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Detailed Explanation of the Civil Servant Examination Political Review Process#

A detailed popular science on civil servant political reviews.

1. The Process of Political Review

1. Submit Materials. Within half a month after the physical examination, the investigation team will contact the candidates, requesting them to prepare their ID card, household registration book, education degree certificate, academic verification proof 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 current performance, etc.;

2. Archive Review. After the candidate informs the location of their archives, the investigation team will go to the archive management institution 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. Discussion. The investigation team will visit the candidate's school, company, household registration location, or community committee to talk with teachers, classmates, leaders, colleagues, community workers, and neighbors to understand the candidate's work, study, interpersonal relationships, and law-abiding behavior;

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. Centralized 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 candidate's original ID card and household registration book, as well as copies. 2. The investigation team will check the candidate's archives.

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. Education Review

Content: 1. Does it meet the educational requirements for the position? 2. Is there any impersonation? 3. Are the academic records complete? 4. Is there any behavior of examination migration? 5. Has the candidate been disciplined during university?

Form: 1. The investigation team will review the candidate's education and degree certificates, and screenshots from the academic verification website; 2. The investigation team will check the candidate's personal archives; 3. The investigation team will talk to 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 impersonated others will not be hired; 3. Those who have been disciplined during their studies will have their disciplinary records 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 credit report standards themselves; 2. Those on the list of dishonest persons subject to enforcement will not be hired.

4. Law-abiding 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 their criminal record, and the police station will issue a proof of no criminal record and stamp it, which must be submitted to the investigation team for verification. If there is a criminal record, the police station will issue a similar certificate: after investigation, someone is a resident of our jurisdiction and was sentenced to xx years in prison for committing xx crime on xx date; 2. For certain special positions in some provinces (such as public security, procuratorial, and judicial), the investigation team will directly go to the public security agency to check the candidate's criminal record.

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

5. Political Review

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

Form: The investigation team will review the candidate's party member file (for probationary party members who have not yet been confirmed, the file is kept in the party branch. For formal party 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 procedures will not be hired. (Even if applying for a non-party member position, they will not be hired, as the party member file is part of the personal file, 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 simply provide the necessary 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. What is the law-abiding situation?

Form: Discussion. 1. For recent graduates, visit the school to talk with counselors and classmates; 2. For employed candidates, visit the 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 discretion. 1. Those with verified moral corruption may not be hired; 2. Those with verified improper conduct may not be hired; 3. Those who ignore work discipline during work and do not comply with company regulations, with sufficient evidence, may not be hired.

3. Review of the Candidate's Parents

1. Law-abiding 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 cult organizations and recorded by public security agencies 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 applicable to 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 item for parents; 2. In some regions, public security and judicial departments 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, procuratorial, and judicial, and ordinary civil servants are not reviewed.

Differences in Treatment for National Examination, Provincial Examination, and Selected Students Becoming Civil Servants#

The national examination, provincial examination, and selected students (central selection, designated selection, general selection) are just different recruitment channels for civil servants. Once entering 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 quickly, which is just a distortion of "ancient" cases... If you don't believe it, you can check the comment section of my article on selected students from five years ago; every year there are various students coming forward to share their experiences of being deceived. If there is any difference to mention, it is that selected students need to go to grassroots for two years, while civil servants recruited through national and provincial examinations do not. Why have selected students? Simply put, it is to set an educational threshold (additionally, each province has thresholds such as party membership, school-level honors, major student leadership roles, military service 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, with selected students from Beijing, Shanghai, Chongqing, Hebei, Henan, Shandong, Shanxi, Sichuan, Guangdong, and overseas. There are many details in this regard, so I won't elaborate.

In theory, if you are qualified to take the selected student examination, you should seize the opportunity to leverage your academic advantages to succeed, and try not to take the national or provincial examinations. However, due to the different policies for selected students and provincial examinations in each province, the strategies for graduates from double first-class universities cannot be the same. Taking Sichuan Province as an example, slightly better positions are given to selected students, while the provincial examination 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 for a few years for training before taking another exam, while the provincial examination 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 target province and city.

Already Admitted#

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

1. Clothing

Reporting is not an interview, so there is no need for formal suits, ties, and leather shoes, as that would be overly formal and silly; however, dressing a bit more formally is necessary since you are a public servant. However, if after reporting you are assigned to assist a senior leader, regardless of their level, you must always wear formal suits, plain shirts, and leather shoes, without a tie.

