Seek the specific content of the "Implementation Opinions of the Ministry of Agriculture on Deepening the Reform of the Cadre and Personnel System"

Some opinions of the Ministry of Agriculture on deepening the reform of personnel and labor system in public institutions

According to the General Office of the Central Committee of the CPC's "Outline for Deepening the Reform of the Cadre and Personnel System" and the Opinions of the Central Organization Department and the Ministry of Personnel on Accelerating the Reform of the Personnel System in Institutions, combined with the reality of our Ministry, we hereby put forward the following opinions on deepening the reform of the personnel and labor system in subordinate institutions:

First, clarify the basic ideas, objectives and tasks of the reform.

(A) the subordinate colleges and universities are the main concentration of agricultural science and technology productivity in China, and they are an important force to promote the development of agriculture and rural economy. Promoting the reform of personnel and labor system in public institutions and accelerating the pace of reform are the objective requirements for establishing a socialist market economic system, the needs for the sustainable development of agriculture and rural economy during the Tenth Five-Year Plan period, and the fundamental way out for the survival and development of public institutions.

(2) The reform of the personnel and labor system in public institutions focuses on the full implementation of the employment system and the establishment of an effective distribution incentive mechanism. On the basis of determining the orientation of the unit, adjusting the internal organization, rationally setting posts and clarifying post responsibilities, we will carry out relevant system reforms such as the selection and appointment of middle-level managers, the two-way selection of posts for staff, the appointment of professional and technical posts, and the distribution of wages and income. Accelerate the establishment of an open and equal competition mechanism for selecting and employing people, a variety of forms, an independent and flexible wage distribution incentive mechanism, and an appointment system for professional and technical posts that units set up posts according to their needs and engage independently. Realize the independent employment of units, independent employment of personnel and management by competent departments according to law. Basically, a personnel and labor management operation mechanism full of vitality, personnel can enter and leave, posts can go up and down, and salaries can go up and down, which is conducive to outstanding talents to stand out.

Two, the establishment and implementation of the appointment system based on the appointment system.

(3) The employment system is a fundamental reform of the traditional fixed employment system and a basic employment system of public institutions. All institutions and their staff shall, in accordance with the relevant national laws and regulations and the Measures for the Implementation of the Employment System of Institutions of the Ministry of Agriculture, determine the personnel relationship between units and individuals by signing employment contracts on the basis of equality, voluntariness and consensus, and clarify the responsibilities, rights and obligations of both parties. Through the establishment and implementation of the appointment system, we will change the employment mechanism, change identity management into post management, and change national employment as a unit, breaking the boundaries between cadres and workers and the tenure system for professional and technical posts.

(4) To establish and implement the appointment system, we should give full consideration to social needs, the development of institutions, the construction of key disciplines and other factors, rationally adjust internal institutions, streamline management departments, strengthen business departments and refine assessment units in line with the principle of streamlining and efficiency. On this basis, reasonably determine the proportion of plant structure in the unit, set up posts as needed, clarify post responsibilities, qualifications and term of office, implement fair competition, select posts on the basis of merit, two-way selection, optimize combination, post allocation and contract management, and realize hierarchical and classified management and clear rights and responsibilities within the unit.

(5) After the implementation of the post management system based on the appointment system, the number of staff, internal organs, middle-level cadres, professional skills and workers and technicians will no longer be approved for institutions that are completely self-funded, and the units will independently set up posts and employ them according to the career development and market requirements. For institutions that rely on financial subsidies and self-supporting institutions whose income is mainly based on policy fees, within the approved establishment scope, the employment method of combining fixed posts with mobile posts can be implemented. The employment of floating personnel should be separated from personnel files.

(6) Establish a resignation and dismissal system, so that the unit can dismiss employees in accordance with the provisions of the employment contract, and employees can also resign in accordance with the provisions of the employment contract, unblock the export of unit personnel, increase the scope and provinces of the employment system, and solve the problem that personnel can enter and leave.

Third, introduce a competitive mechanism to select and appoint middle managers.

(VII) The selection and appointment of middle-level managers in public institutions shall implement the policy of "four modernizations" of cadres and the principle of having both ability and political integrity, and adopt appointment methods that are in line with the actual conditions of the unit, such as competition for posts, open recruitment, selection and appointment, and direct appointment, in accordance with the Provisional Regulations on the Selection and Appointment of Leading Cadres of the Party and Government and the provisions of the cadre management authority and procedures. Introduce competition mechanism, select talents in an eclectic way, and hire people who are really active in business, know how to manage and have a sense of pioneering and innovation to middle management positions.

