Where should public institutions recruit civil engineering talents who are in short supply?

Opinions on the recruitment of professional talents in short supply in municipal institutions

Municipal departments and colleges and universities:

In order to further strengthen the construction of talent teams, in accordance with the " Provisions on the "Interim Measures for the Open Recruitment of Staff in Municipal Institutions of Zibo" (Zibo Office [2006] No. 64) and the "Notice on Issues Concerning the Open Recruitment of Staff in Municipal Institutions" (Zi Renfa [2007] No. 128) , the Organization Department of the Municipal Party Committee, the Municipal Personnel Bureau, and the Municipal Editorial Office determined that, under the overall requirement of open recruitment for new personnel in public institutions, the recruitment procedures should be appropriately simplified for the urgently needed professional talents in municipal public institutions. Specific opinions are as follows:

1. Applicable positions and scope and conditions of applicants

(1) Applicable positions:

Positions for recruiting professional talents in urgent need are those related to Key and key positions related to the business functions of public institutions.

(2) The scope of recruiting urgently needed professional talents is:

1. Doctoral students;

2. Master’s students from national “985” engineering universities, national “ Master’s students in key disciplines of “211” engineering universities;

3. Undergraduate graduates of key disciplines in national “985” engineering universities.

(3) Basic conditions for recruitment:

1. Abide by the constitution and laws, have high moral character, be decent, have high public prestige, and be evaluated in a comprehensive evaluation of the school’s moral, intellectual, and physical abilities. Good or above.

2. Have excellent academic performance while in school. In principle, undergraduate graduates must have an average score of 80 or above in the subject examinations they have studied, and no less than 70 points in the major professional course examinations, or their academic performance should be at the middle or upper level of the class; graduate students must have strong scientific research capabilities and publish academic papers in their majors in core journals. For more than 1 paper, the graduation thesis will be rated as excellent.

3. Be under 35 years old and within the dispatch period.

4. Be physically and mentally healthy and adapt to the physical conditions required for the position you are applying for.

5. Meet other conditions required for the position (major) applied for.

2. Preparation, approval and drafting of recruitment plans

Before the public recruitment of municipal institutions, the competent departments of the institutions shall make public recruitment plans in the institutions based on the talent needs of the institutions. The recruitment plan report also puts forward the opinions that public institutions plan to recruit professional talents in short supply, and reports it to the Municipal Editorial Committee Office; the Municipal Editorial Committee Office will review it based on the establishment and personnel structure, and approve it if it meets the conditions; the competent department of the public institution shall, according to the Municipal Editorial Committee The office's approval proposes a plan for the municipal public institutions to recruit professional talents in short supply (or indicates it in the public recruitment plan of the public institutions), which shall be reported to the Municipal Party Committee Organization Department and the Municipal Personnel Bureau for review and release in accordance with management authority.

3. Recruitment Methods and Steps

(1) Publish Recruitment Announcement

Recruitment announcements are issued by the Organization Department of the Municipal Party Committee, the Municipal Personnel Bureau, and the Municipal Editorial Committee Office in relevant universities. Or issued by the unit, including recruitment positions, number of people, registration qualifications, admissions methods, benefits, etc.

(2) Registration

Applicants must fill in the application form, self-recommendation letter, and integrity commitment letter, and send them by email to the mailbox designated by the competent department of the public institution. The competent departments of public institutions will review the qualifications of applicants based on the conditions specified for the positions (majors) applied for.

(3) Examination

It is mainly based on the academic performance of the applicants during school.

(4) Assessment

The qualifications of the applicants will be reviewed, and if it is confirmed that the "scope and conditions for recruitment are met", the assessment method will be used to determine the candidates to be hired.

The assessment content includes determining the authenticity and comprehensive performance of various materials submitted by the assessment candidates. It mainly includes ideological and political performance, moral character, ability and quality, study and class work performance, compliance with laws and regulations, and whether evasion is needed. Be comprehensive, objective, and fair, write down assessment materials based on facts, and put forward opinions on whether to hire.

