The problems on the evaluation form point directly to the key points, and the progress items on the rectification list are clear and specific. Recently, the atmosphere in a certain department's conference room was serious and lively, and a review and analysis meeting was held around the "Grassroots Comprehensive Construction Evaluation Form" and the "Organizational Work Quality and Efficiency Evaluation Form". The representatives of the officers and soldiers spoke frankly and directly addressed the pain points, while the backbone of the cadres listened with red faces and red ears, nodding frequently and taking serious notes... This "spicy" retrospective analysis meeting is a vivid epitome of the department's use of a two-way evaluation mechanism to promote the deepening and implementation of political rectification and training. Since the deepening of political rectification and training, the Party committee of the department has been thinking about how to avoid "hot at the top and cold at the bottom" in the construction of work style? How can the voices of officers and soldiers achieve "direct and fast delivery"? After in-depth research, the party committee of the department unanimously decided to break the traditional one-way evaluation model and launch an anonymous two-way evaluation mechanism. To this end, they are targeting the grassroots and designing evaluation forms that cover dimensions such as the role played by party branches, the performance of key officials, and the effectiveness of backbone assistance. All officers and soldiers are invited to serve as "examiners"; Develop an evaluation checklist for government agencies that focuses on work attitude, professional ability, guidance and coordination, and addressing the "five plus" issues, allowing grassroots officers and soldiers to "score and grade" the agencies. Once the evaluation form was distributed, it immediately caused a strong response. Anonymous filling mode allows everyone to let go of their concerns and speak freely. Some write 'I hope to receive more patient guidance' in the column of 'Class Leader and Backbone Management Method'; Some indicate "Can similar documents be merged and streamlined" on the item of "issuing official documents and telegrams"... Each evaluation form has become a "mouthpiece" for the hearts of officers and soldiers, a "physical examination form" for cadres to fulfill their duties and responsibilities, and a "performance form" for the organization to serve the grassroots. The party committee of the department acted quickly, systematically sorted and collected the problem suggestions, established a rectification ledger by category, and clarified the division of responsibilities, completion time limits, and standard requirements. The accounts were closed and rectification was carried out item by item, ensuring that the efforts were not relaxed and the problems were not completely resolved. During the evaluation, some key members of the squad were pointed out to have relatively limited training methods. The squad leaders were deeply moved and took the initiative to seek advice and learn from the company cadres. Afterwards, they developed a "one person, one strategy" intensive training program for soldiers who ranked low in academic performance; On the training ground, shout out 'I'll demonstrate, follow me'; In the study room, "pairing up and co studying difficult points" has become the new norm for group learning and training. The new trend of two-way evaluation brings exciting changes. More than 10 "micro wishes" proposed by the soldiers, including improving the housing of family members and organizing policy lectures, were quickly realized; It is not uncommon for cadres to go down and work on-site at the grassroots level; Under the leadership of the government, efforts have been made to rectify the "five excesses" problem and implement the "no meeting day" system... A company commander calculated that "the weekly reception of telegrams, meeting notices, etc. has significantly decreased, and we can devote more time and energy to group training and regular ideological work." What is even more gratifying is that many companies have learned from the experience of two-way evaluation and regularly organized activities such as "discussion meetings" and "collection of golden ideas," creating an increasingly strong atmosphere for officers and soldiers to participate in unit construction. The Party Committee of the department takes advantage of the current situation to promote the normalization and long-term effectiveness of the two-way evaluation mechanism: organizes a two-way evaluation once every quarter, and dynamically adjusts the evaluation focus based on the stage tasks; Establish a "problem rectification bulletin board" to encourage officers and soldiers to supervise the entire process; Linking the evaluation results with unit and individual evaluations, and establishing a clear orientation of "grassroots satisfaction is the true achievement". The key to success lies in practical work. The leader of the department stated, "Evaluation is not the goal, rectification is the key. We need to make these two evaluation forms the 'microscope' and 'booster' of daily work, deepen the rectification of work style, improve the quality and efficiency of work, and ensure that the fruits of political rectification are real, long-lasting and sustainable