Important release from Jilin Provincial Department of Human Resources and Social Security

On the 7th, the Jilin Provincial Department of Human Resources and Social Security issued the "Operational Rules for Several Policies and Measures in the Human Resources and Social Security Field of Jilin Province to Support the Fight against the New Crown Epidemic and Talent and Personnel Incentive Policies and Measures." The full text is as follows: In order to implement the deployment requirements of the provincial party committee and the provincial government for epidemic prevention and control, in accordance with the spirit of "Several Policies and Measures to Fully Support the Fight against the New Crown Epidemic in the Human Resources and Social Security Sector of Jilin Province" (Jilin Shefa [2022] No. 9), combined with the epidemic In view of the actual work of professional and technical personnel and skilled personnel on the front line of prevention and control, the Provincial Department of Human Resources and Social Security has formulated implementation details for policy fulfillment in eight aspects, including personnel recruitment, professional title review, job promotion, talent project review, and salary and benefits, to promote various incentive and care policies. Implementation.

1. Scope of application The scope of application of this policy is for those directly engaged in epidemic-related reception, screening, inspection, testing, treatment, care, disinfection, public security, communications, epidemic prevention research and development, personnel transfer, Relevant staff of enterprises and institutions in the province such as construction and maintenance of medical and isolation facilities, material support and distribution, news publicity, epidemiological investigation and statistics, medical observation, case specimen collection, pathogen detection, pathological examination, pathological anatomy, etc. Each locality can make adjustments and improvements on its own based on the actual situation such as different key tasks for epidemic prevention and control, and after research, propose a list of units and personnel that enjoy front-line prevention and control policies.

2. Specific operational methods

(1) Regarding special incentives for professional titles 1. Policy statement. Professional and technical personnel on the front line of epidemic prevention and control who are in contact with confirmed cases and asymptomatic infected persons can apply for a higher-level professional title for review (appointment) one year in advance, and they will be given preferential treatment under the same conditions during the review (appointment) process. Those who have made outstanding contributions to the front line of epidemic prevention and control, made significant progress and breakthroughs in clinical treatment, inspection and testing, terminal disinfection, material support, construction and maintenance of medical and isolation facilities, etc., and have been employed in corresponding positions for more than three years, have experienced The competent department at the same level recommends the best, the human resources and social security department at the same level reviews and reviews, and the provincial human resources and social security department "separately organizes and sets a separate proportion" to evaluate the higher-level professional title; those who pass the annual normal professional title review (evaluation) are not Then motivate alone. 2. Operation method. (1) Professional and technical personnel on the front line of epidemic prevention and control who are in contact with confirmed cases and asymptomatic infected persons refer to a full range of professional and technical personnel, including not only the health series, but also other series of professional and technical personnel involved in the front-line anti-epidemic such as journalism, engineering, and teachers. Including both enterprise personnel and public institution personnel. (2) Professional and technical personnel on the front line of epidemic prevention and control who are in contact with confirmed cases and asymptomatic infected persons refer to direct contact, including professional and technical personnel in reception, treatment, nursing, inspection, isolation, transfer, interview, flow control, etc. Exposure sites include both within and outside the hospital. However, both the contact method and the contact location do not include indirect contacts. (3) Professional and technical personnel on the front line of epidemic prevention and control who are in contact with confirmed cases and asymptomatic infected persons. The list of qualified personnel for the health series shall be confirmed by the health departments at all levels, and the list of other series of personnel shall be determined by the community and the health department at the contact place. After confirmation, the Provincial Health Commission will summarize and report to the Provincial Department of Human Resources and Social Security (Specialized Division). (4) Declaration one year in advance means that for professional and technical personnel working in enterprises and institutions who meet the basic requirements for declaration, the qualification time and appointment time will be reduced by one year at the same time. When participating in the professional title review in 2022, preference will be given under the same conditions, and the application review will no longer be organized separately. (5) Make outstanding contributions on the front line of epidemic prevention and control, and make significant progress and breakthroughs in clinical treatment, inspection and testing, terminal disinfection, material support, construction and maintenance of medical and isolation facilities, etc. Personnel include both those who have been exposed to confirmed cases and those who are asymptomatic Infected persons also include non-contact confirmed cases and asymptomatic infected persons. In addition to those who have made outstanding contributions and made significant progress and breakthroughs in the above-mentioned aspects, they also include in-hospital infection prevention and control, publicity and reporting, psychological counseling, school student management, nucleic acid testing (examination), drug production and research and development, volunteer services, etc. personnel.

