Job hiring work implementation plan

Guiding ideology: In order to conscientiously do a good job in setting up and hiring jobs in our school, in accordance with the spirit of the “Detailed Implementation Rules for the Management of Posts in Shangluo City”, the Shangluo Municipal Personnel Bureau, which was forwarded by the Luonan County Personnel and Labor and Social Security Bureau, The total number of posts and the proportion of structures approved by the Notice are adhered to the principles of openness, fairness, and impartiality, and those who have both ability and political integrity, people's conviction, and outstanding performance are employed in the corresponding positions. Now combined with the actual situation of our school, this implementation plan is formulated.

First, strengthen leadership, establish a leadership agency, set up a post to set up a leadership team and a supervision team.

1. Leading group:

Team leader:

Deputy head:

member:

Guo Zhengyun

2. Supervision team:

Team leader:

Deputy head:

member:

Second, the basic situation of the school:

There are 54 professional and technical personnel in our school, 8 secondees, 3 central schools, and a total of 65 people to participate in the post. Among them, there are 4 deputy seniors, 22 intermediate titles, and 39 junior titles. The review approved the 1st grade of our school, 5 deputy, 3 deputy, 2 deputy, 7 deputy, 7 in the middle class, 9 in the middle class, 9 in the middle class, 6 in the middle class, and 11 in the initial position. There are 17 people in the first grade, 17 in the 12th grade in the initial position, and a total of 62 people.

Third, the basis and principles of the implementation plan:

The basis of this embodiment is the total number of posts and structure of the school approved by the Luonan County Personnel and Labor and Social Security Bureau, the Notice of the Personnel Bureau of Shangluo City on the Approval of the Establishment of 169 Units in Luonan Middle School.

Employment principle:

1. Set up posts on demand, compete for posts, hire on the job, contract management, and enjoy the principle of enjoyment.

2. The principle of priority under the same conditions as the backbone teachers, excellent teachers, class teachers, grade leader, and teaching and research team leader.

3. The principles of openness, fairness and fairness.

4. The principle of long-term and long-term employment.

5. Tilting the front line of teaching to promote the principles of school development.

Fourth, the position of employment conditions:

,Basic conditions

1 Compliance with national laws and regulations, love of education, and love of school.

2 With good conduct and professional ethics, the teacher's morality is noble.

3 Have the knowledge and ability of education and teaching business required for the position.

4 healthy, able to adapt to the needs of education and teaching work, competent position work.

Constraint

1 Not in the teaching position, not in the teaching line, can not enter the highest level of the rank.

2 Now ask for illness and leave. If you have accumulated more than two months in a year, you will be employed at the lowest level of your job.

3 Non-subject series must not enter the highest level of the rank.

4 If there is no teacher qualification certificate and qualification certificate, it is not allowed to enter the highest level of this post level.

Employment conditions for each position:

1. Deputy senior position

1 Obtaining the qualification of senior professional title in middle school, working for more than six years in the post of this level, and in the first line of teaching, can enter the position of the fifth grade.

2 Obtaining the qualification of senior professional title in middle school, and working at the level for at least three years, you can apply for the position of the vice senior.

2. Intermediate title

Secondary vocational post

1 Obtained the qualification of middle school level teacher, and worked for more than five years in the school's post, and is in the teaching line.

2 Small high-ranking titles in the middle school teaching or non-subject series must not enter the eight-level position, should be transferred to the secondary level nine positions.

3 Those who meet the term of service but are not in the front line of teaching or who are not in the main series will be filled by the Staff Representative Conference if they have vacancies in the eight-level position.

Secondary position

1 Acquired the qualifications of secondary school teachers, worked for more than two years at the same level, and was in the teaching position or teaching.

2 The middle-level personnel who are not working in the school on the first line of teaching should be included in the nine-level position competition.

3 The middle-level personnel who are not working in the school due to work transfer or for other reasons shall be included in the nine-level position competition.

4 For example, for the first time, the number of positions for the nine-level post is over-compiled, and those who are not working in the school due to work transfer or for other reasons are appointed to the top level of the secondary level.

5 Those who meet the term of service but are not in the front line of teaching or who are not in the main series will be filled by the Staff Representative Conference if they have vacancies in the 9th position.

(3) Junior position

1 Acquired the qualifications of secondary school teachers in secondary schools, ranked according to the number of years of work, and employed for the first-level position of the first-level position. Under the same conditions, they served as the group leader, the head of the teaching and research group, and the class teacher.

2 If the first-level post is hired for the first time, the job is transferred to the school due to work transfer or for other reasons.

3 All of the unemployed 11th-level positions are employed as 12-level positions.

V. The employment process of various candidates:

1. Propaganda policy, formulate the employment plan and job description

2. Collect professional title certificates, academic certificates, and teacher qualification certificates.

3. The professional and technical personnel shall be divided into three categories according to the qualification certificates of vice high, middle vocational and preliminary posts.

4. According to the post employment plan and job description, combined with the actual situation of the various types of students in the school, determine the hiring personnel at all levels.

5. Reveal the employment result and confirm that the post personnel will be publicized for one week in the school.

6. After the public announcement is no different, the book will be reported to the county bureau for review and reported to the county personnel and labor security bureau for review.

7. After the review and approval, the school leader signs the employment contract with the candidate, and goes through the formalities of employment and salary adjustment.

8. The employment period for this position is three years.

6. Employment time schedule:

1. Establish institutions, hold meetings, learn archives, and convey the spirit of county bureau meetings.

2. Formulate the implementation plan and job description for the position.

3. Organize the review and determine the candidate for the position. The school employs a leading group to publicize the employment conditions and number of positions in the school. Applicants submit application forms, provide various types of documents and work performance certificates, and evaluate the school to determine the position candidates.

4. The school publicizes all positions for hiring personnel.

5. Fill in the employment form and report it to the review and review.

6. Apply for employment.

Seven, possible problems and ideas:

The job hiring involves the immediate interests of the teachers. There are three positions in each rank. There are many candidates for promotion, the conditions are basically the same, the employment is difficult, the contradictions are concentrated, and the outstanding problems are at the secondary and junior levels. However, we firmly believe that as long as we make full use of policies, meticulously organize, work hard and do fine, do not follow the private situation, adhere to the principles of openness, fairness and justice, and strict standards, under the strong leadership of the county bureau, we must carry out this work smoothly. . Employing people with both ability and political integrity, outstanding performance, and people's convictions to the corresponding positions, truly reflects the transition from identity management to job management, thus promoting the rapid development of schools.