Education and training is a basic and strategic project related to the overall situation and long-term development of local tax work, and an important way to build a high-quality cadre team. With the development of information technology and the process of legalization, the requirements for tax work are getting higher and higher, the standards are getting stricter and the tasks are getting heavier and heavier. It is necessary to seriously study the problems existing in the current education and training work, deeply understand the necessity, importance and urgency of strengthening the education and training of cadres in the new period, carry out education and training on a large scale, greatly improve the quality of cadres, improve their ability to do a good job in tax work under the new situation, and strive to build a high-quality local tax cadre team.

First, the current problems in education and training

In recent years, local tax authorities at all levels have intensified education, training and on-the-job learning, the overall quality of cadres has been continuously improved, the image of local tax has been further improved, and local tax work has been increasingly recognized by the society. However, with the leap-forward development of economy and society, the rapid increase of tax tasks, the rapid development of information technology and the gradual improvement of the legal system, the problem that the overall quality of local tax cadres can not meet the requirements of tax work is very prominent, and the education and training work is still insufficient.

A few leaders don't know enough about education and training.

In the minds of some leading cadres, learning, education and training are still "important, secondary and not busy", and there is insufficient understanding of the leading, basic and overall nature of education and training. Some units don't pay enough attention to education and training, and don't invest much in human and financial resources, so they can't guarantee the quality and effect of education and training activities.

(B) uneven quality of personnel

Taking Turpan local tax system as an example, from a cultural perspective, most of the cadres who joined the work in the 1980s and 1990s were directly recruited after graduating from high schools and technical secondary schools. According to the age structure, there are 94 people aged 40 or below, accounting for 40.7%, and those aged over 40 137, accounting for 59.3%, and they are middle-aged and elderly people. Because most cadres go to work directly after short-term training, without systematic professional and innovative training, they can't accept new tax knowledge in the face of the new situation, can't make better use of information technology, and are still addicted to the old means and methods of tax collection and management, which seems a bit helpless in the face of the new tax collection and management model.