Chapter 827: Problems inherent in the alliance

Chapter 827: Problems inherent in the alliance

How can we ensure that the alliance system retains considerable vitality and remains a highly centralized system, while still allowing the lower classes of the alliance to have a fairly good channel for upward mobility?

This matter is very important and quite difficult.

Things like an upward channel do not appear just by saying it.

When the alliance was first established, a large number of people who had followed it to build the empire have now occupied senior positions and formed a new interest group.

The interest groups of the alliance are actually relatively simple. The world is determined by the rank of the job, and all kinds of welfare benefits, as well as power and status, are clearly linked to this system. Although some people have a certain amount of income outside of their rank, it is not the mainstream of this society.

So, the so-called interest groups in the alliance are people who occupy high positions in the job hierarchy. The origins are relatively complex. The most important and legitimate ones are those who have followed the alliance's expansion and economic development to conquer the world. Another important component is the original dignitaries from various worlds who have actively integrated into the alliance's system during this process.

After decades of development, the two have obviously merged. The fundamental reason is that any interest group, after gaining a firm position, naturally tends to consolidate its own group interests.

There are currently two core channels for advancement within the alliance: obtaining a relatively high-level stepping stone to enter the social system through academic education, and then obtaining promotion through work performance within the system.

Or you may have outstanding performance at work, get promoted, and obtain educational opportunities for further study. After completing further studies, combined with your resume and performance, it will naturally be easy to move up to the next level.

These two approaches are not mutually exclusive, or in other words, they are two sides of the same coin. The former focuses on helping outstanding young talents quickly advance in their careers, while the latter focuses on helping up-and-coming talents with accumulated experience stand out.

Theoretically speaking, within the alliance system, even if one has no background and is of ordinary origin, as long as one has talent and ability, this is a stepping stone for advancement and one can be promoted quickly.

However, this is only an ideal situation.

In fact, although the upward and downward promotion channels of the Alliance are much smoother than those of most imperial societies, those interest groups that have already occupied their positions in advance can still find ways to squeeze into these two channels.

Their behavior was not that bad. Openly occupying the promotion channel was unacceptable to the alliance.

But there are some methods that no one can blame.

Education? Then the cost of education will be quietly raised.

It would be too unwise to start with administrative orders. They often try their best to educate their children and nephews and close younger generations from an early age. A solid family background can greatly lead the children of ordinary people in the stage of laying the foundation.

On this basis, there are certainly geniuses among the children of commoners, and because of the much larger population base, they can have an advantage in the proportion of people admitted to various colleges. However, in terms of the probability of success, the descendants of high-ranking officials are definitely much better.

There is no need to talk about this kind of thing.

Even Gu Hang had to admit that since they were screening talents, then people had invested heavily in education and cultivated talents. It would be impossible for the college to consider background when admitting students and give more places to the civilian class. This would be unfair.

In fact, Gu Hang did not have a different view of talent because of their background. As long as they could contribute to the great cause of the alliance, no matter who they were, they should be respected.

Gu Hang would not suppress the so-called "interest groups" who "occupy positions" by investing in education, but would encourage them. Especially for those former dignitaries in various worlds, their behavior was actually a clear signal of actively integrating into the alliance system.

But there is one type of behavior that may not be acceptable.

Invest in education, so that the offspring can enter a good college in the alliance education system, and then get a good job after graduation... Those descendants of the rich and powerful do have a higher chance of success than ordinary people because of more abundant educational resources and broader horizons. But generally speaking, they all compete in a fair environment. The population of the civilian class is so large, and they "fight" on this road. Even if the descendants of the rich and powerful have many advantages, it is often the geniuses and those with great perseverance among the civilians who survive.

The track is too crowded.

Naturally, some people who are unwilling to accept this will come up with some tricks.

For example, the so-called "radish pit".

Isn't it necessary to take an assessment to enter a high-level college or a good position? As for the fairness of the assessment, we dare not have any bad intentions, but we can make some adjustments to the content of the assessment and tailor a set of special recruitment conditions for those candidates with connections.

