Highway Tunnel Construction Personnel Management System

The Trial Measures for Staff Management of China Railway Tunnel Co., Ltd. has been studied and passed at the second meeting of the first board of directors of China Railway Tunnel Co., Ltd. on March 26, 2003, and is hereby promulgated.

Chapter III Daily Management of Employees

Section 1 Recruitment

Article 9 According to the company's development plan and business strategy, combined with the structural level of the company's existing workforce, the company formulates a reasonable employee recruitment plan and recruits employees step by step, so as to gradually improve the overall quality of the company's employees and enhance the company's market competitiveness.

Tenth recruitment work must adhere to the principles of openness, fairness, impartiality, competition and merit. The newly recruited employees are mainly senior and middle management talents, professional and technical personnel with senior titles, worker technicians and senior technicians. Please refer to the recruitment method of China Railway Tunnel Co., Ltd. for specific methods, channels and treatment.

Article 11 According to the company's long-term and short-term development needs, graduates from universities and technical secondary schools are introduced in a planned, proportional, hierarchical and professional way. Each unit shall submit the demand plan to the Personnel Department of the Company before the end of 10 every year, and the Personnel Department shall be responsible for handling it after it is approved by the general manager. The probationary period of college graduates and above is included in the management of managers and professional and technical personnel, and the probationary period of technical secondary school graduates and below is included in the management of workers. The management of graduate practice is strictly in accordance with the Notice on Forwarding.

Article 12 The reception and resettlement of retired soldiers shall be managed by the group company.

Section II Personnel Deployment

Thirteenth staff deployment shall be handled in accordance with the following provisions:

1, personnel deployment must be in accordance with the staffing, adhere to the needs of the work, and properly take care of the practical difficulties of employees (especially management and technical backbones). Scientifically guide the flow direction, strictly control the flow of production units to funding units, and the flow of difficult areas to other regions.

2. The original boundary between cadres and workers has been abolished, and the positions of employees have changed between management positions, professional and technical positions and workers' positions, and their management channels, management models and personal treatment have also been adjusted immediately with the changes of positions, so that "people change with their positions and positions change with wages".

3. Staff transfer (internal transfer, internal and external transfer, attendance assistance) shall be handled in accordance with the Administrative Measures for Staff Transfer of China Railway Tunnel Co., Ltd. Any unit or individual must obey the company's transfer order, and shall not disobey the transfer or delay the registration time without justifiable reasons, otherwise corresponding punishment shall be given according to the seriousness of the case.

4, all kinds of professional and technical personnel out of the company, according to the relevant provisions of the company to charge a certain fee after the transfer procedures.

5. The personnel department of the company is responsible for the audit, organization and implementation of migrant workers going abroad.

Article 14 Those who leave their posts without approval and do not return to their posts after education shall be removed from the list. If he leaves his post without authorization and causes economic losses to the enterprise, he shall be investigated for compensation liability in accordance with relevant state regulations and company regulations.

Section 3 Evaluation (Inspection) System

Fifteenth establish and improve the employee assessment system, to provide a basis for their selection, appointment, punishment and training. Assessment is divided into probation period, term of office, expiration assessment, performance assessment, appointment and removal assessment, etc.

Article 16 The assessment of the company's operators shall be conducted by the board of directors in terms of economic benefits, business development, safety in production, employee income, comprehensive management, etc. according to the Measures for Annual Assessment of Operators of China Railway Tunnel Co., Ltd..

Seventeenth assessment methods for middle managers:

1, implement the assessment responsibility system. The company's party Committee and the company set up an assessment team, led by the personnel department. The examiner must adhere to fairness and justice, seek truth from facts, conscientiously perform the evaluation function, carry out the evaluation work in accordance with the prescribed procedures and requirements, and be responsible for the objectivity and authenticity of the evaluation results.

2, the assessment work mainly adopts the method of combining listening to reports, democratic evaluation, democratic recommendation and key inspection. If it is really necessary to simplify the inspection method, it should be reported to the main party and government leaders of the company for approval before implementation.

