Health Department full staff employment system implementation plan

First, the general

The first one is to deepen the reform of the personnel system of the hospital, according to the "Interim Measures for the Implementation of the Employment of All the Personnel in the Southeastern Guizhou Province", the "Opinions on the Employment and Employment System for the Pilots in the Institutions", and the Implementation Plan for the Post Management of the Public Institutions in Southeastern Guizhou And the requirements of the "Notice on Printing and Distributing the Work Plan for the Reform of the Personnel System of the Public Institutions of the Gonggong County", reforming the personnel management system and employing system of health institutions, and establishing and improving the post management system of public institutions is to realize the scientific and standardized personnel management of public institutions. Institutionalization and implementation of the reform of the income distribution system of public institutions. Develop this plan based on the actual situation of our hospital.

Article 2 The guiding ideology for the implementation of this program is to better adapt to the development of the socialist market economy, adapt to the needs of the reform of the medical security system, and gradually establish a management and operation mechanism for hospitals that are responsible, constrained, motivated, and competitive. Provide strong organizational assurance and human support to promote health reform and promote the development of health.

The third objective of the reform is to establish a new personnel management mechanism that meets the characteristics of health work, the independent employment of personnel, the independent selection of personnel, the scientific setting of positions, and the rational structure of talents, through the employment of the contract system to promote the employment mechanism, and promote the rational flow of personnel and human resources. Effective development, fully mobilize the enthusiasm of the staff of the hospital, improve work efficiency and service quality.

Article 4 The implementation of the employment contract system is based on the operating procedures and adheres to the principles of openness, equality, competition and merit.

Article 5 The employment contract shall be signed by the legal representative of the health center or the representative of the legal representative in writing and signed by the employed employee. The employment contract is an agreement between the health center and the hiring person to determine the employment relationship and clarify the rights and obligations of the two parties in accordance with the principle of voluntariness, equality and two-way. The employment contract is legally binding once it is signed.

Article 6 These Rules apply to the original fixed-employee employees, the original contract-based employees before the implementation of the full-employment contract system, and all new recruits after the implementation of the rules.

Article 7 The Health Center shall establish an "employment manual" for all employees who sign employment contracts. The "employment manual" is an important certificate for hiring contract workers to re-employ or receive unemployment insurance benefits, which shall be kept by the personnel department of the hospital. When the contract is terminated or terminated, the Employment Manual will be forwarded to the relevant talent service center with the personnel file.

Second, job setting, job responsibilities and hiring

Article 8 In combination with the tasks and functional directions of the Institute, combined with the total number of posts, structural proportions and maximum level limits of our institute, the management and professional technical service posts shall be set up in accordance with the principle of “scientific, rational and streamlined efficiency”.

Article 9 The number of positions, job responsibilities and qualifications are detailed in the “Pingzhuang Health Center Post Setting Plan” and “Pingzhuang Health Center Job Manual”.

Article 10 The president shall be appointed to implement the term responsibility system for the term of office, in accordance with the archives provisions of the “Situation Management Plan for the Establishment of Institutions in Southeastern Guizhou” and the “Regulations on the Selection and Appointment of Party and Government Leading Cadres” and the establishment of the management posts of Pingzhuang Health Center. The provisions of the Program clarify the duties and conditions of the Dean of the Health Center. The implementation of two-way selection and competition for employment reflects the principle of equal and voluntary unit and employee. According to the plan of setting up a post in Pingzhuang Health Center, the qualifications, job responsibilities and work tasks of the employed persons are formulated, and the employees' own work specialties choose to compete for posts. Workers have the right to resign. If employees are unwilling to participate in the competition, the unit leaders must not block the freedom of movement. However, an employment contract has been signed with the unit. During the contract period, the employee is not allowed to resign without any justification.

Third, the employment requirements and conditions

Article 11 The employment system for all employees shall be implemented to break the identity restrictions of the original employees. For those who have good political quality and outstanding performance, they can be employed in a low-employment or low-level employment. Those who have poor political quality, have poor organizational discipline, and are not qualified for the original position can be hired, hired low-ranked or not hired.

1. Appointment

1) Can be directly employed for the basic conditions of the following positions

1 Have good political quality and professional ethics, and love the job of applying for positions;

2 Have the professional skills, cultural knowledge and practical ability necessary to complete the job application;

3 Hold the qualification certificate, professional technical qualification certificate, registration certificate or corresponding technical grade certificate and post training qualification certificate required by the applicant;

4 physical health can maintain normal work.

2) Subjects for the introduction of talents in health centers can be directly employed

3) The term of employment is generally three years

2. Trial

1) Long sick leave requires returning to work;

2) Dismissal and layoffs to reschedule work;

3) Recruitment of social recruitment;

4) The trial period is generally 1 to 3 months.

3, low hire

1) willing to hire low due to the limitation of the number of positions in technical posts;

2) Can't complete or be qualified for the original job and accept low hires;

3) Violation of the rules and regulations of the hospital to cause a certain loss to the hospital and demotion.

4, short hire

1) Can not complete the duties of this position, and are willing to correct it through education;

2) Violation of the rules and regulations of the hospital to cause certain losses to the hospital;

3) The short-term employment period is generally from six months to one year.

5, refusal

1) Except as otherwise agreed between the unit and the employee, the employee has the right to refuse to hire, and those who refuse to do so shall terminate the working relationship in accordance with relevant regulations.

2) Graduates of colleges or above, if they refuse to hire within the prescribed service period, pay the liquidated damages and training fees according to the regulations and then cancel the working relationship.

