Who knows the difference between ordinary workers and junior workers in the recruitment of public institutions? Are there establishments for general workers?

1. Positions and job settings in public institutions

1. What are the positions referred to in the job setting of public institutions?

Answer: Positions refer to positions set up by public institutions based on their social functions, responsibilities and tasks and work needs. They should have clear job titles, responsibilities and tasks, work standards and employment conditions. Positions are the result of the organizational division of labor carried out by public institutions to achieve organizational goals. Specific to each unit, positions are very different. Each position has specific responsibilities, tasks, work standards, and relatively speaking, certain qualifications. The state proposes general job levels based on the needs of the management of the entire public institution and adapts to the positions of all levels of public institutions and positions; public institutions, in accordance with regulations, map the specific jobs of their own units to the corresponding job levels. In order to standardize management and determine corresponding wages and benefits.

2． Why do public institutions need to set up positions?

Answer: "The Decision of the Central Committee of the Communist Party of China and the State Council on Further Strengthening Talent Work" (Zhongfa [2003] No. 16) and the "Decision on the Pilot Implementation of the Personnel Recruitment System in Public Institutions" forwarded by the General Office of the State Council to the Ministry of Personnel Opinions" (State Development Office [2002] No. 35), which puts forward clear requirements for the post management system of public institutions. The practice of personnel system reform in public institutions also urgently requires the formulation of policies and regulations for job management so that the reform of the job management system can be based on evidence and rules. In particular, the reform of the income distribution system of public institutions has put forward more urgent requirements for the formulation of job establishment management regulations. Specifically, there are three aspects: (1) The need to implement the employment system. The scientific establishment of posts is the premise and foundation for the implementation of the employment system. The implementation of the employment system requires supporting policies on post management; (2) The need to establish and improve the post management system of public institutions. Post setting is an important part of post management. It is the premise and foundation for the smooth implementation of post management and the transformation of public institution personnel from identity management to post management; (3) The urgent need for reform of the income distribution system of public institutions. The income distribution reform implements job performance pay, and uses position as the main factor in determining wages. This makes it urgent to formulate management regulations for job establishment to provide a basis and foundation for the implementation of the reform of the income distribution system.

3． What are the principles for setting up positions in public institutions?

Answer: Public institutions should set up positions in accordance with the principles of scientific rationality, streamlining and efficiency, and adhere to the establishment of positions according to needs, competitive recruitment, employment according to positions, and contract management.

From a management perspective, the job levels of general organizations can be divided into four levels from high to low: decision-making positions, management positions, executive-level positions, and operational-level positions. In any organization, the energy level structure of its positions is a ladder structure. A reasonable energy level structure is an important factor in exerting the overall function of the organization. Energy levels are reflected in both positions and business levels. When determining the specific These two aspects must be taken into consideration when working in a position.

When public institutions set up positions, they will undoubtedly be directly linked to the functions, tasks, and goals of the unit when setting up positions, which is the so-called setting up positions for specific reasons. When setting up positions, we cannot pay attention to the position setting of a certain category or subsystem in isolation and locally, but should grasp the setting as a whole from the interconnections between each category or subsystem and between each position. Therefore, when considering setting up positions, we should not only emphasize tilting towards main business positions, but also consider the position setting of auxiliary or support systems. The key to job setting lies in the reasonable proportion of high, medium and junior energy levels. Only in this way can the role of the job be economical, coordinated, scientific and efficient. The establishment of job positions in public institutions is a systematic project, which requires prioritization and coordination. When setting up posts in public institutions, it is necessary to make the hierarchy of various levels of positions and the structure of high, medium and junior positions reflect a reasonable and appropriate level according to the nature and characteristics of the unit.