3. The assessment of the leaders of the company's subordinate units and branches should organically combine annual assessment, periodic assessment, term assessment, democratic life assessment and major issues assessment.

4, the assessment results in my performance appraisal file.

5. When the term of office of the main management personnel expires, the term assessment shall also implement the term expiration or outgoing audit system. The personnel department entrusts the auditing department at the same level to audit.

Eighteenth junior management personnel assessment by the personnel department according to the management authority and the competent leadership of the assessed personnel * * * is responsible for the implementation of the annual assessment. Take personal debriefing, mass appraisal and leadership evaluation methods. Determine the grade according to excellent, competent, basically competent and incompetent, and feedback the assessment results to me.

Nineteenth professional and technical personnel and management personnel assessment, assessment focus is different, the assessment results as the basis for technical post evaluation and employment. It is necessary to break the tenure system of professional and technical posts and implement a separate evaluation and employment system.

Twentieth employees to implement the performance appraisal system. Workers' assessment is mainly based on professional skill appraisal, daily work assessment and contract expiration assessment, and the personnel department of grass-roots unit assists the personnel department of the company.

The fourth quarter dismissal and admonition system

Twenty-first democratic evaluation is not carried out regularly, and junior and middle managers who can't perform their duties well, have poor work performance and have great opinions from the masses will be dismissed and admonished according to different situations. The dismissed personnel shall be demoted to use or terminate the labor contract.

1. In any of the following circumstances, the current post shall be dismissed:

(1), the democratic appraisal incompetence vote is higher than 30%;

(2) Being determined to be incompetent by organizational assessment;

(3), for two consecutive years without special reasons, failed to complete the prescribed tasks or failed to achieve the work objectives, or failed to perform their duties correctly;

(4) The quality and ability are not suitable for the present job.

2, the democratic appraisal of incompetent votes in 20%-30% of the implementation of admonishing, rectification within a time limit. Admonishing work is carried out according to the following steps:

(1), the competent leader or personnel department will talk with the admonished person, point out the existing problems and put forward improvement requirements.

(2) if there is still no obvious correction, the competent leader or personnel department shall put forward opinions on demotion and dismissal.

(3) During the admonishing period, the bonus for over-production will be paid by half within 6 months. After the expiration of the admonition, the supervisor will cancel the admonition and resume normal treatment.

Section 5 Review System

Article 22 The personnel department shall assess employees according to the policies of the Party and the State. The review of the company's management personnel should be carried out in a planned and focused manner under the leadership of the company's party Committee. Where review is needed, the principle of review before use shall be adhered to.

The main contents of the twenty-third review work:

1. Review the professional ethics and social ethics of employees, especially middle and senior managers.

2, review whether employees have abuse of power for personal gain, corruption and bribery and other irregularities.

3, the review should adhere to the principle of seeking truth from facts, find one, find out one, and make a timely review conclusion according to the examination and approval authority.

Twenty-fourth political review of personnel going abroad, in strict accordance with the relevant provisions of the serious implementation.

Section 6 Reward and Punishment System

Article 25 Employees' rewards and punishments shall follow the Regulations on Reward and Punishment of Enterprise Employees promulgated by the State Council and relevant laws and regulations and enterprise rules and regulations, and adhere to the principles of combining spiritual encouragement with material rewards, combining education with punishment, and combining effectiveness with influence, so as to achieve clear merits and demerits and moderate rewards and punishments. See "Forwarding

Awards are divided into: meritorious service, meritorious service, general orders, and honorary titles such as advanced producers (workers), model workers, young and middle-aged experts, top-notch scientific and technological talents, and outstanding scientific and technological workers.

Administrative sanctions: warning, demerit recording, gross demerit recording, demotion, dismissal, probation, and dismissal.

Twenty-sixth disciplinary action shall be handled in accordance with the provisions of the party discipline, and administrative punishment shall be proposed by the personnel department in conjunction with the trade union, and the general manager's office will make the final decision.