6, to be hired

1) Unemployed due to over-compilation of the establishment and position;

2) Those who have not been employed because they have not met the terms of employment;

3) Other factors have not been hired.

Article 12 The employed personnel shall have the following basic conditions:

1. Comply with party and state policies, laws and regulations, and the rules and regulations of the Institute;

2. Have good professionalism and professional ethics;

3. Have the professional skills or management ability appropriate to fulfilling the duties of the job;

4, good health, can adhere to normal work;

5. Other conditions for hiring job responsibilities.

Fourth, the organization of employment and programs

Article 13: The establishment of a leading group shall be employed to organize personnel to be responsible for daily work.

Article 14 The employment of the whole staff shall be organized and implemented by the Leading Group for Employment.

Article 15 All employees shall be employed in accordance with the procedures of voluntary application, organization of assessment, and selection and employment, and the employment methods of “open positions, open systems, open processes, and open results” shall be implemented.

Article 16 Basic procedures for all staff members:

1. Post the position. The published contents include the name of the employment position, duties and tasks, and employment conditions.

2. Individual application. The “Personal Application for Jobs Volunteer Form” should be completed in accordance with the published job conditions.

3. Debriefing and recommendation. According to the individual application for debriefing, according to the annual assessment and the assessment of the term of office, the working group is hired to propose candidates for each position.

4. Hire. The dean is appointed by the higher authorities in accordance with the cadre management regulations. The employment of other positions shall be based on the assessment and two-way selection. The applicant shall submit an application to the hiring leading group. After hiring the leading group to discuss, the hiring of the leading group will be employed by the legal representative.

5. Sign the contract. The legal representative of the unit signs the employment contract with the employed person; the employment contract is in four copies, one for each party, one for personnel and one for the competent department.

Article 17 The employment contract shall be in written form, and each of the health center and the employee shall hold one copy. Both parties to the contract must strictly abide by the terms of the employment contract, and any party who violates the employment contract must bear the liability for breach of contract.

Article 18 On the basis of signing an employment contract with employees, the hospital shall sign a post contract before it can be employed.

Article 19 Contents of the employment contract

1. The term of the contract;

2. Jobs and content;

3. Labor protection and working conditions;

4. Remuneration for work, insurance and benefits;

5. Work discipline;

6. The conditions for the change, termination and termination of the employment contract;

7. Liability for breach of the employment contract;

8. Measures for handling personnel disputes;

9. Other contents agreed upon by the parties.

Article 20 Determination of the Term of Employment Contract

The term of the employment contract is divided into three categories: a fixed term, no fixed term, and a deadline for completing a specific job:

1. A contract with a fixed term

A contract with a fixed term refers to a contract with a term of more than one year. The length of the contract is determined by the parties. When the employment contract expires, the contract is naturally terminated.

The original fixed-term employees have a continuous working age of less than 10 years, the original contract employees have not worked in the hospital for less than 10 years, and the new employees who have implemented the employment contract system have signed contracts with fixed term in principle.

2, no fixed term contract

An unfixed term contract refers to an unequal termination period of the employment contract. In the process of performing the contract, if the contractual termination condition does not appear, the employment contract will remain valid. When the employee reaches the retirement age or dies, the employment contract is naturally terminated.

The employment contract with no fixed term shall be terminated, and the terms of termination shall be terminated in the process of performing the employment contract, and the employment contract shall be terminated.

The non-fixed-term contract is generally applicable to the employed persons who have been working for more than 10 years in the original fixed-term employees or who have worked in the hospital for more than 10 years, and the parties agree to continue the employment contract.

3. The employment contract with the deadline for completing a specific job, and the contract is naturally terminated after the completion of the task.

Article 21: Suspension of employment contract

1. Being during sick leave;

2. Female employees during the perinatal period;

3. The unit agrees to be outposted, expatriate, advanced study, paid school, long sick leave, etc.

4. The maximum period of the person who meets the requirements of 1, 2, and 3 is generally not more than one year. If there are special reasons, according to the relevant regulations, it may be extended to the above situation after approval by the hospital.

5. Persons who are hospitalized due to illness or who have been confirmed to be completely incapacitated by a designated medical institution may be postponed until the above situation disappears, or the employment contract may no longer be signed, and the health center shall retain its personnel relationship until retirement.

Article 22 The hospital shall employ new employees to implement the probationary period, and the probationary period shall be implemented in accordance with relevant state regulations. New graduates and secondary school graduates practice the probationary period according to national regulations.

Article 23 If the contract signed between the employee of the original contract and the unit has not expired, it shall continue to be effective in principle. If the hospital and the person agree, the employment contract may be re-signed in accordance with this implementation method.

Article 24 If the original fixed-build employee is unwilling to sign an employment contract, the health center shall give a one-month self-flow period. After the expiration of the self-flow period, if the employee is still unwilling to sign the contract, the original labor relationship will be terminated, and the person may resign or the health center will handle the formalities for the termination of the working relationship.

Article 25 Once the employment contract is signed, it shall have legal effect and shall not be terminated or terminated due to the change of the legal representative of the health center or the client's representative.

6. Change, termination and dissolution of the employment contract

Article 26 After the employment contract is signed according to law, both parties to the contract must fully perform the obligations stipulated in the employment contract, and neither party may change the contract without authorization.

1. During the period of validity of the employment contract, if either party requests to change the contents of the contract, the change request shall be sent to the other party in writing, and the other party shall provide a written reply within 15 days. If the two sides reach an agreement through consultation, they will change the program according to the original