Introduction to the Interim Provisions on Open Recruitment of Public Institutions

Article 1 These Provisions are formulated in order to realize the scientific, institutionalized and standardized personnel management of public institutions, standardize the recruitment behavior of public institutions and improve the quality of personnel.

Article 2 These Provisions shall apply to the recruitment of professional and technical personnel, management personnel and service personnel by public institutions. However, institutions that are managed according to the civil service system and transformed into enterprises are excluded.

In addition to national policy placement, appointment by superiors according to the authority of cadre and personnel management, and confidential positions, if it is really necessary to use other methods to select and appoint personnel, open recruitment should be implemented.

Article 3 Open recruitment shall adhere to the standards of employing people with both ability and political integrity, and implement the principles of openness, equality, competition and merit selection.

Article 4 Open recruitment shall adhere to the combination of macro-management of the government and the implementation of the autonomy of the employing units, and be unified and standardized, and managed by classification.

Article 5 Open recruitment shall be conducted by the employing unit through examination and assessment according to the qualifications and requirements of the recruitment position.

Article 6 The personnel administrative department of the government is the competent department in charge of open recruitment of government agencies and institutions. The personnel administrative department of the government and the higher authorities of public institutions are responsible for guiding, supervising and managing the open recruitment of public institutions.

Article 7 A public institution may set up a recruitment organization composed of its personnel department, discipline inspection and supervision department, employee representatives and relevant experts to be responsible for the specific implementation of recruitment. Article 8 Recruiters of public institutions should be geared to the needs of the society, and all qualified personnel can apply.

Article 9 An applicant must meet the following conditions:

(1) Having China nationality;

(2) Abiding by the Constitution and laws;

(3) Having good conduct;

(4) Professional or skill requirements required for the post;

(5) Physical conditions that meet the requirements of the post;

(6) Other conditions required for the post.

Tenth institutions open recruitment personnel shall not set discriminatory requirements.

Eleventh open recruitment should be carried out according to the following procedures:

(1) Making a recruitment plan;

(2) release recruitment information;

(3) Accepting candidates' applications and conducting qualification examination;

(4) Examination and assessment;

(5) physical examination;

(six) according to the examination and assessment results, to determine the personnel to be employed;

(seven) publicity recruitment results

(eight) to sign the employment contract and go through the employment procedures. Article 12 The employing unit is responsible for preparing the recruitment plan, which mainly includes the following contents: recruitment positions and conditions, recruitment time, number of recruits, recruitment methods adopted, etc.

Thirteenth institutions directly under the the State Council annual recruitment plan must be reported to the Ministry of personnel for the record; The recruitment plan of institutions directly under the ministries and commissions of the State Council shall be approved by the higher authorities and reported to the Ministry of Personnel for the record.

The recruitment plans of institutions directly under the people's governments of all provinces, autonomous regions and municipalities directly under the Central Government shall be submitted to the personnel administrative departments of the provincial (autonomous regions and municipalities) governments for the record; The recruitment plans of institutions directly under the government departments of all provinces, autonomous regions and municipalities directly under the Central Government shall be reported to the higher authorities for approval and to the personnel administrative department of the government at the same level for the record.

The recruitment plan of the institutions affiliated to the prefecture (city) and county (city) people's governments shall be reported to the personnel administrative department of the municipal government in the region or district for approval.

Article 14 Recruiters of public institutions shall publicly release recruitment information, which shall specify the general situation of the employer, the positions to be recruited, the number of recruits and their treatment; Qualifications of candidates; Recruitment method; Time (time limit), content and scope of inspection and assessment; Registration method and other matters that need to be explained.

Fifteenth employers or recruitment departments should review the qualifications of candidates and determine qualified personnel. Article 16 The contents of the examination are the professional knowledge, professional ability and work skills necessary for the recruitment position.

Seventeenth examination subjects and methods are determined according to the characteristics of the industry, specialty and post.