Twenty-seventh employees who meet the conditions of dismissal (dismissal) shall, in accordance with the relevant provisions of the "Regulations on Rewards and Punishment of Enterprise Employees" promulgated by the State Council, go through the relevant procedures in time and terminate the labor contract.

Section 7 Communication System

Twenty-eighth the implementation of intermediate management personnel exchange system:

1. communication principle: strengthen the construction of leading bodies, improve the comprehensive quality of managers, train and train managers, and carry out it in a planned way in combination with the work of changing the term of office, adjusting the leading bodies, and avoiding them.

2. Exchange target: young and middle-aged leaders who need rich experience and further exercise and need to communicate in order to optimize the overall structure.

3. Communication mode: horizontal communication among company organs, branches and departments.

4. Communication discipline: nominating exchange personnel must obey the decision of organization and transfer. Those who refuse to accept it will be dismissed or demoted on the spot and will not be promoted or appointed for two years.

Section 8 Avoidance System

Twenty-ninth management personnel avoidance system:

1. Anyone who has a husband-and-wife relationship, a close relative relationship between husband and wife (including parents, children, brothers and sisters), or an in-laws relationship between children (including children's spouses and parents) may not hold a position in the same department or unit where both parties directly belong to the same leader or have a leadership position with a direct relationship between superiors and subordinates.

2. Avoidance of official duties: In the course of work, you should take the initiative to explain to the organization and avoid matters such as appointment and dismissal of posts, deployment, rewards and punishments, salary adjustment, evaluation and engagement of technical posts, investigation and punishment of cases of violation of law and discipline, sending people abroad and joining the party, joining the league, and working arrangements, and you should not participate in any form, nor use your authority to instruct or imply that others interfere or exert influence.

3. The spouses and close relatives of the leaders of the company, its dispatched offices and branches shall be responsible persons of the unit (department) or subordinate units. When the spouse or close relative of the person in charge of the subordinate unit (department) holds the management position of the subordinate unit (department), it must obtain the consent of the personnel department at the next higher level in advance and be appointed according to the management authority.

4. Avoidance should be based on the principle that junior positions are subordinate to senior positions, subordinates are subordinate to superiors, and majors are not suitable for oral examination.

Section 9 Construction of Administrative Reserve Management Team

Article 30 The selection, training and management procedures of the company's administrative reserve manager are as follows:

1. The reserve personnel of senior and middle-level administrative personnel shall be nominated by the general manager, and the party committee and personnel department of the company shall be responsible for the assessment and put forward opinions. The general manager's office will make a final decision based on the evaluation opinions. The proportion of full-time reserve personnel shall not be less than 2: 1 of the number of employees, and the proportion of deputy reserve personnel shall not be less than 1: 1 of the number of employees. The reserve staff of middle managers should reserve appropriately according to the needs. When selecting senior and middle managers, priority should be given to the selection from the reserve personnel.

2. The reserve personnel of senior and middle-level administrative personnel should determine the training objectives and measures one by one, carry out them in a planned way according to the principle of combining on-demand training, theoretical training and practical exercise, establish assessment files, implement annual assessment, and adjust according to the assessment results to realize dynamic management.

Section 10 Expert Management System

Article 31 The key point of professional and technical team construction is to train a group of academic and technical leaders and young experts with international and domestic scientific and technological frontier level, establish a high-quality expert team, and promote the overall development of professional and technical teams.

The expert team includes: professors, associate professors, professor-level senior engineers, senior engineers and above with corresponding professional and technical positions.

Article 32 The evaluation, selection and management of national, provincial (ministerial) experts, engineering companies, group companies (cities) and top-notch young scientific and technological talents at the company level shall be implemented in accordance with the relevant evaluation, selection and management measures and procedures of the state, central enterprise working committees, engineering companies, group companies, companies, provinces and cities.

Section 11 Workers' Management System

Article 33 Workers' management aims at optimizing the allocation of labor resources, focusing on improving the quality of labor, and cultivating and bringing up a team of skilled workers with senior workers as the backbone and intermediate workers as the main body to meet the needs of the company's construction and production development.

