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Detailed Explanation of the Civil Service Examination Political Review Process#

A detailed introduction to the political review for civil servants.

**1. The Process of Political Review
**

1. Submission of Materials. Within half a month after the physical examination, the investigation team will contact the candidates and request them to prepare their ID card, household registration book, educational degree certificates, academic verification from the academic credential verification website, credit report, record of being a dishonest person subject to enforcement, proof of no criminal record, personal autobiography, and materials on actual performance, etc.;

2. Archive Review. After the candidate informs the location of their archives, the investigation team will go to the archive management agency to review the candidate's personal file. The main review focuses on identity information, academic records, disciplinary actions, and party membership materials in the personnel file;

3. Discussions. The investigation team will visit the candidate's school, company, or the neighborhood committee of their household registration or residence to talk with teachers, classmates, leaders, colleagues, community workers, and neighbors to understand the candidate's work, study, interpersonal relationships, and compliance with laws and regulations;

4. Final Review by the Organization Department. The investigation team will submit the collected materials and the written investigation report to the organization department for final review;

**5. Public Announcement.
**

**2. Review of the Candidate's Personal Background
**

**1. Identity Review
**

Content: 1. Is the identity consistent with the application information? 2. Does the household registration meet the job requirements? 3. Is the age in accordance with the job requirements?

Form: 1. The investigation team will review the original and copies of the candidate's ID card and household registration book. 2. The investigation team will check the candidate's file.

Impact: 1. Those with inconsistent identities will not be hired; 2. Candidates with significant age discrepancies will be required to provide birth certificates and other materials.

**2. Educational Background Review
**

Content: 1. Does it meet the educational requirements for the position? 2. Is there any impersonation? 3. Are the academic records complete? 4. Are there any behaviors related to college entrance examination migration? 5. Has the candidate faced any disciplinary actions during university?

Form: 1. The investigation team will review the candidate's educational and degree certificates, and screenshots from the academic verification website; 2. The investigation team will check the candidate's personal file; 3. The investigation team will talk with teachers and classmates at the candidate's school (limited to recent graduates).

Impact: 1. Those with fraudulent educational backgrounds will not be hired; 2. Those who have impersonated others will not be hired; 3. Those who have faced disciplinary actions during their studies will have the disciplinary content verified before deciding on hiring.

**3. Credit Review
**

Content: 1. Is the credit good? 2. Are there any bad loans? 3. Is the candidate a dishonest person subject to enforcement?

Form: 1. The investigation team will review the personal credit report provided by the candidate (issued by local branches of the People's Bank of China); 2. The investigation team will review the record of being a dishonest person subject to enforcement (screenshot printed from the Supreme Court website).

Impact: 1. The investigation team will determine the standards for the credit report; 2. Those listed as dishonest persons subject to enforcement will not be hired.

**4. Compliance Review
**

Content: 1. Has the candidate engaged in illegal activities such as gambling, prostitution, or drug use? 2. Does the candidate have a criminal record?

Form: 1. For ordinary positions, the candidate must go to the local police station to check for any criminal records, and the police station will issue a proof of no criminal record, which must be submitted to the investigation team for verification. If there is a criminal record, the police station will issue a similar proof stating: after investigation, a certain individual is a resident of our jurisdiction, and on x year x month x day was sentenced to x years in prison for committing xx crime by xx court; 2. For certain special positions in some provinces (such as public security, prosecution, and law), the investigation team will directly go to the public security agency to check the candidate's criminal record.

Impact: 1. Those with a criminal record will not be hired; 2. Those who have been caught for serious illegal activities such as theft, gambling, prostitution, or drug use will not be hired; 3. Ordinary administrative violations will be assessed on a case-by-case basis.

**5. Political Review
**

Content: 1. Is the party membership process compliant? 2. Are the party member materials complete? 3. Is there any instance of joining the party in a different location? 4. Has the candidate faced any disciplinary actions from the party? 5. Are the youth league member materials complete?

Form: The investigation team will review the candidate's party member file (for probationary members who have not yet been confirmed, the file is kept in the party branch. For formal members, the party member file is included in the personal file), and review the candidate's youth league member materials (within the personal file).

Impact: 1. Those with non-compliant party membership processes will not be hired (even if applying for non-party member positions, they will not be hired, as party member files are part of personal files, and any violations or forgeries will definitely not be accepted); 2. Those with incomplete party member materials will be required to supplement the materials; 3. Those with incomplete youth league member materials can supplement the materials and provide proof.

