Process and implementation plan of enterprise post competition (three articles)

Implementation plan of post competition Part I: Company post competition.

First, the purpose of competition

In order to promote the reform of the company's personnel system and continuously broaden the channels for selecting and employing people, an employment mechanism with "full employment and graded employment" as the main content is established, and a management mechanism with "open selection and competitive employment" as the main mode is established. Through reform, standardize the employment system and comprehensively improve the quality of company cadres. Promote motivation by competition, so as to stimulate the enthusiasm and creativity of managers (employees) and promote the all-round development of the company. Combined with the actual situation of the company, this implementation plan is formulated.

Second, the implementation principle

(a) adhere to the principles of openness, fairness, impartiality and merit-based appointment;

(two) adhere to the principle of equal emphasis on academic qualifications, work experience and performance;

Three, the establishment of competitive recruitment evaluation group (hereinafter referred to as the "evaluation group"), responsible for recommending and comprehensively evaluating the ability to participate in competitive recruitment. Personnel by:

Fourth, competition for positions.

(1) Administrative Center of Competition Department: 5 people;

(2) 1 director, 2 personnel commissioners and 2 administrative experts;

(3) See the job responsibilities and job requirements (attachment 1).

Verb (abbreviation of verb) competitive recruitment process

(a) announced the competition plan

Through the company's internal documents, publish information such as competitive positions, employment conditions and competitive procedures, and encourage outstanding talents within the company to actively participate in competitive recruitment.

(2) competitive conditions

1, good ideological and political quality, strong sense of organization and overall situation, strong sense of professionalism and responsibility, diligent and positive work, obvious performance and high recognition from the masses;

Have certain organizational leadership and coordination management skills, and have relevant knowledge and work experience required for their own posts and middle-level posts; Work style is solid, fair and upright, honest and self-disciplined, and good at uniting comrades. Healthy and energetic; Be strict with yourself, be honest and clean; Ability to manage employees and give full play to their enthusiasm; Accomplish the task with good quality and quantity, be able to properly coordinate the working relationship with relevant departments, have pioneering and innovative ability in the work, and have good decision-making ability for new problems arising in the work;

2. Participants have a college degree or above, are in good health, and have outstanding ability and political integrity and outstanding work performance. (3) Open registration

1. Any employee who voluntarily recommends to register must fill in the Application Form for Job Competition of Tianyou and Information Supervision Company (see Annex 2) and attach personal recommendation materials of at least 1000 words (recommended materials include personal business skills, management knowledge, ability self-evaluation, understanding of competitive positions, working ideas and working objectives, etc.). ), and attach proof of academic qualifications. Application forms can be obtained from the company administration center.

2. The application form must be submitted directly to the administrative center of the company before.

(4) Qualification examination

1. The company's administrative center shall, according to the requirements of competitive positions, conduct qualification examination on the applicants for competitive positions, preliminarily determine the candidates for competitive positions, and make an announcement.

2. Qualification examination should be completed months ago.

(5) Competitive interview:

1, time of competitive speech: year month day;

2. The content of the competition speech: personal basic situation, competitive advantages, understanding of competitive positions and working ideas, specific objectives and implementation measures, etc.

3. Requirements: Candidates who have passed the qualification examination will make a 7-minute job presentation at the competition. Then compete for leading group members to ask questions at random; Focus on the applicant's understanding of the post, work ideas, work goals and logical thinking ability.

4. Comprehensive assessment: the competitive assessment team determines the appointee according to the application materials, competitive speeches and comprehensive consideration. The specific assessment methods are as follows:

① The comprehensive quality assessment of employees accounts for 50%;

② 30% of normal working conditions.

③ The interview score is 20% competitive.

(six) to determine the appointment of candidates

1. After the review, the administrative center will inform the review team of the review, and put forward the list of candidates to be hired for publicity throughout the company, and other employees can raise objections within 2 days from the date of publicity;

2. After the end of the objection period, the administrative center will submit the proposed appointment list to the Chairman for final examination and determination.

