Institutions compete for the implementation plan
Part 1: The business unit is engaged in the implementation plan
In order to better strengthen the construction of the leadership of the bureaus of the bureaus, the party committee of the bureau decided to carry out the work of cadres to compete for posts. In order to further standardize the cadre selection and inspection work procedures, strengthen democratic supervision, and select and use cadres, the following implementation plans are proposed:
First, the guiding ideology
Guided by the spirit of the XX-term Plenary Session of the Party, and focusing on improving the party's ability to govern, we will follow the "Regulations on the Appointment of Cadres" and the "Rules for the Implementation of the Competition for the Middle-level Cadres of Ningbo Municipal Units", and adhere to the spirit of both ability and political integrity. The public recognizes that it pays attention to the principles of performance and openness, equality, competition, and merit, strengthens the incentive mechanism, strives to form a correct selection and employment orientation, and continuously strengthens the construction of cadres, and strengthens the overall construction of the bureaus and the land. Resources work tasks provide better organizational assurance.
Second, competitive positions, qualifications and scope of registration
Competitive position
1. A post of deputy head of the Municipal Land and Resources Monitoring Detachment;
2. 2 deputy directors of the Municipal Land Acquisition and Demolition Office;
3. Deputy Director of the Municipal Land and Resources Transaction Registration Center;
4. The city's urban land reserve center has two positions in the middle level.
Qualifications
1. Basic conditions
Ideological and political quality is good. We can conscientiously implement the party's line, principles, and policies, and our political stance is firm.
Have a strong sense of professionalism and political responsibility, and have the leadership, work experience and business knowledge required for the job.
Strong sense of the overall situation, adhere to the law and work style, style and decent.
The work is diligent and diligent, and the performance is obvious.
Integrity and self-discipline, there is a high degree of recognition among the people.
2. Qualification conditions
Has more than 5 years of service;
College degree or above, and has the professional knowledge and corresponding work experience of the registered competitive positions;
Ren Zhengke level or has a senior professional technical title and has been employed for 3 years;
Age: 50 years of age or younger;
Good health and compliance with the rules of appointment.
Registration range
The cadres of the bureaus, bureaus, and municipal districts, and the development zone's land and resources bureaus meet the qualifications.
Third, the method program
Develop and publish implementation plans
After the implementation plan has been determined by the party committee, the main contents will be announced through certain forms.
Registration and qualification review
1. Registration. Those who sign up for competitive posts will voluntarily report to competitive positions. In principle, they can only report one volunteer and should fill in the organization arrangements.
2. Qualification review. The Bureau of Personnel will conduct a qualification review of the applicants and publish the results.
Organization interview
1. Form of interview. Conduct interviews in the form of a propositional speech and free play within a prescribed time.
2. The interview team. The members are composed of 7-9 people including the relevant leaders of the bureau, the organization personnel department and the supervisory office of the station and the heads of relevant departments.
3. Interview implementation. The interview team will implement the interview work, and will inform the interview result after the interview.
Democratic evaluation
1. Scope of democratic evaluation: The applicants of the municipal bureaus shall conduct evaluations among all personnel of the municipal bureaus; the applicants of the bureaus of the municipal bureaus shall conduct evaluations in the municipal bureaus and all personnel of the institutions; the democratic evaluation of the personnel of the bureaus In principle, the scope is referred to the municipal bureau, but the smaller number of branches are evaluated among the staff of the branch offices and institutions.
2. The democratic evaluation table is divided into two types, A and B, which are filled in by the personnel of the agency and the institution. The weight ratio is set according to the identity of the applicant.
3. Demographic scores are excellent, competent, basic and incompetent, and quantified.
4. Notify me of the results of the democratic assessment.
Interviews and demographic scores accounted for 60% and 40% of the total score, respectively.
Democratic recommendation
Democracy recommends adopting the method of filling in the recommendation ticket and proceeding with the democratic evaluation. The scope of democratic recommendation is the same as the scope of democratic evaluation. When the democratic recommendation is made, the Bureau of Personnel is responsible for providing the basic conditions of the qualified applicants and the applicants to the participants in the evaluation and recommendation.
Determine the object of investigation
According to the interview, democratic evaluation and democratic recommendation results, the bureau party will select the target according to the 1:3 selection method and publish the list of subjects.
Organizational inspection
Adhere to the principle of combining morality with morality and morality first, and conduct a comprehensive investigation of the morality, ability, diligence, performance, and integrity of the object of investigation, as well as the degree of adaptation of its political and professional qualities and competitive positions, and form a written investigation.
Decide on the proposed candidate
The party committee decided to decide the candidate based on the interview, the democratic evaluation, the results of the democratic recommendation and the investigation.
Direct selection
Due to insufficient number of applicants and other reasons, there is no effective competition and suitable candidates. According to the research and decision of the Party Committee, the cadres can be selected and appointed through democratic recommendation, democratic evaluation, organization inspection, and party committee collective discussion and decision. The program generates the candidate to be appointed.
Publicity and appointment
The proposed candidates for discussion and decision by the party committee shall be publicized for 7 days in a certain scope. After no objection, they shall go through the formalities in accordance with the prescribed procedures. When an administrative organ of an organ attaches to a public service, he shall also go through the formalities for the civil servant transfer to the establishment of the business; if the business establishment personnel serve in the public institution, they shall go through the formalities of transferring the civil servant.
Fifth, the time schedule
The competition for the cadres of the bureaus of the Ningbo Municipal Bureau of Land and Resources will be completed from the date of the announcement of this implementation plan and before the end of April.
Six, organizational leadership
The competition for the cadres of the institutions of the State Land and Resources Bureau of Ningbo Municipality was carried out under the leadership of the Party Committee of the Bureau. In order to strengthen leadership, a working group leading group was set up, with Comrade Chai Lieneng as the leader of the leading group, Comrade Li Chengqi as the deputy leader of the leading group, and other members of the party committee as the leading group; at the same time, an inspection team was set up, Comrade Li Chenghao He is also the leader of the inspection team. The members of the inspection team are composed of the Personnel Department of the Bureau, the Supervision Office of the Bureau, the political workers of the relevant county land bureaus or the heads of discipline inspection and other relevant personnel, and carry out the inspection work.
Seven, discipline requirements
In order to ensure the successful completion of this cadre competition, the following disciplinary requirements are proposed in accordance with relevant regulations:
Adhere to the principles of openness, fairness, and impartiality, and do not engage in pre-determined candidates, and may not arbitrarily change the implementation plan during the implementation process;
Strictly observe confidentiality disciplines, and must not disclose interview questions in advance, and should not disclose investigations and discussion of party committees;
The interview should be objective and fair, and it is not allowed to beat people. The investigation should be truth-seeking, objective and fair, and it is not allowed to conceal or distort the facts;
Competitors should correct their attitudes and treat them correctly. There must be no disciplinary actions such as falsification and canvassing.
Disciplinary actions in competition for employment will be organized or disciplinary according to the seriousness of the circumstances, and discretion will determine whether the results of this competition are effective.
Part 2: Implementation of the employment plan for public institutions
According to the Municipal Party Committee Organization Department, the Municipal Human Resources and Social Security Bureau's "Notice on Printing and Distributing the Guiding Opinions on the Posting of Jobs in the Institutions of Dongying City" and the relevant file regulations for the establishment of provincial and municipal posts, the following measures are formulated by the county party committee and the county government:
First, the guiding ideology
In accordance with the requirements of the social functions of the public institutions and the development of the socialist market economic system, the establishment and improvement of the personnel management system based on the employment system and post management system, in line with the characteristics of the institutions, and the adaptation of different types of talents, to achieve personnel management of institutions Identity management to post management, from the fixed user to the contractor, the formation of personnel can enter and exit, the position can be up and down, excellent people can stand out from the employment mechanism.
Second, the principle of employment
The principle of employment by hiring and total amount control. Based on the position setting of the institution, it is controlled according to the total number, category and level of the approved posts.
The principles of openness, equality, competition, and merit-based employment.
The principle of first entering the track and then standardizing. To achieve full employment of the positions of the public institutions, professional and technical positions are temporarily employed at the lowest level of each level.
People-oriented, active and stable principles. Institutions should be people-oriented, do a good job in the ideological and political work of the staff of the institutions, and actively promote job hiring to ensure that good things are done well.
Third, the scope and conditions of employment
Employment range
1. Institutions that are included in the post management scope.
2. If the public institution has the following conditions, it shall, according to the actual situation of the unit, be engaged in competitive recruitment:
The first time the institution is appointed after the post management is implemented;
Staff vacancies such as staff transfer or retirement;
Upon expiration of the appointment, it is necessary to re-determine the person to be recruited;
According to the needs of cadre management work, regular rotation exchanges;
Approved the post setting plan;
Others need to compete for jobs.
3. The following types of positions in public institutions may not be included in the scope of competitive recruitment:
Positions involving party and state secrets;
A post that is not suitable for open competition due to the conditions of the post;
Other appointment and dismissal agencies have determined that they are not suitable for open competition.
4. Persons who have not yet reached a conclusion in the period of party discipline, political discipline, or who are undergoing a case review or suspension of censorship, will not participate in the competition for the time being.
Employment basic conditions
1. Basic conditions for employment of public institutions:
The post setting plan has been approved by the party committee organization department or the government human resources and social security department according to the cadre management permission;
The position of the personnel of the institution is clear;
Develop a scientific job implementation plan.