(eight) institutions to compete for posts, open recruitment and other forms of selection and employment of middle-level managers, to develop specific implementation measures, and reported to the personnel and labor departments for review and filing. We must adhere to the principles of openness, equality, competition, merit-based and qualitative and quantitative combination. The Ministry of Industry and Information Technology will compete for posts, clarify the conditions for posts, openly organize registration, and strictly examine qualifications. The candidates to be hired are produced through speech evaluation, interview defense and organization inspection, and are hired according to the prescribed procedures. A probation period of 3 to 6 months should be implemented for middle-level managers who compete for posts. The term of office can be the same as that of the employment contract, or different terms can be determined in the employment contract according to the characteristics of management positions.

(9) Institutions that rely on financial subsidies and self-supporting institutions whose income is mainly based on policy fees must employ middle-level managers within the range of indicators approved by the Ministry, and may not set up non-leadership positions or determine to enjoy the corresponding level of treatment. Before the implementation of the appointment system, middle-level managers who lost their strategic management positions in China in the competition, except those who have served for a long time and are close to retirement age, can retain the corresponding living and political treatment, and other personnel should determine the corresponding treatment according to the newly hired positions.

Fourth, strengthen employment according to posts and promote the reform of manufacturing system.

(10) To deepen the reform of the supporting system of public institutions, it is necessary to improve the appointment system for professional and technical posts, adhere to the reform direction of individual application, social evaluation, open recruitment, competitive employment and independent employment of units, and strive to solve the problems of lifelong tenure, promotion and demotion and seniority of professional and technical posts; Strengthen the construction of professional and technical personnel qualification system; Establish an open, fair and just socialized evaluation mechanism, and comprehensively evaluate professional and technical personnel through examination, assessment and evaluation.

(eleven) for professional and technical positions, we should adhere to the post requirements and gradually realize the unity of professional and technical post appointment and post appointment. Professional and technical qualifications obtained by professional and technical personnel can be regarded as one of the important conditions for employment, and are no longer directly linked to posts and treatment. If it has been set as an administrative post, it is generally not necessary to set up professional and technical posts repeatedly.

(12) According to the reform of the state's investment mode in various public institutions, the professional title evaluation and engagement of public institutions with different funding sources, nature, scale and development direction can be managed by unit, series and post level.

The proportion of professional and technical posts and structures in scientific research institutions is no longer controlled by indicators. Scientific research institutes and research institutes may, according to their own development needs, independently determine the qualifications and structural proportions of different post levels of their own units, organize the establishment of appointment committees, and select professional and technical positions at all levels according to post requirements. Some of these series of middle and junior professional and technical posts can be managed as mobile auxiliary posts.

For agricultural technology popularization, technical supervision and management service institutions, the management mode of controlling the proportion of professional and technical posts shall be implemented, and the unit shall complete the plan for setting the proportion of professional and technical posts according to the prescribed procedures. After being approved by the Office of Professional Title Reform of the Ministry, the unit appointment committee shall select the best candidates according to the positions.

For news, publishing, film and television and other publicity institutions, according to the needs of the work, directly employ professional and technical personnel among those with corresponding qualifications.

Units that are transformed into enterprises shall set up professional and technical posts independently by enterprises, and employ professional and technical posts independently.

(thirteen) professional and technical personnel to declare and review the qualifications of professional and technical positions, can not be limited by the number of positions in the unit. Socialization evaluation series is authorized by the leading group for title reform of the Ministry to organize socialization evaluation according to the evaluation conditions of title series promulgated by the Ministry of Personnel, the Ministry of Agriculture and relevant departments. A series of professional and technical post qualification examinations are implemented, and professional and technical personnel participate in the examinations organized by the state.

(fourteen) the appointment of professional and technical positions by public institutions shall, in principle, be carried out among the personnel who have obtained the qualifications for professional and technical positions. Can be based on job needs, high education and low employment. The practice of special posts shall meet the requirements of the state for professional qualifications. For some key positions, if the unit does not meet the post requirements, open recruitment can be carried out in a certain scope and field to select outstanding talents and ensure the quality of scientific research topics and projects.

(15) For ground jobs, it is necessary to establish post grade standards, adhere to the combination of evaluation and employment, and separate evaluation and employment, and employ occupations (posts) with employment access as stipulated by the state among those who hold corresponding vocational qualification certificates.

(sixteen) the posts and corresponding treatment enjoyed by all kinds of personnel are only applicable during the employment period. Institutions shall, according to their job responsibilities and tasks, strengthen the daily assessment and term assessment of employed personnel, and take the assessment results as an important basis for reappointment, dismissal and rewards and punishments.

Five, the establishment of flexible and effective, in line with the characteristics of the unit distribution incentive mechanism.