The competent departments (units) organizing relevant prevention and control work in each city (prefecture) and county (city) will select the best recommendations and report them to the human resources and social security department at the same level for summary and then report to the provincial department of human resources and social security (technical department); provincial units will be recommended by relevant provincial departments Recommendations based on the best of the department will be reported to the Provincial Department of Human Resources and Social Security (Specialized Division); those who have made outstanding contributions to volunteer services will be recommended on the basis of the voluntary service community, and reported to the Human Resources and Social Security Department of each city (state) and county (city) for review and summary before reporting to the Provincial Department of Human Resources and Social Security. (Professional Department). (6) Three years of employment at the corresponding level means that professional and technical personnel of public institutions have been appointed at the corresponding level for three years, and professional and technical personnel of enterprise units have obtained the corresponding professional title qualifications for three years. (7) The qualification time, appointment time, and academic qualification time are calculated until December 31, 2021 in accordance with the "Jilin Provincial Interim Regulations on Professional Title Evaluation" (Jiren Society Regulations [2021] No. 2). (8) Professional and technical personnel who have made outstanding contributions on the front line of epidemic prevention and control, achieved significant progress and breakthroughs, and have been employed in corresponding positions for three years or more. Those who meet the normal application conditions for 2022 can participate in the 2022 professional title review normally. Those who pass the review will no longer be individually incentivized (those who have passed the review will have fully considered their performance in fighting the COVID-19 epidemic during the review process of the expert group). However, for this group of personnel who meet the normal review and application conditions for 2022 but have not applied or have not passed the application review or have not met the normal review and application conditions for 2022, they will uniformly participate in the incentive policy review organized separately by the Provincial Department of Human Resources and Social Security, and set A certain passing proportion and merit-based evaluation, that is, "separate organization, separate proportion" review. (9) The Provincial Department of Human Resources and Social Security will issue a separate notice for the review and application of incentive policies. Applicants must submit to the Provincial Department of Human Resources and Social Security through the procedures of unit submission, competent department or community recommendation, and review by the human resources and social security department at the same level. The establishment of a review committee for review is a one-time incentive policy, and the individual review work is only organized once.

(2) Regarding increasing the proportion of specialized positions 1. Policy statement. For relevant public institutions that directly participate in the front-line work of this round of epidemic prevention and control and have made outstanding contributions to the fight against the epidemic, the structural proportion of senior and intermediate professional and technical positions can be appropriately increased, specifically for the employment of people with direct contact with confirmed cases and asymptomatic infected persons. Professional and technical personnel on the front line of prevention and control. Among them, corresponding temporary positions will be added at the proportion of no more than 2, 3, and 10 for senior, deputy senior, and intermediate levels respectively, and will be gradually digested and resolved. Those who have made outstanding contributions to the front line of epidemic prevention and control, and have made significant progress and breakthroughs in clinical treatment, inspection and testing, terminal disinfection, material support, construction and maintenance of medical and isolation facilities, etc., who have obtained the title of deputy senior or below may be eligible Directly hire to higher-level professional and technical positions within the same level. Personnel who have obtained full senior professional titles and have been employed in corresponding-level positions. Those who have been employed in professional and technical level 4 positions for three years can directly apply for professional and technical level 3 positions. Those who have been employed in professional and technical level 3 positions for three years can directly apply for professional and technical level 3 positions. Second-level positions, after being evaluated and recommended by the provincial competent department, and passed the "separate grouping and separate proportion" assessment by the Provincial Department of Human Resources and Social Security, they will enjoy corresponding benefits. 2. Operation method. (1) If public institutions that have made outstanding contributions in the fight against the epidemic have a need for an increase in the proportion of professional and technical positions, their competent departments shall study, confirm and apply (if there is no competent department, they may apply directly), and the positions shall be approved by the human resources and social security departments at all levels. Executed after structural scaling. (2) The increased temporary positions are mainly used to recruit front-line professional and technical personnel for epidemic prevention and control who are in direct contact with confirmed cases and asymptomatic infections. Other professional and technical personnel who have made outstanding contributions in prevention and control. (3) The ratio of increasing the post structure by 2, 3, and 10 for the senior, deputy, and intermediate levels respectively is the upper limit requirement, not the ratio that must be increased. All public institutions and competent departments should strictly implement policies and control the standards in confirming the standards. , and indeed select professional and technical personnel who have made outstanding contributions to benefit them. For units that are small in size and have few personnel and cannot increase senior positions according to the policy, all localities and departments can consider and approve them as a whole. In the event of special circumstances, public institutions that really need to exceed the prescribed increase ratio standards must report to the human resources and social security departments at all levels for special study and determination in a "one case, one discussion" manner.