2. Basic employment conditions for public institutions
The basic conditions for the management positions, professional and technical positions, and work and technical skills positions of public institutions are mainly determined according to the duties and tasks of the posts and the conditions of employment. The basic qualifications for the three types of positions are:
1 Comply with the Constitution and the law;
2 has good conduct;
3 required professional, abilities or skills;
4 Adapt to the physical conditions required by the post.
The basic qualifications for professional and technical positions shall be implemented in accordance with the relevant provisions on the evaluation of current professional and technical positions. The conditions for different grades within the high, middle and early levels are determined by the competent departments and institutions in accordance with the relevant regulations and the needs of the industry, the unit's post, duties and professional technical level. Professional technical posts that implement professional qualification access control shall also include requirements for admission control.
Fourth, the competition program
The staff of the public institutions are competing for the post according to the following procedures:
1. Establish an employment team. The hiring team consists of 5 to 7 people including the main leaders of the unit, the personnel in charge, and the relevant department personnel. The research and development of the unit's competitive implementation plan and the implementation of the unit's competitive recruitment work.
2. Study and determine the method of competition. According to the research opinions of the collective leadership of the unit, the competition method is determined jointly by all employees.
3. Formulate a competitive recruitment plan. The implementation plan shall be reviewed by the competent department and reported to the human resources and social security department for approval.
4. Announce the competitive positions. Job title, qualifications, employment period and salary and other matters.
5. Individual registration.
6. Qualification review. The applicants shall be qualified for the qualifications of the applicants, and the candidates who meet the qualifications for the positions shall be publicized.
7. Organize competition. Use defense, test or assessment to compete.
8. Identify the candidates to be hired. According to the results of competition, recommendations, etc., research and determine the position of candidates.
9. Publicizing the proposed personnel, the publicity period is generally not less than 5 days.
10. Review and verification. After the expiration of the publicity period, there is no objection, and the results of the post preparation will be reviewed and approved by the competent department of the unit and submitted to the human resources and social security department for review and approval. The results of the proposed management position shall be reviewed and filed in accordance with the cadre management license.
Part 3: Implementation of the employment plan for public institutions
In order to deepen the reform of the personnel system of the education system institutions in our county, establish and improve the post management system for the education system institutions in our county, and realize the scientific, standardized and institutionalized personnel management of the education system institutions in our county. According to the Chongqing Municipal Personnel Bureau Notice on Printing and Distributing the Implementation Measures for the Establishment of Posts in Chongqing Municipal Institutions, Notice on Printing and Distributing the Guiding Opinions on the Establishment and Management of Chongqing Secondary Vocational Schools, Ordinary High Schools and Kindergarten Posts, and Notice on Printing and Distributing the Guiding Opinions on the Establishment of Compulsory Education Schools in Chongqing "Notice on Printing and Distributing the Guiding Opinions on the Establishment and Management of Scientific Research Institutions in Chongqing", "Notice on Printing and Distributing the Guiding Opinions on the Position Management of the Directly Serviced Institutions of Chongqing Municipal Organs", and "Several Issues Concerning the Establishment of Jobs in Public Institutions" Handling Opinions No. 68) and "Handling Opinions on Some Issues Concerning the Establishment of Jobs in Institutions" No. 106) and Zhongxian Personnel Bureau "On Forwarding" Interim Provisions of Chongqing Municipal Personnel Bureau on Printing and Distributing the Employment of Staff of Chongqing Municipal Institutions "And other file spirit, combined with practical education system in the county, especially the development of the education system and institutions Zhong competition for employment embodiment, as follows:
First, the guiding ideology
Based on the archives spirit of the Ministry of Personnel and the city's implementation of the post management of public institutions, in accordance with the principles of scientific rationality and streamlined efficiency, we must adhere to the reform of the post management of public institutions and the reform of the income distribution system of public institutions. The employment system of public institutions is combined, and the transformation of the employment mechanism of public institutions is combined, the reform of the personnel system of public institutions is deepened, and the management system for the establishment of positions in public institutions is established.
Second, the work objectives
Through the implementation of post total control, structural proportional control and the highest level of control, the organization guides the institutions to hire according to their posts, post salary, and contract management to realize the transformation from identity management to post management, from fixed users to contract users, and further improve The employment system for public institutions promotes the smooth implementation of the reform of the income distribution system of public institutions, fully mobilizes the enthusiasm and creativity of various personnel of the institutions, enhances the vitality and vitality of the institutions, and gradually establishes a personnel management system with the characteristics of public institutions to promote education in the county. The cause is good and fast.
Third, organizational leadership
Team leader: Zhao Hongsheng
Deputy Team Leader: Liang Wenzheng
Member: Zhang Mingxi Yi Kunquan Tao Weidong Li invented Zeng Qing'an
Under the office, Liang Wenzheng is the office director, Chen Yuanliu is the deputy director of the office, Li Linxia, Zhao Ming, Huang Delin, Yang Wenhao, Yan Xiaolan, Qin Huaping, Deng Hua, Chen Shikui, Bo Haihong, Chen Guoying are members.
Fourth, the position of competitive positions
I have 109 institutions, and the total number of institutions is 7,541, of which 70 are in management positions, 7147 are in professional and technical positions, and 324 are in technical and technical positions.
V. Competition principle
Post placement and recruitment work should be carried out within the approved number of positions. Adhere to the principle of setting up posts on an as-needed basis, selecting people by post, and appointing on-the-job; adhering to the principle of combining morality with talents, paying attention to practical results, and recognizing the people; adhering to the principle of open competition and merit-based appointment; adhering to the principles of openness, fairness, and impartiality.
Sixth, the basic conditions of the post
1. Obey the Constitution and laws;
2, has a good character;
3. Have the professional ability skills and qualifications required for the position;
4. Physical conditions that meet the requirements of the position;
5. The results of the annual assessment of the previous year must be competent and above.
6. Those who have not yet reached a conclusion in the period of party discipline, political discipline, or who are undergoing a case review or suspension of censorship, will not participate in the competition for the time being.
Seven, the target of competition
The Zhongxian Education System Institutions are staffed by management personnel, technical and technical personnel and professional and technical personnel.
Eight, several situations of competitive recruitment
1. Before competing for post, the staff who have already hired the corresponding level will be seated. If the number of employed people at the same level is less than the number of positions set, firstly, the different levels of the same level will be competed among the employed personnel, and then the same level of qualification will be obtained. The unemployed personnel are competing for the remaining positions; if the number of positions in the same level has been exceeded, the first level of the employed personnel will be competing for different levels of the same level, and then the unemployed candidates will be employed. Keep the original hiring level and indicate “transition” in the remarks column.
2. If there are jobs and there are no recruits at the same level, they will be employed in the existing qualified personnel.
3. If there are no posts at the same level but there are already employed personnel, the employed personnel will be placed in the original positions, and the “transition” will be indicated in the remarks column.
IX. Basic qualifications for management positions
1. Seven-level staff positions must be worked for three years in the eight-level staff position;
2. The eight-level staff position must be worked for three years in the nine-level staff position.
3. When the unit does not set the number of management positions or management positions to be less than the actual number of people enjoying the same level of salary, the remaining management personnel after the competition for employment retain the current positions, and indicate the “transition” in the remarks column of the roster.
X. Basic qualifications for work and technical skills positions
1. The second-level work and technical skills post must be worked for five years in the next level of the work, and passed the technical level of the technician.
2. For three-level and four-level work-skilled positions, it is necessary to set up a first-level post under this type of work for five years, and pass the senior and intermediate technical level assessment.
3, five-level work and technical skills positions, must be apprenticeship, proficiency expired, and passed the junior technical level assessment.
4. Ordinary workers must have an apprenticeship period and a proficiency period.
5. If the unit does not set the number of work-skilled positions or the number of work-skilled positions is less than the actual number of people who enjoy the same-level salary, the remaining work-skilled personnel will retain the current positions and indicate “transition” in the remarks column of the roster.
Eleven, the competition program
1. Establishing a competitive recruitment evaluation team
The school is established by the party, government, industry, group leaders and teachers representatives to compete for the job evaluation team, the principal is the team leader. In the competitive job evaluation team, no less than one-third of the teachers represent the democratically elected by the faculty and staff meeting. The list of members of the competitive job evaluation team is reported to the county education committee for record. The members of the competitive job evaluation team are elected for a term of three years. During the three-year term, individual incompetent personnel may be changed after passing the teaching delegates' meeting. The competitive recruitment evaluation team is responsible for the relevant policy propaganda and stability work, and is responsible for reviewing the quantitative rules and participating in the evaluation of the competitive candidates, conducting qualification examinations for applicants, verifying scores item by item, and reviewing the results of competition.
2. Information on the open competition for employment
Each school shall convene a faculty and staff meeting to announce the number of positions, appointment conditions and assessment methods, and publicize the itemized scores and competition results on the campus.
3. Develop quantitative rules
All institutions must formulate specific quantitative rules based on this plan in accordance with the actual situation of the unit. After all the employees have decided to pass the discussion, they will report to the Education Commission for filing and implementation. Once the rules are formulated, they must adhere to at least three years of continuity. Certain terms need to be revised and must be approved by the faculty and staff meeting before they can be effective.
4. Application review
The qualified personnel shall submit a written report to the school's competitive employment evaluation team, and the assessment team shall conduct a qualification examination of the applicant.
5, deliberation review
The qualified professional and technical personnel in the above-mentioned positions of the faculty and staff meeting shall be quantitatively evaluated by the faculty and staff of the whole school on the ideological work performance of the applicants.
6. Comprehensive assessment
The applicants shall provide the relevant supporting materials required for the evaluation to the competitive recruitment assessment team, and in principle shall provide the originals. The appraisal team will quantitatively score the applicants according to the conditions, and select the preferred candidates.
7. Publicity results
The school will quantify the score sheet and the results of the competition for 5 working days in the school.