**6. Moral Review
**

Content: 1. Are there any bad habits? 2. Are there any vices? 3. What is the interpersonal relationship and character situation? 4. Compliance with laws and regulations.

Form: Discussions. 1. For recent graduates, talk with counselors and classmates at the school; 2. For candidates who are employed, visit their company or unit to talk with leaders and colleagues; 3. For unemployed candidates, visit the community committee at the candidate's household registration or residence to talk with community workers and neighbors.

Impact: Overall, it is relatively flexible, and the recruiting agency has discretionary power. 1. Those verified to have poor moral character may not be hired; 2. Those verified to have improper conduct may not be hired; 3. Those who disregard work discipline during their employment and do not comply with company regulations, with sufficient evidence, may not be hired.

**3. Review of the Candidate's Parents
**

**1. Compliance Review
**

Content: Most positions in most regions will require proof that the parents have no criminal records. (In some provinces, only the candidate's background is investigated)

Impact: 1. Parents involved in cults or similar organizations recorded by public security will not be hired; (this is a bottom line, and they will definitely not be hired) 2. Parents involved in serious crimes such as organized crime, drug trafficking, robbery, or rape will not be hired; 3. Parents currently serving prison sentences will not be hired. (This is only for most positions in most regions and does not apply nationwide)

**2. Credit Review
**

Content: 1. Review the parents' credit reports; 2. Review the parents' records of being dishonest persons subject to enforcement.

Impact: 1. Most ordinary civil servant positions do not check this for parents; 2. Some regions' public security and law enforcement will review this, with varying standards across regions.

**4. Review of the Candidate's Relatives within Three Generations
**

Impact: This only applies to special departments and positions such as public security and law enforcement; ordinary civil servants do not undergo this review.

Is there any difference in treatment for civil servants from the national exam, provincial exam, and selected students?#

The national exam, provincial exam, and selected students (central selection, designated selection, general selection) are just different recruitment channels for civil servants. Once in the agency, there is no difference in treatment (salary, promotion). Many unscrupulous training institutions and half-baked media promote the idea that reserve cadres are promoted faster, which is a distortion of "ancient" cases... If you don't believe it, you can look at the comments section of my article on selected students from five years ago; every year, various students who have been deceived come forward. If we must point out a difference, selected students need to work in grassroots positions for two years, while civil servants recruited through the national and provincial exams do not need to. Why have selected students? Simply put, it is to set an educational threshold (in addition, each province has thresholds for party membership, school honors, major student leadership roles, military experience, etc.) to favor graduates from double first-class universities. Of course, the list of selected schools varies by province, and double first-class universities are further divided into first-class universities and first-class disciplines. Beijing, Shanghai, Chongqing, Hebei, Henan, Shandong, Shanxi, Sichuan, Guangdong, and overseas selected students are included. There are many details in this, so I won't elaborate further.

In theory, if you qualify to take the selected student exam, you should seize the opportunity to leverage your academic advantages and avoid the national and provincial exams as much as possible. However, due to different selected student policies in various provinces and different provincial exam policies, the strategies for graduates from double first-class universities cannot be the same. For example, in Sichuan Province, slightly better positions are given to selected students, while the provincial exam positions are all second-level public service, township, prison, and other positions that are hard to describe. In contrast, selected students in Hunan Province are assigned to grassroots positions for a few years before taking another exam, while the provincial exam has a full range of positions in provincial, municipal, and county units. In summary, nothing is absolute; strategies should be formulated based on one's own situation and the conditions of the target province or city.

Already Admitted#

Reporting to the new unit is the first impression you establish in the new workplace, so attention must be paid to details in clothing and appearance.

1. Clothing

Reporting is not an interview, so there is no need for formal suits, ties, or leather shoes; being overly formal can seem silly. However, it is necessary to dress somewhat formally, as you are now a public servant. However, if after reporting you are assigned to assist senior leaders, regardless of their level, you must always wear formal suits, plain shirts, and leather shoes, without a tie.

The principle for dressing is: the larger the agency, the more formal the attire should be; the more grassroots the position, the less formal it needs to be. In simple terms, it should be about fitting in.

Sportswear is acceptable, but overly flashy and bright sportswear is not very appropriate; for women, ripped jeans, ultra-short skirts, hot pants, off-shoulder or crop tops, exaggerated earrings, cartoon hairpins, heavy eye makeup, etc., are also inappropriate. Even in summer, boys should avoid wearing capris or shorts.

