Interpretation of recruitment procedures of institutions in Shandong Province

Interpretation of "Working Rules for Open Recruitment of Institutions in Shandong Province"

A few days ago, the Organization Department of Shandong Provincial Party Committee and the Department of Human Resources and Social Security of Shandong Province issued the "Regulations on Open Recruitment of Institutions in Shandong Province" (hereinafter referred to as the "Regulations"), which took effect on March 15. In order to facilitate your understanding and correct grasp, the "Regulations" are now explained as follows:

I. Main background of the Regulations

Since 2007, the new recruits in institutions at all levels in our province have implemented an open recruitment system, which is fully covered. Over the past few years, departments at all levels in our province have carefully organized the open recruitment of public institutions in accordance with the requirements of strict qualifications, strict recruitment procedures, strict examination discipline, strict work discipline and full disclosure of information, process and results, which has become another "sunshine project" after the civil service examination registration system and won wide recognition from all walks of life. However, with the constant change of the situation, there are some contradictions and problems in the open recruitment of institutions in our province. From a macro point of view, although the current open recruitment procedures are relatively strict, the specific regulations at the operational level lack uniform norms and need to be further refined; From the micro level, there are some outstanding problems that need to be solved urgently in the actual work of some localities and units, which need to be unified and standardized.

In order to do a good job in drafting the Regulations, we have studied and formulated the drafting work plan of the Regulations, and defined the principles and methods of drafting. According to the requirements of the work plan, on the basis of carefully sorting out the relevant provisions of the central government and our province on open recruitment, summing up the experience and practices of open recruitment in our province, and finding out the existing problems and deficiencies, the first draft of the Regulations was drafted, and after consulting the provincial departments and the Municipal People's Social Security Bureau, the Regulations were revised and improved several times. After the promulgation and implementation of the Regulations on Personnel Management of Public Institutions (Order No.652 of the State Council), the regulations were revised and improved according to the open recruitment procedures stipulated in the regulations, and the opinions of the Organization Department of the Municipal Party Committee, the Municipal People's Social Security Bureau and relevant provincial units were solicited again. 20 14, 20 14 on February 30th, the report was submitted to the Legislative Affairs Office of Ministry of Human Resources and Social Security and the provincial government for review. 2015 65438+1October 26th, the regulations were promulgated and implemented. The formulation and promulgation of the "Regulations" is of great significance to further standardize the open recruitment, improve the scientific, institutionalized and standardized level of open recruitment, and create a "sunshine project" for open recruitment in public institutions.

II. Interpretation of the Regulations

The "Regulations" are based on the open recruitment procedures determined by the Regulations on Personnel Management of Public Institutions, covering the whole process of open recruitment, with eleven chapters and fifty articles. The explanation is as follows:

(a) the main basis for the formulation of the Regulations. Regulations on Personnel Management of Public Institutions (Order No.652nd of the State Council of the People's Republic of China) and Interim Provisions on Open Recruitment of Public Institutions (Order No.6 of the former Ministry of Personnel).

(2) The main way for institutions to enter people. New employees of public institutions should be openly recruited for the society. National and provincial policy placement, according to the cadre personnel management authority appointed by the superior, except for confidential positions.

(3) Open recruitment principle and management system. Open recruitment adheres to the employment standards of having both ability and political integrity and the principles of openness, equality, competition and merit. Adhere to the government's macro-management and implement the autonomy of employing people in public institutions, and unify, standardize, guide and manage at different levels.

(4) Open recruitment departments and their responsibilities. Organizations at all levels and human resources and social security departments are the departments in charge of open recruitment of public institutions. The competent department of open recruitment and the competent department of public institutions are responsible for guiding, supervising and managing the open recruitment of public institutions.

(5) Open recruitment procedures. Institutions to recruit staff in accordance with the following procedures:

1. Make an open recruitment plan;

2. Publish recruitment information such as recruitment positions and qualifications;

3. Examining the qualifications of candidates;

4. Inspection and inspection;

5. Physical examination;

6. Publicize the list of persons to be employed;

7. Conclude an employment contract and go through the employment procedures.

(6) Formulate an open recruitment plan. Institutions shall, according to the vacancy situation, formulate an open recruitment plan within the annual recruitment plan issued, and report it to the competent department of open recruitment of institutions for approval and filing.

(seven) the main contents of the open recruitment plan.