8. Reporting materials
After the results of the public announcement have no objections, the school will report the results of the competition and the employment materials and report them.
Twelve, assessment methods
Quantitative scoring, evaluation of work performance, teaching age, education, rewards, assessment conclusions, responsibility, work environment, paper awards, lecture competitions, guidance awards, management awards, attendance, workload, education and teaching performance, employment time, plus Divided into 16 items, the sum of the scores is the quantitative score of the applicant, and those with the highest score on the same level are preferred to hire the highest level of the same level.
1. Ideological performance
The faculty and staff of the school shall give the applicant a quantitative evaluation of 15-20 points according to the usual ideological work performance and debriefing status of the applicant, and the score shall be an integer or a decimal. If the score is less than 15 points or higher than 20 points, the abandonment shall be treated, and the average score of the actual effective score shall be taken as the score of the applicant. When the school quantified the reporter's ideological work performance, more than two-thirds of the faculty and staff must participate. The listed personnel, teaching staff, and seconded personnel who have been approved by the competent department for research shall first be quantitatively evaluated by the employer for their ideological work performance, and then reported to the competent department for verification and notification to the original unit. The decentralized learners who have been approved by the competent department to participate in the quantitative evaluation of the unit shall not be less than the average number of competitors in the same level.
2, teaching age
Since joining the work, he has been engaged in professional and technical work for 0.5 years. In the case of retired study or long-term sick leave and long-term absence of specific jobs in this unit, the age of teaching is not counted.
3, education
The graduation certificate issued by the Ministry of Education or the institutions approved by the relevant administrative departments shall prevail, and the professional qualification certificate shall not be treated as academic qualifications.
5 points for graduate students, 4 points for undergraduate students, 3 points for specialties, 2 points for technical secondary schools, 1 point for high schools, and 0.5 points for middle and lower schools.
4, reward
Since his current position, he has been awarded the highest number of awards by party committees, governments, and education authorities at all levels, and does not repeat the scores.
Excellent title: 5 points at the national level, 4 points at the provincial level, and 3 points at the county level;
Advanced title: 4 points at the national level, 3 points at the provincial level, 2 points at the county level; 1 point for the competent department, 0.5 points for the township and school level.
Other titles commended or awarded by party committees and governments at all levels can be scored according to the corresponding level of advanced titles.
5. Assessment conclusion
In the past three years, the annual assessment conclusion is that the outstanding person counts 0.5 points per year.
6, the responsibility is light
Now he is the professional and technical personnel of the unit's actual leadership or the relevant departments who have clearly defined the ranks and ranks, and fulfilled the corresponding duties. If the work is effective, the school level is 3 points and the middle level is 2.5 points.
Now the class teacher is 1.5 points.
Now it is 1 point for the grade leader, the head of the teaching and research group, the head of the village, and perform the corresponding duties and work.
The above items are not repeated.
7, the working environment
The village Xiaojiao teaches 0.25 points per year. When he is a small teacher in the village and he is still employed in the village, he will be given another 1 point.
8. Paper Award
Since he has served in the official journals at all levels, he has published or exchanged papers closely related to the application for professional and technical positions, or obtained the paper grade awards from educational associations and teaching and research departments at all levels, and scored the highest score. Papers and works not related to the application for professional and technical positions are not scored.
National level 3 points, city level 2 points, county level 1 point, school level 0.5 points.
9. Lecture competition
Since his current position, he has been ranked the highest in the past five years.
Lecture competition
Country: 5 points for first class, 4.5 points for second class, 4 points for third class;
City level: first-class 4 points, second-class 3.5 points, third-class 3 points;
County level: first-class 3 points, second-class 2.5 points, third-class 2 points;
School level: first class 1.5 points, second class 1 point, third class, etc. 0.5 points.
10. Guiding Award
Since his current position, the instructors of award-winning students such as science and technology subject knowledge contests, sports and art competitions approved by the education authorities, teaching and research departments or business departments have been approved by the education administration department according to the following criteria.
National first and second prizes 3 points, national third class, city level first and second prizes 2 points, city third class, county first and second prizes 1.5 points, county third class, school class first class 1 point, school level two , third class, 0.5 points.
11, management award
Since his current position, the school's actual leadership leadership has been rewarded by superiors: 4 points at the national level, 3 points at the municipal level, and 2 points at the county level.
12. Attendance
In the past three years, the full-time person counts 10 points, the sick leave deducts 0.1 points a day, the leave deducts 0.2 points a day, and the late or early leave deducts a deduction of 0.05 points. In the past three years, those who have absenteeism are not allowed to hire. The personnel who are attached, supported, or seconded by the competent department's research and approval shall be assessed by the employer during the period of hanging, teaching, or secondment, and then reported to the competent department for verification and notification to the original unit.
13, the workload
In the past three years, according to the semester, the sum of the scores of the six semester divisions divided by 6 is the score of each sub-item, and the sum of the scores of each sub-item is the total workload score.
5 points for 20 sessions and above in weekly class, 4 points for 15-19, 3 points for 10-14, 2 points for 4-9, and 1 point for 4 or less.
The number of students in the class is 50 or more, 3 points per period, 40-49 points are 2.5 points, 30-39 points are 2 points, and 30 points are 1.5 points.
As a teacher of several classes, the number of students in the class is scored according to the average number of classes taught.
The workload of the administrative staff of all units and the non-teaching staff engaged in educational and teaching services and the departing learners approved by the competent department shall be determined by each unit according to the actual situation, but not lower than the average workload of the first-line teaching staff. .
The workload of the last-hanging personnel approved by the competent department shall be the same as the maximum workload of the professional and technical personnel of the unit.
The workload of the teaching or seconding personnel approved by the competent department during the teaching period or the secondment period shall be provided by the employer and reported to the competent department, and the competent department shall notify the original unit after verification.
14. Education and teaching performance
Assessment of teaching achievements in the past three years. Each period is basically divided into 60 points, a ranking increase of 0.5 points, a decrease of 0.5 points for a ranking, a 0.5 point for the first, and a 0.5 point for the first to last, the sum of the six semester points divided by 6 as the actual score. The scores of professional technicians in non-standard examination subjects are the average scores of those who participate in the competition for the same level of disciplines.
The personnel who are attached, supported or seconded by the competent department for research shall be evaluated by the employer for performance evaluation during the last period, the teaching period or the secondment period, and then reported to the competent department for verification and notification to the original unit. The workload of each unit by the administrative department of the competent department and the non-teaching staff engaged in education and teaching services shall be determined by each unit according to the actual situation, but it shall not be lower than the average workload of the first-line teaching staff.
15, hire time
Employ an annual increase of 0.25 points. The same level before and after the transfer can be continuously calculated.
16, plus points
One of the following conditions can be added
He is the chief researcher who has been approved by the education department to approve the project, and has received the teaching reform project award. The national level is 3 points, the city level is 2 points, and the county level is 1 point.
The city and county key teachers count 2 points and 1 point respectively.
In the same year, the main bearers of various large-scale activities organized and targeted in the county and the school were counted as 2 points and 1 point respectively.
XIII. Priority conditions for appointment
1. 58 years old for men and 53 years old for women; 20 years of continuous work in the village, and still teaching in the village; teaching performance in the middle and above of the teaching level of professional and technical personnel.
2. Those who have been awarded the title of “Top Ten Teachers of the County”, “Top Ten Class Teachers of the County”, outstanding teachers of the city, model workers and above are given priority.
14. Work requirements
The establishment of post-employment positions in public institutions involves a wide range of policies and strong policies. All units must strictly enforce policies, strictly discipline, and break through the post without breaking the rules. It is necessary to meticulously organize, carefully arrange, recognize the status quo, make a smooth transition, and actively and steadily promote the recruitment of the unit.
Recognize the position and implement it. The establishment of positions in public institutions is a unified deployment of the state. All units must strengthen leadership, make overall plans, organize elites, and concentrate on implementation.
Strengthen publicity and ensure stability. All units must strengthen publicity and guidance, listen carefully to the opinions and suggestions of the people and experts, do a good job in the ideological and political work of the unit staff, and ensure the stability of the cadres and workers and the society.
The policy is open and the work is transparent. All units should enhance the transparency of their work, make the policy open, disclose the process, and make the results public, ensuring the right to know, participation, choice and supervision of the faculty and staff.
Steady implementation and smooth transition. The establishment of a post in a public institution is a complicated systematic project involving the vital interests of 109 units of cadres and workers in the county's education system. The implementation process must be carried out step by step. It is easy to find and deal with in a timely manner. Problems and situations that arise, and the job setting work is smoothly completed.
Strengthen responsibility and serious discipline. The main responsible person of each unit shall set up the first responsible person for the job-seeking job for the post, and must perform the duties earnestly, and must not resort to fraud. Once verified, it will be dealt with seriously.
Part 4: Implementation of the employment plan for public institutions
In order to further deepen the reform of the personnel system of public institutions, introduce a competitive incentive mechanism, establish and improve the post management system of public institutions, according to the "Opinions on Further Strengthening the Construction of Talent Teams" by the Municipal Party Committee and the Municipal Government, and the Organization Department of the Municipal Party Committee, the Municipal Personnel Bureau, and the Municipal Office. Regarding the issuance of the "Notice on the Implementation Opinions on the Establishment of Jobs in Public Institutions in Guiyang City" No. 18, in conjunction with the actual situation of the Bureau, the following implementation plans are formulated.
First, the guiding ideology
Adhere to the guidance of Deng Xiaoping Theory and the important thinking of the "Three Represents", fully implement the scientific development concept, adhere to the principles of "openness, equality, competition, and merit", further improve the overall quality of the personnel of the institution, and realize the scientific management of personnel in the institution. Standardization and institutionalization ensure the smooth implementation of the reform of the income distribution system of public institutions.