Article 18 Examinations may be conducted by written examination or interview. Those who apply for logistics positions can focus on the practical operation ability test as needed.

Nineteenth examinations are organized by institutions themselves, or by the personnel administrative department of the government and the higher authorities of institutions.

The examination service institutions and talent service institutions affiliated to the personnel administrative department of the government may accept the entrustment of institutions, the personnel administrative department of the government or the superior competent department of institutions to provide services for the open recruitment of personnel in institutions.

Twentieth urgently needed to introduce high-level professionals, with senior professional and technical positions or doctoral degrees, can be recruited through direct assessment.

Article 21 The employing unit shall organize the examination of the candidates who have passed the examination on their ideological and political performance, moral quality, professional ability and work performance, and conduct the qualification examination of the candidates. Twenty-second through the collective research of the responsible personnel of the employer, according to the examination and assessment results, the personnel to be hired are selected.

Article 23 The personnel to be hired shall be publicized within an appropriate scope, and the publicity period is usually 7 to 15 days.

Article 24 Before signing the employment contract with the personnel to be hired, the employing unit shall submit for approval or put on record in accordance with the provisions of the cadre personnel management authority.

Twenty-fifth the legal representative of the employing unit or its client shall sign an employment contract with the employed personnel to establish the personnel relationship.

Twenty-sixth public institutions to recruit staff in accordance with the provisions of the probation system. The probation period is included in the labor contract.

Those who pass the probation period will be formally employed; Unqualified, cancel the employment. Twenty-seventh institutions to recruit staff to implement the avoidance system.

Candidates who are husband and wife, lineal consanguinity, collateral consanguinity within three generations or close in-laws with the person in charge of the employing unit are not allowed to apply for positions such as secretary, personnel, finance, discipline inspection, etc. of the person in charge of the unit, as well as positions with direct superior and subordinate leadership. When handling employment matters, the person in charge of the employing unit and the recruitment staff should also withdraw if they are involved in the above-mentioned kinship or other matters that may affect the fairness of recruitment.

Twenty-eighth recruitment work should be open to the public information, process and results, and accept the supervision of the society and relevant departments.

Article 29 The personnel administrative department of the government and the superior competent department of public institutions shall earnestly perform their supervisory duties, stop and correct the behaviors that violate the cadre and personnel discipline and these Provisions in the recruitment process of public institutions, and ensure the openness, fairness and impartiality of the recruitment work.

Thirtieth strictly open recruitment discipline. Any of the following violations must be dealt with seriously. If a crime is constituted, criminal responsibility shall be investigated according to law.

(1) Forging or altering certificates or certificates, or obtaining qualifications by other improper means;

(2) Candidates cheat in the process of examination and assessment;

(three) recruiting staff to instigate or condone others to cheat, or participate in the examination and assessment process to cheat;

(four) the recruitment staff deliberately leaked the examination questions;

(five) the person in charge of the institution employs personnel privately in violation of regulations;

(six) the staff of the personnel administrative department of the government or the competent department of the institution violates the regulations, which affects the fair and just recruitment;

(seven) other circumstances in violation of these provisions.

Thirty-first candidates who violate the discipline of open recruitment shall be disqualified from examination or employment according to the seriousness of the case; Those who recruit employees in violation of regulations shall be dismissed from the employment contract once verified.

Thirty-second staff members who violate the discipline of open recruitment shall be transferred from their recruitment posts or given sanctions according to the seriousness of the case; Other relevant personnel who violate the discipline of open recruitment shall be investigated for responsibility in accordance with relevant regulations. Thirty-third institutions need to recruit foreigners, must be approved by the personnel administrative department of the government at or above the provincial level, and in accordance with the relevant provisions of the state.

Article 34 The personnel administrative departments of the governments of provinces, autonomous regions and municipalities directly under the Central Government may, in accordance with these Provisions, formulate measures for open recruitment in their respective regions.

Article 35 These Provisions shall be implemented as of June 6+1October 6+1October 6, 2006.