Personnel Internal Security Political Work

Practical Measures Dispel Ideological Concerns: This Unit Achieves Marked Results in Cross-Unit Selection and Transfer Work

务实举措打消思想顾虑，这个单位开展选调交流工作卓有成效

PLA Daily (解放军报) 3 June 2026

Summary

The Xinyang Detachment of the PAP Henan General Corps ran a structured campaign to remove informal command pressure blocking officers from applying for military-wide cross-unit selection and transfer, with Political Commissar Xu directing at a Party Committee meeting that unit leaders may not use 'unit needs' as a pretext to obstruct qualified applicants; eight officers ultimately submitted applications. The article documents a specific institutional dysfunction—unit-level hoarding of cultivated talent through informal intimidation—that the PLA and PAP have repeatedly tried to suppress, and confirms it persists at the detachment level in the PAP ground forces. The case of Engineer He Jiale, who withdrew voluntarily after the detachment folded him into a retention plan, is the article's implicit model answer: the system works when coercion is replaced by transparent career counseling, but the need to publish this as a corrective example records how far from standard practice that model remains.

Translation

In recent months, the entire military has been conducting cross-unit selection and transfer (选调交流) work. Upon hearing the news, Staff Officer Li of the Propaganda and Security Section (宣保股) of the Xinyang Detachment, People's Armed Police Henan General Corps, hesitated for several days. On this particular day, he finally made up his mind and pushed open the door of the Human Resources Section office: "Section Chief, may I ask how many people our detachment has registered for this round of selection and transfer?" Only Section Chief Zhang was in the office. He set down the personnel files he had been organizing, looked up at Staff Officer Li, and said: "If you're interested and meet the qualifications, just apply directly—why are you asking about that?" "I'm just worried that if too many people apply, the leadership will have opinions about it." Staff Officer Li's voice dropped. "If the competition is fierce, I won't bother applying..."

Seeing Staff Officer Li's uneasy manner, Section Chief Zhang felt somewhat helpless—every time cross-unit selection and transfer work was conducted, his office would receive colleagues like Staff Officer Li who came to "sound out the situation" (探口风). Some asked about the number of applicants; others inquired about the application list. They worried that applying without prior clearance would provoke leadership displeasure and even affect their future development. Section Chief Zhang understood that the reason they harbored such concerns was that certain units were unwilling to "let go" of personnel they had cultivated over many years, or believed that a large number of transfer applications would make the unit appear unsettled and its ranks dispersed—and so would use indirect pressure (旁敲侧击) against officers who wished to apply for transfer.

"When officers want to advance, we must not 'pour cold water' on them, and we absolutely must not artificially create obstacles. Whether one chooses to leave or to stay, as long as it benefits the force's development, we should support it!" After learning of these circumstances, Political Commissar Xu of the detachment emphasized at the Party Committee meeting that selection and transfer is an important channel for promoting the growth and development of officers, and an effective means of invigorating the officer corps. Leaders at all levels must not use reasons such as "unit needs" to obstruct qualified officers from applying.

To further dispel everyone's concerns, the detachment also organized policy briefing sessions on selection and transfer work, clearly explaining the relevant regulations, procedures, and standards. Following the sessions, one-on-one conversations were held with officers who expressed interest in applying for transfer, helping them identify their positioning and make rational choices based on their professional expertise, work experience, and personal wishes.

Deputy Company Commander Jing of a certain company had experience in both headquarters and grassroots positions and possessed a solid foundation in written work, meeting the selection and transfer requirements for a certain position at a higher-level headquarters. After confirming his intention to apply for transfer, the Human Resources Section proactively reached out to help him organize his work history and complete the relevant materials.

Engineer He Jiale of the Information and Communications Section had originally also wanted to "try applying." However, the detachment had already included him in its talent cultivation plan, with the next step being to have him lead the upgrade and renovation work on a certain piece of equipment. Upon learning of this, he concluded that remaining with the unit would better allow him to apply his professional expertise, and ultimately voluntarily withdrew from applying for transfer, devoting himself fully to the project's key research challenges.

It is reported that after ideological concerns were dispelled, the officer corps as a whole took a more rational view of selection and transfer work. To date, eight officers in the detachment who meet the relevant qualifications have submitted applications, while other comrades are focused on their own duties, and the force as a whole is composed and settled (气定神凝).

Original Chinese

近段时间，全军正在开展跨单位选调交流工作。得知消息，武警河南总队信阳支队宣保股李干事犹豫了好几天。这一天，他终于下定决心，推开了人力资源股办公室的门：“股长，请问这次选调，咱们支队报几个人了？” 办公室里只有张股长一人，他放下手中正在整理的干部档案，抬头看向李干事：“如果你有意向又符合条件，直接申请就行了，问这个干什么？” “这不是怕报的人多了，领导有意见嘛。”李干事的声音低了下去，“要是竞争比较激烈，我就不报了……” 看着李干事局促的样子，张股长有些无奈——每到开展选调交流工作时，他的办公室里总有一些李干事这样“探口风”的同志，有人询问报名人数，也有人打听申请名单，担心自己贸然申请会引起领导反感，甚至影响日后发展。张股长知道，他们产生这种顾虑的原因，在于个别单位不愿“放走”培养多年的人才，或者认为申请选调的人多了，会显得单位人心浮动、队伍涣散，于是会对有意愿选调的干部“旁敲侧击”。 “干部想进步，我们不能‘泼冷水’，更不能人为设坎。无论是选择走出去，还是留下来，只要有利于部队建设，我们都应该支持！”了解到这些情况后，该支队徐政委在党委会上强调，选调交流是促进干部成长成才的重要途径，也是激活干部队伍活力的有效方式，各级领导不能以“单位需要”等理由阻拦符合条件的干部报名。为了进一步打消大家的顾虑，该支队还组织开展选调交流政策宣讲会，讲清相关规定、程序和标准，并在会后与有意向申请选调的干部进行一对一谈话，结合其专业特长、工作经历和个人意愿，帮助他们找准定位、理性选择。某中队景副中队长兼有机关和基层任职经历，文字功底扎实，符合上级机关某岗位的选调要求。确认他有申请选调的意愿后，人力资源股主动靠上去，帮他梳理工作经历、完善相关材料。信息通信股工程师何家乐原本也想“报名试试”。但支队已将他纳入人才培养计划，下一步准备让他负责某装备的改造升级工作。了解到这一情况，他认为留在单位更能发挥自己的专业特长，最终主动放弃申请选调，全身心投入项目攻关之中。据介绍，思想顾虑打消后，广大干部更加理性地看待选调交流工作。截至目前，该支队有8名符合相关条件的干部提交申请，其他同志安心本职工作，部队上下气定神凝。