Second, the principle of competitive recruitment
1. Adhere to the principle of party management of cadres;
2. The principle of combining both ability and political integrity and paying attention to performance;
3. The principles of openness, equality, competition, and merit.
III. Scope and conditions for the implementation of competitive positions
range:
1. The nine-level staff members of the bureaus that are vacant in various institutions and the following management positions;
2. The professional and technical posts of the tenth grade or above that have been vacant or newly created by the bureaus of the bureaus;
3. The bureau is a middle-level deputy position in each institution.
Basic conditions:
1. Comply with national laws and regulations;
2. Have a good work ethic;
3. The level of education with the requirements for competitive positions and the professional knowledge and ability to perform the duties of competitive positions;
4, good health, able to adhere to normal work in the competitive positions;
5. Other qualifications required for competitive positions.
Basic qualifications
1. The nine-level staff and the following management positions should generally have a secondary school education or above.
2. The basic qualifications for positions in the 7th and 10th grades of professional and technical posts shall be implemented in accordance with the relevant regulations on the evaluation of professional and technical positions in the province. The qualifications for professional and technical posts at all levels shall be implemented in accordance with the guidance of the basic qualifications of professional and technical grade posts formulated by the Provincial Personnel Department. Each institution of the bureau can formulate specific measures based on the specific conditions of the unit and according to the duties and tasks of different grades, professional technical level requirements and other factors.
3. The conditions for the middle and upper deputy positions of the bureaus are: support the line, principles, policies, and socialism of the Communist Party of China; have a college degree and above.
The following persons cannot participate in the competition:
1. Being examined and filed by the judicial authorities for investigation, discipline inspection and supervision;
2. The period of limitation imposed by the Party Disciplinary Division is not full;
3. The punishment for political discipline has not been lifted.
Third, organizational leadership and supervision
The Municipal Personnel Bureau is the comprehensive management department for the professional and technical personnel of the public institutions in the city to compete for posts, and is responsible for the guidance, inspection and supervision of the employment of the institutions. The Municipal Housing Security and Housing Authority is the responsible department for the professional and technical personnel of the system and institutions to compete for posts, and is responsible for the review and approval of the competitive employment plan of the subordinate institutions. The bureaus and institutions of the bureaus shall establish a leading group for the competition for evaluation and evaluation. The composition and responsibilities of the staff are as follows:
The leading group for competitive recruitment evaluation is composed of party and government leaders, discipline inspection departments, trade unions, and employee representatives. The number of leaders is generally 5 or 7 people. The leading group is responsible for collective research and nomination of recommended hiring personnel. The leading group members must be objective and fair, and seek truth from facts. .
Fourth, the program and schedule
The basic procedures for competitive employment in public institutions include: formulating a "competition job plan", learning to mobilize, publishing positions and competitive conditions, individual declaration, qualification examination, examination assessment, public assessment, results announcement, organization decision, publicity, signing of employment contract, Cash in cash.
Preparation stage: September 14th - September 25th
1. From September 14th to 17th, the establishment of a leading group for the employment evaluation of the public institutions will be responsible for formulating the "competition and employment work plan" of the unit;
2. The plan is approved by the staff meeting and will be submitted to the Personnel Office for review before September 18, and will be organized and implemented after being reported to the Municipal Personnel Bureau for approval.
3. On September 23-25, the employee meeting of the unit will be held to announce the positions, job responsibilities, job conditions, job treatment, and the procedures, methods, and dates for the job.
Implementation phase: September 26th - October 31st
1. On September 26, the person who meets the qualification requirements for competitive employment declares the position for employment;
2. On September 27th, the office of the Leading Group for Competition will conduct qualification examinations for the applicants and determine the candidates for competition.
3. On September 28, the results of the qualification examination;
4. From October 9th to October 14th, the examination will be conducted for those who have passed the qualification examination;
Way: The test is divided into written test and interview. The content of the exam is mainly the basic knowledge and ability necessary to perform the duties of the competitive position. Among them, written test results accounted for 40%, interview results accounted for 60%. The interviews are divided into two categories, A and B. Among them, Class A is a professional technical position competitive job interview, and Class B is a middle-level cadre of the institution. If you want to compete for the professional skills of the tenth grade or above and you want to participate in the middle and upper positions of the competition, you need to participate in the A and B interviews. Those who compete for the nine-level staff and the following management positions shall only participate in the written test, and the written test results shall be calculated on a percentage basis.
After the exam is over, the test results will be announced in this unit. The interview examiner consists of 5 or 7 people, of which the examiner is the main leader of the unit. The interview examiner's determination must strictly implement the avoidance system.
Interview scoring method: The interview is calculated according to the percentage system. The interview time is 15 points. Each candidate's interview score is removed by one highest score and one lowest score, and then the scores are added and divided by the number of examiners.
5. Organize democratic assessment on October 16th. The number of people participating in the assessment shall not be less than 80% of the total number of people who should participate in the assessment. The number of votes for democratic evaluation under the same conditions shall be preferred.
6、10月19-21日領導小組根據競聘人員考試成績以及民主測評結果，確定擬聘崗位的考察對象。通過考察，對考察對象的“德、能、勤、績、廉”作出書面評價，提名推薦人選；
7、10月22日-23日領導班子集體研究決定聘用人員；
8、10月23日-29日公示競聘結果；
9、10月30日-31日簽訂崗位聘用契約，並送人事部門進行鑑證。
總結階段：11月2日-11月16日
1、11月2日—4日，報送事業單位崗位設定工作總結；
2、11月5日—16日，由市人事局和局人事處，對事業單位完成崗位設定、崗位聘用、簽訂聘用契約的情況進行檢查驗收，驗收合格後兌現工資。
五、聘任和待遇
1、競聘上崗的崗位實行聘任制，聘任期限一般為5年。
2、競聘上崗的人員，按照新任職務享受相應的待遇。實行按崗定酬，崗變薪變。
3、 單位對競聘上崗的專業技術人員的履職情況定期進行考核，考核結果及時記入考核檔案，作為專業技術人員職務升降、續聘和解聘的重要依據。考核不合格的，根據不同情況，予以解聘、低聘或調整工作。被低聘或調整工作的人員按照新聘任的職務享受相應的工資待遇。
4、 有專業技術職務任職資格的專業技術人員參加競聘上崗落聘後，可以參加低一級專業技術職務競聘，可以以原專業技術職稱參加有關技術、學術活動。
5、對實施競聘上崗後未能繼續擔任原職務的人員，應視情況另行安排適當工作。對因競聘上崗而產生的內部待崗人員，應積極提供上崗機會，妥善安置。
Six, work requirements
提高認識，精心組織
局屬各事業單位領導要高度重視，充分認識事業單位崗位設定工作的重要意義，把實施競聘工作擺在重要議事日程，班子成員要認真領會精神，統一思想，提高認識，切實加強對本單位推行競聘上崗的領導工作。
嚴格政策、嚴肅紀律
開展競聘上崗工作必須嚴格按照規定的條件標準和程式進行。事業單位幹部職工要自覺遵守人事工作紀律， 如有違反規定、徇私舞弊、弄虛作假者，一經發現，取消應聘人員的資格，並追究有關人員的責任。考官、命題組的人員以及其他工作人員要嚴格做好相關試題的保密工作，防止試題內容外泄，如有違反規定者，將嚴肅查處。
紮實工作，切實處理好改革、發展與穩定的關係。
實行事業單位崗位設定工作涉及單位幹部職工的切身利益和單位自身的穩定與發展，各事業單位一定要高度重視，在引導職工支持並積極參與崗位設定工作的同時，要保證單位工作正常運轉，符合報名條件的同志要積極參加競聘上崗，在搞好競聘上崗的同時認真做好各項工作，處理好改革、發展和穩定的關係，確保各項工作目標全面完成。
篇五： 事業單位競聘上崗實施方案
根據省政府辦公廳《關於印發四川省事業單位人員聘用制管理試行辦法的通知》精神和新都區委、區政府《關於事業單位人事改革的實施意見》檔案要求。經局黨組會議研究，決定在我局事業單位實行人員競聘上崗，其實施方案如下：
一、事業單位人員競聘上崗的指導思想
事業單位實行人員競聘上崗，以鄧小平理論和江澤民同志“三個代表”重要思想為指導，堅持德才兼備，注重實績和公開、公正、公平、擇優的原則，激勵事業職工愛崗敬業，盡職盡責，勇於開拓，努力建設一支精幹高效、勤政廉潔的高素質事業職工隊伍，以適應國家改革開放和社會發展的需要。
二、事業單位人員競聘上崗的領導機構
成立新都區民政局“事業單位人員競聘上崗”工作領導小組，組長由胡宗倏同志擔任，副局長許正松、馮龍秀、紀檢組長代先菊任副組長，李喬甫、陳德忠、張萬奎、寧瑤為成員。
三、事業單位人員競聘的範圍
在區民政局及下屬事業單位工作的事業人員，均可報名參加軍乾所、社區服務中心、殯管所、救助站等四個事業單位的管理崗位、專業技術崗位、工人崗位的競聘。
四、事業單位人員競聘上崗的基本條件
根據《新都區事業單位人事管理實施細則》的規定。競聘人員應具有以下條件：
1、能自覺貫徹執行黨的路線、方針、政策，遵守國家法律、法規。
2、身體健康，熱愛本職工作，努力鑽研業務。
3、競聘管理人員應具有一定管理能力，能夠勝任所任崗位職務，競聘專業技術崗位和工人崗位應具有與該崗位相適應資格及履行本崗位職責的能力，應聘技術工種崗位的工人，須獲得技術崗位等級證書。
In order to better strengthen the construction of the leadership of the bureaus of the bureaus, the party committee of the bureau decided to carry out the work of cadres to compete for posts. In order to further standardize the cadre selection and inspection work procedures, strengthen democratic supervision, and select and use cadres, the following implementation plans are proposed:
First, the guiding ideology
Guided by the spirit of the XX-term Plenary Session of the Party, and focusing on improving the party's ability to govern, we will follow the "Regulations on the Appointment of Cadres" and the "Rules for the Implementation of the Competition for the Middle-level Cadres of Ningbo Municipal Units", and adhere to the spirit of both ability and political integrity. The public recognizes that it pays attention to the principles of performance and openness, equality, competition, and merit, strengthens the incentive mechanism, strives to form a correct selection and employment orientation, and continuously strengthens the construction of cadres, and strengthens the overall construction of the bureaus and the land. Resources work tasks provide better organizational assurance.