2. Series of documents on job setting management of public institutions

4. How many levels does the document for job setting management of public institutions include?

Answer: The policy documents for the management of job establishment in public institutions include the "Trial Measures for the Management of Position Setting in Public Institutions" (Guo Renbu Fa [2006] No. 70, hereinafter referred to as the "Trial Measures"), "Public Institutions" Trial Measures for Position Setting Management; Implementation Opinions" (Guo Ren Bu Fa [2006] No. 87, hereinafter referred to as the "Implementation Opinions"), industry guidance, and various provinces, autonomous regions, municipalities directly under the Central Government and various departments of the State Council formulated based on the actual conditions of the region and department. Implementation opinions on job setting management.

5. What are the functions of different levels of documents in job setting?

Answer: The "Trial Measures" and "Implementation Opinions" are the basis for job setting management and the basis for the state to implement macro-control, classified guidance, and hierarchical management of job setting in public institutions.

The industry guidance on job setting management stipulates specific issues such as job names, structural proportions, and highest level settings for job setting in public institutions, and guides the job setting of industry and public institutions.

Each province, autonomous region, municipality directly under the Central Government and various departments of the State Council clarify the specific procedures for job setting, the specific control standards for job structure proportions, and the specific control standards for some special Specific provisions of the problem.

6． Why should we formulate guidance on job creation by industry?

Answer: Public institutions are the foundation and backbone for the development of education, scientific research, culture, health and other undertakings in our country. There are 1.25 million public institutions across the country involving education, science and technology, culture, health, sports and other economic and social sectors. various areas of development. In order to realize the principle of classified guidance for job setting management in public institutions, industry-specific guidance for job setting management should be formulated.

7. What issues do the industry guidance mainly address?

Answer: Industry guidance should focus on solving the basic issues of job establishment in public institutions in this industry, mainly including: scope of application, job title, total job structure ratio and highest level control, basic job conditions, etc.

3. Job categories and levels in public institutions

8. What are the categories of positions in public institutions?

Answer: Positions in public institutions are divided into three categories: management positions, professional and technical positions, and work skills positions.

9． How are the common job levels divided among management positions, professional and technical positions, and work skills positions in public institutions?

Answer: According to the nature of the position, responsibilities, tasks and conditions of employment, general job levels are divided into management positions, professional and technical positions, and work skills positions in public institutions.

10. What is a management position? How many levels of positions do management positions include?

Answer: Management positions refer to jobs with leadership responsibilities or management tasks. Management positions are divided into 10 levels, namely level one to level ten.

11. What are the principles for setting up management positions?

Answer: The establishment of management positions should be based on enhancing unit operation efficiency, improving work efficiency, and improving management level.

12． How do current management positions correspond to different levels of management positions?

Answer: The current ministerial-level principals, ministerial-level deputies, department-level principals, department-level deputies, department-level principals, department-level deputies, department-level principals, department-level deputies, department members, and clerks are in order. They correspond to management positions from level one to level ten respectively.

13． What are professional and technical positions? How many levels of positions do professional and technical positions include?

Answer: Professional and technical positions refer to jobs that are engaged in professional and technical work and have corresponding professional technical level and ability requirements. Professional and technical positions are divided into 13 levels.

14． What are the principles for setting up professional and technical positions?

Answer: The establishment of professional and technical positions must be based on the development of social welfare undertakings and professional requirements, and conform to the laws and characteristics of professional and technical work.

15. What are the three levels of professional and technical positions? What levels of positions are included at each level?

Answer: Professional and technical positions are divided into 13 levels, including senior positions, intermediate positions and junior positions. Among them: senior positions are divided into 7 levels, namely levels 1 to 7; intermediate positions are divided into 3 levels, namely levels 8 to 10; junior positions are divided into 3 levels, namely levels 11 to 13.

16. What levels of positions are included in the senior professional and technical positions?

Answer: Senior professional and technical positions include level one to level four for full-level positions, and levels five to level seven for deputy senior positions.

17. Senior professional and technical positions do not distinguish between senior positions with senior positions and deputy positions. How to determine the level of the included positions?

