Temporary training is a planned management activity carried out by civil servants for their subordinate civil servants. Select civil servants to hold a certain position in lower-level agencies or higher-level agencies, other regional agencies, and state-owned enterprises and institutions for learning and training. The duration of on-the-job training is generally one to two years. If the duration is too long, it will affect the work arrangements of the original unit. If the duration is too short, the purpose of the training may not be achieved. The temporary deputy county magistrate usually has a term of one to two years. The executive deputy county magistrate is responsible for overall work, and other deputy county magistrates assist the county magistrate in responsible for certain aspects of work. The executive deputy county magistrate is in charge of agriculture, economy, personnel, finance, establishment, etc. The classification and focus are different in each province and city. A civil servant at the township or town level who works for a municipal government agency for one year does not count as working years at the grassroots level. Generally speaking, civil servants at the county and township levels only have years of working at the grassroots level, while prefecture-level and city-level agencies do not. However, if you are applying for the civil service examination of a central state agency, the period of service in the prefecture-level and municipal-level agencies will still be regarded as the years of grassroots service. Temporary training is one of the ways for civil servants to communicate. It is also a way for provincial government departments and subordinate institutions to select and train outstanding cadres and increase the grassroots experience of reserve cadres.
1. The difference between temporary assignment and secondment
1. The difference between the two: temporary assignment is planned and carried out according to procedures by the organizational department. The temporary position must be based on the cadre management authority, Appointment or election through formal organizational procedures is an important way to train cadres.
2. A temporary job means that the personnel relations remain in the original unit, go to other departments to have a position for training or experience, and then return to work in the original unit after a period of time. Secondment also means that the personnel relationship remains with the original unit, and the person goes to work in another unit, but does not necessarily return to the original unit.
3. Secondment refers to the secondment of staff between employers due to work needs. A secondment contract is usually signed between the seconding unit and the seconded unit. The contract should generally clearly stipulate the number of secondees, the reasons for the secondment, the secondment period, wages, labor insurance and living welfare benefits during the secondment period.
2. What is the difference between "temporary position" and "appointment"?
1. "Temporary position and appointment" are generally in the government system: generally we talk about "temporary position, appointment", or understanding Most of the "temporary posts and appointments" occur within the government system, or in party and government agencies, public institutions, etc. Anyway, "temporary posts and appointments" are rarely used in private companies. If there are private companies using "temporary employment and employment", it is a bit beyond the rules.
2. "Temporary employment training" for village and town cadres: In real life, "temporary employment" and "temporary employment training" are no longer the case. The patent of senior cadres. Nowadays, there are many "temporary training" cadres at the township level, such as people sent from counties and districts to serve as deputy township heads and party committee members; there are also young village cadres and community cadres. Working as a temporary employee in a township government usually takes a few months to one year.
Legal basis:
The Labor Contract of the People's Republic of China. Law"
Article 39
If the employer unilaterally terminates the labor contract (dismissal due to negligence) and the employee has any of the following circumstances, the employer may terminate the labor contract.
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