Second, competitive positions, qualifications and scope of registration
Competitive position
1. A post of deputy head of the Municipal Land and Resources Monitoring Detachment;
2. 2 deputy directors of the Municipal Land Acquisition and Demolition Office;
3. Deputy Director of the Municipal Land and Resources Transaction Registration Center;
4. The city's urban land reserve center has two positions in the middle level.
Qualifications
1. Basic conditions
Ideological and political quality is good. We can conscientiously implement the party's line, principles, and policies, and our political stance is firm.
Have a strong sense of professionalism and political responsibility, and have the leadership, work experience and business knowledge required for the job.
Strong sense of the overall situation, adhere to the law and work style, style and decent.
The work is diligent and diligent, and the performance is obvious.
Integrity and self-discipline, there is a high degree of recognition among the people.
2. Qualification conditions
Has more than 5 years of service;
College degree or above, and has the professional knowledge and corresponding work experience of the registered competitive positions;
Ren Zhengke level or has a senior professional technical title and has been employed for 3 years;
Age: 50 years of age or younger;
Good health and compliance with the rules of appointment.
Registration range
The cadres of the bureaus, bureaus, and municipal districts, and the development zone's land and resources bureaus meet the qualifications.
Third, the method program
Develop and publish implementation plans
After the implementation plan has been determined by the party committee, the main contents will be announced through certain forms.
Registration and qualification review
1. Registration. Those who sign up for competitive posts will voluntarily report to competitive positions. In principle, they can only report one volunteer and should fill in the organization arrangements.
2. Qualification review. The Bureau of Personnel will conduct a qualification review of the applicants and publish the results.
Organization interview
1. Form of interview. Conduct interviews in the form of a propositional speech and free play within a prescribed time.
2. The interview team. The members are composed of 7-9 people including the relevant leaders of the bureau, the organization personnel department and the supervisory office of the station and the heads of relevant departments.
3. Interview implementation. The interview team will implement the interview work, and will inform the interview result after the interview.
Democratic evaluation
1. Scope of democratic evaluation: The applicants of the municipal bureaus shall conduct evaluations among all personnel of the municipal bureaus; the applicants of the bureaus of the municipal bureaus shall conduct evaluations in the municipal bureaus and all personnel of the institutions; the democratic evaluation of the personnel of the bureaus In principle, the scope is referred to the municipal bureau, but the smaller number of branches are evaluated among the staff of the branch offices and institutions.
2. The democratic evaluation table is divided into two types, A and B, which are filled in by the personnel of the agency and the institution. The weight ratio is set according to the identity of the applicant.
3. Demographic scores are excellent, competent, basic and incompetent, and quantified.
4. Notify me of the results of the democratic assessment.
Interviews and demographic scores accounted for 60% and 40% of the total score, respectively.
Democratic recommendation
Democracy recommends adopting the method of filling in the recommendation ticket and proceeding with the democratic evaluation. The scope of democratic recommendation is the same as the scope of democratic evaluation. When the democratic recommendation is made, the Bureau of Personnel is responsible for providing the basic conditions of the qualified applicants and the applicants to the participants in the evaluation and recommendation.
Determine the object of investigation
According to the interview, democratic evaluation and democratic recommendation results, the bureau party will select the target according to the 1:3 selection method and publish the list of subjects.
Organizational inspection
Adhere to the principle of combining morality with morality and morality first, and conduct a comprehensive investigation of the morality, ability, diligence, performance, and integrity of the object of investigation, as well as the degree of adaptation of its political and professional qualities and competitive positions, and form a written investigation.
Decide on the proposed candidate
The party committee decided to decide the candidate based on the interview, the democratic evaluation, the results of the democratic recommendation and the investigation.
Direct selection
Due to insufficient number of applicants and other reasons, there is no effective competition and suitable candidates. According to the research and decision of the Party Committee, the cadres can be selected and appointed through democratic recommendation, democratic evaluation, organization inspection, and party committee collective discussion and decision. The program generates the candidate to be appointed.
Publicity and appointment
The proposed candidates for discussion and decision by the party committee shall be publicized for 7 days in a certain scope. After no objection, they shall go through the formalities in accordance with the prescribed procedures. When an administrative organ of an organ attaches to a public service, he shall also go through the formalities for the civil servant transfer to the establishment of the business; if the business establishment personnel serve in the public institution, they shall go through the formalities of transferring the civil servant.
Fifth, the time schedule
The competition for the cadres of the bureaus of the Ningbo Municipal Bureau of Land and Resources will be completed from the date of the announcement of this implementation plan and before the end of April.
Six, organizational leadership
The competition for the cadres of the institutions of the State Land and Resources Bureau of Ningbo Municipality was carried out under the leadership of the Party Committee of the Bureau. In order to strengthen leadership, a working group leading group was set up, with Comrade Chai Lieneng as the leader of the leading group, Comrade Li Chengqi as the deputy leader of the leading group, and other members of the party committee as the leading group; at the same time, an inspection team was set up, Comrade Li Chenghao He is also the leader of the inspection team. The members of the inspection team are composed of the Personnel Department of the Bureau, the Supervision Office of the Bureau, the political workers of the relevant county land bureaus or the heads of discipline inspection and other relevant personnel, and carry out the inspection work.
Seven, discipline requirements
In order to ensure the successful completion of this cadre competition, the following disciplinary requirements are proposed in accordance with relevant regulations:
Adhere to the principles of openness, fairness, and impartiality, and do not engage in pre-determined candidates, and may not arbitrarily change the implementation plan during the implementation process;
Strictly observe confidentiality disciplines, and must not disclose interview questions in advance, and should not disclose investigations and discussion of party committees;
The interview should be objective and fair, and it is not allowed to beat people. The investigation should be truth-seeking, objective and fair, and it is not allowed to conceal or distort the facts;
Competitors should correct their attitudes and treat them correctly. There must be no disciplinary actions such as falsification and canvassing.
Disciplinary actions in competition for employment will be organized or disciplinary according to the seriousness of the circumstances, and discretion will determine whether the results of this competition are effective.
Part 2: Implementation of the employment plan for public institutions
According to the Municipal Party Committee Organization Department, the Municipal Human Resources and Social Security Bureau's "Notice on Printing and Distributing the Guiding Opinions on the Posting of Jobs in the Institutions of Dongying City" and the relevant file regulations for the establishment of provincial and municipal posts, the following measures are formulated by the county party committee and the county government:
First, the guiding ideology
In accordance with the requirements of the social functions of the public institutions and the development of the socialist market economic system, the establishment and improvement of the personnel management system based on the employment system and post management system, in line with the characteristics of the institutions, and the adaptation of different types of talents, to achieve personnel management of institutions Identity management to post management, from the fixed user to the contractor, the formation of personnel can enter and exit, the position can be up and down, excellent people can stand out from the employment mechanism.
Second, the principle of employment
The principle of employment by hiring and total amount control. Based on the position setting of the institution, it is controlled according to the total number, category and level of the approved posts.
The principles of openness, equality, competition, and merit-based employment.
The principle of first entering the track and then standardizing. To achieve full employment of the positions of the public institutions, professional and technical positions are temporarily employed at the lowest level of each level.
People-oriented, active and stable principles. Institutions should be people-oriented, do a good job in the ideological and political work of the staff of the institutions, and actively promote job hiring to ensure that good things are done well.
Third, the scope and conditions of employment
Employment range
1. Institutions that are included in the post management scope.
2. If the public institution has the following conditions, it shall, according to the actual situation of the unit, be engaged in competitive recruitment:
The first time the institution is appointed after the post management is implemented;
Staff vacancies such as staff transfer or retirement;
Upon expiration of the appointment, it is necessary to re-determine the person to be recruited;
According to the needs of cadre management work, regular rotation exchanges;
Approved the post setting plan;
Others need to compete for jobs.
3. The following types of positions in public institutions may not be included in the scope of competitive recruitment:
Positions involving party and state secrets;
A post that is not suitable for open competition due to the conditions of the post;
Other appointment and dismissal agencies have determined that they are not suitable for open competition.
4. Persons who have not yet reached a conclusion in the period of party discipline, political discipline, or who are undergoing a case review or suspension of censorship, will not participate in the competition for the time being.
Employment basic conditions
1. Basic conditions for employment of public institutions:
The post setting plan has been approved by the party committee organization department or the government human resources and social security department according to the cadre management permission;
The position of the personnel of the institution is clear;
Develop a scientific job implementation plan.