Answer: If senior professional and technical positions do not distinguish between senior and deputy positions, the current regulations on professional and technical positions will be implemented temporarily. Specific reform measures will be studied and formulated separately in conjunction with deepening the reform of the professional title system.

18. What are work skills positions? What are the two types of job skills positions? How many levels of positions does each include?

Answer: Work skills positions refer to positions that are responsible for skill operation and maintenance, logistics support, service and other responsibilities. Work skill positions include technical positions and general worker positions, among which technical positions are divided into five levels, namely levels one to five. General worker positions are not classified into grades.

19. What are the principles for setting up work skills positions?

Answer: The establishment of work skills positions should be based on improving operation and maintenance technology, improving service levels, and meeting the actual needs of the unit's business work.

20. How does the current worker technical level assessment correspond to different levels of work skills positions?

Answer: Senior technicians, technicians, senior workers, mid-level workers, and junior workers in public institutions correspond to level one to level five work attendance skill positions respectively.

21. What is a special position?

Answer: Based on career development and work needs, upon approval, public institutions can set up special positions, which are mainly used to recruit urgently needed high-level talents and other special needs.

22． What is the difference between ad hoc positions and other positions?

Answer: Ad hoc posts are special posts set up by public institutions based on special needs such as hiring urgently needed high-level talents for career development. They are non-permanent positions in public institutions and are not subject to the general position of public institutions. The amount, maximum level and structure proportion limit shall be limited, and the work shall be written off according to the management authority after completing the work tasks. Special positions are essentially one of management positions, professional and technical positions, and work skills positions, and are not a separate category of positions.

4. Position structure proportion and highest level control of public institutions

23. What is job structure ratio? What are the two categories of job structure ratios?

Answer: The job structure ratio is the proportional relationship between positions, and it is also a way to express the proportion of different positions in the total number of positions. There are two types of job structure ratios, one is the structural ratio of job categories, and the other is the structural ratio of job levels. The "Implementation Opinions" not only proposes the overall national control goals, but also proposes professional and technical positions in different public institutions to implement different structural proportional controls.

24. Why should we implement structural proportional control on positions in public institutions?

Answer: First of all, in order for public institutions to complete their social functions and responsibilities, they need to have a reasonable organizational structure and optimized staffing, which requires a reasonable job structure ratio. At the same time, controlling the structural proportion of positions in public institutions is conducive to the growth of staff in public institutions and building a reasonable development ladder. In addition, reasonable structural proportions are also a requirement for total wage control in the reform of the income distribution system for staff in public institutions.

25． What are the principles for determining the job structure proportions among management positions, professional and technical positions, and work skills positions in different types of public institutions?

Answer: Based on factors such as the social functions, responsibilities and tasks, work nature and personnel structure characteristics of the public institution, the structural proportion of the total number of management positions, professional and technical positions, and work skills positions in the public institution shall be comprehensively determined.

26. For public institutions that mainly provide social welfare services with professional skills, what are the structural proportion control standards for the three types of positions?

Answer: Public institutions that mainly provide social welfare services with professional skills should ensure that professional and technical positions account for the majority, generally not less than 70% of the total number of positions in the unit. Management positions and work skills positions should maintain a relatively reasonable structural ratio.

27． For public institutions that are mainly responsible for social affairs management, what are the structural proportion control standards for the three types of positions?

Answer: Public institutions that are mainly responsible for social affairs management should ensure that management positions account for the majority, which should generally account for more than 50% of the total number of positions in the unit. Professional and technical positions and labor skill positions should maintain a relatively reasonable structural proportion.

28. For public institutions that are mainly responsible for skill operation and maintenance, service guarantee and other responsibilities, what are the structural proportion control standards for the three types of positions?

Answer: Public institutions that are mainly responsible for skilled operation and maintenance, service guarantee and other responsibilities should ensure that work and attendance skills positions account for the majority, which should generally account for more than 50% of the total number of positions in the unit. Management positions and professional and technical positions should maintain a relatively reasonable structural proportion.