(4) The positions that will be increased and increased this time will be managed as temporary positions, and will be gradually digested and resolved based on the actual employment situation of the unit in the next five years, so that the proportion of the job structure will return to the scope of the policy. (5) Those who have made outstanding contributions on the front line of epidemic prevention and control, and have made significant progress and breakthroughs in clinical treatment, inspection and testing, terminal disinfection, material support, construction and maintenance of medical and isolation facilities, etc. can be employed in currently employed professional and technical positions Promoted to a minor professional and technical level. For example, currently employed professional and technical positions at the seventh-level deputy senior level can be promoted to professional and technical positions at the sixth-level deputy senior level. Units that have vacancies can organize appointments on their own according to prescribed procedures. Units that do not have vacancies can apply to the human resources and social security department for job adjustment and employment procedures. All units and competent departments must strictly review and control, and use the size of their contribution as the standard. Select the best from the best, and it is strictly forbidden to generalize the policy and turn it into a universal policy. Among them, if the above-mentioned personnel have obtained higher-level professional and technical qualifications before 2022 (inclusive) and comply with the unit's internal recruitment policy, they can also be directly hired with a higher-level professional title. For example, if you are currently employed in intermediate level eight professional and technical positions and have obtained associate senior professional and technical qualifications, you can directly hire associate level seven professional and technical positions, but the number of positions to be hired will occupy the number of positions that will be increased in proportion. (6) Those who have made outstanding contributions and made significant progress and breakthroughs on the front line of epidemic prevention and control, those who have full senior professional titles and have been employed in professional and technical level 4 positions for three years or more, and those who have been employed in professional and technical level 3 positions for three years or more are eligible. When applying for evaluation and appointment to a position at the next higher level, you are not allowed to apply beyond the level. (7) Professional and technical personnel who are eligible to apply for second- and third-level professional and technical positions under the anti-COVID-19 incentive policy, regardless of whether they meet the normal application conditions for second- and third-level positions in 2022, will uniformly participate in the normal deployment of the Provincial Department of Human Resources and Social Security in 2022 The application and evaluation work for second- and third-level professional and technical positions will no longer be organized separately. The Provincial Department of Human Resources and Social Security "separately groups and sets separate proportions" during the evaluation of the evaluation committee, comprehensively considers, appropriately favors, and evaluates the best.