2. Basic employment conditions for public institutions
The basic conditions for the management positions, professional and technical positions, and work and technical skills positions of public institutions are mainly determined according to the duties and tasks of the posts and the conditions of employment. The basic qualifications for the three types of positions are:
1 Comply with the Constitution and the law;
2 has good conduct;
3 required professional, abilities or skills;
4 Adapt to the physical conditions required by the post.
The basic qualifications for professional and technical positions shall be implemented in accordance with the relevant provisions on the evaluation of current professional and technical positions. The conditions for different grades within the high, middle and early levels are determined by the competent departments and institutions in accordance with the relevant regulations and the needs of the industry, the unit's post, duties and professional technical level. Professional technical posts that implement professional qualification access control shall also include requirements for admission control.
Fourth, the competition program
The staff of the public institutions are competing for the post according to the following procedures:
1. Establish an employment team. The hiring team consists of 5 to 7 people including the main leaders of the unit, the personnel in charge, and the relevant department personnel. The research and development of the unit's competitive implementation plan and the implementation of the unit's competitive recruitment work.
2. Study and determine the method of competition. According to the research opinions of the collective leadership of the unit, the competition method is determined jointly by all employees.
3. Formulate a competitive recruitment plan. The implementation plan shall be reviewed by the competent department and reported to the human resources and social security department for approval.
4. Announce the competitive positions. Job title, qualifications, employment period and salary and other matters.
5. Individual registration.
6. Qualification review. The applicants shall be qualified for the qualifications of the applicants, and the candidates who meet the qualifications for the positions shall be publicized.
7. Organize competition. Use defense, test or assessment to compete.
8. Identify the candidates to be hired. According to the results of competition, recommendations, etc., research and determine the position of candidates.
9. Publicizing the proposed personnel, the publicity period is generally not less than 5 days.
10. Review and verification. After the expiration of the publicity period, there is no objection, and the results of the post preparation will be reviewed and approved by the competent department of the unit and submitted to the human resources and social security department for review and approval. The results of the proposed management position shall be reviewed and filed in accordance with the cadre management license.
Part 3: Implementation of the employment plan for public institutions
In order to deepen the reform of the personnel system of the education system institutions in our county, establish and improve the post management system for the education system institutions in our county, and realize the scientific, standardized and institutionalized personnel management of the education system institutions in our county. According to the Chongqing Municipal Personnel Bureau Notice on Printing and Distributing the Implementation Measures for the Establishment of Posts in Chongqing Municipal Institutions, Notice on Printing and Distributing the Guiding Opinions on the Establishment and Management of Chongqing Secondary Vocational Schools, Ordinary High Schools and Kindergarten Posts, and Notice on Printing and Distributing the Guiding Opinions on the Establishment of Compulsory Education Schools in Chongqing "Notice on Printing and Distributing the Guiding Opinions on the Establishment and Management of Scientific Research Institutions in Chongqing", "Notice on Printing and Distributing the Guiding Opinions on the Position Management of the Directly Serviced Institutions of Chongqing Municipal Organs", and "Several Issues Concerning the Establishment of Jobs in Public Institutions" Handling Opinions No. 68) and "Handling Opinions on Some Issues Concerning the Establishment of Jobs in Institutions" No. 106) and Zhongxian Personnel Bureau "On Forwarding" Interim Provisions of Chongqing Municipal Personnel Bureau on Printing and Distributing the Employment of Staff of Chongqing Municipal Institutions "And other file spirit, combined with practical education system in the county, especially the development of the education system and institutions Zhong competition for employment embodiment, as follows:
First, the guiding ideology
Based on the archives spirit of the Ministry of Personnel and the city's implementation of the post management of public institutions, in accordance with the principles of scientific rationality and streamlined efficiency, we must adhere to the reform of the post management of public institutions and the reform of the income distribution system of public institutions. The employment system of public institutions is combined, and the transformation of the employment mechanism of public institutions is combined, the reform of the personnel system of public institutions is deepened, and the management system for the establishment of positions in public institutions is established.
Second, the work objectives
Through the implementation of post total control, structural proportional control and the highest level of control, the organization guides the institutions to hire according to their posts, post salary, and contract management to realize the transformation from identity management to post management, from fixed users to contract users, and further improve The employment system for public institutions promotes the smooth implementation of the reform of the income distribution system of public institutions, fully mobilizes the enthusiasm and creativity of various personnel of the institutions, enhances the vitality and vitality of the institutions, and gradually establishes a personnel management system with the characteristics of public institutions to promote education in the county. The cause is good and fast.
Third, organizational leadership
Team leader: Zhao Hongsheng
Deputy Team Leader: Liang Wenzheng
Member: Zhang Mingxi Yi Kunquan Tao Weidong Li invented Zeng Qing'an
Under the office, Liang Wenzheng is the office director, Chen Yuanliu is the deputy director of the office, Li Linxia, Zhao Ming, Huang Delin, Yang Wenhao, Yan Xiaolan, Qin Huaping, Deng Hua, Chen Shikui, Bo Haihong, Chen Guoying are members.
Fourth, the position of competitive positions
I have 109 institutions, and the total number of institutions is 7,541, of which 70 are in management positions, 7147 are in professional and technical positions, and 324 are in technical and technical positions.
V. Competition principle
Post placement and recruitment work should be carried out within the approved number of positions. Adhere to the principle of setting up posts on an as-needed basis, selecting people by post, and appointing on-the-job; adhering to the principle of combining morality with talents, paying attention to practical results, and recognizing the people; adhering to the principle of open competition and merit-based appointment; adhering to the principles of openness, fairness, and impartiality.
Sixth, the basic conditions of the post
1. Obey the Constitution and laws;
2, has a good character;
3. Have the professional ability skills and qualifications required for the position;
4. Physical conditions that meet the requirements of the position;
5. The results of the annual assessment of the previous year must be competent and above.
6. Those who have not yet reached a conclusion in the period of party discipline, political discipline, or who are undergoing a case review or suspension of censorship, will not participate in the competition for the time being.
Seven, the target of competition
The Zhongxian Education System Institutions are staffed by management personnel, technical and technical personnel and professional and technical personnel.
Eight, several situations of competitive recruitment
1. Before competing for post, the staff who have already hired the corresponding level will be seated. If the number of employed people at the same level is less than the number of positions set, firstly, the different levels of the same level will be competed among the employed personnel, and then the same level of qualification will be obtained. The unemployed personnel are competing for the remaining positions; if the number of positions in the same level has been exceeded, the first level of the employed personnel will be competing for different levels of the same level, and then the unemployed candidates will be employed. Keep the original hiring level and indicate “transition” in the remarks column.
2. If there are jobs and there are no recruits at the same level, they will be employed in the existing qualified personnel.
3. If there are no posts at the same level but there are already employed personnel, the employed personnel will be placed in the original positions, and the “transition” will be indicated in the remarks column.
IX. Basic qualifications for management positions
1. Seven-level staff positions must be worked for three years in the eight-level staff position;
2. The eight-level staff position must be worked for three years in the nine-level staff position.
3. When the unit does not set the number of management positions or management positions to be less than the actual number of people enjoying the same level of salary, the remaining management personnel after the competition for employment retain the current positions, and indicate the “transition” in the remarks column of the roster.
X. Basic qualifications for work and technical skills positions
1. The second-level work and technical skills post must be worked for five years in the next level of the work, and passed the technical level of the technician.
2. For three-level and four-level work-skilled positions, it is necessary to set up a first-level post under this type of work for five years, and pass the senior and intermediate technical level assessment.
3, five-level work and technical skills positions, must be apprenticeship, proficiency expired, and passed the junior technical level assessment.
4. Ordinary workers must have an apprenticeship period and a proficiency period.
5. If the unit does not set the number of work-skilled positions or the number of work-skilled positions is less than the actual number of people who enjoy the same-level salary, the remaining work-skilled personnel will retain the current positions and indicate “transition” in the remarks column of the roster.
Eleven, the competition program
1. Establishing a competitive recruitment evaluation team
The school is established by the party, government, industry, group leaders and teachers representatives to compete for the job evaluation team, the principal is the team leader. In the competitive job evaluation team, no less than one-third of the teachers represent the democratically elected by the faculty and staff meeting. The list of members of the competitive job evaluation team is reported to the county education committee for record. The members of the competitive job evaluation team are elected for a term of three years. During the three-year term, individual incompetent personnel may be changed after passing the teaching delegates' meeting. The competitive recruitment evaluation team is responsible for the relevant policy propaganda and stability work, and is responsible for reviewing the quantitative rules and participating in the evaluation of the competitive candidates, conducting qualification examinations for applicants, verifying scores item by item, and reviewing the results of competition.
2. Information on the open competition for employment
Each school shall convene a faculty and staff meeting to announce the number of positions, appointment conditions and assessment methods, and publicize the itemized scores and competition results on the campus.
3. Develop quantitative rules
All institutions must formulate specific quantitative rules based on this plan in accordance with the actual situation of the unit. After all the employees have decided to pass the discussion, they will report to the Education Commission for filing and implementation. Once the rules are formulated, they must adhere to at least three years of continuity. Certain terms need to be revised and must be approved by the faculty and staff meeting before they can be effective.
4. Application review
The qualified personnel shall submit a written report to the school's competitive employment evaluation team, and the assessment team shall conduct a qualification examination of the applicant.
5, deliberation review
The qualified professional and technical personnel in the above-mentioned positions of the faculty and staff meeting shall be quantitatively evaluated by the faculty and staff of the whole school on the ideological work performance of the applicants.
6. Comprehensive assessment
The applicants shall provide the relevant supporting materials required for the evaluation to the competitive recruitment assessment team, and in principle shall provide the originals. The appraisal team will quantitatively score the applicants according to the conditions, and select the preferred candidates.
7. Publicity results
The school will quantify the score sheet and the results of the competition for 5 working days in the school.
8. Reporting materials
After the results of the public announcement have no objections, the school will report the results of the competition and the employment materials and report them.