3. After the list is confirmed, the administrative center will issue a formal letter of appointment and the deadline. For those employees who are not hired, the company will readjust their positions. If the employee does not obey the arrangement, he will go through the resignation formalities in accordance with the relevant provisions of the Labor Contract Law.

Attachment: Job responsibilities

Director of administrative center

Job responsibilities:

human resource management

1, responsible for the preparation of the company's human resources planning.

2, enterprise organizational structure design, staff positions and staffing, and the establishment of talent retention incentive mechanism.

3. Be responsible for formulating employee recruitment management, training management, salary incentive system and personnel turnover management.

4, responsible for the preparation of annual employee training plan, training organization and implementation and effect evaluation.

5. Be responsible for the company's attendance management, employee labor relations management and retiree management;

(2) Office management

1. Be responsible for holding company office meetings on a regular basis and compiling meeting minutes.

2. Responsible for the annual qualification review of the company and the drafting of important external documents and manuscripts.

3. Be responsible for the release and implementation supervision of the company's management system and management standards.

4. Responsible for the implementation of corporate culture construction;

5, responsible for foreign reception management, office supplies, health, safety, government relations coordination.

(three) to complete other tasks assigned by the leadership.

Job requirements:

1, college degree or above, with more than one year relevant working experience;

2. Good conduct, serious work, strong sense of responsibility and affinity;

3. Good writing skills and familiarity with basic application document writing;

4. Skillful use of office software, strong organization, coordination, communication skills and team management skills.

Wages and benefits:

1, monthly salary system+year-end bonus salary system (average monthly salary: RMB,);

2. Pay five insurances+accident insurance+medical examination subsidy+holiday benefits.

Human resources experts

Job responsibilities:

1, responsible for the recruitment, induction, training, regularization, transfer, promotion, resignation and other related work of the company and attendance management;

2. Be responsible for the qualification management, maintenance and upgrading of the company, find and solve problems in salary and qualification management in time, and provide reasonable and effective suggestions to the direct leaders;

3. Be responsible for the management of the company's official seal and strictly implement the company's official seal and personnel file management system;

4. Be responsible for the company's social security, provident fund and other welfare matters;

5. Complete other tasks assigned by the leaders.

Job requirements:

1, college degree or above, more than one year working experience, major in human resource management or related management;

2, understand the labor laws and regulations and related policies;

3, good communication skills, patience and meticulous, full of responsibility, strong sense of teamwork;

4. Be able to skillfully use all kinds of software and handle daily official documents;

5. Have a strong sense of responsibility, dedication, excellent communication skills, patience, carefulness and rigorous logical thinking ability.

Wages and benefits:

1, monthly salary system+year-end bonus salary system (average monthly salary: RMB,);

2. Pay five insurances+accident insurance+medical examination subsidy+holiday benefits.

administrative commissioner

Job responsibilities:

1, responsible for the management of archives and related materials, timely sorting out and filing the materials of various departments, drafting, distributing and filing all kinds of official documents of the company;

2. Responsible for purchasing, purchasing, filing and distributing office supplies;

3. Responsible for the supervision and management of daily office environment (work order, office supplies, safety) and vehicle management;

4. Be responsible for the daily affairs of the company (canteen, reception, booking tickets).

5. Complete other tasks assigned by the leaders.

Job requirements:

1, college degree or above, more than one year working experience, major in management;

2. Received training in official document writing, file management and public relations etiquette. , and have knowledge of secretarial, public relations, administrative management and other related knowledge;

3. Strong communication skills, expression skills, adaptability and time management skills, and strong organizational skills;

4. Honest, earnest, patient and meticulous, enthusiastic and positive;

5, skilled use of office automation equipment.