A certain college suddenly has a few special recruitment quotas for a certain planet, saying that it is to support the development of planetary talents;
It is not that all people on the planet can enjoy it, but it is specifically for people born in certain places because of the contributions that people in those places have made.
There are some rules for genders; there is a limit on age; there is a limit on special experiences before admission; there is a limit on "special skills"...

Then, although the special recruitment quota is posted openly and fairly, it is not actively promoted. It is really difficult for the outside world to find this special recruitment with a possible application window of only a few days among a large number of documents.

Although the universe is vast, as long as the conditions are right, you can always find the person you want.

Such tricks are not very effective.

The top leaders of the alliance have repeatedly stressed that similar matters should be taken seriously. If similar operations are carried out, not only will the people be sent back, but those responsible for colluding in this will also be dealt with.

You want your offspring to get into school or a certain position easily, right? Take you down first!
Such measures only have a small impact on a small area and are a small door opened for the benefit of a few individuals. It is certainly unfair, but it is not necessarily bad.

At least it's not as bad as establishing a large-scale monopoly.

This incident happened once in the Menghe star field.

As the capital of Menghe Star Region and also an educational center, Mengyang Star has set up a set of operations: the Ministry of Finance-Union Taxation Bureau under the government has conducted special recruitment in the taxation management majors of many top universities on Mengyang Star. They plan to recruit 70% of the taxation bureau officers in the future from the taxation management majors of these top universities.

So far, it is reasonable. Although the work arrangement restricts the schools, there is no individual restriction, but a whole batch of top schools according to the list of top schools given by the Union Ministry of Education. Restricting the corresponding majors is not a big problem.

But the trick is that the top universities in Mengyang Star have followed suit and significantly limited the number of students, and raised the requirements for the tax management major. One of the most serious requirements is that you need to have internship experience in related financial and tax work during your studies. Since "internship experience" is not directly linked to job level, each institution and unit can freely regulate recruitment and does not occupy the alliance's finances.

This policy was introduced at that time mainly to deal with the temporary need for a large number of staff in certain units at certain times. However, as this gap was not expected to last for a long time, recruiting a large number of formal workers would lead to an overflow of staff in the future, so a temporary policy was put in place.

When these things are combined together, the effect is achieved: the tightened quota of universities and the counterpart units only recruiting students within these quotas when setting up positions, resulting in the fact that if you can study this major in these universities, you will be guaranteed to enter the Taxation Bureau of Menghe Star Region in the future.

In order to study the taxation major at this top university, one must have internship experience working as a tax subordinate.

As long as the number of internships is limited, only a small number of people can get internships, which forms a closed loop. How can ordinary people get such internships? They can't enter the tax majors of top universities, and when targeted positions are set up, they can't get a job in the tax bureau. They can only squeeze the remaining 30% chance.

Some people with good backgrounds get internship experience in the name of "unpaid contribution".

What? A commoner wants to make a contribution? Is he worthy?!

This has even led to the tax management major in top universities having a score requirement that is much lower than other majors in the same university. It is also easier to find a job, and the candidates can work in departments directly under the star domain government. However, the number of applicants is very small.

To put it bluntly, some of the people in power in Mengyang colluded with each other to seek benefits for their descendants from the system and train a certain group of people as successors to the tax bureau. They can even use these precious resources as bargaining chips for interests.

It's a bit too embarrassing for the bureaucrats in the tax bureau to use this trick to get their own children, nephews, relatives and friends in, but they can exchange with other departments and units. If you promote my people, I will give your child an internship experience certificate to guarantee that he can work in the tax bureau in the future.

A group of people did this for two or three years...

When Gu Hang found out, he was furious.

This has led to at least two problems: the work of the tax department has been affected, and the quality of talent will foreseeably decline in the future, which will of course have a negative impact on work efficiency.

In addition, what is even worse is that this will block the channels for class mobility within the alliance.

In the Taxation Bureau, the starting rank for clerks there is very high, and the nature of the work is important. There are many opportunities for promotion in the future, and it is easy to move into more important senior positions.

