Then, although this special recruitnt quota is publicly listed as fair and transparent, without active promotion, it’s truly difficult for outsiders to find this special recruitnt with a short application window of just a few days among a massive pile of docunts.
The universe may be vast, but as long as the conditions are set appropriately, you can always target the person you want.
Under-the-table tricks like these, however, just won’t do.
The higher-ups of the Alliance have issued repeated warnings to treat such matters with seriousness. If similar operations are conducted, not only will the individuals be dismissed, but those responsible for collusion will also be dealt with.
Want your descendants to conveniently enroll in a school or get a position? You first get taken down!
Tactics like these only affect a small scope, creating small openings for individual benefits. Unfairness is certain, but to say how heinous it is might not be definite.
At least it’s not as bad as a large-scale monopoly.
This incident once occurred in the nghe Star Domain.
In ngyang Star, which serves as the nghe Star Domain Capital and also an education center, they implented a sche: The Departnt of Finance under the governnt - Alliance Tax Bureau, conducted special recruitnt in the tax managent specializations of multiple top academies on ngyang Star. They planned for 70% of future Tax Bureau officers to be recruited from the tax managent specialties of these top academies.
Up to this point, it seed reasonable. Although the job arrangent restricted schools, it didn’t restrict them individually but was based on the list of top academies provided by the Alliance Ministry of Education. The restriction on corresponding majors wasn’t a big issue.
But the tricky operation was that subsequently, ngyang Star’s top academies uniformly and significantly limited the student quotas and raised the entry requirents for tax managent majors. Notably severe was the requirent to have internship experience in related financial tax work during the study period. Such ’internship experience’, since not directly tied to official positions, allows various institutions and units to freely control and recruit, not covered by the Alliance’s finances.
This policy existed mainly to address situations where so units temporarily needed a large workforce, but since this gap was not expected to last long, recruiting a lot of formal employees would lead to future overstaffing, thus the temporary policy was created.
These elents combined played out their effect: the tightened academy quotas, paired with specific units only recruiting students within these quotas for positions, leading to students who could get into these academies’ specialties being guaranteed future entry into the nghe Star Domain’s Tax Bureau.
And to get into the top academy’s tax specialization, internship experience in affiliated tax work was needed.
And as long as the issuance of internship experience opportunities was controlled, only a few people could get these experiences, creating a closed loop.
How could people from ordinary backgrounds possibly obtain such internship experiences? Thus, they couldn’t enter those top academies’ tax specialties and were even less likely to enter the Tax Bureau during targeted job settings, having to settle for the remaining 30% chance.
Whereas so well-connected individuals obtained internship experiences under the guise of ’working without pay.’
What? Commoners want to contribute too? Are they even worthy?!
This situation even caused the entrance requirents for the tax managent major at top academies to be substantially lower than other majors at the sa academies, and with better employnt prospects, still leading to scarce applicant numbers for exams into such a promising sector within the Star Domain Governnt’s direct departnt.
To put it bluntly, this is so power holders on ngyang conniving to manipulate the system to secure benefits for their descendants, target training a specific group as successors for the Tax Bureau. They even use these precious resources as bargaining chips in exchanges of interests.
The bureaucrats of the Tax Bureau, employing this system to position their sons, nephews, and friends, appear too brazen but can easily trade favors with other departnts: you promote my people, and I’ll give your child an internship experience certificate, ensuring future employnt in the Tax Bureau.
Run this sche by a group for two to three years...
Gu Hang was infuriated upon learning this.
This led to at least two problems: the work of the Departnt of Taxation was affected, and the foreseeable decline in talent quality would obviously negatively impact work efficiency.
Moreover, even worse was how it blocked the internal mobility channels of the Alliance.
The Tax Bureau, where an officer’s starting rank is set high, has an important work nature and many future opportunities for promotion, making it easy to ascend to more significant positions.
If we categorize by class, the Alliance’s rank is a clear class distinction. Such a position represents a fantastic path for class elevation. To have this cut off by a group of vested interest groups through administrative power – how could Gu Hang accept it?
This incident directly resulted in the ngyang Planetary Governnt, the nghe Star Domain Governnt, the Alliance Ministry of Finance, and the Alliance Ministry of Education – these horizontal and vertical governnt institutions – undergoing a significantly severe internal purge. Many high-level officials, even those unrelated, had to bear leadership responsibility because of it.
Additionally, the Alliance’s Ministry of Internal Affairs soon launched a related special investigation throughout the territory, checking to see whether similar occurrences to ngyang’s happened elsewhere, and to what extent.
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