1. Name of recruiting company, total number of positions set by the company and number of vacant positions;

2. The position, major and required qualifications to be recruited;

3. Organization and time of recruitment;

4. Examination methods;

5. Channels for publishing recruitment information, etc.

(eight) the approval and filing of the open recruitment plan. Provincial institutions open recruitment plan submitted to the provincial institutions open recruitment departments for approval and filing; After the recruitment plan of the institution affiliated to the provincial department is approved by the competent department, it shall be reported to the competent department of open recruitment of the provincial institution for approval and filing; The recruitment plan of the institutions affiliated to the provincial vertical management department system shall be formulated by the provincial competent department in a unified way, and reported to the provincial public institutions for approval and filing.

The recruitment plan of the city divided into districts and its subordinate institutions shall be reported to the competent department of open recruitment of the city divided into districts for approval and filing.

The recruitment plan of the institutions affiliated to counties (cities, districts) and their departments and towns (street offices) shall be reported to the competent department of open recruitment of cities and institutions with districts for approval and filing after the consent of the competent department of open recruitment of counties (cities, districts) institutions.

(9) recruitment information. The published recruitment information shall meet the requirements of open recruitment, and the post qualifications shall be scientific and reasonable, and no discriminatory conditions or requirements shall be set.

(ten) the main contents of the recruitment information.

1. Introduction of the recruiting unit;

2. Recruitment positions and number of recruits;

3. Conditions of candidates;

4 recruitment methods and the time, content and scope of the examination;

5. Time, method and way of registration;

6. Other matters that need to be explained.

(eleven) release recruitment information. The time for publishing open recruitment information shall not be less than 7 working days. Recruitment information should be published at the same time on the websites of open recruitment departments, institutions and recruitment units at the same level. According to the needs of work, it can be published on the website of human resources market or other media. Once the recruitment information is released, it shall be strictly implemented and shall not be changed without authorization.

(twelve) the main responsibility of qualification examination. Open recruitment registration and qualification examination shall be implemented by the recruiting unit or its competent department. The recruiting unit or its competent department shall designate a special person to strictly examine the qualifications of the candidates, determine those who meet the recruitment requirements, and be responsible for the results of the qualification examination. The competent department of open recruitment of public institutions is responsible for guiding and supervising the qualification examination.

(thirteen) qualification requirements. The qualification examination shall be carried out in strict accordance with the qualification conditions determined in the published open recruitment brochure, and adhere to unified standards and scales. The qualification examination of open recruitment staff in public institutions runs through the whole process of open recruitment.

(fourteen) circumstances that can reduce the proportion of examinations. If there is a shortage of professional posts or the competition is not fierce after the public recruitment registration of township institutions, the proportion of public examinations may be appropriately reduced with the approval of the competent department of public recruitment of institutions at or above the municipal level.

(fifteen) the content and form of the examination. Open recruitment takes the form of written examination, interview, test, on-site operation and inspection. The examination content should be the basic knowledge, business ability and work skills necessary for the recruitment position. The examination subjects and methods are determined according to the characteristics of the industry, specialty and post. The written examination and interview examination should be conducted in strict accordance with the relevant provisions of the examination.

The recruitment of junior and intermediate positions generally adopts a combination of written examination and interview.

Recruitment of senior professional and technical personnel and high-level talents with senior professional and technical positions or doctoral degrees can be carried out by means of professional testing, defense, trial lectures and face-to-face communication. With the consent of the competent department of open recruitment of institutions above the city with districts, direct inspection can be adopted.

Logistics job recruitment workers generally adopt a combination of professional written test and professional test. According to the needs of the post, skills operation and professional ability test can be taken.

(16) written test procedures. According to the recruitment brochure and the test paper system, the proposition work plan is formulated, and the relevant requirements are clarified. The written test work is strictly implemented in accordance with the relevant operational requirements.

(17) Determination of interview candidates. According to the recruitment plan of the recruitment position, the interview candidates are determined in proportion from high score to low score, and announced to the public. Except for the imported high-level and short-term professional and technical personnel, the interview candidates shall be determined by the recruiting unit according to the post conditions in a ratio of not less than 1:3 and not more than 1:5. If there is a vacancy in the number of qualified candidates in the written test of the recruiting unit, the recruitment position will be cancelled; If the recruitment ratio is not reached, it shall be determined according to the actual qualified number. If the interviewer fails to submit relevant materials to the recruiting unit within the specified time before the interview, it shall be deemed as giving up. Those who fail to meet the requirements after examination will be disqualified from the interview. Vacancies caused by giving up or canceling interview qualifications shall be determined from candidates who have reached the written test score according to the recruitment positions and the number of recruits from high to low, and announced to the public according to the prescribed procedures.