Article 34 Strengthen the appraisal of vocational skills, appraise senior, middle and junior workers, technicians and senior technicians in accordance with the Administrative Measures for Vocational Skills Appraisal of China Railway Tunnel Co., Ltd., and bring them into a standardized, institutionalized and regular track according to the needs of the company's business development, and implement regular assessment.

Article 35 To improve the employment access system and the vocational qualification certificate system, all workers should have post qualifications and hold vocational qualification certificates, and those engaged in special types of work should receive special post operation training and obtain post certificates to meet the requirements of all employees holding certificates.

Chapter IV Education and Training Management

Article 36 According to the development needs of the company and the requirements of post standards, employees shall be trained in a planned and focused manner. Staff training should implement the principle of combining effectiveness, practicality and enterprise development, and establish a training management network based on organizations at all levels and personnel education supervision.

1. Staff training should be planned in a unified way and be responsible at different levels. The company's personnel department and training center are responsible for the formulation, implementation, coordination and guidance of long-term plans for employees' on-the-job training and vocational skills training, and the company's personnel departments at all levels assist the company's personnel departments in implementing employee training.

2. The company's senior management personnel shall implement the system of "training first, then taking up their posts" and participate in at least one full-time job training during their tenure.

3, the continuing education of professional and technical personnel, should be combined with the development and application of new technologies and the needs of production and operation, and implement the policy of combining general improvement with key training.

4, the project manager, "11 formal" should be in accordance with the relevant provisions of the state to participate in vocational qualification training, obtain professional qualification certificate rear can mount guard.

5. Workers' training, especially post training for special types of work, must be carried out in accordance with state regulations, and training or vocational skills appraisal must be carried out first. You can't go to work until you get the qualification certificate.

Article 37 Establish employee training files, and incorporate training information into the files. The quality records of training should be managed according to the requirements of quality management system.

Chapter V Labor Contract Management

Article 38 A labor contract is an agreement between a laborer and an employer to establish a labor relationship and clarify the rights and obligations of both parties. The labor contract is immediately legally binding, and both parties must earnestly perform it. The specific provisions are as follows:

1. Employees must sign labor contracts with enterprises in strict accordance with the relevant regulations promulgated by the company and on the basis of adhering to the principle of "equality, voluntariness and consensus".

2. The conclusion, renewal, alteration, termination and dissolution of a labor contract shall be carried out in strict accordance with the Labor Law and the current relevant provisions of the enterprise.

3. The economic compensation for dissolving the labor contract and the compensation for violating the relevant provisions of the labor law shall be implemented in accordance with the relevant provisions such as the Measures for Economic Compensation for Violating and Dissolving the Labor Contract and the Measures for Compensation for Violating the Labor Contract.

4. Professional and technical personnel who are approved to terminate the labor contract will be charged a certain fee according to the relevant regulations of the company. If you leave your job without the consent of the company, it shall be handled according to the relevant regulations of the company and national laws and regulations.

5. The Company shall set up a labor dispute mediation committee, and the procedures and other matters for handling labor disputes shall be implemented in accordance with the Labor Law, the Regulations on Handling Labor Disputes of Enterprises in China, People's Republic of China (PRC) and the current relevant regulations of the Company.

6. The text stipulated by the company shall be uniformly used in the labor contract, and the legal representative of the company authorizes the human resources director to sign the labor contract with the employee.

7. Implement the responsibility system of labor contract management, strengthen the daily management of the operation of the labor contract system, gradually realize the modernization of management means, and handle the relevant procedures such as the change, renewal, termination and dissolution of the labor contract in time according to law to avoid or reduce the occurrence of labor disputes.

Chapter VI Management of Retired, Resigned and Discharged Persons

Section 1 Retirement and Resignation

Thirty-ninth strict implementation of the central and the State Council retirement system. Any employee who reaches retirement age shall be notified one month in advance by the personnel department. The personnel department should arrange the replacement personnel to handle the work handover in advance so that the work can be carried out in an orderly manner.

