Detailed Rules for the Implementation of Reminders, Written Inquiries, and Admonishments by the Organization and Personnel Departments with Respect to Leading Cadres (Central Organization Department Document No. 12 [2015])

Chapter I General Provisions

Article 1: In order to strengthen the strict management and oversight of cadres and to encourage them to conscientiously uphold the principles of “Three Stricts and Three Earnests,” these Detailed Rules are formulated in accordance with Party regulations, including the Regulations on Internal Supervision of the Communist Party of China (Trial) and the Provisional Measures for Conducting Admonitory Talks and Written Inquiries with Leading Party Members and Cadres.

Article 2: Under the leadership of the Party Committee (Party Leadership Group), the organizational and personnel departments at all levels shall, in accordance with their respective authority over cadre management, issue reminders, conduct written inquiries, and administer admonishments to leading cadres.

Article 3: When issuing reminders, conducting written inquiries, or administering admonishments to leading cadres, it is essential to uphold stringent standards, place discipline front and center, address issues early, nip them in the bud, and prevent minor infractions from escalating into major problems. At the same time, we must demonstrate care and concern for cadres, emphasize ongoing education and development, and foster their sound and healthy growth.

Chapter 2: Reminder

Article 4: In the course of routine management and oversight of cadres, as well as in Party‑wide concentrated education campaigns, leadership team elections, democratic life meetings of leadership teams, annual performance assessments, inspection tours, and other related work, the organization and personnel departments shall promptly issue warnings regarding emerging or potential problems among leading cadres, as well as any other situations that warrant attention.

Article 5: The list of individuals to be reminded shall be proposed by the cadre management or cadre supervision body of the organization and personnel department, and shall be finalized upon approval by the head of the department.

Article 6: Reminders to leading cadres are generally given through conversations, but may also be issued in writing.

When reminders are delivered through a conversation, the conversation is typically conducted by the head of the organization’s personnel department; however, an appropriate conversationalist may also be designated based on the specific circumstances of the person being reminded and the content of the discussion.

Where reminders are issued in writing, the organization’s personnel department shall send a reminder letter to the person being reminded.

Chapter 3: Inquiry by Letter

Article 7: With respect to issues concerning leading cadres’ political ideology, performance of duties, work style, moral character, integrity and diligence in governance, as well as organizational discipline, as reported through letters and visits, complaints, or other channels, the organization and personnel departments, except where investigation and verification are required, shall generally adopt written procedures or conduct written inquiries to obtain information from the cadres concerned.

Article 8: Written inquiries directed at leading cadres shall be proposed by the cadre management or cadre supervision body of the organization and personnel department, submitted to the head of the department for approval, and then implemented.

Article 9: When conducting written inquiries of leading cadres, a notice of inquiry shall be served on the person being inquired. Within fifteen working days of receiving the notice, the person being inquired shall provide a truthful and factual written response. If, due to special circumstances, a timely response is not possible, the reasons therefor shall be explained within the prescribed time limit. Where the issues raised in the inquiry remain unclear, a further inquiry may be conducted or other appropriate measures may be taken to obtain further clarification.

Article 10 Where any of the following circumstances exists, the organization and personnel department may entrust the principal person in charge of the Party Committee (Party Leadership Group) of the inquiring individual’s unit to follow up and urge compliance, or may, in conjunction with relevant units and departments, proceed directly with handling the matter.

(1) Failing to provide a written response on time without justifiable reason;

(2) Those that remain unclear after a second written inquiry;

(3) Other issues were identified in the response materials.

Article 11: Where, following written inquiries or investigative inquiries, it is confirmed that the subject of the inquiry has indeed engaged in misconduct, appropriate disciplinary measures shall be imposed in accordance with the relevant provisions.

Article 12: The organization and personnel departments shall rigorously review the materials submitted by leading cadres in response to organizational inquiries, establish a filing and management system for such inquiries, and retain all relevant documents.

Chapter Four: Admonition

Article 13: Where leading cadres have any of the following issues—whether or not such issues constitute a violation of discipline but have nonetheless resulted in adverse effects, or whether or not they do constitute a violation of discipline but are exempted from disciplinary action under relevant provisions—they shall be subject to admonishment.

(1) Those who fail to strictly observe the Party’s political discipline and organizational discipline;

(2) Where democratic centralism is not strictly implemented, where matters that should be decided collectively are instead determined individually, or where unprincipled disputes arise within the leading body;

(3) Failure to adequately implement the Regulations on the Selection and Appointment of Leading Cadres of the Party and the Government, resulting in oversight and errors in personnel appointments;

(4) Those who have a weak awareness of the rule of law, fail to perform their duties in accordance with the law, or obstruct others from performing their duties in accordance with the law;

(5) Interfering with market economic activities in violation of relevant regulations;

(6) Failing to earnestly implement the spirit of the CPC Central Committee’s Eight-point Decision on Improving Party and Government Conduct and the regulations on practicing thrift and combating waste;

(7) Detaching oneself from reality, engaging in falsification, and thereby harming the interests of the people and the relationship between the Party and the masses.