For grassroots units, casual attire is generally acceptable. However, for large agencies at the provincial level or above, I recommend that men wear plain shirts + casual suits + leather shoes, without a tie, and jeans or casual pants on the bottom. Women can wear decent and appropriate casual attire.

If you are unsure, I recommend a few options. Nowadays, young civil servants typically have several sets of windbreakers for spring and autumn (suitable for both men and women, paired with plain casual cotton shirts), and in summer, polo shirts (with jeans) or short-sleeved shirts.

Do not keep small items in your pockets, as bulging pockets do not look good; it is best to carry a bag. For men, a leather briefcase around a thousand yuan is appropriate. Of course, such bags are more common in various levels of agencies: outdoor and casual attire can be paired with a backpack.

2. Watch

There are not many accessories that civil servants can wear, and a watch is the most appropriate. If you do not want to be seen as a show-off, it is best to avoid wearing luxury watches; ordinary brands like Casio or Citizen, costing one or two thousand yuan, are most suitable. Smartwatches are also quite common and are a good choice for young people.

3. Vehicle Issues
   Regarding what car is appropriate, it depends on the region, local economic level, and the price range of vehicles in the unit's parking lot.
   If you are in a small county in the northwest or northeast, and the highest car in the unit's courtyard is a Sonata, driving a BMW 3 Series will definitely attract attention...
   If you are in the Yangtze River Delta or Pearl River Delta, where most units have cars around three hundred thousand, then driving a 3 Series or 5 Series is not a big deal.
   If you are in a provincial-level agency courtyard or underground parking lot, then you... you definitely won't ask this question, because there are cars ranging from one hundred thousand to one or two million. After all, you can see everything from a Mercedes GL to a Porsche Cayenne...
   There are too many entry-level BBA cars... If you want to be low-key but still drive a good car, consider a Volvo S60 or S90.
   Of course, a genuine Hongqi H5 or HS5 is also a good choice. However, do not buy an H7 or H9, as those are vehicles for high-ranking leaders.

Ten Military Rules for Civil Servants -#

The annual provincial civil servant recruitment is about to conclude, and a large number of freshly graduated university students are about to enter the workforce. As a civil servant from the grassroots level, I want to share some experiences with the newbies. They may not all be correct, but they are definitely my most genuine insights.

1. Do not be lazy at work, but do not rush to take on every task.

Many new civil servants face the same office situation, where some have too much work to finish while others are idle. There may even be "old hands" telling you not to be too proactive, as it doesn't matter how much work you do. However, if you really become lazy, not only will your colleagues dislike you, but over time, your leaders will notice, affecting your future. On the other hand, rushing to do work, even tasks that are not yours, may lead you to become the scapegoat—everyone in the office may push their work onto you.

2. Let your leaders see your work, report frequently, and ask for guidance.

Doing work is not just about finishing it or doing it well. You must ensure that your leaders see you working. Otherwise, the work you do is equivalent to wasted effort. Of course, this does not mean you should only work when your leader is present; that will quickly lead to disdain from your colleagues, as everyone can see. How can you make your leaders "see" your work? The trick is to frequently ask for guidance and report on your progress. Always remember to report on the completion of tasks assigned by your leaders or any problems encountered. In the unit, having a presence does not guarantee promotion, but lacking a presence will definitely prevent it.

...

3. Do not take matters into your own hands; any work requires authorization or instructions from your leaders.

Young people entering the system often have a lot of enthusiasm, wanting to achieve something and serve the people. However, always remember that you are an executor, not a decision-maker. Never do your leaders' work; you are just a cog in the system. Your job is to do your own work and complete the tasks assigned by your leaders—any work must have the authorization or instructions of your leaders, and you must act according to their intentions and commands.

4. Be low-key and do not show off; keep a low profile and listen more than you speak.

Some new civil servants are graduates of prestigious schools and are full of ambition; others come from privileged backgrounds and are overflowing with confidence. However, I advise new young civil servants to be low-key and not show off, always remembering to keep a low profile and listen more than speak. (This article is published with the author's permission; any media or self-media is prohibited from reprinting without permission. If reprinted, it is considered that you agree to pay a fee of one thousand yuan.)