Individual senior and middle-level professional and technical personnel or urgently needed talents may voluntarily extend their retirement time due to work needs, and the retirement time may be extended upon the application of the unit, the audit of the personnel department and the approval of the general manager or party secretary. Employees who are injured due to illness or non-work-related injuries, whose medical treatment expires, are certified by the hospital and identified by the relevant labor appraisal committee as completely incapacitated (with reference to the degree of disability, identified as Grade I to IV), and do not meet the retirement conditions, shall be treated as resigned.

Section 2 Management of Non-employed Employees

Fortieth senior managers or senior professional and technical personnel who leave their jobs within 2 years from the statutory retirement age may leave their jobs internally, and the post-employment treatment shall be implemented with reference to the on-the-job treatment.

Forty-first internal laid-off, internal waiting for posts. Before the national unemployment security mechanism was fully established, employees who could not take up their posts due to the adjustment of production layout and insufficient production tasks were laid off internally; Internal waiting for posts is implemented because employees are incompetent and do not meet the post requirements.

Internal retirement. Employees who have reached the retirement age stipulated by the company may apply for internal retirement after approval by the company.

Female employees are off work. Female employees who meet the requirements of family planning and still need to take care of their babies after the maternity leave expires may suspend their work for a maximum of 24 months upon their own application, with the consent of the branch and the approval of the company.

Article 42 The management channels and treatment of the off-duty personnel shall be implemented in accordance with the Measures for the Administration of Off-duty Personnel of China Railway Tunnel Co., Ltd.

Chapter VII Management of Wages and Social Insurance

Article 43 The company implements a wage distribution system with distribution according to work as the main body and various forms of distribution coexisting, and implements equal pay for equal work and equal pay for the same post for employees, so as to ensure that employees get their due labor remuneration on time and in full on the premise of providing normal labor.

Article 44 The company shall implement the state regulations on wage management and safeguard the employees' right to get remuneration through legitimate labor. Standardize the behavior of wage payment, and supervise the employer to pay employees' wages monthly in the form of legal tender.

Forty-fifth establish a wage growth mechanism. According to the economic benefits, the company adjusts the wage standard in time on the premise of adhering to the principle of "two below" and combining the wage price in the social labor market.

Article 46 The company participates in social insurance according to law, and pays all social insurance premiums payable by enterprises and individuals on schedule, so that employees can get help and compensation in cases of old age, illness, work injury, unemployment and maternity.

Article 47 If an employee dies of illness or non-work-related injury, it shall be handled in accordance with the Provisions on the Medical Treatment Period of Enterprise Employees' Illness or Non-work-related Injury and the Notice on Forwarding the Relevant Provisions on Handling the Death of Retired Persons of Henan Provincial Labor Department. Work-related injuries, deaths and occupational diseases shall be handled according to the Implementation Opinions of Henan Province on Implementing the Trial Measures for Work-related Injury Insurance for Enterprise Employees of the Ministry of Labor.

During the medical treatment period, employees shall pay corresponding medical insurance benefits such as sick pay and disease relief expenses. After the expiration of medical treatment or recovery from injury, if it is identified as five to ten levels and unable to engage in the original work or the work is arranged by the employer, the labor contract shall be terminated and economic compensation shall be given according to regulations. Upon the expiration of medical treatment, if the illness or injury has not recovered, the labor contract shall be terminated in accordance with the regulations, and one-time economic compensation and Medicaid shall be given.

Chapter VIII Personnel File Management

Article 48 Establish and improve the employee file management system. According to the requirements of the Central Organization Department and the superior, the file management declaration meets the standards and the target management is implemented. Gradually make employee file management standardized and scientific. Ensure the integrity, safety and accuracy of the archives and serve the management work in time.

Chapter IX Supplementary Provisions

Article 49 The scope of application of these Measures is the contract employees of the company.

Article 50 These Measures shall come into force as of the date of promulgation. Where there is any conflict with these measures in the past, these measures shall prevail. This method shall be solved by the personnel department of the company.