The principle of 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 suitable; for women, ripped jeans, ultra-short skirts, hot pants, off-shoulder or crop tops, exaggerated large earrings, cartoon hairpins, heavy eye makeup, and thick makeup are also inappropriate. Even in summer, boys should avoid wearing three-quarter pants or shorts.

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

If you are unsure, I recommend a few options. Currently, 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 (paired with jeans) or short-sleeved shirts.

Do not keep loose 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 more appropriate. Of course, such bags are more common in various levels of agencies: outdoor and casual attire can be paired with a backpack.

2. Watches

There are not many accessories that civil servants can wear, and watches are the most appropriate. If you do not want to be called out for wearing a luxury watch, it is best to avoid them; ordinary brands like Casio or Citizen, priced around one to 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 to drive, 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 stand out... If you are in the Yangtze River Delta or Pearl River Delta, where most vehicles are around three hundred thousand yuan, 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 million. After all, you can see everything from a Mercedes GL to a Porsche Cayenne... There are too many entry-level BBA models... If you want to be low-key but still drive a good car, consider a Volvo S60 or S90. Of course, a well-rooted 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 Regulations 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 would like to share some experiences with the newcomers. 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 do everything.

Many new civil servants face the same situation in the same office, 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 you do. However, if you really become lazy, not only will you be disliked by colleagues, but over time, leaders will also notice, affecting your future. On the other hand, if you rush to do work, even tasks that are not your responsibility, you may end up being taken advantage of—everyone in the office may push their work onto you.

2. Make sure your work is visible to leaders; report frequently and ask for guidance.

Completing work is not enough; it must also be visible to leaders. Otherwise, your work will be considered wasted effort. Of course, this does not mean you should only work when leaders are present, as that will quickly lead to disdain from colleagues, since everyone can see. How to make leaders "see" your work? The key is to frequently ask for guidance and report back. Always remember to report the completion status of tasks assigned by leaders or any problems encountered. In the unit, having a presence does not guarantee promotion, but lacking a presence will definitely prevent it.

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3. Do not act on your own; any work must have authorization or instructions from leaders.

Young people entering the system are often full of enthusiasm, wanting to make a difference and serve the people. However, always remember that you are an executor, not a decision-maker. Never take on tasks meant for leaders; you are just a cog in the system. Focus on doing your own job well and completing tasks assigned by leaders—any work must have authorization or instructions from leaders, and you must act according to their intentions and directives, which will never be wrong.

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 from 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: keep a low profile and listen more than you 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 questions, addressing leaders (including direct leaders or leaders from other departments) is called seeking instructions, while addressing colleagues (including those from the same department and peers) is called seeking advice. Before understanding the situation, it is best not to speak carelessly. A shy and quiet image is definitely safer than a thoughtless one; "too many words lead to mistakes" is a wise saying from our ancestors. 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 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 that 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 indeed very annoying and everyone has a bad opinion of them. If you blindly follow the crowd to criticize, what you say may end up being distorted into all bad things about you.

8. Learn to accept "unfairness."

Once you enter the system, you may encounter many unfair situations, such as not being included in training or being assigned to work overtime. For example, even if you work hard, you may not receive recognition in evaluations. You must learn to accept and analyze these unfair situations. What you perceive as "unfair" may be seen as fair from the perspective of senior colleagues or leaders. (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 new employees arrive at a new unit, serving tea, pouring water, and cleaning for senior colleagues are essential tasks. Do not think that doing these tasks belittles your "noble" identity as a university graduate. These tasks are the simplest way to shape an image of being respectful of rules and understanding the bigger picture.

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

Having multiple skills is never a disadvantage. After starting work, if you have enough free time, 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" can last. Perhaps in the next reform, you will be the one affected, just like the laid-off workers from years ago; you may face similar situations in ten or twenty years. Only by having the ability to leave the system at any time can you navigate within it more skillfully and effortlessly.

Newcomers, should you drink or not?#

To be honest: being able to drink in the system is indeed a skill. The lower the level, the more important this skill becomes. At the grassroots level, due to the generally low educational level of cadres and the high proportion of military transfers and veterans, not being able to drink or having a low tolerance for alcohol 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 capacity. If you cannot drink a pound without getting drunk or two bottles without falling over, it is almost impossible to become a township head or village secretary.

