Interim Measures for Open Recruitment of Institutions in Heilongjiang Province,

Interim Measures for Open Recruitment of Institutions in Heilongjiang Province

Chapter I General Principles

Article 1 In order to establish the employment system of public institutions that is compatible with the socialist market economic system, realize the scientific, institutionalized and standardized personnel management of public institutions, standardize the recruitment behavior of public institutions, ensure the quality of new recruits, and improve the quality and service level of public institutions, according to the Interim Provisions of the Ministry of Personnel on Open Recruitment of Public Institutions (Ministry of Personnel Order No.6 of 2005) and the Notice of Heilongjiang Provincial Party Committee and Heilongjiang Provincial People's Government on Printing and Distributing.

Article 2 These Measures shall apply to the recruitment of professional and technical personnel, management personnel and ground personnel when there is a vacancy in a public institution approved by the establishment departments at all levels. Except for institutions managed by reference to the civil service system.

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 and the implementation of the autonomy of the employing units, and be unified and standardized, with hierarchical and classified management.

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 organization and personnel department is the competent department of public recruitment of public institutions. Organize the personnel department of public institutions and the higher authorities to guide, supervise and manage the independent recruitment of public institutions.

Article 7 A public institution may, if necessary, 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.

Chapter II Recruitment Scope, Conditions and Procedures

Article 8 Recruiters of public institutions should be geared to the needs of the society, and all qualified personnel can apply. Encourage breaking the boundaries between geography and personal identity.

Article 9 An applicant must meet the following basic conditions:

(1) Abide by the Constitution and laws of People's Republic of China (PRC);

(2) Having good conduct;

(3) Having the professional or technical conditions required for the post;

(4) Having the physical conditions required for the post;

(5) Having 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:

(a) determine the 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.

Chapter III Recruitment Plan, Information Release and Qualification Examination

Article 12 The employing unit shall be responsible for compiling the recruitment plan, which mainly includes the following contents: recruitment positions and conditions, recruitment time, number of recruits, and main examination and assessment methods.

Thirteenth provincial institutions recruitment plan shall be reported to the Provincial Party Committee Organization Department or the provincial government personnel administrative department for the record; The recruitment plan of the institutions affiliated to the provincial departments shall be reported to the higher authorities for approval, and then to the Organization Department of the Provincial Party Committee or the personnel administrative department of the provincial government for the record.

City (prefecture), county (city) affiliated institutions recruitment plan must be reported to the city (prefecture), county (city) Party Committee Organization Department or the government personnel administrative department for approval.

Article 14 Recruiters of public institutions shall publish recruitment information on the website designated by the government personnel administration department and related media at least 15 working days before registration. Recruitment information mainly includes the following contents:

(a) the general situation of the employer, recruitment positions, recruitment number and treatment;

(2) Requirements for candidates;

(3) recruitment methods;

(four) the time (duration), content, scope, examination method and scoring method of the examination;

(five) the registration method and other matters that need to be explained.

Fifteenth the employer or the recruitment department shall examine the qualifications of the candidates and determine the qualified personnel.

Article 16 To apply for the same post, the ratio of the number of applicants to the number of recruits shall not be less than 3: 1 in principle. If this requirement cannot be met, the number of recruits for this position should be reduced or the recruitment for this position should be cancelled. The recruitment of special posts may be appropriately reduced with the consent of the organization department of the Party committee or the personnel administration department of the government.

Chapter IV Examination and Evaluation

Article 17 The contents of the examination are mainly the professional knowledge, professional ability and work skills necessary for the recruitment position.

Eighteenth examination subjects and methods, except for special provisions of the state or province, are generally determined by the employer according to the characteristics of the industry, specialty and post.

Nineteenth examinations can be conducted by written examination, interview, etc. For those who apply for logistics positions and some special positions, they can focus on the practical operation ability test as needed.

Article 20 The examination shall be organized by the institution itself or by the superior competent department of the institution.

The examination service institutions and talent service institutions affiliated to the organization and personnel department may be entrusted by the organization or department to provide services for the open recruitment of personnel in public institutions.

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

Article 22 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 review the qualifications of the candidates.

Article 23 The employing unit shall organize the personnel to be employed to undergo health examination. If the recruitment position has special requirements for the applicant's physique, the physical examination can be carried out before the examination.

Twenty-fourth candidates who fail the examination or physical examination shall be disqualified. According to the vacant position, the recruiting unit can fill the vacant position in equal amount according to the examination results and physical examination results after being audited by its superior competent department and approved by the personnel department.

Chapter V Employment

Article 25 The employing unit shall conduct collective research and select the best candidates according to the examination results.

Twenty-sixth personnel to be hired shall be publicized on the website designated by the unit and the personnel administrative department of the government, and the publicity period shall not be less than 7 days.

Twenty-seventh publicity expires without objection, in accordance with the cadre personnel management authority, organize the personnel department to handle the preparation, salary fund approval, transfer (flow) and other procedures for the employed personnel.

If the employees are staff of other units, the staff of government agencies and institutions shall dissolve or terminate the employment contract and labor contract with the original unit according to law, and the staff of government agencies and institutions shall have the written opinions of the original unit agreeing to transfer.

Twenty-eighth 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-ninth public institutions to recruit staff to implement the probation system. The probation period generally does not exceed 3 months, and may be extended under special circumstances, but the longest period shall not exceed 6 months. The probation period can be extended to 12 months if the employees are fresh graduates from colleges and technical secondary schools. The probation period is included in the labor contract.

Those who pass the probation period will be formally employed; Unqualified, cancel the employment.

Chapter VI Discipline and Supervision

Thirtieth institutions to recruit staff to implement the avoidance system.

Candidates who are husband and wife, lineal blood relatives, collateral blood relatives within three generations or close in-laws with the responsible personnel of the employing unit are not allowed to apply for positions such as secretary of the responsible personnel of the unit or organization of personnel, finance, discipline inspection and supervision, and positions with direct leadership relations between superiors and subordinates.

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.

Article 31 The information, process and results of recruitment shall be made public and subject to the supervision of the society and relevant departments.

Thirty-second higher organizations and personnel departments and institutions should conscientiously perform their supervisory duties, stop and correct the violations of cadre and personnel discipline and the provisions of these measures in the recruitment process of institutions, and ensure the openness, fairness and impartiality of recruitment.

Thirty-third strict public recruitment discipline. In any of the following circumstances, it 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 during the examination;

(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 organization of personnel departments and institutions in charge of personnel in violation of regulations, affecting fair and just recruitment;

(seven) other circumstances in violation of these measures.

Thirty-fourth candidates who violate the discipline of open recruitment shall be disqualified from examination or employment according to the seriousness of the case; Employees who violate these measures, once verified, should terminate the employment contract and be retired.

Thirty-fifth 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.

Chapter VII Supplementary Provisions

Thirty-sixth cities (prefectures) organizations and personnel departments may formulate local open recruitment methods according to these measures.

Article 37 These Measures shall be interpreted by the Organization Department of the Provincial Party Committee and the Provincial Personnel Department.

Article 38 These Measures shall come into force as of the date of promulgation.