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E-Ren (2000) No. 168 Implementation Plan for the Reform of the Personnel System of Administrative Institutions in Hubei Province
Notice of the Provincial Department of Human Resources and Social Security on the issuance of the "Trial Measures for the Management of Secondary and Third-Level Professional and Technical Positions in Public Institutions in Hubei Province"
Publication time: 2011-05-08 Source of manuscript: Number of views of the Policy and Regulations Division of the Department: 1104 times
Erenshegui [2011] No. 2
Human Resources and Social Security Bureau of each city, state, county (city, district), province Directly to all units:
In accordance with the spirit of the "Trial Opinions on the Management of Post Settings in Public Institutions in Hubei Province" (Ebanfa No. 20081) of the General Office of the Provincial Party Committee and the Provincial Government, in order to strengthen the professional and technical secondary and technical level of public institutions Third-level post management, to accelerate the realization of scientific, standardized and institutionalized post management, the "Trial Measures for the Management of Second- and Third-Level Professional and Technical Posts in Public Institutions in Hubei Province" are now issued to you, and the relevant issues are notified as follows. Please include them. Follow through.
1. The management of second-level and third-level professional and technical positions in public institutions, especially the first-time job establishment, is an important part of the reform of the personnel system of public institutions and an important link in the management of job establishment. All localities, departments, and All public institutions must attach great importance to it, deploy it carefully, make overall plans, and organize it carefully to ensure the smooth and orderly implementation of the management of second- and third-level professional and technical positions.
2. If a public institution completes the recruitment of professional and technical second-level and third-level positions in accordance with regulations and specifications, in principle, the corresponding position salary and benefits of the newly hired personnel will be paid according to the newly hired position from the next month of appointment. For provincial institutions that complete job establishment and recruitment before the end of 2010 and are recognized, the salary implementation time for professional and technical second-level and third-level personnel will be unified as October 1, 2009.
3. From July 1, 2006 to June 30, 2011, personnel who retired from public institutions that have implemented job establishment work and meet the requirements for professional and technical second-level and third-level positions will be implemented on a trial basis. Methods for simultaneous application and review. Upon approval, the pension standard can be adjusted according to regulations and enjoy corresponding benefits.
4. Vacant professional and technical second-level and third-level positions caused by expiration of the employment period, personnel turnover, natural attrition (including retirement, death, resignation, etc.), changes in job employment conditions, etc. will naturally expire. Provincial competent departments and municipal (state) human resources and social security bureaus should submit a report on the reduction of second- and third-level professional and technical positions in the previous year to the provincial human resources and social security department before the end of January each year.
Hubei Provincial Department of Human Resources and Social Security
May 5, 2011
Professional and technical second- and third-level positions in public institutions in Hubei Province Management Trial Measures
Chapter 1 General Principles
Article 1 is to deepen the reform of the personnel system of public institutions across the province and promote professional and technical secondary and tertiary positions in public institutions (hereinafter referred to as secondary positions, third-level positions) management in a scientific, standardized and institutionalized manner, in accordance with the "Trial Measures for the Management of Post Settings in Public Institutions" (Ministry of Human Resources and Social Security No. 200670) and the "Trial Opinions on the Management of Post Settings in Public Institutions in Hubei Province" (Ebanfa 20081 No.), "Several Opinions on Further Improving the Management of Post Setting in Public Institutions in the Province" (Erenshefa No. 201049), and the spirit and requirements of the industry guidance on post setting management in public institutions in the province, these trial measures are formulated.
Article 2: These trial measures apply to the province’s projects for social welfare purposes, organized by state agencies or other organizations using state-owned assets, approved by the establishment department, and have established senior professional and technical positions. public institutions (except for personnel managed with reference to the Civil Servant Law).
Article 3 The approval of second-level posts and third-level posts shall be based on a combination of assigning the number of proposed positions based on structural proportions and selecting candidates based on conditions. In the approval work, the principles of openness, equality, competition, and merit selection should be adhered to; the principle of having both ability and political integrity should be adhered to, the focus should be on performance orientation, innovation and creativity should be encouraged; the principle of overall planning and balance should be adhered to, and priority should be given to advantageous industries, disciplines, and front lines.