29. What is the highest level of control for a position?

Answer: The highest-level control of positions in public institutions refers to the control of management positions, professional and technical positions, and work skills positions that can be established by public institutions in accordance with relevant policies by the government personnel administrative department and the competent departments of public institutions. The highest level carries restrictive provisions.

30. Why do we need to control the highest level of positions in public institutions?

Answer: There are more than 1.2 million public institutions in our country, involving various fields of economic and social development. They are distributed at the central, provincial, municipal, county and township levels. Public institutions of different types and levels have different responsibilities. There are great differences in tasks, work nature and personnel structure characteristics. The highest-level control of positions reflects the characteristics of different types and levels of public institutions on the one hand. On the other hand, it is also an objective need for the government to strengthen personnel supervision of public institutions and improve the social benefits of public expenditures.

31. What are the principles of proportional control of top-level and structural management positions?

Answer: The highest level and structural proportion of management positions are determined according to the specifications, scale, affiliation of the unit, and in accordance with the relevant regulations and authority of cadre and personnel management.

32. How are the number of management positions at different levels determined?

Answer: The number of employees in management positions at each level of a public institution is set according to the specifications, scale and affiliation of the public institution, and according to the cadre personnel management authority.

33． What are the principles for controlling the highest level and structural proportions of professional and technical positions?

Answer: The highest level and structural ratio of professional and technical positions (including the structural ratio between senior, intermediate and junior levels and the ratio between senior, intermediate and junior internal levels) are based on the functions and specifications of the unit. , affiliation, professional and technical level and other factors are comprehensively determined.

34. What is the overall national control target for the structural proportions between professional and technical positions at different levels?

Answer: The overall national control target for the structural ratio between senior, intermediate and junior professional and technical positions is 1:3:6.

35. What is the national overall control target for the structural proportion of different levels of posts within different levels of professional technology?

Answer: The national overall control target for the structural ratio of different levels of posts within senior, intermediate, and junior professional and technical posts: the ratio between second-level, third-level, and fourth-level posts is 1:3: 6. The ratio between level 5, level 6 and level 7 posts is 2:4:4, the ratio between level 8, level 9 and level 10 posts is 3:4:3, and the ratio between level 11 and level 12 posts is 3:4:3. The ratio between them is 5:5.

36. Are the proportions of professional and technical positions in different regions and public institutions the same? According to what standards should it be regulated?

Answer: The structural proportions between senior, intermediate and junior professional and technical positions, as well as between different levels of positions within senior, intermediate and junior positions, are based on the regional economic and social development level and industry characteristics, and The functions, specifications, affiliations and professional and technical levels of public institutions are subject to different structural proportional controls.

37． Who sets the standards for the structural proportion of professional and technical positions in different regions and different institutions?

Answer: All provinces (autonomous regions, municipalities directly under the Central Government) and relevant departments of the State Council must, based on the actual situation, summarize the experience in the management of professional and technical job structure proportions in public institutions and in accordance with the requirements for optimizing the structure and rational allocation, formulate Standards and methods for controlling the structural proportions between different levels of professional and technical senior, intermediate and junior positions in the region, department and public institutions.

38. What are the principles for controlling the highest levels and structural proportions of work-skilled positions?

Answer: The highest level and structural proportion of work-related skill positions are determined according to the job grade specifications, skill level and work needs.

39． How is the grade of ad hoc posts determined? Is it included in the job structure ratio of public institutions?

Answer: The level of ad hoc positions is determined based on specific circumstances. Ad hoc positions are not subject to restrictions on the total number of positions, the highest level and structural proportions of public institutions. After completing the work tasks, they will be written off according to management authority.