(3) Regarding opening up a green channel for recruitment in public institutions 1. Policy statement. Non-employed personnel who have made outstanding contributions to public institutions that directly participate in the front line of epidemic prevention and control can be reported to the human resources and social security department for review and approval in accordance with the actual employment needs of the unit and on the premise of empty positions and in accordance with relevant national regulations and requirements. Then go through the recruitment procedures directly. If there is competition among similar personnel, evaluation can be used for selection. Under the premise of vacant positions, grassroots public institutions can relax age, education and other conditions, and specifically recruit community (village) cadres who have outstanding performance in front-line epidemic prevention and control work in direct contact with confirmed cases and asymptomatic infections. 2. Operation method. (1) The scope of "non-employed personnel of public institutions" is tentatively defined as: those who are recruited or introduced by public institutions according to work needs, after collective research by the unit or with the approval of the superior department in charge, in accordance with certain procedures and shall be managed in accordance with the "Labor Contract Law". Staff who have not entered the establishment management sequence and have actually worked in the unit for more than one year (inclusive) before the outbreak of the epidemic (should provide social insurance certificates paid by the unit, labor contracts, regular wages paid by the unit, and labor services Dispatch agreement and other relevant materials that can prove that they are non-staff personnel of the unit). (2) The "green channel" recruitment procedure is: the unit will carry out recruitment activities in accordance with the procedures stipulated in the "Personnel Management Regulations of Public Institutions" based on the actual employment needs and on the premise of vacant positions. Specifically, the public institution shall prepare a special recruitment plan and submit it to the competent department for approval. After being filed with the human resources and social security department, the public institution or competent department shall issue a recruitment announcement and organize its own implementation. For uncompetitive positions, one-to-one direct assessment can be used to determine the candidates to be hired. After there are no objections from physical examination, inspection, publicity and other links, the human resources and social security departments at all levels will directly handle the personnel recruitment procedures. If there is competition among similar personnel, the unit shall scientifically adopt appropriate methods based on the actual situation to prepare a comprehensive evaluation plan, submit it to the competent department for approval, and then organize and implement it according to procedures. After there is no objection in the physical examination, inspection, publicity, etc., the unit shall Human resources and social security departments at all levels directly handle personnel recruitment procedures.

This special recruitment is a one-time policy issued during the special period of our province's fight against the epidemic. When going through the recruitment procedures, the special recruitment registration form must indicate what policy it is based on, what time it is implemented, and what procedures it will implement. information for historical inquiry. For the required establishment, please apply according to the procedures prescribed by establishment management departments at all levels and go through the establishment procedures in a timely manner. (3) "Under the premise of empty positions, grassroots public institutions can relax age, education and other conditions, and specifically recruit community (village) cadres who have outstanding performance in front-line epidemic prevention and control work in direct contact with confirmed cases and asymptomatic infections. "Mainly grasp the following points: First, the recruitment positions of "grassroots public institutions" here refer to the positions recruited by county (city, district)-affiliated public institutions for community (village)-related work, as well as township (town, street)-affiliated public institutions. Units recruit community (village) cadre positions. Second, the specific standards for relaxing age and academic qualifications can be determined by various localities based on comprehensive factors such as the personnel situation, regional characteristics and difficulties of local grassroots institutions, and based on actual needs, and can adopt a "one policy for one place" approach to determine the relaxed standards. . In principle, the age relaxation is calculated based on the national statutory retirement age. There should be a working period of no less than 5 years after recruitment. The education qualification should generally not be lower than the technical secondary school level. If relaxation is still needed under special circumstances, it should be reported to the local party committee and government for collective decision-making, and the number of recruitments should be strictly controlled. Third, the special recruitment group is community (village) cadres who have outstanding performance in front-line epidemic prevention and control work in direct contact with confirmed cases and asymptomatic infections. It is strictly prohibited to expand the special recruitment targets at will. Fourth, special recruitment must be conducted in accordance with standardized procedures. (4) Green channel recruitment work is relatively sensitive, with large stakeholder groups and large areas of influence. All localities can consider it as a whole in the organization and implementation, and can even upgrade the management. Green channel recruitment plans formulated by human resources and social security departments at all levels must proactively submit to the local party committee The government reports and strives to win support and get things done.

(4) Regarding the priority recommendation and selection of talent projects and honors 1. Policy statement. When participating in provincial talent projects and honors, preference will be given to professional and technical personnel and skilled personnel who directly participate in the front-line work of this round of epidemic prevention and control. In the 2022 provincial talent project review, a special project for anti-epidemic personnel will be set up, with separate recommended indicators to increase the selection rate and focus on motivating front-line professional and technical personnel and skilled personnel. 2. Operation method. (1) In the evaluation of talent projects such as the Provincial Innovation and Entrepreneurship Talent Funding, the Provincial Postdoctoral Innovation Project Funding, and the Provincial Study Abroad Talent Project Funding in 2022; in the selection of experts enjoying provincial government subsidies, Jilin Province Skills Awards, Jilin Province Technical Experts, etc., Recommended indicators for professional and technical personnel and skilled personnel on the front line of epidemic prevention and control shall be reported separately and reviewed separately. (2) The work performance of front-line prevention and control personnel, the specific results of scientific research on epidemic prevention and control, the commendations and awards for epidemic prevention and control received (advanced individuals, commendations, merit records), etc., shall be regarded as projects after being recognized by their units and relevant departments. An important basis for funding and talent selection, giving priority and support. (3) For specific application conditions, application process and evaluation methods, please refer to the Provincial Department of Human Resources and Social Security's "2022 Jilin Provincial Talent Development Fund Subsidy Application Guide" and the relevant talent title application notice.