Chapter 2 Position Management
Article 4 The establishment of second-level positions and third-level positions and candidate review shall be subject to unified and dynamic management across the province. Second-level positions and candidates will be reviewed by the Provincial Department of Human Resources and Social Security and submitted to the Provincial Government for approval. Third-level positions and candidates are reviewed and approved by the Provincial Department of Human Resources and Social Security.
Article 5 The Provincial Department of Human Resources and Social Security organizes the establishment of an review committee for professional and technical second-level positions and third-level positions in provincial institutions (hereinafter referred to as the provincial second-level review committee and the provincial third-level review committee), which is responsible for the second-level and third-level professional and technical positions in the province. Review work for first-level positions, third-level positions and candidates. Provincial competent departments and municipal (state) human resources and social security bureaus (hereinafter referred to as municipal (state) human resources and social security bureaus) can refer to the organization of preliminary recommendation work.
Article 6 The total number of second-level and third-level positions in the province shall be set by the Provincial Department of Human Resources and Social Security (hereinafter referred to as the Provincial Department of Human Resources and Social Security) based on the total number of senior professional and technical positions in public institutions in the province. Exercise overall control.
The Provincial Department of Human Resources and Social Security shall, in principle, based on comprehensive factors such as the overall level, functions, specifications, scale and career development status of the professional and technical teams in various localities, departments, and institutions, as well as the performance, abilities, and qualifications of the applicants. Within the prescribed structural proportions of various localities, departments, and public institutions, the number of new second-level and third-level positions to be established shall be approved and issued every year.
In principle, the number of first-time establishment of second-level positions and third-level positions in the province shall be determined within 5% and 15% of the total number of recognized senior professional and technical positions respectively, and the prescribed structural proportions shall be reached year by year.
Article 7: After approval of second-level posts and third-level posts, the number of third-level posts and fourth-level posts in relevant public institutions shall be reduced accordingly.
Article 8: Vacant second-level positions and third-level positions caused by expiration of employment period, personnel turnover, natural attrition (including retirement, death, resignation), changes in job employment conditions, etc. will naturally expire and the provincial government will All competent departments and each city (state) human resources and social security bureau should submit a report on the reduction of second-level posts and third-level posts to the provincial department of human resources and social security.
Article 9 Human resources and social security departments, competent departments and public institutions at all levels should strengthen the daily management and supervision of employees employed in second-level and third-level positions. If the employed personnel are found to have one of the following circumstances, they shall report to the Provincial Department of Human Resources and Social Security step by step to cancel their qualifications for second-level and third-level positions, and the corresponding positions set up will be cancelled.
(1) Serious violation of professional ethics;
(2) Fraud in the application materials, the circumstances are serious;
(3) Really cannot Perform job responsibilities and complete job tasks;
(4) Leave without authorization, dereliction of duty, or dereliction of duty, causing serious impact and consequences;
(5) Failure to pass the annual assessment or Those who have basically passed the assessment for two consecutive years;
(6) Those who have failed the assessment during the employment period;
(7) Those who have been subject to administrative demerits or party discipline warnings or above, the circumstances are serious, and Within the punishment period;
(8) Being sentenced to a criminal penalty in accordance with the law;
(9) The human resources and social security department at or above the provincial level determines that the second-level and third-level positions should be cancelled. Qualifications for employment.
Chapter 3 Application Conditions
Article 10: Public institutions have provincial, municipal (state) human resources and social security departments and provincial competent departments to assign second-level positions and third-level positions. Only when the number of positions proposed can be organized and applied for.
Article 11 Personnel who have been employed in senior professional and technical positions and meet any of the following conditions may apply for second-level positions:
(1) In natural sciences and engineering Achieve major achievements and breakthroughs in the fields of technology, social sciences, etc., make significant contributions to promoting the scientific and technological development and social progress of our province, and create outstanding economic and social benefits;
(2) Obtained the title of "Outstanding Contribution to the Nation" The honorary title of young and middle-aged experts or selected as the first-level candidate of the national "Hundred Thousand Talents Project" or Hubei Province's "New Century High-Level Talent Project";
(3) Being recognized by the industry and contributing to the economy of our province Other persons who have made significant contributions to social development. The specific reference conditions for applying for second-level positions will be issued separately.