5. Learn to "speak" again.

In the unit, the way you speak is very important. For example, when asking about something, you should "ask for guidance" from leaders (including direct leaders or leaders from other departments) and "consult" with colleagues (including those from your department and peers). Before clarifying the situation, it is best not to speak recklessly. A shy and reserved image is definitely safer than one that speaks without thinking; too many words can lead to mistakes, as our ancestors taught us. If you really can't hold back, talk to your family at home.

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6. Observe more, think more, and comment less.

After starting work, you will encounter various new situations. For any matter, do not rush to draw conclusions without understanding the background. Observing more, thinking more, and commenting less is an essential quality for civil servants. If you don't believe it, just observe; those who like to express opinions in the unit are often the ones who are frustrated.

7. Do not rush to take sides or form cliques.

After entering the unit, you will quickly find yourself in small groups based on age, education, hometown, or even military service. This is definitely not a good thing; do not rush to take sides or form cliques. At the same time, do not show obvious dislike for any colleague, even if that person is genuinely annoying, and everyone has a poor opinion of them. If you foolishly follow the crowd to criticize, it may end up being all bad things said about you that reach the person involved.

8. Learn to accept "unfairness."

Once you enter the system, you may encounter many unfair situations, such as not being included in training opportunities or always being asked to work overtime. For example, even if you work hard, you may not receive recognition in evaluations. You need to learn to accept and analyze this unfairness. What you see as "unfair" may, from the perspective of older colleagues or leaders, be seen as fair. (This article is published with the author's permission; any media or self-media is prohibited from reprinting without permission. If reprinted, it is considered that you agree to pay a fee of one thousand yuan.)

9. Serving tea, pouring water, and cleaning are basic skills.

When newcomers arrive at a new unit, serving tea, pouring water, and cleaning are essential tasks. Do not think that doing these tasks undermines your "noble" identity as a university graduate. These tasks are the simplest way to shape your image as someone who understands rules and is considerate.

10. Do not abandon your profession; actively learn new knowledge.

Having multiple skills is beneficial. If you have enough free time after starting work, consider obtaining several certificates. If you truly do not have time to study for certificates, make sure to set aside time to learn new knowledge. After all, no one knows how long a "iron rice bowl" will last. Perhaps in the next reform, you will be the one affected by it; the experiences of laid-off workers from years ago may also happen to you in ten or twenty years. Only by having the ability to leave the system at any time can you navigate it more smoothly and effectively.

Newbies, should you drink or not?#

To be honest: being able to drink in the system is indeed a skill. The lower you go, the more important this skill becomes. At the grassroots level, due to the generally low cultural level of cadres and the high proportion of military transfers and veterans, not being able to drink or having a low tolerance is a significant reason for being looked down upon. Whether a cadre can get things done and has prestige is often measured by their drinking ability. If you cannot handle a certain amount of alcohol, it is almost impossible to achieve positions like township head or secretary.

However, the higher you go, the less important this ability becomes. In large agencies, where the proportion of highly educated individuals is higher, people are generally more civilized and harmonious, both at work and outside of work hours.

In large agencies, your ability to write materials and handle affairs is your core competitiveness!

If your ability to handle affairs is poor or you are just getting by, relying solely on your drinking ability will not lead to promotion.

Of course, if you write well, handle affairs quickly, and have a decent drinking capacity, then naturally, a bright future is ahead. Drinking ability is definitely a bonus and can be very beneficial! Especially if you really don't want to drink, what should you do?

Then just don't drink from the start, and never touch alcohol.

Remember: either do not drink at all in any public or private setting, or drink honestly in all situations. If you drink sometimes and not others based on who is present, then you can only wait for things to go south~

Regulations on the Appointment and Classification of Newly Recruited Civil Servants

(Established by the Organization Department of the CPC Central Committee and the Ministry of Human Resources and Social Security on July 16, 2008, revised and published on April 24, 2019, by the Organization Department of the CPC Central Committee)

Article 1 In order to reasonably determine the rank and level of newly recruited civil servants and standardize the appointment and classification work for newly recruited civil servants, these regulations are formulated in accordance with the "Civil Servant Law of the People's Republic of China" and other relevant laws and regulations.

Article 2 The appointment and classification of newly recruited civil servants should be conducted within the prescribed staffing limits, positions, and ranks below the level of first-level director and equivalent levels, according to the proposed rank and its corresponding level.

Article 3 Within 30 days after the probation period of newly recruited civil servants, an appointment assessment should be conducted based on the requirements of the proposed rank, in accordance with the conditions, obligations, and disciplinary requirements for civil servants.

