Competition in a glass bottle

In 1988, Cheng Lianchang, who had worked in the Ministry of Aerospace Industry for more than ten years, received a transfer order from the position of deputy minister to the leading preparatory group of the Ministry of Personnel. The country must formally initiate the reform of the personnel system, and the establishment of a national civil service system is the top priority of the reform.

Beginning in the 1950s, there have been four main methods for the entry of state agency staff: the state uniformly allocates college graduates, the state organizes deployment and placement of veterans, systematically recruits qualified personnel from the society, and "replaces". "Internal recruitment" and other forms recruit personnel from the children of existing cadres.

Cheng Lianchang refers to these methods as the old model of "recommendation, submission, introduction, and transfer". "Whoever wants to enter, find someone and recommend it." Almost all the positions are related to the personnel. Extremely chaotic". As a result, the people who wanted to be recruited by various departments could not be recruited, and the people who didn't want were forced into it.

Deng Xiaoping referred to this entry method as an "untimely personnel system" and "reform bravely."

In May 1988, the NPC Weibo formally approved the establishment of the Ministry of Human Resources (in 2008, the Ministry of Human Resources merged with the Ministry of Labor and Social Security, referred to as the "Ministry of Human Resources and Social Security"). Cheng Lianchang was appointed as the executive vice minister of the Ministry of Personnel and concurrently as the leader of the leading group for the implementation of the national civil service system. In 1989, the national civil service examination system was piloted in six national departments including the National Audit Office, the State Administration of Taxation, the National Bureau of Statistics, the Administration for Industry and Commerce, the Environmental Protection Bureau, and the Building Materials Bureau, as well as two cities in Shenzhen and Harbin. At that time, it was called the "National Staff Recruitment Examination", and it was the predecessor of the national civil service examination. Both the Ministry of Human Resources organized the joint recruitment of multiple departments, and each department also recruited separately.

Some departments have resisted such changes as open recruitment, and Cheng Lianchang's implementation team felt resistance and needed to weigh repeatedly. Four years after the pilot program, in August 1993, the State Council promulgated the "Interim Regulations on National Civil Servants," which established that national administrative agencies at all levels from the central to the local level must establish and implement a civil service system. One year later, the Ministry of Personnel issued the "Interim Provisions on the Recruitment of National Civil Servants", and the "required examination for all candidates" became the recruitment principle, and the national civil service examination and recruitment system was formally established. This means that in the future, no matter what level of national administrative agency you enter, you will need to take an exam.