Article 12 The application conditions for third-level positions shall be formulated by the human resources and social security bureaus of each city (state) based on local conditions, with reference to the application conditions for second-level positions and the guidance opinions of various industries, and shall be approved by the municipal (state) government. Agree, submit to the Provincial Department of Human Resources and Social Security for review and approval. Provincial public institutions and provincial competent departments shall formulate the application conditions for third-level positions in the unit (department) based on the actual conditions of the unit (department) and the application conditions for second-level positions, and submit them to the Provincial Department of Human Resources and Social Security for review and approval. Third-level positions in public institutions affiliated to provincial-level departments outside Wuhan City, with the consent of the provincial-level departments, and after being reported to the Provincial Department of Human Resources and Social Security for approval, can also be implemented with reference to the application conditions of the city (state) where they are located.
Chapter 4 Application and Approval Procedures
Article 13: Public institutions shall, in accordance with their personnel management authority, report candidates for second-level positions to the provincial competent department or city (prefecture) level by level. ) Bureau of Human Resources and Social Security.
Article 14: After the provincial competent department and the municipal (state) Human Resources and Social Security Bureau conduct a preliminary review of the candidates for the second-level positions, they will report to the Provincial Department of Human Resources and Social Security and submit them to the provincial second-level review committee for review. Among them, city (state) candidates must be approved by the city (state) government and submitted in the name of the city (state) Human Resources and Social Security Bureau. Provincial public institutions directly report to the Provincial Department of Human Resources and Social Security and submit them to the Provincial Secondary Review Committee for review.
Article 15 The Provincial Department of Human Resources and Social Security shall organize the Provincial Secondary Review Committee to review the candidates for secondary positions submitted by each city (state), department, and provincial public institution, and then submit them to the provincial government for approval.
Article 16 Provincial public institutions will submit candidates for third-level positions to the Provincial Department of Human Resources and Social Security, and receive business guidance from science and technology, agriculture, education, culture, health, sports, radio, film and television, press and publishing and other departments Provincial institutions directly under the provincial government reported to the relevant provincial authorities and the Provincial Department of Human Resources and Social Security respectively.
Article 17 In accordance with the authority of personnel management, public institutions directly under the city (state) and the human resources and social security bureaus of each county (city, district) will submit the applications for third-level positions to the city (state) human resources and social security bureau. Institutions that receive business guidance from science and technology, agriculture, education, culture, health, sports, radio, film and television, press and publishing and other departments shall report to the city (state) human resources and social security bureau after being reviewed by the above-mentioned competent departments of the city (state).
Article 18 The Municipal (State) Human Resources and Social Security Bureau will initially review the establishment and selection of third-level positions in each department and comprehensively rank them. After approval by the Municipal (State) Government, it will be reported to the Provincial Department of Human Resources and Social Security; at the same time, The city (state) government will send a letter to the above-mentioned competent departments of the city (state) with its opinions on the position setting and candidates for the above-mentioned departments.
Article 19 The competent departments at the provincial level shall report the candidates for third-level positions to the Provincial Department of Human Resources and Social Security according to their personnel management authority. Among them, the above-mentioned competent departments at the municipal (state) level shall report the candidates to the Municipal (state) Human Resources and Social Security Bureau. The responses to the candidates' letters in this industry are reported to the provincial counterpart authorities respectively; the provincial counterpart authorities will put forward comprehensive ranking suggestions after centralized review of the candidates for the third-level positions in relevant municipal (state) and provincial public institutions and public institutions directly under the department. Report to the Provincial Department of Human Resources and Social Security.
Article 20 The Provincial Department of Human Resources and Social Security shall organize the provincial three-level review committee to comprehensively review and approve the candidates for third-level positions submitted by each city (state), provincial competent department, and provincial public institution.