Article 4 Newly recruited civil servants who pass the assessment will be classified according to the following regulations:

1. Those directly recruited from various schools without work experience: high school and vocational school graduates will be appointed as second-level clerks, second-level administrative law enforcement officers, or equivalent ranks, classified as level 27; college diploma graduates will be appointed as first-level clerks, professional technicians, first-level administrative law enforcement officers, or equivalent ranks, classified as level 26; undergraduate graduates, undergraduates with dual bachelor's degrees (including those with a study duration of more than six years), graduates from graduate classes who have not obtained a master's degree will be appointed as first-level clerks, professional technicians, first-level administrative law enforcement officers, or equivalent ranks, classified as level 25; graduates with a master's degree will be appointed as fourth-level director clerks, fourth-level supervisors, fourth-level main officers, or equivalent ranks, classified as level 24; graduates with a doctoral degree will be appointed as second-level director clerks, second-level supervisors, second-level main officers, or equivalent ranks, classified as level 22.

2. Those with work experience may have their ranks and levels determined based on their qualifications and years of service, compared to personnel with equivalent conditions in the agency.

3. For judges, prosecutors, and others, there are separate regulations for appointment and classification.

The appointment time for newly recruited civil servants is calculated from the end of the probation period.

Article 5 The appointment and classification of newly recruited civil servants will proceed according to the following procedures:

1. The individual summarizes their moral character, ability, diligence, performance, and integrity during the probation period;

2. The agency conducts a comprehensive assessment of the personnel proposed for appointment and classification and provides opinions on the proposed rank and level;

3. The appointing authority approves and issues the decision on the appointment and classification of newly recruited civil servants.

After the appointment and classification of newly recruited civil servants, civil servant registration will be conducted in accordance with relevant regulations.

Article 6 The minimum service period for newly recruited civil servants in the agency is five years (including the probation period).

Article 7 For those who violate these regulations, the leadership organs at or above the county level or the civil service management department will, according to their management authority, order corrections or declare them invalid based on different situations; responsible leaders and directly responsible personnel will be dealt with according to the severity of the circumstances:

1. Appointing and classifying newly recruited civil servants beyond the authorized positions;

2. Not appointing and classifying newly recruited civil servants according to the job categories, prescribed conditions, and procedures;

3. Counting the probation period as part of the service period;

4. Other violations of laws and regulations.

Article 8 The appointment and classification work for newly recruited personnel in agencies (units) managed according to the Civil Servant Law, excluding labor service personnel, shall be implemented in accordance with these regulations.

Article 9 These regulations are interpreted by the Organization Department of the CPC Central Committee.

Article 10 These regulations shall come into effect on June 1, 2019. The "Regulations on the Appointment and Classification of Newly Recruited Civil Servants" issued by the Organization Department of the CPC Central Committee and the Ministry of Human Resources and Social Security on July 16, 2008 (Zhongzuo Fa [2008] No. 20) shall be simultaneously repealed.

Grassroots Material Writers, Most Dreaded Holidays.#

Every time a holiday ends, the county holds a special meeting, and all holiday time is spent writing reports and speeches, which is exhausting. There is a severe shortage of people writing materials in the unit, and once you start writing, you will be labeled as a "pen holder," making it hard to escape. How can one break free from the material writing predicament?

In the system, writing materials is a basic skill. The more you want to advance and move toward the power center, the more important it is to write good materials. Those skilled in writing materials get promoted faster than others and are more likely to be reused and promoted. Writing materials is currently the lowest-risk position in this field. Writing materials may be the most stable path to progress.

Looking at these comments from those who speak without understanding the hardships, I am too lazy to refute them one by one. The tragic story of writing materials and becoming a lifelong "material dog" happens every day in the system. Most people who write materials are basically piecing together and making simple things sound grandiose, rewriting a single document dozens of times just to satisfy the leaders. Endless nights of revisions ultimately produce a stack of formalism that is discarded after the meeting, with no one looking at it again.

Based on the work experience of civil servants at the provincial, municipal, and county levels, I summarize a law: writing materials in the system is like drinking; once you start, you can never shake it off unless someone new comes to take your place.

Newbies entering the system, regardless of whether you studied Chinese or chemistry in college, there will always be leaders who will persuade you to write materials. The two most common phrases from leaders are: "If you can't drink, you can practice," and "If you can't write materials, you can learn."