(8) Failing to report on time or providing false information regarding personal matters without justifiable reasons;

(9) Failure to strictly comply with regulations on integrity and self-discipline;

(10) Those who exhibit lax discipline and inadequate oversight, and who bear responsibility for serious disciplinary or legal violations committed by their immediate staff;

(11) Where violations have been identified during inspections or economic responsibility audits;

(12) Engaging in activities that violate social ethics, professional ethics, or family virtues;

(13) Other circumstances requiring admonishment.

Article 14: Disciplinary admonishment of leading cadres shall be proposed by the organization and personnel department, submitted to the corresponding-level Party committee (Party leading group) for approval, and implemented thereafter.

Article 15: Disciplinary admonishment of leading cadres may be conducted either through a verbal conversation or in writing.

Article 16: Where admonishment is conducted through a talk, the appropriate interviewer shall be determined in accordance with the rank and specific position of the person being interviewed.

(1) Disciplinary admonitory talks with the principal person in charge of a Party committee (Party leading group) should generally be conducted by the head of the next higher-level Party committee (Party leading group); alternatively, they may be conducted by the principal head of the organizational and personnel department at the next higher level.

(2) When conducting cautionary talks with other members of the leading body of a Party committee (Party group), the primary responsible person of the same-level Party committee (Party group) should generally be designated as the interviewer; alternatively, the head of the organizational and personnel department at the next higher level may serve as the interviewer.

(3) When conducting cautionary talks with the principal persons in charge of institutions under a unit, the talk should generally be conducted by the head of the unit’s Party Committee (Party Leadership Group).

(4) For conducting cautionary talks with other personnel of the unit, the organizational and personnel department shall designate an appropriate interviewer.

Article 17 Where a cautionary talk is conducted, the interviewer shall truthfully explain to the person subject to the admonition the reasons for the admonition, set forth specific requirements, and specify the deadline for submitting a written self‑examination. A record of the cautionary talk shall be prepared, setting forth the following matters:

(1) Basic information about the subject of admonishment, including name, position, and other relevant details;

(2) The names and positions of the interviewer and the recorder;

(3) The date and location of the cautionary interview;

(4) The grounds for issuing a cautionary admonishment;

(5) Specific content of the conversation.

Article 18 Where admonishment is conducted in writing, the organization and personnel department shall serve a written admonishment notice upon the person subject to admonishment; at the same time, it shall notify the principal responsible person of the Party Committee (Party Leadership Group) of the admonished person’s unit of the matters subject to admonishment. The admonishment notice shall set forth the following items:

(1) Basic information about the subject of admonishment, including name, position, and other relevant details;

(2) The grounds for issuing a cautionary admonishment;

(3) Specific requirements put forward to the person subject to admonishment;

(4) Specify the deadline for the admonished party to submit a written self-criticism;

(5) The name of the organizational and personnel department that has issued the admonishment;

(6) The date on which the admonitory letter was prepared.

Article 19: Leading cadres who have received admonishment shall be disqualified from consideration for annual performance evaluations, assessments of merit during their current term of office, and any forms of recognition or awards; furthermore, they shall not be promoted or reassigned to important positions within six months.

Article 20: Six months after a warning or admonishment, the organization and personnel department shall, by appropriate means, assess the subject’s progress in rectifying the issues. Where no improvement has been made or such improvement is not evident, depending on the severity of the circumstances, organizational measures may be imposed, including reassignment to another post, resignation upon taking responsibility, ordering resignation, removal from office, or demotion.

Article 21: The organization and personnel departments shall establish a system for managing admonishment records, retaining records of admonitory talks with leading cadres, admonishment letters, written self-criticism materials, and other relevant documents, and shall use such information as an important basis for the assessment, appointment or removal, and reward or disciplinary action of leading cadres.

Chapter Five: Discipline

Article 22: When leading cadres receive reminders, written inquiries, or admonishments, they must take them seriously and provide truthful responses; they may not conceal, fabricate, distort facts, or evade issues. They shall also refrain from investigating the individuals who raised the concerns or engaging in any form of retaliation. Those who violate these provisions shall, depending on the severity of the circumstances, be subject to organizational disciplinary measures; if their conduct constitutes a violation of discipline or law, the matter shall be referred to the relevant authorities for handling in accordance with discipline and law.

Article 23: The contents of reminders, written inquiries, and admonishments issued by relevant personnel to leading cadres shall be strictly kept confidential. Any individual who causes a breach of confidentiality or discloses such information shall be subject to serious disciplinary action in accordance with applicable regulations.

Article 24: Personnel and organizational departments at all levels shall dare to assume responsibility, earnestly fulfill their duties of cadre management and oversight, and actively leverage the educational and cautionary functions of reminders, written inquiries, and admonishments. Those who fail to perform or improperly perform their duties shall be held accountable in accordance with the severity of the circumstances, and shall be dealt with strictly.

Chapter VI Supplementary Provisions

Article 25: These Detailed Rules shall be interpreted by the Organization Department of the CPC Central Committee.

Article 26: These Detailed Rules shall enter into force on the date of their promulgation, namely June 28, 2015.