Twelve, assessment methods
Quantitative scoring, evaluation of work performance, teaching age, education, rewards, assessment conclusions, responsibility, work environment, paper awards, lecture competitions, guidance awards, management awards, attendance, workload, education and teaching performance, employment time, plus Divided into 16 items, the sum of the scores is the quantitative score of the applicant, and those with the highest score on the same level are preferred to hire the highest level of the same level.
1. Ideological performance
The faculty and staff of the school shall give the applicant a quantitative evaluation of 15-20 points according to the usual ideological work performance and debriefing status of the applicant, and the score shall be an integer or a decimal. If the score is less than 15 points or higher than 20 points, the abandonment shall be treated, and the average score of the actual effective score shall be taken as the score of the applicant. When the school quantified the reporter's ideological work performance, more than two-thirds of the faculty and staff must participate. The listed personnel, teaching staff, and seconded personnel who have been approved by the competent department for research shall first be quantitatively evaluated by the employer for their ideological work performance, and then reported to the competent department for verification and notification to the original unit. The decentralized learners who have been approved by the competent department to participate in the quantitative evaluation of the unit shall not be less than the average number of competitors in the same level.
2, teaching age
Since joining the work, he has been engaged in professional and technical work for 0.5 years. In the case of retired study or long-term sick leave and long-term absence of specific jobs in this unit, the age of teaching is not counted.
3, education
The graduation certificate issued by the Ministry of Education or the institutions approved by the relevant administrative departments shall prevail, and the professional qualification certificate shall not be treated as academic qualifications.
5 points for graduate students, 4 points for undergraduate students, 3 points for specialties, 2 points for technical secondary schools, 1 point for high schools, and 0.5 points for middle and lower schools.
4, reward
Since his current position, he has been awarded the highest number of awards by party committees, governments, and education authorities at all levels, and does not repeat the scores.
Excellent title: 5 points at the national level, 4 points at the provincial level, and 3 points at the county level;
Advanced title: 4 points at the national level, 3 points at the provincial level, 2 points at the county level; 1 point for the competent department, 0.5 points for the township and school level.
Other titles commended or awarded by party committees and governments at all levels can be scored according to the corresponding level of advanced titles.
5. Assessment conclusion
In the past three years, the annual assessment conclusion is that the outstanding person counts 0.5 points per year.
6, the responsibility is light
Now he is the professional and technical personnel of the unit's actual leadership or the relevant departments who have clearly defined the ranks and ranks, and fulfilled the corresponding duties. If the work is effective, the school level is 3 points and the middle level is 2.5 points.
Now the class teacher is 1.5 points.
Now it is 1 point for the grade leader, the head of the teaching and research group, the head of the village, and perform the corresponding duties and work.
The above items are not repeated.
7, the working environment
The village Xiaojiao teaches 0.25 points per year. When he is a small teacher in the village and he is still employed in the village, he will be given another 1 point.
8. Paper Award
Since he has served in the official journals at all levels, he has published or exchanged papers closely related to the application for professional and technical positions, or obtained the paper grade awards from educational associations and teaching and research departments at all levels, and scored the highest score. Papers and works not related to the application for professional and technical positions are not scored.
National level 3 points, city level 2 points, county level 1 point, school level 0.5 points.
9. Lecture competition
Since his current position, he has been ranked the highest in the past five years.
Lecture competition
Country: 5 points for first class, 4.5 points for second class, 4 points for third class;
City level: first-class 4 points, second-class 3.5 points, third-class 3 points;
County level: first-class 3 points, second-class 2.5 points, third-class 2 points;
School level: first class 1.5 points, second class 1 point, third class, etc. 0.5 points.
10. Guiding Award
Since his current position, the instructors of award-winning students such as science and technology subject knowledge contests, sports and art competitions approved by the education authorities, teaching and research departments or business departments have been approved by the education administration department according to the following criteria.
National first and second prizes 3 points, national third class, city level first and second prizes 2 points, city third class, county first and second prizes 1.5 points, county third class, school class first class 1 point, school level two , third class, 0.5 points.
11, management award
Since his current position, the school's actual leadership leadership has been rewarded by superiors: 4 points at the national level, 3 points at the municipal level, and 2 points at the county level.
12. Attendance
In the past three years, the full-time person counts 10 points, the sick leave deducts 0.1 points a day, the leave deducts 0.2 points a day, and the late or early leave deducts a deduction of 0.05 points. In the past three years, those who have absenteeism are not allowed to hire. The personnel who are attached, supported, or seconded by the competent department's research and approval shall be assessed by the employer during the period of hanging, teaching, or secondment, and then reported to the competent department for verification and notification to the original unit.
13, the workload
In the past three years, according to the semester, the sum of the scores of the six semester divisions divided by 6 is the score of each sub-item, and the sum of the scores of each sub-item is the total workload score.
5 points for 20 sessions and above in weekly class, 4 points for 15-19, 3 points for 10-14, 2 points for 4-9, and 1 point for 4 or less.
The number of students in the class is 50 or more, 3 points per period, 40-49 points are 2.5 points, 30-39 points are 2 points, and 30 points are 1.5 points.
As a teacher of several classes, the number of students in the class is scored according to the average number of classes taught.
The workload of the administrative staff of all units and the non-teaching staff engaged in educational and teaching services and the departing learners approved by the competent department shall be determined by each unit according to the actual situation, but not lower than the average workload of the first-line teaching staff. .
The workload of the last-hanging personnel approved by the competent department shall be the same as the maximum workload of the professional and technical personnel of the unit.
The workload of the teaching or seconding personnel approved by the competent department during the teaching period or the secondment period shall be provided by the employer and reported to the competent department, and the competent department shall notify the original unit after verification.
14. Education and teaching performance
Assessment of teaching achievements in the past three years. Each period is basically divided into 60 points, a ranking increase of 0.5 points, a decrease of 0.5 points for a ranking, a 0.5 point for the first, and a 0.5 point for the first to last, the sum of the six semester points divided by 6 as the actual score. The scores of professional technicians in non-standard examination subjects are the average scores of those who participate in the competition for the same level of disciplines.
The personnel who are attached, supported or seconded by the competent department for research shall be evaluated by the employer for performance evaluation during the last period, the teaching period or the secondment period, and then reported to the competent department for verification and notification to the original unit. The workload of each unit by the administrative department of the competent department and the non-teaching staff engaged in education and teaching services shall be determined by each unit according to the actual situation, but it shall not be lower than the average workload of the first-line teaching staff.
15, hire time
Employ an annual increase of 0.25 points. The same level before and after the transfer can be continuously calculated.
16, plus points
One of the following conditions can be added
He is the chief researcher who has been approved by the education department to approve the project, and has received the teaching reform project award. The national level is 3 points, the city level is 2 points, and the county level is 1 point.
The city and county key teachers count 2 points and 1 point respectively.
In the same year, the main bearers of various large-scale activities organized and targeted in the county and the school were counted as 2 points and 1 point respectively.
XIII. Priority conditions for appointment
1. 58 years old for men and 53 years old for women; 20 years of continuous work in the village, and still teaching in the village; teaching performance in the middle and above of the teaching level of professional and technical personnel.
2. Those who have been awarded the title of “Top Ten Teachers of the County”, “Top Ten Class Teachers of the County”, outstanding teachers of the city, model workers and above are given priority.
14. Work requirements
The establishment of post-employment positions in public institutions involves a wide range of policies and strong policies. All units must strictly enforce policies, strictly discipline, and break through the post without breaking the rules. It is necessary to meticulously organize, carefully arrange, recognize the status quo, make a smooth transition, and actively and steadily promote the recruitment of the unit.
Recognize the position and implement it. The establishment of positions in public institutions is a unified deployment of the state. All units must strengthen leadership, make overall plans, organize elites, and concentrate on implementation.
Strengthen publicity and ensure stability. All units must strengthen publicity and guidance, listen carefully to the opinions and suggestions of the people and experts, do a good job in the ideological and political work of the unit staff, and ensure the stability of the cadres and workers and the society.
The policy is open and the work is transparent. All units should enhance the transparency of their work, make the policy open, disclose the process, and make the results public, ensuring the right to know, participation, choice and supervision of the faculty and staff.
Steady implementation and smooth transition. The establishment of a post in a public institution is a complicated systematic project involving the vital interests of 109 units of cadres and workers in the county's education system. The implementation process must be carried out step by step. It is easy to find and deal with in a timely manner. Problems and situations that arise, and the job setting work is smoothly completed.
Strengthen responsibility and serious discipline. The main responsible person of each unit shall set up the first responsible person for the job-seeking job for the post, and must perform the duties earnestly, and must not resort to fraud. Once verified, it will be dealt with seriously.
Part 4: Implementation of the employment plan for public institutions
In order to further deepen the reform of the personnel system of public institutions, introduce a competitive incentive mechanism, establish and improve the post management system of public institutions, according to the "Opinions on Further Strengthening the Construction of Talent Teams" by the Municipal Party Committee and the Municipal Government, and the Organization Department of the Municipal Party Committee, the Municipal Personnel Bureau, and the Municipal Office. Regarding the issuance of the "Notice on the Implementation Opinions on the Establishment of Jobs in Public Institutions in Guiyang City" No. 18, in conjunction with the actual situation of the Bureau, the following implementation plans are formulated.
First, the guiding ideology
Adhere to the guidance of Deng Xiaoping Theory and the important thinking of the "Three Represents", fully implement the scientific development concept, adhere to the principles of "openness, equality, competition, and merit", further improve the overall quality of the personnel of the institution, and realize the scientific management of personnel in the institution. Standardization and institutionalization ensure the smooth implementation of the reform of the income distribution system of public institutions.