Article 21 Second-level positions, third-level positions and recommended candidates shall be submitted for approval once a year in principle. The specific application and approval procedures will be formulated separately.
Chapter 5 Recruitment and Assessment
Article 22: Upon approval of candidates for second-level posts and third-level posts, employment will be based on positions, contract management will be implemented, and personnel management authority will be implemented. The competent department or public institution shall sign an employment contract with them respectively, clarifying the job responsibilities and tasks during the employment period. In principle, the employment period for personnel appointed to second-level and third-level positions by each unit is three years.
Article 23: In accordance with the relevant regulations on the employment period assessment of personnel in public institutions, regular assessments shall be carried out for personnel appointed to second-level and third-level positions. The assessment adheres to the principles of combining leadership with the masses, combining ordinary times with regular periods, and combining qualitative and quantitative assessments. The assessment content is divided into five aspects: morality, ability, diligence, performance and integrity. It focuses on fulfilling job responsibilities, completing annual work goals and tasks or relevant provisions of the employment contract, and highlights the assessment of scientific research achievements, innovation and creation and other professional performance and levels. The assessment is divided into annual assessment and appointment period assessment. When the annual assessment and the employment period assessment are at the same time, they can be combined for assessment. The annual assessment results are used as a reference for the employment period assessment, and the employment period assessment results are used as the main basis for whether to renew the appointment.
Article 24 After the employment period expires, those who pass the assessment and are qualified or above can be renewed after reporting to the Provincial Department of Human Resources and Social Security for approval step by step. Those who are basically qualified can be given a one-year retention period; after the retention period expires, those who are assessed as qualified or above can be re-employed after being reported to the Provincial Department of Human Resources and Social Security for approval step by step; those who are still basically qualified should be offered a lower position or dismissed . The corresponding second-level positions and third-level positions in the unit where they work will be written off accordingly in accordance with relevant regulations.
Article 25 In accordance with the authority of personnel management, the annual assessment and employment period assessment of second-level and third-level positions shall be organized and implemented by public institutions or competent departments, and shall accept the guidance of the human resources and social security department at the same level.
Article 26 The annual assessment results of secondary positions shall be reported to the human resources and social security department at or above the city (state) level and the relevant provincial competent departments for record, and the employment period assessment results shall be reported to the Provincial Department of Human Resources and Social Security for approval step by step. .
The annual assessment results and employment period assessment results for third-level positions shall be reported to the human resources and social security department at or above the city (state) level and the relevant provincial competent authorities for record.
Chapter 6 Supplementary Provisions
Article 27 If a public institution completes the recruitment of second-level posts or third-level posts in accordance with regulations, in principle, it will be based on the new recruitment starting from the next month of appointment. The position will honor the corresponding position salary and benefits of the hired personnel.
Article 28: Candidates for first-level professional and technical positions recommended by the province to the state in public institutions shall, in principle, be selected from those appointed for second-level positions in the province. After the first-level posts are approved, the number of second-level posts in the relevant public institutions will be written off accordingly.
Article 29: Institutions where the Provincial Party Committee and the Provincial Government implement major talent projects are in urgent need of high-level professional and technical talents. Apply for special second-level and third-level positions in real time. Ad hoc second-level positions and third-level positions are not included in the structural proportions of public institutions or competent departments. Their positions and candidate approval procedures are temporarily implemented with reference to these trial measures. After staff in specially designated second-level and third-level positions complete their employment tasks, the positions will be written off upon expiration.
Article 30: Provincial competent departments or municipal (state) human resources and social security bureaus may formulate implementation measures for their own departments and municipalities (states) based on these trial measures and the actual situation, and submit them to the provincial human resources and social security department Implemented after approval.
Article 31 The Provincial Department of Human Resources and Social Security is responsible for the interpretation of these trial measures.
Article 32 If the previous relevant documents of the Provincial Department of Human Resources and Social Security are inconsistent with this article, this article shall prevail. If the state has new regulations in the future, those regulations will follow.
Article 33 These trial measures shall come into effect from the date of issuance.
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