(5) Regarding improving the proportion of annual assessment and evaluation 1. Policy statement. For public institutions that directly participate in the front-line work of this round of epidemic prevention and control, after being reviewed by the competent department and reported to the human resources and social security department at the same level for filing, the proportion of outstanding grades in the 2022 assessment can be increased to 30; for public institutions or departments that have made outstanding contributions ( Team), the outstanding indicators can be listed separately, and the proportion of excellent grades can be appropriately increased; staff of public institutions with outstanding contributions can be directly assessed as excellent. Those who are rated as outstanding will be rewarded according to relevant regulations. 2. Operation method. This policy is a preferential policy implemented in parallel with the annual assessment work of public institutions. The specific conditions and procedures are clarified in the 2022 annual assessment work deployment document of the Provincial Department of Human Resources and Social Security.

(6) Regarding the implementation of salary incentives 1. Policy statement. Medical and health institutions that are directly involved in the front-line work of epidemic prevention and control can increase the total one-time performance salary that is not included in the base according to regulations based on the number and contribution of front-line medical personnel involved in epidemic prevention and control.

All units must further favor frontline personnel in epidemic prevention and control when allocating performance wages internally. 2. Operation method. (1) The total amount of one-time performance salary that is not included in the base will be based on the number of front-line medical staff involved in epidemic prevention and control, based on the standard of 200 yuan per person per day, and will be reviewed by the health department and reviewed by the human resources and social security and finance departments. The performance salary amount is not included in the total one-time performance salary of the base. Each unit further tilts the internal allocation of performance salary to front-line personnel in epidemic prevention and control. (2) The scope of medical personnel directly involved in front-line epidemic prevention and control refers to the public institutions directly involved in the treatment of patients in the isolation areas of designated hospitals, makeshift hospitals, or other isolation areas of medical and health institutions that treat confirmed cases determined by the health department. On-the-job medical staff, as well as on-the-job medical and health professional and technical personnel in public institutions that directly conduct case specimen collection, pathogen detection and pathological examination.

(7) Regarding the implementation of the treatment guarantee policy 1. Policy statement. For qualified professional technicians and skilled personnel who directly participate in the front-line work of this round of epidemic prevention and control, high-level talents "Jixiang Card" will be issued to enjoy green channel benefits for transportation and medical care in the province. When professional and technical personnel and skilled personnel who directly participate in the front-line work of this round of epidemic prevention and control apply for identification of talent categories of the previous level, their work performance and work achievements during the epidemic prevention period will be used as an important basis for talent classification and identification, and they will be given priority support, up to Can be recognized as a Category B talent; after passing the certification review, you can enjoy benefits such as the enrollment of your children and the employment of your spouse. 2. Operation method. (1) When professional and technical personnel and skilled personnel who have passed the talent classification and grading review apply for the identification of the upper-level talent category, the applicant’s front-line anti-epidemic work performance, specific achievements in epidemic prevention and control scientific research, and epidemic prevention and control results obtained Prevention and control commendations and rewards (advanced individuals, commendations, merit records) and other situations will be used as important basis, and priority will be given to assessments under the same conditions. (2) The applicant's contribution to the frontline of epidemic prevention is an important reference for participating in the talent classification and grading review, but it is not the only basis for talent classification and identification. During the review, it is also necessary to comprehensively evaluate their comprehensive performance contribution level in the professional field. (3) When applying for talent classification recognition, you are not allowed to apply beyond the level. For example, Category E talents can only apply for recognition of Category D talents, and Category D talents can only apply for recognition of Category C talents, and so on. However, applicants can only be recognized as Category B talents at the highest level. . (4) Talents who pass the talent classification and grading review can enjoy the children’s enrollment policy. Category A and B talents can choose the starting grade of the school in the basic education stage (elementary school to high school) in the place where their residence is registered. Category C and D talents can study in the public school from the best to the compulsory education stage (elementary school to junior high school) near the place of residence. Category E Talented students are entitled to no children’s admission benefits. (5) Talents who pass the talent classification and grading review can enjoy the medical travel policy. Talents in Category C and above are issued "Jixiang Card", and talents in Category D and E are issued "Jijian Card". Category C and above talents can enjoy special outpatient services for free in designated hospitals; for category C and above talents, the person and two accompanying persons can enjoy free VIP treatment in the VIP hall of Longjia Airport and the VIP room of Changchun Railway Station. Category D and E talents, themselves and their spouses and children can enjoy the "green channel for outpatient appointments and hospitalization" diagnosis and treatment services in designated hospitals. (6) Talents who pass the talent classification and grading review can enjoy the family placement policy. For spouses of Category D and above talents, in accordance with the principles of "matching each other" and "one person, one policy", a "one case, one discussion" approach will be adopted to coordinate their employment placement.