Second, the principle of competitive recruitment
1. Adhere to the principle of party management of cadres;
2. The principle of combining both ability and political integrity and paying attention to performance;
3. The principles of openness, equality, competition, and merit.
III. Scope and conditions for the implementation of competitive positions
range:
1. The nine-level staff members of the bureaus that are vacant in various institutions and the following management positions;
2. The professional and technical posts of the tenth grade or above that have been vacant or newly created by the bureaus of the bureaus;
3. The bureau is a middle-level deputy position in each institution.
Basic conditions:
1. Comply with national laws and regulations;
2. Have a good work ethic;
3. The level of education with the requirements for competitive positions and the professional knowledge and ability to perform the duties of competitive positions;
4, good health, able to adhere to normal work in the competitive positions;
5. Other qualifications required for competitive positions.
Basic qualifications
1. The nine-level staff and the following management positions should generally have a secondary school education or above.
2. The basic qualifications for positions in the 7th and 10th grades of professional and technical posts shall be implemented in accordance with the relevant regulations on the evaluation of professional and technical positions in the province. The qualifications for professional and technical posts at all levels shall be implemented in accordance with the guidance of the basic qualifications of professional and technical grade posts formulated by the Provincial Personnel Department. Each institution of the bureau can formulate specific measures based on the specific conditions of the unit and according to the duties and tasks of different grades, professional technical level requirements and other factors.
3. The conditions for the middle and upper deputy positions of the bureaus are: support the line, principles, policies, and socialism of the Communist Party of China; have a college degree and above.
The following persons cannot participate in the competition:
1. Being examined and filed by the judicial authorities for investigation, discipline inspection and supervision;
2. The period of limitation imposed by the Party Disciplinary Division is not full;
3. The punishment for political discipline has not been lifted.
Third, organizational leadership and supervision
The Municipal Personnel Bureau is the comprehensive management department for the professional and technical personnel of the public institutions in the city to compete for posts, and is responsible for the guidance, inspection and supervision of the employment of the institutions. The Municipal Housing Security and Housing Authority is the responsible department for the professional and technical personnel of the system and institutions to compete for posts, and is responsible for the review and approval of the competitive employment plan of the subordinate institutions. The bureaus and institutions of the bureaus shall establish a leading group for the competition for evaluation and evaluation. The composition and responsibilities of the staff are as follows:
The leading group for competitive recruitment evaluation is composed of party and government leaders, discipline inspection departments, trade unions, and employee representatives. The number of leaders is generally 5 or 7 people. The leading group is responsible for collective research and nomination of recommended hiring personnel. The leading group members must be objective and fair, and seek truth from facts. .
Fourth, the program and schedule
The basic procedures for competitive employment in public institutions include: formulating a "competition job plan", learning to mobilize, publishing positions and competitive conditions, individual declaration, qualification examination, examination assessment, public assessment, results announcement, organization decision, publicity, signing of employment contract, Cash in cash.
Preparation stage: September 14th - September 25th
1. From September 14th to 17th, the establishment of a leading group for the employment evaluation of the public institutions will be responsible for formulating the "competition and employment work plan" of the unit;
2. The plan is approved by the staff meeting and will be submitted to the Personnel Office for review before September 18, and will be organized and implemented after being reported to the Municipal Personnel Bureau for approval.
3. On September 23-25, the employee meeting of the unit will be held to announce the positions, job responsibilities, job conditions, job treatment, and the procedures, methods, and dates for the job.
Implementation phase: September 26th - October 31st
1. On September 26, the person who meets the qualification requirements for competitive employment declares the position for employment;
2. On September 27th, the office of the Leading Group for Competition will conduct qualification examinations for the applicants and determine the candidates for competition.
3. On September 28, the results of the qualification examination;
4. From October 9th to October 14th, the examination will be conducted for those who have passed the qualification examination;
Way: The test is divided into written test and interview. The content of the exam is mainly the basic knowledge and ability necessary to perform the duties of the competitive position. Among them, written test results accounted for 40%, interview results accounted for 60%. The interviews are divided into two categories, A and B. Among them, Class A is a professional technical position competitive job interview, and Class B is a middle-level cadre of the institution. If you want to compete for the professional skills of the tenth grade or above and you want to participate in the middle and upper positions of the competition, you need to participate in the A and B interviews. Those who compete for the nine-level staff and the following management positions shall only participate in the written test, and the written test results shall be calculated on a percentage basis.
After the exam is over, the test results will be announced in this unit. The interview examiner consists of 5 or 7 people, of which the examiner is the main leader of the unit. The interview examiner's determination must strictly implement the avoidance system.
Interview scoring method: The interview is calculated according to the percentage system. The interview time is 15 points. Each candidate's interview score is removed by one highest score and one lowest score, and then the scores are added and divided by the number of examiners.
5. Organize democratic assessment on October 16th. The number of people participating in the assessment shall not be less than 80% of the total number of people who should participate in the assessment. The number of votes for democratic evaluation under the same conditions shall be preferred.
6、10月19-21日領導小組根據競聘人員考試成績以及民主測評結果，確定擬聘崗位的考察對象。通過考察，對考察對象的“德、能、勤、績、廉”作出書面評價，提名推薦人選；
7、10月22日-23日領導班子集體研究決定聘用人員；
8、10月23日-29日公示競聘結果；
9、10月30日-31日簽訂崗位聘用契約，並送人事部門進行鑑證。
總結階段：11月2日-11月16日
1、11月2日—4日，報送事業單位崗位設定工作總結；
2、11月5日—16日，由市人事局和局人事處，對事業單位完成崗位設定、崗位聘用、簽訂聘用契約的情況進行檢查驗收，驗收合格後兌現工資。
五、聘任和待遇
1、競聘上崗的崗位實行聘任制，聘任期限一般為5年。
2、競聘上崗的人員，按照新任職務享受相應的待遇。實行按崗定酬，崗變薪變。
3、 單位對競聘上崗的專業技術人員的履職情況定期進行考核，考核結果及時記入考核檔案，作為專業技術人員職務升降、續聘和解聘的重要依據。考核不合格的，根據不同情況，予以解聘、低聘或調整工作。被低聘或調整工作的人員按照新聘任的職務享受相應的工資待遇。
4、 有專業技術職務任職資格的專業技術人員參加競聘上崗落聘後，可以參加低一級專業技術職務競聘，可以以原專業技術職稱參加有關技術、學術活動。
5、對實施競聘上崗後未能繼續擔任原職務的人員，應視情況另行安排適當工作。對因競聘上崗而產生的內部待崗人員，應積極提供上崗機會，妥善安置。
Six, work requirements
提高認識，精心組織
局屬各事業單位領導要高度重視，充分認識事業單位崗位設定工作的重要意義，把實施競聘工作擺在重要議事日程，班子成員要認真領會精神，統一思想，提高認識，切實加強對本單位推行競聘上崗的領導工作。
嚴格政策、嚴肅紀律
開展競聘上崗工作必須嚴格按照規定的條件標準和程式進行。事業單位幹部職工要自覺遵守人事工作紀律， 如有違反規定、徇私舞弊、弄虛作假者，一經發現，取消應聘人員的資格，並追究有關人員的責任。考官、命題組的人員以及其他工作人員要嚴格做好相關試題的保密工作，防止試題內容外泄，如有違反規定者，將嚴肅查處。
紮實工作，切實處理好改革、發展與穩定的關係。
實行事業單位崗位設定工作涉及單位幹部職工的切身利益和單位自身的穩定與發展，各事業單位一定要高度重視，在引導職工支持並積極參與崗位設定工作的同時，要保證單位工作正常運轉，符合報名條件的同志要積極參加競聘上崗，在搞好競聘上崗的同時認真做好各項工作，處理好改革、發展和穩定的關係，確保各項工作目標全面完成。
篇五： 事業單位競聘上崗實施方案
根據省政府辦公廳《關於印發四川省事業單位人員聘用制管理試行辦法的通知》精神和新都區委、區政府《關於事業單位人事改革的實施意見》檔案要求。經局黨組會議研究，決定在我局事業單位實行人員競聘上崗，其實施方案如下：
一、事業單位人員競聘上崗的指導思想
事業單位實行人員競聘上崗，以鄧小平理論和江澤民同志“三個代表”重要思想為指導，堅持德才兼備，注重實績和公開、公正、公平、擇優的原則，激勵事業職工愛崗敬業，盡職盡責，勇於開拓，努力建設一支精幹高效、勤政廉潔的高素質事業職工隊伍，以適應國家改革開放和社會發展的需要。
二、事業單位人員競聘上崗的領導機構
成立新都區民政局“事業單位人員競聘上崗”工作領導小組，組長由胡宗倏同志擔任，副局長許正松、馮龍秀、紀檢組長代先菊任副組長，李喬甫、陳德忠、張萬奎、寧瑤為成員。
三、事業單位人員競聘的範圍
在區民政局及下屬事業單位工作的事業人員，均可報名參加軍乾所、社區服務中心、殯管所、救助站等四個事業單位的管理崗位、專業技術崗位、工人崗位的競聘。
四、事業單位人員競聘上崗的基本條件
根據《新都區事業單位人事管理實施細則》的規定。競聘人員應具有以下條件：
1、能自覺貫徹執行黨的路線、方針、政策，遵守國家法律、法規。
2、身體健康，熱愛本職工作，努力鑽研業務。
3、競聘管理人員應具有一定管理能力，能夠勝任所任崗位職務，競聘專業技術崗位和工人崗位應具有與該崗位相適應資格及履行本崗位職責的能力，應聘技術工種崗位的工人，須獲得技術崗位等級證書。
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