Once a newbie starts writing materials in the unit, unless you directly give up and make it clear that you are done, you will never be able to escape. Of course, if you do manage to escape, your future is basically ruined; at least while your direct leader is in place, you won't have a chance to turn things around.

Of course, there is another way to escape: cultivate a successor to take over the writing duties—those who promote the various benefits of writing materials are often big deceivers with this intention, setting a trap for newbies to fall into. Finally, please allow me to express my disdain once again for those who claim that writing materials is a skill that can bring you closer to leaders and lead to faster promotions. Are those individual cases meaningful? What kind of life do most material writers lead in the system? Do you really not know or are you pretending not to know? The proportion of civil servants who actually write materials in the State Council or central ministries and provincial-level offices is minuscule.

Why is there a shortage of material writers from the central government to township units? Why do higher-ups prefer to select those who can write materials? If writing materials were truly a desirable job, would it be available to you, a small fry without a background?

In conclusion, I sincerely say: cherish life and stay away from writing materials.

With the surge in civil service exams in recent years, many people have mindlessly followed the trend to take the civil service exam, only to find that they are very unhappy after being admitted, and I receive dozens of inquiries each month from those wanting to resign.

Many who want to resign ask several questions:#

1. How old are you? Are you in your late twenties, or are you in your thirties, nearing forty, with elderly parents and young children?

The outside world is not like the inside; young people in their twenties are all fiercely competitive. Can you handle the 996 ICU work pace? If you can't, why would a boss pay you a high salary? A group of middle-aged people are trembling under the 35-year-old crisis, and if you're not careful, you might find it hard to find a job again, ending up delivering takeout or driving for ride-hailing. Are you sure you can escape this fate?

2. What is your family's economic situation? Do you have three to five rental properties to live off, or do you have a mortgage and car loan of eight thousand a month waiting to be paid?

Not everyone has a worry-free life with houses and cars; economic pressure is the greatest pressure for most adults: with mortgages and car loans weighing down, if you can't pay, your house and car could be taken by the bank at any time. In this tense psychological state, are you sure you can enjoy the freedom of choosing a job outside the system?

3. What system and position are you in? Are you a key member of the court, prosecutor's office, or tax bureau? Or are you in a comprehensive role at the old cadres' bureau or disabled persons' federation?

Many three-door cadres (family door - school door - public door) have entered the system for years, and while their confidence has grown rapidly, their skills have not. They feel that the system limits their talent. However, when it comes time to fight outside the system, I advise everyone to seriously consider whether they have accumulated enough "capital" to switch jobs after these years in the system. Key personnel can become talents outside the system, but how many true key personnel are there in the system?

4. What high-value certificates or unique skills do you have? Legal qualification exam? Certified public accountant? First-level construction engineer?

Without unique work experience in the system, having high-value certificates is also a solid foundation. If you don't have a single certificate, are you sure you can find a good job?

5. What connections do you have that can help you on your path outside the system?

Starting a business is indeed one path, but about one million companies in China go bankrupt every year, averaging two companies per minute! Of the more than 40 million small and medium-sized enterprises in China, less than 7% survive for more than five years, and less than 2% survive for more than ten years! In other words, more than 98% of entrepreneurial enterprises in China will ultimately fail. Are you really sure you are that lucky one?

Moreover, the outside world is not the place where you can rely solely on your skills to eat; it is not a place where you can rise based on ability.

It is very likely that the boss's unqualified nephew does nothing and earns more than you, and the boss's son, who only knows how to flirt, gets promoted faster than you. What will you do then? Keep switching jobs?

Not to mention the ruthless exploitation by capitalists with 996 ICU and the ever-changing market landscape, where a million-dollar annual salary this year could lead to bankruptcy and being kicked out next year.

Friend, once the arrow is shot, there is no turning back. Have you really thought it through?

The Three Major Hardships in the System: Teachers, Medical Staff, and Community Police!#

When many people think of the system, their first reaction is sitting in an office, drinking tea, chatting, and reading newspapers.

Occasionally, there is a bit of work, at most typing a few words on the computer, and then waiting for the end of the workday.

This is a huge misunderstanding.

In reality, only a small number of people in a few units (mostly older individuals) can enjoy such leisurely positions.

Most work in the system is not easy, and you can't just lie down or win by rolling up your sleeves.

If you ask: which positions in the system are the busiest and most challenging?