If the number of applicants exceeds the 1:1 ratio, they will be selected in order from high to low academic level, as well as middle and high school party members, provincial outstanding graduates, outstanding student cadres, three good students, and outstanding graduation thesis winners. , based on the principle of giving priority to outstanding graduates at the school level, outstanding student cadres, three good students, scholarship winners, and other honorary title winners, the candidates to be hired will be screened and determined.

The assessment work is generally carried out by an assessment team composed of competent departments and public institutions. If necessary, relevant personnel from the organizational personnel and supervision departments may participate. The assessment team has one leader, who is generally the main leader of the department or unit or the leader in charge. Report the assessment results to the party organization of the department and unit and study and determine the candidates to be hired.

(5) Review

The competent department of the public institution will write a special report and submit the relevant materials of the candidates to be hired to the Municipal Party Committee Organization Department and the Municipal Personnel Bureau for review according to management authority.

1. Review the content. ① Whether the graduate school and major of the candidate to be hired are within the scope of the "985" or "211" engineering colleges and professional catalogs stipulated by our city; ② Whether the academic performance meets the prescribed basic conditions; ③ Whether the individual's performance is excellent and can Whether it meets the requirements of the recruitment position and the employer’s assessment opinions; ④ Whether it meets the recruitment procedures, etc.

2. Review procedures. The relevant departments of the Municipal Party Committee Organization Department and the Municipal Personnel Bureau will review the candidates to be hired based on relevant materials, put forward preliminary opinions, and report to the Municipal Party Committee Organization Department and the Municipal Personnel Bureau to determine the candidates to be hired.

(6) Physical examination

Conduct a physical examination on the personnel to be hired. Physical examinations are organized and implemented by the competent departments of public institutions in comprehensive hospitals at or above the county level. In principle, the physical examination standards shall be implemented with reference to the general physical examination standards for civil servant recruitment. If there are special regulations, such regulations shall prevail.

(7) Public announcement

Public announcement will be made within a certain range for those candidates who have passed the assessment, review and physical examination.

IV. Recruitment, preparation and filing

The confirmed personnel shall go through the recruitment and preparation filing procedures in accordance with relevant regulations, and enjoy the wages and welfare benefits of the personnel of the public institutions where they work. Other related benefits shall be implemented in accordance with relevant regulations.

Unfinished matters shall be implemented in accordance with the provisions of the "Interim Measures for the Open Recruitment of Staff in Municipal Institutions of Zibo" and the "Notice on Issues Related to the Open Recruitment of Personnel by Municipal Institutions".

5. Strengthen organizational leadership

The recruitment of urgently needed professional talents by public institutions is a concrete measure to vigorously implement the strategy of strengthening the city with talents, improve and optimize the structure of the talent team, and improve the quality of the talent team. An important step in building a strong economic and cultural city. The organizational and human resources department must effectively strengthen organizational coordination, formulate and issue recruitment plans in a timely manner, formulate and publish recruitment announcements, actively coordinate and communicate with the competent departments of public institutions, and do a good job in policy publicity and interpretation to ensure the smooth progress of the recruitment work. The recruitment of urgently needed professional talents by public institutions is a very serious task. All departments and units must attach great importance to it and put the recruitment of urgently needed professional talents on their important agenda. Strict procedures, strict standards and strict discipline are required, and unauthorized expansion of the scope is not allowed. It must be a clearly specified school and major; it is not allowed to lower the standards without authorization, and all the prescribed basic conditions are indispensable; it is not allowed to simplify the procedures without authorization, everyone has their own way, and must strictly follow the preparation plan and prescribed methods and steps. A responsibility system must be implemented for the recruitment of urgently needed professional talents in public institutions. Talents who violate regulations or engage in fraudulent recruitment must be removed and relevant personnel held accountable. Employers must work hard to train, manage and utilize urgently needed professionals.

Attachment 1. Registration form for recruiting urgently needed professional talents in Zibo City

Attachment 2. List of national “985” project universities

Attachment 3. National “985” project List of key disciplines in universities

Attachment 4, List of key disciplines in universities under the National “211” Project

Zibo Municipal Party Committee Organization Department Zibo Municipal Personnel Bureau Zibo Municipal Institutional Establishment Committee Office

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January 23, 2009