A: It is a major reform of the staffing model of public institutions and an important measure for public institutions to try out the appointment system by means of examination and assessment. Public institutions openly recruit supplementary staff through examination and assessment, with the purpose of broadening the horizons of selecting people, establishing an open, equal, competitive and merit-based mechanism for selecting and employing people, providing a platform for all kinds of talents to enter the work of public institutions, which is conducive to further implementing the autonomy of employing people in public institutions and enabling them to independently select the outstanding talents they need.
2. What are the requirements for public institutions to implement the open recruitment system?
A: When there is a vacant post in a public institution, open recruitment should be carried out, except for confidential posts where it is really necessary to select and relocate personnel by other means. Open recruitment of public institutions should be carried out within the establishment, and recruitment announcements must be issued locally to conduct public examinations or assessments for candidates who meet the registration conditions. The results of the examination or assessment and the candidates to be hired shall be publicized.
Three, how to implement unified guidance and classified management for the recruitment of staff in public institutions?
A: Provincial institutions with financial appropriation (appropriation) funds recruit administrative logistics managers, student counselors, teaching and research researchers, ground staff and other public welfare posts and funds, and the management of revenue and expenditure shall be stipulated separately. Institutions that exercise administrative functions shall supplement the staff, and the written examination shall be organized in a unified way, which shall be organized and implemented by the provincial personnel administrative department. Financial allocation (appropriation) funds of provincial institutions to recruit professional and technical personnel examination work, in accordance with the management authority by the competent department at a higher level is responsible for organizing the implementation, can also entrust a qualified examination institutions, or authorize the recruitment unit to organize their own implementation, the provincial personnel administrative department for supervision and guidance. Institutions with self-financing and enterprise management can openly recruit staff by combining examination and assessment, or directly adopt assessment methods, which are organized and implemented by the recruiting unit itself, or entrusted by the recruiting unit to organize and implement by the relevant institutions, and accept the supervision and guidance of the higher authorities.
4. What are the basic requirements for applicants in institutions?
Answer: (1) has the nationality of China people and is at least 18 years old; (2) Abide by the Constitution, laws and regulations of People's Republic of China (PRC); (3) Abiding by discipline, having good conduct and good professional ethics; (four) candidates for management and professional and technical positions, should have a college degree or above, and at the same time have the professional, professional (professional) qualifications or skills required for the post. Among them, graduates from other provinces should generally have a full-time undergraduate degree or above; (5) Those who apply for part-time jobs should have a high school education (including secondary schools and technical schools) or above, and at the same time have the professional qualifications and skills required for the jobs; (six) to adapt to the physical conditions required by the post; (seven) the age of employment in institutions for the first time is generally not more than 40 years old; (8) Other conditions required for the post.
5. Can farmers and non-public economic and social organizations apply for the exam?
A: One of the goals of personnel system reform in public institutions is to change identity management into post management. Therefore, institutions, regardless of professional and technical, administrative and logistics positions, can apply as long as they meet the qualifications stipulated in the open recruitment plan and are not restricted by their original status.
6. What is the normal procedure for public institutions to recruit staff?
A: Open recruitment of public institutions should be carried out in accordance with the following procedures: (1) Formulate a recruitment plan; (2) release recruitment information; (3) Accepting candidates' applications and conducting qualification examination; (4) Examination and assessment; (5) physical examination; (six) according to the examination and assessment results, to determine the personnel to be employed; (seven) publicity recruitment results; (eight) to sign the employment contract and go through the employment procedures.
Seven, institutions to recruit people, by the employer?
A: No, the annual recruitment plan of institutions directly under the State Council should be reported to the Ministry of Personnel for the record. The recruitment plan of institutions directly under the ministries and commissions of the State Council shall be reported to the higher authorities for approval and reported to the Ministry of Personnel for the record; The recruitment plans of institutions directly under the people's governments of all provinces, autonomous regions and municipalities directly under the Central Government shall be submitted to the personnel administrative departments of the provincial (autonomous regions and municipalities) governments for the record; The recruitment plans of institutions directly under the government departments of all provinces, autonomous regions and municipalities directly under the Central Government shall be reported to the higher authorities for approval and to the personnel administrative department of the government at the same level for the record; The recruitment plan of the institutions affiliated to the prefecture (city) and county (city) people's governments shall be reported to the personnel administrative department of the municipal government in the region or district for approval.
Eight, how to strengthen the supervision of public institutions open recruitment?
A: It is embodied in four aspects: First, implement the recruitment information disclosure system and the proposed personnel disclosure system, strengthen the supervision of the society and relevant departments, and ensure the disclosure of recruitment information, process and results; Second, it is clear that open recruitment should implement the avoidance system in accordance with relevant regulations; Third, it is emphasized that the personnel administrative department of the government and the higher authorities of institutions should supervise and guide the open recruitment, and stop and correct the violations; The fourth is to improve the accountability system for violations of discipline and discipline, and put forward corresponding measures for institutions that violate the open recruitment regulations and staff, candidates and other relevant personnel who violate the open recruitment discipline. These supervision measures and methods have played a very important role in ensuring the smooth implementation of the open recruitment system in public institutions.