(18) interview method. The interview focuses on evaluating the job adaptability of the candidate, and mainly examines the professional ethics, professional knowledge and business ability of the candidate. The interview should be conducted according to the post characteristics and professional requirements, and can be conducted by structured interview, professional test, plot simulation, trial lecture, defense, practical operation, etc., and the specific methods are determined by the recruiting unit.

(19) interview procedure.

1. Make an interview plan and report it to the open recruitment department of the institution for review and filing;

2. Make interview questions and prepare relevant evaluation materials;

3. Set up an interview examiner group;

4. Conduct an interview;

5. Publish the interview results.

(twenty) the main contents of the interview plan. Including the principle, form, content, procedure, time, place and score calculation method of the interview, the composition of the interviewer and the supervision method. Before the interview, candidates should be informed of the information in the interview plan. When making an interview plan, candidates in the same position should be interviewed by the same group of examiners on the same day.

(twenty-one) the interview plan filing system. Departments and units that organize written examinations and interviews by themselves with the approval of the competent department of open recruitment of public institutions should report the interview work plan to the competent department of open recruitment of public institutions for the record one week before the start of the interview, and organize the implementation in strict accordance with the recorded interview work plan.

(twenty-two) the composition of the interviewer. The interview examiner group consists of the unit and the external examiner, among which the proportion of first-line professional and technical personnel in the interview of professional and technical posts is not less than two thirds (including the first-line professional and technical personnel in the external examiner). The number of interviewers is odd, usually 7,9, 1 1, and there are 1 interviewers in the interviewers group. Discipline inspection and supervision personnel who have supervision authority over the recruitment unit shall not serve as interview examiners. If the interviewer and the staff have prescribed kinship, colleague relationship or other factors that may affect the fairness of recruitment, the withdrawal system shall be implemented.

(twenty-three) the calculation of interview results. The interview results are evaluated according to the scoring standard. According to each evaluation factor, a score and a minimum score are removed, and then the average score is calculated comprehensively to determine the interview results of candidates. The interview results shall be kept at two decimal places, and the mantissa shall be rounded off. The interview results must be signed by the director of the examination room, and announced to the candidates on the spot by the examiner at each post or after the interview.

(twenty-four) the calculation of the total score of the exam. Generally, the total test score is synthesized according to the percentage system of 50% written test score and 50% interview score. The written test scores, interview scores and total test scores are calculated to two decimal places, and the mantissa is rounded off. According to the total score of the examination, the candidates who enter the investigation scope are determined according to the ratio of no more than 1: 1.5. If the interviewer does not reach the required proportion of the post, he can set the interview qualified score line to reach the inspection scope of the qualified score line. If the total scores of candidates in the same recruitment position are tied, the candidates will be determined according to the written test scores from high to low.

(25) check. The recruiting unit or its competent department shall organize an investigation on the ideological and political performance, moral quality, professional ability and work performance of the candidates who have passed the examination, and review their qualifications.

(26) physical examination. The recruiting unit or its competent department shall determine the candidates who enter the medical examination scope according to the ratio of the number of recruits 1 1.

Physical examination of public institutions should generally be carried out in general hospitals at or above the county level. Physical examination standards and items refer to the General Standard for Physical Examination of Civil Servants (for Trial Implementation) (People's Republic of China (PRC) Ministry issued [2005]1No.) and the Notice on Amending the General Standard for Physical Examination of Civil Servants (for Trial Implementation) (Ministry of Human Resources and Social Security issued [2065]1No.), and other state regulations shall prevail.

Applicants who fail to attend the physical examination at the specified time and place shall be deemed to have given up automatically. Applicants who need to re-examine according to the regulations shall not do it in the original medical examination hospital. The reinspection can only be carried out 1 time, and the result shall be subject to the reinspection conclusion.

(27) supplement. Whether to give up the qualification of inspection and physical examination or whether to fill the vacancy caused by unqualified inspection and physical examination shall be determined by the competent department of open recruitment of institutions at the same level, and shall be clearly defined in the open recruitment brochure.

(28) publicity. Candidates who have passed the examination, inspection and physical examination shall be collectively studied by the recruiting unit, and the list of candidates to be hired shall be determined according to the examination, inspection and physical examination of the candidates. The recruiting unit or its superior competent department shall report to the public institutions for unified publicity, and the publicity period shall be 7 working days.

The publicity content shall include the name of the recruiting unit, the recruitment position and the basic information of the personnel to be hired.

(29) Employment. After the expiration of the publicity period, if there are no problems or problems that do not affect the employment, the employer or its competent department shall put forward employment opinions and report them to the competent department of open recruitment for the record; If the problems affecting employment are reflected and verified, they will not be employed.

