Recently, the People’s Daily published an editorial highlighting a concerning trend in certain localities: an overemphasis on promoting officials (‘up’) while neglecting mechanisms for removing underperforming ones (‘down’). This ‘promotion-focused, demotion-averse’ approach undermines the vitality of the cadre corps and weakens organizational effectiveness and public trust. The article stresses that establishing a robust system enabling both upward mobility and downward adjustment is essential for building a high-caliber, professional cadre team. Only by genuinely implementing the principle—’the competent rise, the outstanding are rewarded, the mediocre step down, and the incompetent are eliminated’—can a healthy, dynamic cycle be fostered to motivate cadres to take initiative and fulfill their responsibilities. Currently, some regions still face challenges such as unclear criteria, inadequate channels, and weak enforcement regarding the ‘down’ mechanism, leading to complacency among certain officials. The People’s Daily urges Party organizations at all levels to strengthen institutional implementation, refine performance evaluation systems, and institutionalize a normalized mechanism that supports both promotion and demotion, thereby providing solid organizational support for high-quality development.
近日，《人民日报》刊发评论文章，指出个别地方在干部选拔任用中存在‘重上轻下’的倾向，即过于重视提拔晋升（‘上’），而忽视了对不称职干部的调整退出机制（‘下’）。这种现象不仅削弱了干部队伍的整体活力，也影响了组织效能和公信力。文章强调，健全能上能下的选人用人机制，是建设高素质专业化干部队伍的关键环节。只有真正做到‘能者上、优者奖、庸者下、劣者汰’，才能形成良性循环，激励干部担当作为。当前，一些地方仍存在‘下’的渠道不畅、标准模糊、执行不力等问题，导致部分干部缺乏危机感和进取心。《人民日报》呼吁各级党组织强化制度执行力，完善考核评价体系，推动形成能上能下的常态化机制，为高质量发展提供坚强组织保障。
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