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

In large agencies, your ability to write materials and get things done is your core competitiveness!

If your work ability 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, work efficiently, and have decent drinking skills, then a smooth rise to success is just around the corner. Drinking ability is definitely a bonus!

What if you really don’t want to drink?

Then just don’t drink from the start, and avoid alcohol altogether.

Remember: either don’t drink at all in public or private settings, or drink honestly in all situations. If you drink sometimes and not others depending on the person, then you can only wait for things to go downhill.

Newly Appointed Civil Servant Position Classification Regulations

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

Article 1 In order to reasonably determine the ranks and levels of newly appointed civil servants and standardize the position classification work for newly appointed 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 position classification of newly appointed civil servants should be conducted within the prescribed staffing limits, positions, and ranks below the level of first-level chief officer or equivalent level.

Article 3 Newly appointed civil servants must undergo a position assessment within 30 days after the end of their probation period, according to the requirements of the rank they are to be appointed to, based on the conditions, obligations, and disciplinary requirements of civil servants.

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

1. Those directly recruited from various schools with no work experience: high school and vocational school graduates will be appointed as second-level staff, second-level administrative law enforcement officers, or equivalent level, classified as level 27; university diploma graduates will be appointed as first-level staff, professional technicians, first-level administrative law enforcement officers, or equivalent level, classified as level 26; university bachelor graduates, those with dual bachelor degrees (including those with a six-year university education), graduate class graduates without a master's degree will be appointed as first-level staff, professional technicians, first-level administrative law enforcement officers, or equivalent level, classified as level 25; those with a master's degree will be appointed as fourth-level chief officers, fourth-level supervisors, fourth-level main officers, or equivalent level, classified as level 24; those with a doctoral degree will be appointed as second-level chief officers, second-level supervisors, second-level main officers, or equivalent level, classified as level 22.

2. Those with work experience can be classified based on their qualifications and years of service, compared to personnel with similar conditions in the agency.

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

The position classification time for newly appointed civil servants starts from the end of the probation period.

Article 5 The position classification for newly appointed civil servants will proceed according to the following procedures:

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

2. The agency conducts a comprehensive assessment of the personnel to be classified and proposes opinions on the intended rank and level;

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

After the position classification of newly appointed civil servants, civil servant registration will be conducted according to relevant regulations.

Article 6 The minimum service period for newly appointed 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 servant management departments will order corrections or declare them invalid according to their management authority, distinguishing different situations; responsible leaders and directly responsible personnel will be dealt with according to the severity of the circumstances:

1. Classifying positions for newly appointed civil servants beyond the authorized number;

2. Not classifying positions for newly appointed civil servants according to the recruitment position category, prescribed conditions, and procedures;

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

4. Other situations that violate laws and regulations.

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

Article 9 These regulations are interpreted by the Organization Department of the Central Committee of the Communist Party of China.

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

Grassroots Material Writers, Most Dreading Holidays#

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

In the system, writing materials is a basic skill. The more you want to move up and get closer to the power center, the more important it is to write good materials. Those who are good at writing materials are promoted faster than others, and they are more likely to be reused and promoted. Writing materials is currently the position with the lowest risk in this field. Writing materials may be the most reliable path to advancement.

Looking at these statements from those who stand and speak without feeling the pain, I am too lazy to refute them one by one. The tragic story of writing materials and becoming a lifelong material writer happens every day in the system. Most material writers basically piece together simple things into something grandiose, rewriting a material word by word dozens of times just to satisfy the leaders. Endless nights of revisions ultimately produce a stack of formalism that gets thrown away 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 get rid of it unless a new scapegoat comes to take over.

Newcomers 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 newcomers start writing materials in the unit, unless you directly give up and make it clear that you won't do it anymore, you will never be able to escape. Of course, if you do escape, your future is basically ruined; at least while your direct leader is in position, you can forget about turning things around.

Of course, another way to escape is to cultivate a successor, persuading the new young people to write materials—those who promote the various benefits of writing materials are often big deceivers with this mindset, setting traps for newcomers to fall into. Finally, please allow me to once again disdain those who promote writing materials as a skill that brings you closer to leaders and leads 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 agencies is one in tens of thousands.

