拔,考察推荐容易走过场,甚至 In recent years, open selection has become one of the basic ways of selecting and appointing cadres. Open selection further broadened the vision of selecting candidates, expanded and implemented the people’s right to know, participate, choose and supervise, creating a favorable environment for outstanding talents to emerge. However, in practice, there is a prominent issue with this method of election. It is that some elected public officials are not able to perform their duties well. The reason why this phenomenon, for three reasons: First, the test difficult to test out the practical ability. Regardless of the written test or interview, test out more than the theoretical level and rational thinking rather than the actual ability to work; second, it is difficult to examine the quality of moral qualifications. The subjects are usually not serving in the department, does not affect the promotion of cadres of this unit, study recommended easy to walk through the field, or even