Wages and benefits:

1, monthly salary system+year-end bonus salary system (average monthly salary: RMB);

2. Pay five insurances+accident insurance+medical examination subsidy+holiday benefits.

The second part of the post competition implementation plan:

According to the relevant provisions of the post setting management system and the personnel employment system, and according to the requirements of Document No.48 [20 _ _], the implementation plan of professional and technical post evaluation and employment in our hospital is formulated.

I. Guiding ideology

Guided by Deng Xiaoping Theory and Theory of Three Represents, we should emancipate our minds, seek truth from facts, keep pace with the times, blaze new trails, fully implement the medical and health policies and talent policies of the party and the state, fully mobilize the enthusiasm and creativity of employees, promote the reform and development of medical and health undertakings, and comprehensively improve the quality of medical care.

Second, the principle of competition

Competitive recruitment of professional and technical posts, implement the scientific talent concept of people-oriented and everyone can become a talent, adhere to the principle of "openness, equality, competition and merit", adhere to the principle of meritocracy and having both ability and political integrity, pay attention to work performance and ability, and give priority to hiring front-line professional and technical posts. Competition, evaluation and management are organized by the competition leading group and subject to social supervision.

Third, organize and lead.

Under the guidance of the leading group of the County Human Resources and Social Security Bureau and the Health Bureau, the Academic Committee of _ _ _ _ _ _ _ People's Hospital was established according to the relevant requirements of the superior. The membership list is as follows:

Group length: _ _ _ _ _ _

Deputy Team Leader: _ _ _ _ _ _

Member: _ _ _ _ _ _ (I, immediate relative or collateral relative, subject to the withdrawal system.

Relatives avoid).

Fourth, competitive conditions.

1. The personnel who compete for professional and technical posts should have the basic qualifications stipulated in the Implementation Opinions on Post Setting Management of Institutions in Shandong Province (Lu Renfa [20 _ _] No.28) and meet the specific qualifications of posts.

2. Continuing education must conform to the requirements of the Regulations of Tai 'an Municipality on the Administration of Continuing Education for Professional and Technical Personnel (Order No.2004). The municipal government 1 19), and should complete the continuing education of not less than 10 credits every year during the working period.

3, competition for professional and technical positions, must be to participate in the national unified organization of professional and technical qualification examination qualified personnel.

4, competition for professional and technical positions, professional titles of foreign languages and computer application ability examination qualified personnel.

Since 5.20__ years, professional and technical personnel who have obtained the qualifications for professional and technical positions above the intermediate level but have not been employed have been employed by competition.

V. Competition requirements

1, able to firmly implement the party's line and various national principles and policies.

2, have a strong sense of professionalism and responsibility, strong business ability, law-abiding, unite with comrades, decent style, noble medical ethics, and safeguard the collective interests of the hospital.

3. No medical accidents and major medical errors occurred during his tenure.

Competitive recruitment method of intransitive verbs

1. First, the competition staff will report their work, and the academic committee will score on the spot.

2. In this competition for professional and technical posts, we insist on taking morality, intelligence, ability and performance as the main criteria for measuring talents, and list them in the column of relevant scoring criteria.

Seven, strict competition procedures, standardized operation.

1, announce the scheme;

2. Announce the name of the competitive position;

3, personal registration, clear 20__ years to 20__ years not hired personnel list and submit personal materials;

4. After the qualification examination of the employment organization of the unit, those who meet the post conditions will participate in the competition for posts;

5. Competition through evaluation and examination;

6. The workers' congress adopted a specific plan.

Eight, scoring criteria

Combine the above two scores as the final score, publicize it, and compete from high score to low score.

1, Academic Committee Evaluation (full mark: 10): I will report to all candidates and make a concise summary of Ned's tenure, ability, performance and diligence (the time will not exceed three minutes). According to the report, the academic Committee will evaluate and score them in combination with their usual work performance and work performance. (Remove the highest and lowest scores, and take the average score as the final score of the academic committee)

2. Others:

① Annual assessment (highest score 10): According to the accumulated annual assessment results in recent five years, the score is 2 points excellent and 1 minute qualified.

