School job setting implementation plan

In order to deepen the reform of the personnel system of public institutions, establish and improve the employment system and post management system, realize the scientific, standardized and institutionalized personnel management of the unit, and formulate this implementation plan according to the national and provincial archives spirit and the actual situation of our school.

First, the guiding ideology

Through the establishment of post management system and personnel employment system, innovation management system, transformation of employment mechanism, integration of human resources, condensing outstanding talents, realizing the transition from identity management to post management, from fixed users to contract users, mobilizing the enthusiasm of various personnel And creativity to promote the development of education and teaching in our school.

Second, the basic principles

Adhere to the principle of scientifically setting up posts and controlling giants; adhere to the principle of optimal structure, lean and efficient; adhere to the principle of employment by appointment and contract management; adhere to the principle of steady implementation and steady advancement.

Third, set the position

Guangyuan City Personnel Bureau and Jiange County Personnel Bureau reviewed and set the number of posts: set a total of 111 positions, including: 2 management posts, 0 at the third level, 0 at the fourth level, 0 at the fifth level, 0 at the fifth level, and six Level 0, Level 6 0, Level 7 0, Level 7 0, Level 8 0, Level 8 0, 9 Level 2, Level 10 0. 105 professional and technical posts, including: 0 for level 3, 0 for level 4, 1 for level 5, 2 for level 6, 2 for level 7 and 13 for level 8, 19 for level 9 and 14 for level 10. 27 grades, 27 grades 12, and 13 grades. There are 4 work and technical skills posts, including: 0 at the first level, 0 at the second level, 1 at the third level, 2 at the fourth level, 1 at the fifth level, and 0 at the ordinary level.

According to the number of faculty and staff and the structure of professional titles in our school, the actual total number of positions is 148, including: 0 management positions. There are 146 professional and technical posts, including: seven in seven, eight in eight, 19 in nine, and 25 in ten. There are 27 at the first level, 60 at the 12th level, and 1 at the 13th level. 2 job skills positions.

1. Name, grade and quantity of management posts

The total number is 0, accounting for 0% of the total number of units. Among them: three levels 0, four levels 0, five levels 0, six levels 0, seven levels 0, eight levels 0, nine levels 0, ten levels 0.

2. Professional technical post grade, quantity and structure ratio

1 senior professional and technical post, accounting for 0.68% of professional and technical positions

a. There are 0 senior positions, accounting for 0% of professional and technical positions. Among them: 0 for three-level posts and 0 for four-level posts.

b. One deputy senior post, accounting for 0.68% of professional and technical positions. Among them: 0 for five-level posts, 0 for six-level posts, and one for seven-level posts.

There are 57 intermediate positions, accounting for 38.51% of professional and technical positions. Among them: 13 eight-level posts, 19 nine-level posts, and 25 ten-level posts.

There are 88 junior positions, accounting for 59.46% of professional and technical positions. Among them: 27 at the 11th level, 60 at the 12th level, and 1 at the 13th level.

3. Grade, quantity and structure ratio of work and technical skills

There are 2 work and technical skills positions, accounting for 1.35% of the total number of units. Among them: 0 for technical workers, 0 for technical workers, 0 for technical workers, 1 for technical workers, 1 for technical workers, and 0 for general jobs.

Fourth, job responsibilities and conditions of employment

The basic conditions for the three types of posts shall be implemented in accordance with the relevant provisions of the “Opinions on the Implementation of the Position Management of Guangyuan City Institutions”.

Responsibilities and qualifications for all levels of management positions

Professional and technical positions, responsibilities and qualifications

Responsibilities and qualifications for all levels of work and technical skills

Five, specific job description

Sixth, competition approach

The formulation of the competitive employment method shall be based on the relevant provisions of the “Opinions on the Implementation of the Position Management of Guangyuan City Institutions”, and the content shall include the following five aspects:

The number of candidates who meet the conditions of each grade

Implementing a competitive approach

Steps to implement competitive engagement and time requirements

1. Publish the approved implementation plan for the post, including specific posts, their responsibilities, and terms of employment.

2. The staff member applies for a job. Fill in the "Application Form for Business Unit Jobs".

3. The employment organization shall be examined according to the qualifications and conditions of the qualified personnel and the competitive conditions.

4. Publicize the results of the audit of the participating personnel.

5. Conducting competition for employment, hiring work organizations to select the list of candidates to be recruited based on the results of the competition or the results of the assessment.

6. The responsible person of the unit will discuss collectively and determine the personnel to be hired.

7. Publicize the situation of the person to be hired.

8. Report to the government personnel department for approval or filing according to the approval permission.

9. The legal representative of the employing unit or its principal signs an employment contract with the employed person.

Employment contract

Other issues that need to be explained

In accordance with the program of competitive employment, the unit makes specific work plan arrangements, requiring clear tasks, reasonable arrangements, clear responsibilities, and specific standards.

Seven, organizational leadership

The establishment of the leadership team for the post of the Xia Temple National Primary School in Jiange County was organized as follows:

Team leader: Fu Daqing

Deputy leader: Wang Zehui

Member: Wang Yongfang Yang Zhitian Tian Zilin Wu Chaoli Zhao Liqin

Zhang Zhiyong Liu Zhiming Wei Changsheng Xing Chunfang Yan Jianwei

Yu Jiang Zhao Hui Yu Bifang Song Wenfu Luo Yongqing

The leading group has an office, and Zhang Zhiyong is the director of the office.

Leading group responsibilities:

1. Formulate an implementation plan. According to the spirit of the national, provincial and municipal archives, the implementation plan for the establishment of unit posts shall be formulated, and the unit workers' meeting or the workers' congress shall be convened for discussion and approval.

2. Qualification review. The materials submitted by the applicants shall be qualified for the qualifications of the positions, and the list of candidates for competition shall be determined.

3. Organize the work of personnel to compete for posts and determine the list of personnel to be hired by the unit.

4. Coordinate and deal with problems. Coordinate and deal with various situations and problems that arise in the implementation of the post, and arbitrate disputes in the implementation of the post of the unit.

5. Other related work

8. The right to interpret this program belongs to the leading group of the post of the Xia Temple National Primary School in Jiange County.