Why is there a shortage of material writers from the central government to township units? Why do higher-ups prefer to select those who write materials? If writing materials were truly a good job, would it be available to you, a small fry with no background?

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

With the heat of public examinations in recent years, many people have blindly followed the trend to take the civil servant exam, only to find themselves very unhappy after being admitted, and I receive consultations from those wanting to resign every month.

Many people 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 both elderly parents and young children to support?

The outside world is not like the system; young people in their twenties are all fiercely competitive. Can you handle the 996 ICU work pace? If you can't handle it, 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 they are not careful, they may never find a job again, only to end up delivering takeout or driving for ride-hailing services. Are you sure you can escape this fate?

2. What is your family's financial situation? Do you have several houses to rent out and live comfortably? Or do you have a mortgage and car loan that totals eight thousand a month?

Not every family is free from worries about housing and cars; financial pressure is the biggest stress for most adults: with mortgages and car loans weighing down on you, if you can't pay, your house or car could be repossessed 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 position are you in, and what system are you in? Are you a key member of the court, procuratorate, or tax bureau? Or are you in a comprehensive role at the old cadre bureau or disabled persons' federation?

Many three-door cadres (family door - school door - public door) have entered the system for years without improving their skills, but their confidence has grown rapidly, feeling 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 change jobs after these years in the system. Key personnel who go outside are indeed talents, but how many true key personnel are there in the system?

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

Without unique work experience in the system, having high-value certificates is also a strong advantage. If you have no certificates at all, are you sure you can find a good job?

5. What connections or resources do you have that can support your path outside the system?

Starting a business is indeed one option, but about one million companies in China go bankrupt every year, averaging two companies closing every 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 ultimately fail. Are you really sure you are one of the lucky ones?

Moreover, the outside world is not as you imagine, where you can eat based on your skills and advance based on your abilities. It is very likely that the boss's unqualified relative 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? Continue to change jobs?

Not to mention the ruthless exploitation by capitalists in the 996 ICU environment, as well as the ever-changing market dynamics, where a million-dollar annual salary this year could lead to bankruptcy and dismissal next year.

Friends, once you draw the bow, 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 mention the system, their first reaction is to picture sitting in an office, drinking tea, chatting, and reading newspapers.

Occasionally doing 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 very few units (mostly older individuals) can enjoy such a leisurely position.

Most work in the system is not easy, and you cannot win by lying down or rolling up your sleeves.

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

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 conflicts that arise are more complex and energy-consuming 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 for teachers to enjoy life but to keep them going.

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

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

School leaders openly demand that teachers in each class compete on scores and rankings. Some students simply do not perform well, and the average scores just won't rise, leading to criticism despite the hard work put in.

Moreover, they are dealing with children who have not fully matured and whose values are still forming; if they manage them too strictly, they may respond with disrespect or threats to report them.

The feeling of powerlessness when your character is provoked is simply overwhelming.

Not to mention the grievances of class teachers; aside from teaching itself, they must also manage dozens of students in a class, along with hundreds of parents with varying qualities.

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

Teachers are not only educators but also subordinates in the eyes of school leaders, 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, as long as you are on duty, you are in an unfriendly work environment, filled with noise and viruses.

To protect themselves, they must wear masks, which leads to long-term breathing difficulties, and they must frequently wash and disinfect their hands, resulting in chapped skin while still having to continue working.

But these challenges pale in comparison to dealing with patients who are unhappy due to their illnesses and have pent-up frustrations.

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

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 are unlucky enough to take a sip of water or take a break, you may be reported for "improper 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 almost turns violent? Call the police.

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

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

The community police are both hard-working 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 to protect everyone.

However, they are constantly dealing with the darker sides of human nature, along with conflicts and disputes.

The examples given above are familiar and relatively mundane 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, rushing to the scene after receiving a call, only to find a suspect brandishing a knife in front of a crowd of onlookers.

Or a suspect biting their own hand until it bleeds, later discovering that the individual is HIV positive.

Or having to stay up all night multiple times a week. Most community police are heavy smokers because they cannot survive 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 mere mortals who need rest and safety.

These three groups, aside from dealing deeply with the public and "human conflicts," share another commonality:

The vast number of grassroots personnel and the extremely limited leadership positions make it very difficult for most of them to be promoted; they spend their entire lives at the grassroots level, teaching for a lifetime, treating patients for a lifetime, and responding to calls for a lifetime.