9. Is it a violation of discipline for the person in charge of the institution to hire people privately?
A: Of course it is a violation of discipline. The following situations are disciplinary violations and must be dealt with seriously. If a crime is constituted, criminal responsibility shall be investigated according to law. (1) The applicant forges or alters his certificate or obtains the qualification for application by other improper means; (2) Candidates cheat in the process of examination and assessment; (three) recruiting staff to instigate or condone others to cheat, or participate in the examination and assessment process to cheat; (four) the recruitment staff deliberately leaked the examination questions; (five) the person in charge of the institution employs personnel privately in violation of regulations; (six) the staff of the personnel administrative department of the government or the competent department of the institution violates the regulations, which affects the fair and just recruitment; (seven) other violations.
X. Is it necessary to publicize the personnel to be hired by public institutions?
A: The candidates to be hired should be publicized within an appropriate range, and the publicity period is usually 7 to 15 days.
Eleven, institutions to implement the employment system, which personnel should implement the withdrawal system?
Answer: Candidates who have husband-wife relationship, lineal consanguineous relationship, collateral consanguineous relationship within three generations or close in-laws relationship with the person in charge of the employer are not allowed to work as the secretary of the person in charge of the unit or in positions such as personnel, finance and discipline inspection, nor are they allowed to work in positions with direct superior and subordinate leadership. Members of the employing organization should also avoid the above-mentioned kinship with themselves when handling personnel employment matters.
XII. What protection policies do institutions have for employees when they sign employment contracts for the first time?
Answer: According to the Interpretation of Issues Concerning the Employment System of Trial Personnel in Public Institutions (No.61issued by the Ministry of Industry and Information Technology [2003]), the unit shall sign an employment contract with the staff and workers under any of the following five circumstances:
1, spouse of active servicemen;
2. Female employees during pregnancy, childbirth and lactation;
3. Disabled people;
4. Party B suffers from occupational diseases or work-related injuries, and is appraised as 1-6 by the Labor Ability Appraisal Committee.
Level disabled;
5, the national policy has clear provisions.
Thirteen, institutions signed an employment contract for the first time, and some employees refused to sign an employment contract with the unit?
Answer: According to the Interpretation of Issues Concerning the Trial Employment System of Public Institutions (No.61issued by the Ministry of Industry and Information Technology [2003]), if an employee refuses to sign a contract with the company during the first signing of the employment contract, the company will give him a job-hunting period of not less than three months. Those who have not been transferred out after the expiration of the employment period are advised to go through the resignation procedures. Those who do not transfer out and do not resign shall be dismissed.
14. Should workers in public institutions implement the employment system?
A: According to the Interpretation on Relevant Issues Concerning the Appointment System for Trial Personnel in Public Institutions (No.61issued by the Ministry of Industry and Information Technology [2003]), the appointment system is implemented for the former permanent employees, contract employees and employees of new public institutions, including workers.
Fifteen, institutions to implement the employment system, what are the preferential policies for demobilized military cadres and demobilized soldiers?
A: According to the Interpretation of Issues Concerning the Employment System of Trial Personnel in Public Institutions (No.61issued by the Ministry of Industry and Information Technology [2003]), demobilized military cadres, demobilized veterans and other policy resettlement personnel can sign medium-and long-term contracts, and the probation period is not stipulated when signing the employment contract for the first time, and the employment contract period shall not be less than 3 years.
Sixteen, how to determine the employment contract is invalid?
A: According to the Interpretation of Issues Concerning the Employment System of Trial Personnel in Public Institutions (No.61issued by the Ministry of Industry and Information Technology [2003]), the following four types of contracts are invalid:
1. Employment contract that violates national laws and regulations;
2. Labor contracts concluded by fraud, threats and other improper means;
3. Rights and obligations obviously unfair, an employment contract that seriously damages the legitimate rights and interests of one party;
I object to the employment contract signed by others without my written authorization. An invalid contract shall be determined by a competent personnel dispute arbitration commission.
Seventeen, under what circumstances, the employer shall pay economic compensation to the dismissed personnel to terminate the employment contract? What is the standard of economic compensation?
Answer: In any of the following three cases, the employer shall pay economic compensation to the dismissed person according to his actual working years in the unit:
1. The employer proposes to terminate the labor contract and the employee agrees to terminate it;
2. The employer unilaterally terminates the labor contract because the employee is sick or injured non-work-related, and cannot engage in the original job or other jobs arranged by the employer after the medical treatment expires;
3. The employee fails to pass the annual assessment or the employment period assessment, disagrees with the employer's adjustment of the post, or agrees to adjust the post, but still fails to pass the assessment after arriving at the new post, and the employer unilaterally terminates the labor contract.
In addition, if the employing unit is divided, merged, revoked, etc., and the employed person cannot be placed in the corresponding unit for employment and the employment contract is terminated, economic compensation shall also be given.
According to document No.35 [2002] issued by the State Council, the standard of economic compensation is to pay the average monthly salary of the laid-off person in the first half of the employing unit 1 year. If the average monthly wage exceeds 3 times the local average monthly wage, it shall be calculated according to 3 times the local average monthly wage. According to the spirit of documentNo. [2003]6 1 issued by People's Republic of China (PRC) Ministry, the economic compensation for terminating the labor contract is the compensation standard approved by the working years of the employee in the unit, not the compensation for the working years of the employee in the unit.