First, let's clarify a premise:

Departments that deal with "things" are generally relatively relaxed because things are inanimate; you just need to do them well and organize them.

Departments that deal with "people" are much more challenging.

Because people are alive, they have emotions and problems, and the various interpersonal relationships create conflicts that are more complex and consume more energy than the tasks themselves.

Among these, the three most challenging roles are undoubtedly teachers, medical staff, and community police.

01

Teachers

When mentioning the teaching profession, many people's first reaction is—summer and winter vacations! Three months off work a year! How great!

Little do they know that this so-called enviable vacation is not given to teachers for leisure but is meant for them to survive.

The teaching profession is truly tough because it is focused on education, which is under the spotlight of the entire nation. Among the entire workforce, only the laid-back vocational school teachers and university professors have it a bit easier.

For primary school teachers in higher grades and core subject teachers in middle and high schools, every day of work represents an infinite drain of physical and mental energy.

School leaders openly demand that teachers in each class compete for scores and rankings; some students just don't perform, and the average scores won't rise, leading to criticism despite the hard work.

Moreover, they face children who have not fully matured and have yet to form their worldviews; if they manage them too strictly, they may respond with disrespect or threaten to report them.

The challenge to their dignity cannot be taken lightly, and that sense of helplessness is simply overwhelming.

Not to mention the grievances of class teachers; besides teaching, they must manage dozens of students in a class and the hundreds of parents with varying qualities behind them.

A teacher friend once sincerely said: unless you have been a teacher for a few years, you cannot appreciate the diversity of the human species.

After a long day of teaching, exhausted, returning home, they still have to face inquiries from parents, from why Zhang San's grades have dropped to why Li Si hit Wang Wu, dealing with all sorts of trivial matters that consume their precious personal time.

Teachers are not only educators but also subordinates in the eyes of principals, judges among students, and saviors in the eyes of parents...

In summary, the three major occupational diseases recognized in the teaching profession are chronic pharyngitis, breast nodules, and thyroid nodules.

02

Medical Staff

As medical staff, every time they go to work, they find themselves in an unfriendly environment filled with noise and viruses.

To protect themselves, they must wear masks, which makes breathing difficult, and they must frequently wash and disinfect their hands, leading to chapped skin while still having to persist in their work.

However, these challenges pale in comparison to dealing with patients who are unhappy due to illness and have nowhere to vent their frustrations.

Whether in outpatient or inpatient departments, or during surgeries, every medical staff member is a moving service window, always under the watchful eyes of countless people, who monitor their work style with a sense of "justice."

As long as you are on duty, you must remain alert every second, fully engaged in your work, keeping your brain running at high speed and staying vigilant.

Otherwise, if you take a sip of water, take a break, or delay calling a patient, you may be complained about for "not having a proper work attitude."

Moreover, due to the nature of their work, medical staff can hardly take a complete holiday; even during national holidays like Spring Festival and National Day, they must work or be on duty.

Many medical staff have not traveled outside for years. They cannot even appreciate the changes in the streets of their own city in real-time.

03

Community Police

What to do if there is a conflict with a neighbor that nearly escalates to violence? Call the police.

What to do if your home is robbed or you are assaulted on the street? Call the police.

What to do if there is a traffic accident, a minor scratch, but the other party is aggressive and wants to fight? Call the police.

The community police are both hardworking and unique because they protect the safety of the public with their own strength. While everyone is afraid and hiding, community police must step forward and protect everyone.

They constantly deal with the darker sides of human nature, conflicts, and disputes.

The examples mentioned above are familiar and relatively safe scenarios for ordinary citizens when calling the police.

There are many more dangerous and challenging situations that community police face daily, which we may not even be aware of.

For instance, responding to a call, the suspect pulls out a shiny knife, surrounded by a crowd of onlookers.

Or a captured suspect bites their hand until it bleeds, only to later find out that the individual is HIV positive.

Or they often have to work overnight. Most community police are heavy smokers because they cannot endure the long hours without smoking. Over time, they become haggard and aged.

We all know to seek help from the police when in trouble, but we often forget that community police are not superheroes; they are also human beings who need rest and safety.

These three groups, besides dealing with ordinary people and "human conflicts," share another commonality:

Their large number of grassroots personnel and very few leadership positions make it extremely difficult for most of them to be promoted, leading to a lifetime of stagnation at the grassroots level—teachers teach for a lifetime, medical staff treat for a lifetime, and community police serve for a lifetime.