If we divide by class, the rank of the alliance is an obvious class. Such a position is a very good path to class advancement. How can Gu Hang accept that it was cut off by a group of vested interest groups using administrative power?

This incident directly led to a particularly severe internal cleanup of the horizontal and vertical government agencies such as the Mengyang Planetary Government, the Menghe Star Region Government, the Alliance Finance Department, and the Alliance Education Department. Many senior officials, even if they had nothing to do with this incident, had to bear leadership responsibilities.

In addition, the Ministry of Internal Affairs of the Alliance subsequently launched a special investigation throughout the country to see if similar incidents to what happened in Mengyang occurred in other places and to what extent.

And it is not limited to this incident, it also includes the "radish pit" incident mentioned earlier.

In short, all matters related to applications to institutions of higher learning will be checked once again this time.

At the same time, it also includes the process of students graduating from various institutions of higher learning entering important positions as high-quality talents.

These so-called important positions not only refer to the various government units directly under the Alliance and local government units, but also include some senior engineers, education positions, etc. In short, as long as it meets any of the conditions of 'the position has a high starting level', or 'great future development prospects', or 'high importance to the Alliance and the Dark Side Expedition', then the access to this position is within the scope of review.

If they are more ruthless, the Ministry of Internal Affairs will even retrieve the files of all employees who have joined the position in the past five or ten years, and may even interview specific people to understand the situation.

The intensity of the investigation is very strong.

But this is just the beginning.

Afterwards, the Ministry of Internal Affairs was also tasked to investigate the ranks and promotions of personnel within the alliance organization.

Normal promotions are naturally out of the question. There are a whole set of regulations for normal promotions. As long as the rating of years of service and job responsibilities completed is not poor, you can be promoted after the years of service, no problem.

But isn't there a promotion for "outstanding work performance"? This is for talents. Gu Hang doesn't want the units to leave it unused, and suppress high-quality talents and fail to promote them; but he also doesn't want this to become a tool for interest groups to open a backdoor for themselves.

In this regard, Gu Hang's plug-in can still bring him some help.

He has to spend a lot of grace points throughout the year to inspire talents in the [Hero] interface.

These inspired talents are distributed in all walks of life. Those who are qualified for enlightenment are usually talented and have good performance. After being enlightened, their talents can be realized and their level is greatly improved.

Under normal circumstances, these people are able to stand out from the crowd.

In fact, this is also a new channel for class advancement that Gu Hang has opened up by utilizing the system's capabilities.

Hero Inspiration, this function does not consider identity or background at all, it only looks at personal ability and talent.

Gu Hang spends millions of grace points in various industries every year to enlighten hundreds of thousands of people. At the most basic level, 10 points of grace is only given to one person, and the upgrade is only 50 or 100 points. As long as you don't spend too much on a very high level, the consumption of grace points is actually controllable.

These people, taken together, form the league's most important talent pool.

By the way, he also instructed the Ministry of Internal Affairs to go and take a look according to these lists.

In each unit, do the inspired talents have rapid promotion in their positions?

If so, and the proportion of inspirers in special promotions is relatively high, it proves that the unit has done a good job in organizing talent training.

If the promotion rate is relatively small, but the main reason is that the special promotion quotas are used very little, then the unit will be ordered to make improvements, as it will be considered that the unit is too conservative in organizing talent training and is afraid of taking responsibility.

If the promotion ratio is not too high or too low, and the number of promoted people is normal, but the proportion of those who inspire others is not high enough, then it proves that the unit is not doing well enough and cannot even distinguish talents. It will also be reprimanded and ordered to improve. After two years of observation, if it still fails, it will be punished.

If the number of people promoted is normal, but the proportion of enlightened people is extremely low and cannot be promoted at all, then there will be a big problem.

Utilizing identified talents - Inspirers, not only did we expand the alliance's talent pool, but we also tested the effectiveness of the organization's talent training. This really put all available aspects to good use.

The problems inherent in the alliance have always been serious issues that Gu Hang treats as his biggest concern.

(End of this chapter)