(17) Institutions should conscientiously implement the principles of distribution according to work, distribution according to production factors, giving priority to efficiency and giving consideration to fairness, and further invigorate internal distribution in accordance with the spirit of paying according to posts, tasks and performance, combined with their own reality. Gradually establish a distribution incentive mechanism that pays attention to performance, contribution and management and leans towards outstanding talents and key positions.

(eighteen) to improve and perfect the total wage contract and the new wage extraction method, further promote the institutions to enter the market, broaden the channels of business income, and improve the self-sufficiency rate of funds. For institutions with relatively stable income, good economic benefits and standardized internal management, we can try out the management method of linking total wages with economic benefits, and extract a certain proportion as benefit wages according to the growth of economic benefits.

(nineteen) allow institutions to change the composition and payment method of wages under the premise of not exceeding the approved total wages, and take the wage payment standards and capital increase projects stipulated by the original state as file wage management. When a staff member transfers his job or retires, he will introduce or pay the retirement fee according to the basic salary recorded in the file.

(twenty) institutions should gradually establish distribution forms and methods that conform to the provisions of the state and are suitable for the characteristics of the unit, and can directly link the wage income of employees with their job responsibilities, work performance, actual contributions and economic benefits created. For enterprises or institutions with their own funds to take care of themselves, under the principle that the growth of total wages is lower than the growth of labor productivity of their own units, they can implement the distribution system of fixed remuneration according to posts, tasks and performance, and decide their own internal distribution. The salary composition can be composed of three parts: basic salary to maintain employees' basic life, post salary to reflect post responsibility and workload, and performance salary to reflect employees' work performance and contribution, so as to widen the gap between post salary and performance salary reasonably.

For institutions that mainly rely on state financial subsidies, within the approved total wages, adhere to enliven the living part of wages, redistribute them according to the workload and contribution of staff, further increase the intensity of invigorating internal distribution, and open up income grades.

(twenty-one) institutions in the transformation of scientific and technological achievements, technical services and other aspects of income, you can extract a certain proportion to reward project completion personnel and personnel who have contributed to industrialization; Explore the policies and methods of project allocation, and bring personnel expenses into project cost accounting. Institutions can hire top-notch talents with high salaries after approval, and implement first-class talents, first-class performance and first-class salary. Talents who have made great inventions and made outstanding contributions shall be rewarded in accordance with relevant regulations.

Six, take various forms to properly resettle the unemployed.

(twenty-two) institutions should adhere to internal digestion, take various forms of resettlement, and actively explore various effective social resettlement methods. Encourage them to enter the market in accordance with relevant state regulations and create conditions for them to play their role. All units should manage the uninvited personnel in a unified way and treat them differently.

(twenty-three) to hire a new employee, after the expiration of the employment period, both parties can decide whether to renew the employment on a voluntary basis. After the termination of the employment relationship with the unit, the unit will no longer bear its salary, welfare, social insurance and other benefits.

(24) For the official staff who have been in the unit before the implementation of the employment system, during the waiting period, measures can be taken such as internal transfer, pre-job training, further study, broadening business areas, establishing economic entities, entrusting internal talent centers for custody, and entering the talent market. During the period of unemployment, the employing unit shall provide them with no less than two employment opportunities, and issue them with a minimum living allowance not lower than that stipulated by the local government. For a few people who are not suitable to continue working due to health reasons, they can retire according to the provisions of national documents; For those who are close to the legal retirement age, they can go through the formalities of early retirement with the approval of the unit on the basis of their own will, and then formally go through the formalities of retirement after reaching the legal retirement age.

Seven, strengthen leadership, and actively promote the reform of personnel and labor system in public institutions.

(twenty-five) subordinate institutions have many types, great differences, dense talents and complicated situations. The reform of personnel and labor system is related to the vital interests of every worker and the overall situation of stability. Therefore, all units should conscientiously study and implement the spirit of the Outline of Deepening the Reform of the Cadre and Personnel System (No.0/5 of the Central Office [2000]) and the Notice of the Central Organization Department and the Ministry of Personnel on Printing and Distributing the Opinions on Accelerating the Reform of the Personnel System of Public Institutions (No.78 of the People's Development Bureau [2000]), and unify their thinking and raise their awareness according to the deployment of the Ministry. Focusing on establishing and implementing the employment system and invigorating the wage distribution, on the basis of fully understanding the situation of the unit, we will formulate practical implementation plans and specific operational measures, carefully organize them, and actively and steadily implement them.

(26) responsible comrades of the party and government in all units should strengthen their leadership over the reform of the personnel and labor system. The major measures of reform should be decided by the leading group of the unit through collective discussion, pay attention to the opinions of employees, give play to the role of the workers' congress, and guide employees to actively participate in the reform. We should pay attention to handling the relationship between reform, development and stability to ensure the smooth progress of reform.