18. Our unit is a public institution managed by civil servants. I heard that it will be abolished according to its nature. We are recruited into the unit through the unified recruitment of civil servants in Jiangsu Province. What did the unit reform tell us?
A: At present, it has not been cancelled according to the opinions of public institutions. Issues such as the nature identification and daily management of public institutions will be handled in strict accordance with the Civil Service Law.
Nineteen, whether the distribution system of public institutions can only take one form?
A: The diversified distribution system of public institutions is essentially a combination of various forms according to the specific situation of the unit. A unit does not necessarily have a post-based salary distribution system, and the annual salary system and project salary are not necessarily applicable to all units. Therefore, institutions must choose one or more of the nine main distribution systems according to the actual situation of units, posts and personnel, and combine them to form an effective distribution scheme.
Twenty, what is the diversified distribution system of public institutions?
A: The diversified distribution system of public institutions means that under the macro-control of the total wages of public institutions by the state, public institutions enjoy full autonomy in internal distribution, follow the distribution principle of distribution according to work and participation of production factors, and independently determine the internal distribution system of public institutions through certain procedures. It is no longer a wage system with unified national policies, unified standards and centralized management, but a distribution system with different characteristics and a combination of various distribution forms, which can better reflect the value of individual labor.
What are the main forms of diversified distribution system in public institutions?
A: The General Office of the provincial government forwarded the Opinions of the Provincial Personnel Department and the Provincial Department of Finance on Implementing Diversified Distribution System in Institutions (No.Su Zhengban [2006 54 38+0]654 38+007), which stipulates that institutions can implement different distribution systems according to their own characteristics:
1, the distribution system of total wages linked to unit benefits;
2, the distribution system linked to the total wages and unit contributions;
3. The distribution system of fixed salary and variable salary;
4. The system of distributing remuneration according to tasks and performance;
5. Part-time and paid distribution system;
6. Distribution system of high-tech shares;
7, post technical achievements income proportional reward distribution system;
8, the legal representative of public institutions personal income and work objectives and performance linked to the distribution system;
9. Supplementary distribution system for purchasing commercial insurance.
(Among them, Articles 1 and 2 are the macro-control system of the state for the total distribution of public institutions, and Articles 3-9 are the internal distribution system of public institutions. )
Twenty-two, how to protect the interests of employees after the reform of the distribution system of public institutions?
A: The reform of the distribution system in public institutions should conscientiously implement Theory of Three Represents's requirements, establish a sense of the overall situation, enhance the concept of the masses, correctly handle the relationship between reform and stability, give full play to the political advantages of the Party, and do a good job in ideological and political work. While guiding the cadres and the masses to actively support and participate in the reform, we should help the pilot units solve practical difficulties and actively and steadily promote the reform. Institutions shall, in accordance with relevant laws, regulations and policies, formulate corresponding wage and welfare systems for employees' work-related injuries, maternity leave, funeral leave, annual leave and family leave. We should adhere to the principle of giving priority to efficiency and giving consideration to fairness. When making the internal distribution plan, we should ensure the minimum income level of employees. According to the actual situation, timely adjust the wage standard, and strive to improve the income distribution level of all employees.
23. What rights do employees have when a public institution formulates a distribution plan?
A: Institutions should actively publicize the policies related to the reform of the distribution system, do a good job in the ideological work of employees, and strive to win the understanding and support of the broad masses of employees for the reform of the distribution system. In the process of formulating the distribution plan, we should study and formulate the internal distribution plan according to the relevant regulations and on the basis of extensive solicitation of opinions and full argumentation. The plan must be discussed by the collective leadership of the unit, adopted by the workers' congress or all the workers' congresses, approved by the competent department, and implemented after being audited by the personnel and financial departments of the government at the same level. The staff and workers of public institutions have the right to propose, modify, review and vote on the distribution plan. The income distribution of the legal representative and main operators of public institutions shall be examined and approved by the relevant departments according to the cadre management authority.
Twenty-four, institutions to implement the reform of the distribution system can cancel the file wages of employees?
A: Institutions implement a diversified distribution system, giving institutions full autonomy in internal distribution. The personal income of staff can be determined by the unit within the total salary approved by the government personnel department according to certain procedures, and then distributed after examination, so that personal performance, contribution and income are closely linked, thus better mobilizing the enthusiasm of employees. At the same time, the file should record the position and title of the staff, the basic salary and allowance stipulated by the country and region where they are located. When a staff member is transferred or retired, according to the basic salary and allowance recorded in the file, the salary is introduced or the retirement fee is paid. Therefore, the reform of the distribution system of public institutions is not to abolish the file salary, but to strictly regulate the management of separating the file salary from the actual income. The actual income should be in accordance with the relevant documents, formulate a scientific distribution plan, and establish a strict assessment and distribution system; File wages should be adjusted on time according to the national wage policy and filed in time to ensure the accuracy and completeness of employee wage file records.