Recently, multiple regions across China have launched special rectification campaigns targeting so-called ‘favoritism-based positions’ and ‘hereditary posts.’ ‘Favoritism-based positions’ refer to jobs allocated through personal connections rather than formal, merit-based procedures, while ‘hereditary posts’ describe roles informally passed down within families or specific groups, bypassing transparent recruitment processes. Such practices undermine fair competition and erode public trust in government institutions.These crackdowns primarily focus on public institutions, state-owned enterprises, and grassroots public service roles. Authorities are strengthening staffing controls, mandating open recruitment, and enhancing oversight and accountability mechanisms to institutionalize and standardize hiring practices. For instance, some local governments have established online platforms to publicly disclose all job vacancies and require full documentation of recruitment procedures, supplemented by third-party monitoring.Experts emphasize that eliminating these entrenched practices requires systemic reforms—improving personnel management frameworks, reinforcing checks on power, and encouraging greater public and media oversight. This initiative represents a crucial step toward modernizing China’s civil service system and building a clean, efficient, and service-oriented government.
近期，中国多地开展专项整治行动，聚焦清理和规范所谓的“人情岗”“世袭岗”问题。所谓“人情岗”，是指通过关系、人情等非制度化渠道安排的岗位；而“世袭岗”则指某些岗位在家族或特定群体内部代代相传，缺乏公开透明的招聘机制。这类现象不仅破坏了公平竞争原则，也损害了公共部门的公信力和治理效能。整治行动主要集中在事业单位、国有企业以及基层公共服务岗位等领域。相关部门通过加强编制管理、推行公开招聘、强化监督问责等方式，推动岗位设置和人员录用制度化、规范化。例如，一些地方已建立岗位信息公示平台，要求所有招聘流程全程留痕、可追溯，并引入第三方监督机制。专家指出，根治“人情岗”“世袭岗”需从制度源头入手，完善人事管理制度，健全权力运行监督体系，同时提升公众参与和舆论监督力度。此举不仅是推进人事制度改革的重要一步，也是建设廉洁高效服务型政府的关键举措。
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