The written test score is 3. 17, and the institution openly recruits "rollover"

Written test score 3. 17. Will you be admitted? On August 1 day, Jianli City, Hubei Province announced the comprehensive results of recruiting staff in public institutions, and a candidate counterattacked and became the first place, which aroused great concern from public opinion. Jianli Municipal Bureau of Human Resources and Social Security responded that the recruitment plan for this position has been cancelled in view of the fact that only one person participated in the interview and the written test score was too low.

According to the previous introduction of Jianli Municipal Bureau of Human Resources and Social Security, the position of "Weather Modification Office" in this city was recruited 1 person. Four people signed up, and two people abandoned the exam. The written test scores of the two candidates were 54. 17 and 3. 17 respectively. After the qualification examination, the two candidates entered the interview. On July 30th, the candidates with a written test score of 54. 17 voluntarily gave up the interview qualification, resulting in that only the candidates with a written test score of 3. 17 participated in the interview. Because there is no minimum score in the written test, candidates who reach the minimum score of 80 points in the interview are regarded as normal admission. According to the local recruitment announcement, there seems to be no problem in procedure, but the question is, I entered the interview with a written test score of 3. 17, and became the only interviewer, breaking the recruitment ratio. Did I pass the examination and approval at all levels?

If the written test score of 3. 17 can be accepted, what is the bottom line of recruitment? It is hard to imagine that a score of 3. 17 can be qualified for future work. The written test score is a hard indicator. After all, the interview is subjective, and there is even room for operation. Therefore, it is equally doubtful that the written test score of 3. 17 is 83.76.

The Jianli Municipal Bureau of Human Resources and Social Security said that whether there is a violation of discipline will be further ascertained. Whether it is to set up a "radish pit" or to recruit employees in violation of regulations, we must check it out. The fairness of the test results needs the legitimacy of each link to ensure. Only by finding out the truth can we maintain the fairness of recruitment in public institutions and live up to the trust of society.

one

Is so-called "evaluation separation" a good medicine?

If we regard the written examination of Jianli personnel recruitment as bid evaluation and the interview as calibration, we can see that Sun Moumou is one of the successful candidates recommended by the judges.

Although Sun's score in the two exams is only 3. 17, there is no minimum score in the written exam in the recruitment exam, so Sun's score is valid. Therefore, in the case of unscientific bidding documents, no matter how you bid, the winning result still cannot meet the procurement needs of the tenderer. Some people say it's wrong, that's because the calibration is tricky! A person who got 3. 17 in the written test, how did he get 83.76 in the interview? However, the author believes that we can't have unfounded doubts. On August 2, the discipline inspection staff said in an interview, "We specifically asked why the written test score was only 3. 17. He said that the papers were all finished, but because of time, the answer sheet was not finished and the papers were taken away." So we should fully believe that the interview is really good, whether you believe it or not, I believe it anyway! Some people may say, what you said is wrong. The tenderer of this case, the Meteorological Bureau, is very satisfied with the evaluation result of the separation. If good people don't post it online, the bidding will be completed.

But I want to say two things. First of all, there is no 100% evidence to prove that the tenderee's meteorological bureau must have a tricky directional recruitment. Secondly, the most important point is that even if the tenderee meteorological bureau is satisfied and the society is not satisfied, it is still necessary to start all over again. This case is the best example. The separation of evaluation has become a "vigorous going through the motions" process. What's the difference between that and The Emperor's New Clothes? What's the use of such a "sub-evaluation"?

This case tells us that the so-called bid evaluation separation is not a good medicine to solve the problems such as the lack of bid evaluation experts and the unreasonable preparation of bidding documents in the current bidding process.

two

Is the bidder not responsible for the incident?

After the "Information Note" was issued, some netizens found out that Sun Moumou might work in Jianli Meteorological Bureau. In the "Basic Information of Administrative License for Lightning Protection Device Design Review" on the national government service platform, Jianli Meteorological Bureau showed that the recipients and handlers of the displayed items were Sun Moumou, with the same name and surname, and the weather modification office belonged to the subordinate departments of the Meteorological Bureau.

The reporter of Modern Express contacted Jianli Meteorological Bureau. The staff said that this matter was answered by the Human Resources and Social Security Bureau. They only provide job requirements, and the examination and recruitment process has nothing to do with them. But what I want to ask is that the Meteorological Bureau entrusts the Personnel Bureau to recruit. If the Meteorological Bureau is compared to a tenderer and the Personnel Bureau to a centralized procurement organization, is the Meteorological Bureau not responsible for this recruitment event? The author found a passage in the recruitment announcement that the public recruitment of staff in this institution is supervised by the Municipal Commission for Discipline Inspection, the Municipal People's Social Security Bureau and the competent department of the recruitment unit. So the exam recruitment has nothing to do with it. How to solve the problem? Employers should have corresponding job requirements when proposing recruitment plans! Careful netizens found that this position only requires a bachelor's degree, and there is no degree requirement. Who set the recruitment standards? Didn't the employer send someone to the interview? If you participated, did you follow the avoidance principle? This case tells us that the tenderer is also responsible for the mistakes of the tendering agency, and the legal consequences caused by the illegal behavior of the tendering agency shall be borne by the tenderer.

three

Don't judge who is wrong according to law.

The Announcement of Unified Open Recruitment of Staff in Institutions in Jianli City in 2022 stipulates that in principle, the ratio of the number of people in each post recruitment plan to the number of people who have participated in the written test and obtained effective written test results is not less than 1:3. After the written examination, if it is necessary to cancel, subtract or reduce the proportion of the recruitment positions that are not up to the specified proportion, it shall be declared by the recruiting unit, summarized by the Municipal Human Resources and Social Security Bureau, reported to the Municipal Human Resources and Social Security Bureau for approval, and announced the adjustment of the post plan through the website of Jianli Municipal People's Government.

The public recruitment of staff in this institution is supervised by the Municipal Commission for Discipline Inspection, the Municipal People's Social Security Bureau and the competent department of the recruiting unit. Surprisingly, only two people took the written test and only one person took the interview. In the announcement of interview results, it is clearly pointed out that "after the expiration of the publicity period, if there is no objection to the results, the medical examination object will be determined according to the number of recruitment positions and comprehensive scores, according to the ratio of 1: 1". After the recruitment event is fermented on the Internet; After the investigation, the recruitment for this position was cancelled immediately; If it's legal, why cancel it? Is the cancellation legal? As for the candidate's participation in the interview alone, it does not meet the requirement that the interview finalist ratio should reach 1:3. The staff of the Commission for Discipline Inspection said that this matter needs to be asked by Jianli Human Resources and Social Security Bureau.

Only "procedural justice" can guarantee "result justice". When the procedures and rules listed in the recruitment announcement can be ignored, the consequences can be imagined!

four

Rebuild the bid evaluation Committee? Or re-judge?

The announcement issued by Jianli Personnel Bureau in the early morning of August 2 is very intriguing: "In view of the situation reflected by netizens, an in-depth investigation will be conducted. If violations of discipline and discipline are found, the responsibility will be seriously investigated according to the law. "

What needs to be considered is that Jianli Personnel Bureau is all the participants in this recruitment, so let it investigate by itself, will there be any results? Combined with bidding, if the bid evaluation committee fails to perform its duties according to law and there are serious violations, the regulatory authorities should order the replacement of the members of the bid evaluation committee who violate the rules, or even re-establish the bid evaluation committee when necessary, otherwise the evaluation results of self-examination and self-correction will be unconvincing.

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