Publicize the qualified personnel to be hired by the employing unit or its competent department, fill in the Summary of Employment of Institutions and the Registration Form of Employment of Institutions, and report to the competent department of open recruitment of institutions for the record in accordance with the provisions on the authority of cadre and personnel management. In line with the employment conditions and procedures, the competent department of public recruitment of public institutions shall issue the Notice of Recruiters of Public Institutions to the recruiting unit or its competent department.

After being put on record by the competent department of open recruitment of public institutions, the legal representative of the employing unit or its client shall sign an employment contract with the employed personnel, establish personnel relations, and go through relevant formalities in accordance with regulations. The employment contracts signed by institutions and employees are generally not less than 3 years.

(30) Probation period system. Public institutions open recruitment of personnel, according to the provisions of the probation system. The probation period is included in the term of the employment contract, generally not exceeding 6 months. If it is a first-time employment, the probation period is generally 12 months. Those who pass the probation period will be formally employed; Unqualified, cancel the employment.

(3 1) challenge system. Open recruitment of public institutions implements the avoidance system. Applicants who are husband and wife, lineal blood relatives, collateral blood relatives or close relatives within three generations are not allowed to apply for positions such as personnel, discipline inspection, finance and auditing. Nor shall they work in posts that have direct leadership relations between superiors and subordinates.

Personnel in charge of the recruitment unit and recruitment staff should also avoid the above-mentioned kinship or other matters that may affect the fairness of recruitment.

(thirty-two) the responsibilities of the competent departments and institutions for open recruitment. Organizations at all levels, human resources and social security departments conscientiously perform the duties of the competent department of public recruitment of public institutions, establish strict system norms, strengthen management, strengthen supervision, and guide public institutions to exercise their autonomy in employing people according to law.

The competent department of open recruitment of municipal institutions with districts should strengthen the supervision and guidance of open recruitment of institutions below the county level, and constantly improve the standardization and scientific level of open recruitment.

The competent departments of public institutions should conscientiously perform their duties of guidance, supervision and management of the open recruitment of their subordinate institutions.

(33) Open recruitment requirements. Open recruitment should be open in information, process and results, and actively accept the supervision of the society and the discipline inspection and supervision organs.

(34) Complaints and reports. Open recruitment departments and institutions shall promptly accept relevant complaints or reports. The investigation and handling of complaints or real-name reports shall be fed back to the complainants or real-name informants; The investigation and handling of problems reflected by the news media shall be announced to the public in a timely manner; It is necessary to stop and correct violations of cadres' personnel discipline and relevant regulations, and ensure the openness, fairness and impartiality of open recruitment.

(35) information release. Open recruitment departments and recruitment units should open information channels, release recruitment information to the news media at the first time, and actively respond to social concerns. Study and formulate an emergency plan for open recruitment, strengthen the judgment of public opinion, and deal with major public opinion in a timely and proper manner and report it to the competent department, government and higher authorities at the same level.

(thirty-six) the identification and handling of violations. The identification and handling of violations of discipline and discipline shall be based on clear facts, conclusive evidence, standardized procedures and accurate applicable provisions. The competent departments of open recruitment of public institutions at all levels shall, in accordance with their functions and powers, identify and deal with candidates' violations of discipline and discipline.

For the handling of candidates who violate the open recruitment discipline, please refer to the Measures for Handling Disciplinary Violations in the Civil Service Recruitment Examination (Trial) (Ministry of Human Resources and Social Security [2009]126).

Disciplinary actions against staff who violate the discipline of open recruitment shall be handled in accordance with the Regulations on Disciplinary Actions against Civil Servants of Administrative Organs (Order No.495 of the State Council of the People's Republic of China) and the Provisional Regulations on Disciplinary Actions against Staff of Public Institutions (Order No.0/8 of the Ministry of Supervision of Ministry of Human Resources and Social Security of the People's Republic of China). Suspected of a crime, transferred to judicial organs for criminal responsibility according to law.

(37) others. These rules are applicable to the public recruitment of public institutions organized by state organs or other organizations using state-owned assets and included in the scope of organization establishment management. These Provisions shall not apply to institutions managed by reference to the Civil Service Law.

The "Regulations" shall be interpreted by the Provincial Party Committee Organization Department and the Provincial Department of Human Resources and Social Security. These Provisions shall be implemented from March 20 15 to March 20 1 year, and shall be valid until February 29, 2020. Previously inconsistent with these provisions, in accordance with the relevant provisions of these provisions.