②. Position: Specialist 10, 8 associate specialists, 6 department directors (head nurses), 4 deputy directors (deputy head nurses) and 2 general clerks.

(3), winning the bid

A. Comprehensive honor: provincial level 10, municipal level 8, county level 6 and advanced worker 4. (The highest honor in that year is calculated according to the base, and other honors are calculated and accumulated according to half of the base) Remarks: The honor awarded by the government administrative department shall prevail.

B. Publishing papers: 8 points at the national level, 6 points at the provincial level, 4 points at the municipal level and 2 points at the county level; The second author got 4 points, 3 points, 2 points and 1 point respectively. Remarks: published papers must be consistent with their own majors. If there is any objection, the resolution of the academic Committee shall prevail.

C scientific research achievements and patents: national patentee 10, second person 8, third person 6 and fourth person 4; 8 points for provincial patentee, 6 points for second person, 4 points for third person and 2 points for fourth person.

Definition of reward time: the service life of the original title is 20 years, 65438+the end of February.

Honors, scientific research achievements and published papers must provide the original certificate and published documents, otherwise they will not be recognized.

(4) Length of service: 4 points per year (20__ years to reduce working hours)

⑤ Length of service of original title: 2.5 points per year.

6. Education: 5 points for undergraduate course, 4 points for junior college and 2 points for technical secondary school.

⑦ Review time

Those who have obtained the qualification of the professional and technical post to be employed in 20__ years will get 10. Cumulative forward increase, annual increase of 10 points.

IX. Relevant regulations and requirements

1, the staff and workers of the whole hospital should take an active part in the competition with the attitude of being the master, and objectively and fairly evaluate each participating professional and technical personnel with a highly responsible attitude towards the organization, work, comrades and themselves.

2. In the process of evaluation and engagement, discipline must be strictly observed, and all improper activities are strictly prohibited, and offenders will be disqualified.

3 do not obey the evaluation results, unreasonable, according to the waiting for the job, cancel the evaluation qualification within two years.

The third part of the post competition implementation plan:

In order to implement the spirit of the Implementation Opinions on Professional and Technical Posts Competition in Weifang Public Institutions and other related documents, and promote the post setting management in our school, according to the post setting plan approved by the superior, we now put forward the following opinions on the professional and technical post competition in our school:

I. Basic principles

1. Adhere to the principles of openness, equality, competition and merit;

2. Adhere to the principle of meritocracy and having both ability and political integrity;

3. Pay attention to the principle of work performance, qualifications and ability;

4. Adhere to the principles of post employment and contract management; On the basis of the post setting scheme approved by the superior department, organize the post appointment according to the approved total post setting, category level and quantity.

Second, the scope and requirements of employment competition

1. Participants must be on-the-job personnel in the school's professional and technical post preparation plan; Those who leave their posts according to the regulations of their superiors can participate in the competition;

2 for qualified professional and technical personnel, according to the post conditions and requirements, the implementation of post employment, competition for posts;

3. Professional and technical personnel who are not employed according to the original qualification conditions compete for the lowest level position of corresponding professional and technical positions in the case of job vacancies;

4. The main series and auxiliary series of professional and technical posts shall be appointed according to the guiding standards of post setting scheme and post setting structure ratio of provincial and municipal institutions, and the same competitive conditions shall be implemented;

5. Actively implement the "all-staff competition" system within the approved quota, establish a competitive incentive mechanism of "survival of the fittest, promotion and decline", and promote the school to be full of vitality and vitality.

6. If the superior document requires otherwise, it shall be implemented according to the document requirements.

Third, qualifications.

