干部人事档案作为干部经历的客观记录,是干部德、能、勤、绩的综合反映,也是我们各级组织人事部门全面了解和正确使用干部的重要依据。其中第三类鉴定(含自我鉴定)、考察、考核材料,是历次组织鉴定、考察、考核和自我鉴定后形成的正式材料,它是我们任用干部的直接依据,在实际档案管理工作中,我们发现,这类材料在写法上存在一些明显的不足和缺欠,亟需改进。其表现主要有以下几个方面:(一)有骨无肉,出现雷同情况。这主要指组织鉴定、考察材料。根据中组部有关文件精神,被鉴定、考察人在历次重大事件中的表现情况必须有明确记载。但我们注意到,过去所形成的鉴定、考察材料,偏重于对这些阶段的定性分析,而缺乏量化的或事例性的材料。让人难以区分“这一个”、“那一个”.(二)只讲优点,有回避缺点现象。以自我鉴定为例,党的光荣传统是,搞“自我鉴定”,将自己的内在世界完完全全展现出来,不夸大优点, Objective records of cadre personnel files, as an objective record of cadre experience, are a comprehensive reflection of cadres’ ethics, energy, diligence and achievements and an important basis for our personnel departments at all levels to fully understand and correctly use cadres. Among them, the third type of appraisal (including self-appraisal), inspection and appraisal of materials is the official material formed after the organization appraisal, investigation, appraisal and self-appraisal. It is the direct basis for us to appoint cadres. In the actual file management, we It is found that there are some obvious deficiencies and shortcomings in the writing of these kinds of materials, which are in urgent need of improvement. Its performance mainly in the following areas: (a) a boneless, appear the same situation. This mainly refers to the organization of identification, inspection materials. According to the spirit of the relevant documents of the Central Organization Department, the performance of the examinees in each major event must be clearly documented. However, we have noticed that in the past, the identification and survey materials that were formed emphasized the qualitative analysis of these stages and lacked quantified or exemplary materials. Difficult to distinguish between “this one”, “that one.” (B) only talk about advantages, there are drawbacks to avoid the phenomenon. Take self-identification as an example, the glorious tradition of the party is to engage in “self-appraisals” to fully reveal its own inner world without exaggerating its advantages,