(8) Regarding the implementation of incentives for front-line skilled personnel in epidemic prevention 1. Policy statement. Carry out online training for "epidemic preventers", "disinfectants" and "public health administrators". When skilled personnel who directly participate in the front-line work of epidemic prevention and control in this round apply for recognition (appraisal) of a higher-level vocational skill level (professional qualification), their unit must give priority to recommendation, and their work performance on the front-line of epidemic prevention and control shall be regarded as participating in the vocational skill level. An important basis for (professional qualification) identification (appraisal). Skilled workers who have obtained higher-level qualifications and directly participated in the front-line work of this round of epidemic prevention and control can be hired under exceptions two years in advance. If the number of positions is insufficient, they can be hired beyond the position and gradually digest and solve the problem. 2. Operation method.

(1) When the employer organizes the application for higher-level professional skill level recognition or professional qualification appraisal, it can formulate relevant incentive measures based on the actual situation of the current epidemic prevention and control work of the employer, and give priority to recommending skilled personnel who participate in the front-line work of this round of epidemic prevention and control. Apply for higher-level vocational skill level recognition or professional qualification appraisal by industry (institution) organizations. (2) Workers who directly participate in the front-line work of this round of epidemic prevention and control include workers in public institutions and workers in government agencies at all levels. (3) Workers who have obtained the technical qualification at the upper level before 2022 (inclusive) and have been employed at the same level for three years can be appointed to the position at the upper level under exceptions. (4) Staff in management positions in public institutions who do not assume management responsibilities who have made outstanding contributions to the frontline work of this round of epidemic prevention and control can be appointed for one year in accordance with this policy. Staff in management positions who assume leadership responsibilities shall be appointed according to the cadre management Authority shall be implemented with comprehensive reference to the opinions of organizational departments at all levels. (5) For the specific policy standards for workers and staff hired under special circumstances, please refer to the "Sixth Related Item" in the "Notice on Issuance" (Jiren Society Lianzi [2014] No. 39) of the Provincial Party Committee Organization Department and Provincial Department of Human Resources and Social Security "Provisions" clearly enforce the content.

3. Procedures (1) Submit an application. Qualified personnel submit applications to the unit, and the employer reports to the human resources and social security department at the same level for review and acceptance. Provincial departments directly report to the Provincial Department of Human Resources and Social Security for acceptance. (2) Acceptance review. The human resources and social security departments at the provincial, municipal, and county levels will conduct reviews according to their management authority and conduct summary filings. (3) Research and approval. The human resources and social security departments at the provincial, municipal, and county levels shall review and confirm it in conjunction with relevant departments according to their management authority. (4) Organizational announcement. The human resources and social security departments at the provincial, municipal and county levels shall publicize the persons enjoying the policy in accordance with their management authority and accept social supervision.

IV. Relevant explanations (1) The specific definition standards and scope of beneficiary groups for concepts such as "front line of epidemic prevention and control", "outstanding contribution", "major progress" and "major breakthrough" in this "Notice" , each locality and department (unit) shall study and determine the standards on its own according to the differences in management authority and the overall situation of epidemic prevention and control of each locality and department (unit) as well as the key tasks of epidemic prevention.