(1) basic conditions

1. Love their jobs, be loyal to their duties, work hard and have good professional ethics;

2. Have the basic qualifications stipulated in the "Implementation Opinions on Post Setting Management of Public Institutions in Shandong Province" (Lu Renfa [20 _ _] No.28) and meet the specific qualifications of the post;

3. During the current employment period, the annual assessment is qualified and above;

4. Good health and physical conditions for normal performance of duties.

(2) competitive conditions

1. Professional teachers should have relevant practical skills and practical teaching ability;

2. Select 1.5 times the number of personnel to enter the competition scope according to the vacancy of the applicable quota and the time of employing senior professional titles audited by the superior people's society; Vacant senior title level 7 positions are competed by personnel with senior title qualifications;

3. For the positions with intermediate titles of Grade 8 and Grade 9, according to the vacancy situation of the approved amount audited by the higher-level human resources department and the order of the time of hiring intermediate titles, 1.5 times personnel are selected to enter the competition scope; Vacant intermediate title 10 positions are contested by people with intermediate title qualifications;

4. Those who have hired assistant titles can compete for the post of 1 1- 12;

5. Division-level teachers: those who meet the relevant provisions on the basic conditions of school posts will be directly employed by the school.

Four. Methods and procedures

1. Announce the competitive position. According to the post setting plan approved by the superior, announce the post name, quantity, responsibilities, tasks and qualifications of the competitive positions.

2. Individual application and qualification examination. Competitors should submit a personal written application to the evaluation expert Committee (preliminary evaluation Committee) and submit relevant materials within the specified time. Everyone can only apply for one position. The evaluation and appointment expert committee (preliminary evaluation committee) shall examine the qualifications of the applicants one by one according to the conditions, and publicize the confirmed candidates.

3. Organize competitive recruitment according to the order of professional and technical personnel (level 5- 12). Competitive recruitment takes the form of comprehensive assessment and scoring, and is evaluated by the evaluation and engagement expert committee (preliminary evaluator). The evaluation and appointment expert committee (preliminary assessor) studies and determines the candidates to be appointed according to the grading order.

4. publicity. The school's professional and technical post setting, professional and technical post qualification level, quantity, job title appointment scheme, basic information of applicants, appointment results, etc. It shall be publicized to the faculty of the whole school for not less than 5 working days. During the publicity period, the evaluation and appointment expert committee (preliminary evaluation committee) and the evaluation and appointment supervision committee accept all kinds of reports and seriously investigate and verify them. Those who do not meet the requirements will be disqualified, and the vacant posts will be filled in turn.

5. Review and record. After the end of the publicity period, the school will submit relevant materials according to the requirements of the higher authorities, and after being audited by the Municipal Education Bureau, it will be reported to the Municipal People's Social Security Bureau for examination and determination.

6. Sign a contract and issue a letter of appointment. After the personnel to be employed are confirmed and put on record by the personnel department, the principal will issue the letter of appointment to the employed personnel according to the Interim Measures for the Implementation of Personnel Appointment System in Institutions of Shandong Province, sign the contract and publish it. The employed personnel shall implement the new post salary according to the requirements of the Municipal Personnel Bureau.

Verb (abbreviation for verb) organizes leadership.

1. Weifang Business School Professional Title Evaluation and Employment Expert Committee (Preliminary Evaluation)

Moderator: Yu Jianping

Deputy Director: Chen,,

Member: Feng Leyao, Zhao Zhongtai, Ge Songyunmao, Tan Shoucai, Pei Wang Yaqing, Cui Ling, He Gulin, Yong Gao Liansheng.

2. Weifang Business School Title Evaluation and Appointment Supervision Committee

Director: Ren

Member: Li Naiqiang Wang Yuanhong Yang Liyan Yu Yongkang Ma

Sixth, the duration of employment management.

1. Institutions compete for posts and implement employment period management. The employment period shall be reasonably determined according to the work needs, professional characteristics and requirements of each post. The employment period of a school post is generally 3 years. Employment time should generally exceed one employment period. If the post level changes during the employment period, the employment period shall be implemented according to the new employment contract. The employment period of high-level talents in short supply may be appropriately extended or has no fixed term.

2. In any of the following circumstances, if it is confirmed and agreed by the school post employment expert committee and publicized for not less than 5 working days without objection, the contract can be signed until retirement:

(1) If I have been employed in the professional and technical post at this level for more than 10 years, and all of them have passed the annual assessment, I declare that I will not be promoted to a higher level post, and I will not compete for a higher level post, so I can sign a contract until I retire.

(2) When the contract expires, it is less than 3 years away from the statutory retirement age, and it has passed the annual assessment. If I declare that I will not be promoted to a higher level post or compete for a higher level post, I can sign a contract to retire.

3. Strengthen the employment period and post-employment management. Establish and improve the assessment system, institutions shall conduct annual assessment of the work of professional and technical personnel in accordance with the relevant provisions of the personnel appointment system, and may also increase the duration of employment assessment when necessary. After the end of the employment period of professional and technical personnel, the school should combine the assessment results and timely organize the renewal, renewal, dismissal or post adjustment in accordance with relevant regulations.

Seven, post setting and quantity

There are 2 10 staff in the school, and 228 posts are employed for the first time, including management posts, professional and technical posts and logistics skills posts.

Management position

Management position 12, 9 people have been employed, including 3 people in management level 5, 8 people in management level 1, and 5 people in management level 9.

(2) Professional and technical posts

School professional and technical posts 2 12. According to the regulations of the Provincial Personnel Department, the ratio of senior, intermediate and junior is 3: 5: 2. There are 64 senior professional and technical posts, and the ratio of 5-level, 6-level and 7-level posts is 2: 4: 4, including 5-level posts 13, 25-level posts and 26-level posts; There are 106 intermediate professional and technical posts, and the ratio of 8-level, 9-level and 10-level posts is 3: 4: 3, of which 32 are 8-level posts, 42 are 9-level posts and 32 are 10-level posts. There are 42 junior professional and technical posts, including 1 1 post, 2 1 post and 12 post; Rank posts are hired according to the actual number of people. Among the above positions, there are 7 senior positions and 9 intermediate positions/kloc-0. Senior 5-7 posts, intermediate 8- 10 posts, junior1-12 posts shall be employed step by step according to the vacancy situation, and the vacancy situation shall be publicized to the teaching staff before each post is appointed.

(3) Job skills posts

There are 4 positions for ground service skills * * *, including level III skilled worker 1, level IV skilled worker 1, level V skilled worker 1, and ordinary worker 1. According to the actual situation of the school, 16 people have been employed, including 5 third-level skilled workers, 4 fourth-level skilled workers, 4 fifth-level skilled workers and 3 ordinary workers.

(1), model implementation plan of enterprise staff competition (3) (2), model implementation plan of public institutions competition (2) (3), model speech of young party member office director competition (3) (4), model speech of enterprise office director competition (2) (5), and how to write the advantages of office director competition (4) (6).

Eight, strengthen supervision

1. School post employment is an important part of the personnel system reform of public institutions, involving a wide range of policies. The school attaches great importance to it It is necessary to earnestly strengthen leadership, carefully organize implementation, timely discover and solve new situations and problems in the implementation process, and ensure the smooth and orderly employment work.

2. Do a good job in propaganda, guidance and ideological and political work, enhance the transparency of work, make policies, procedures, methods and results public, and guarantee the right to know, participate, choose and supervise of faculty and staff.

3. Strengthen supervision and inspection, strictly enforce the discipline of post employment, and severely deal with the directly responsible personnel and related responsible personnel of relevant departments (units) who violate the post setting management and post employment policies and regulations, as well as engage in fraud and graft, in accordance with the Interim Provisions on Handling Violations of Policy Discipline in Professional and Technical Job Evaluation and Employment (Lu Renzhi [1994] No.9) and other organizational personnel disciplines.

Nine, this approach by the school evaluation expert committee (preliminary judges) is responsible for the interpretation of.

Ten, the plan was audited by the Municipal Education Bureau, and was implemented after 85% of all teachers voted. ;