5. Position setting procedures and permissions

40. What are the basic procedures for setting up positions in public institutions?

Answer: Institutions set up positions according to the following procedures:

(1) Formulate a position setting plan and fill in the position setting review form;

(2) Press The procedure shall be submitted to the competent department for review and approval by the government personnel administration department;

(3) Formulate an implementation plan for position setting within the approved total number of positions, structural proportions and maximum grade limits;

(4) Broadly listen to employees’ opinions on the implementation plan for job setting;

(5) The implementation plan for job setting shall be discussed and approved by the responsible persons of the unit;

(6) Organize and implement it.

41． How do public institutions formulate job placement plans?

Answer: On the basis of job surveys, public institutions should formulate job setting plans based on job setting policies and regulations, combined with the unit’s responsibilities and tasks, nature of work, and personnel composition characteristics.

42． What is the role of the approved job establishment plan for public institutions?

Answer: The approved job setting plan serves as the basis for hiring personnel, determining job levels, adjusting positions, and determining wages.

43. What are the review authorities for the job setting plans of different public institutions?

Answer: After the job establishment plan of the public institutions directly under the county (county-level city, district) government is reviewed by the personnel administrative department of the county (county-level city, district) government, it is reported to the regional or districted municipal government personnel Administrative department approval. After review and summary by the personnel administrative department of the county (county-level city, district) government, it shall be reported to the personnel administrative department of the regional or districted municipal government for approval.

44． Why do county (county-level cities, districts) job creation plans need to be approved by the regional or districted municipal government personnel administrative department?

Answer: The authority to approve the job establishment management of public institutions affiliated to counties (county-level cities, districts) has been handed over to the personnel administration departments at the prefectural and municipal levels. The purpose is to strengthen the supervision of county (county-level cities, districts) ) Management of job establishment in affiliated public institutions, curbing the trend of personnel expansion in county and township public institutions, and gradually changing the phenomenon of unreasonable job structure and low personnel quality in county and township public institutions.

45． Why should the total number of positions, structural proportions and the highest level of public institutions remain relatively stable?

Answer: The government controls the total quantity, structural proportion and highest level of positions in public institutions based on their functions, specifications, scale and affiliations.

On the one hand, the functions, specifications, scale, and affiliations of public institutions are relatively stable. On the other hand, the relatively stable total number of positions, structural proportions, and highest levels are conducive to establishing and improving the job establishment management system of public institutions and realizing Scientific, standardized and institutionalized personnel management in public institutions.

46． Under what circumstances can the position setting plan of a public institution be applied for change?

Answer: Under any of the following circumstances, the position setting plan can be changed according to the review authority:

(1) If a public institution is split or merged, the positions of the unit must be reorganized Established;

(2) Increase or decrease the establishment of the organization based on the official documents of the establishment department of the superior or equivalent level organization;

(3) According to the business development and actual situation, in order to complete the If the work tasks really require changing the position setting.

47. How should public institutions formulate implementation plans for job placement?

Answer: Public institutions shall independently set up specific jobs in their own units according to the policies and regulations on job setting, and in accordance with the approved total number of positions, structural proportions and highest levels.

48. How should public institutions with industry guidance set up positions?

Answer: Public institutions that have guidance on industry position setting must do a good job in the management of position setting in public institutions in accordance with the provisions of the "Trial Measures", "Implementation Opinions" and industry guidance.

49． How do public institutions that are able to set up positions with reference to industry guidance carry out their work?

Answer: For public institutions that are able to set up positions with reference to industry guidance, their position setting must be approved by the government's personnel administration department and implemented with reference to the guidance of similar industries in accordance with the provisions of the "Trial Measures" and "Implementation Opinions" .

50. How do public institutions that cannot refer to industry guidance for job creation carry out their work?

Answer: For public institutions that cannot refer to industry guidance for job setting, the job setting shall be implemented by the government personnel administration department in conjunction with the competent department of the public institution in accordance with the spirit of the "Trial Measures" and the "Implementation Opinions".

51． What are the review rights for ad hoc positions?

Answer: The establishment of special positions must be reviewed by the competent department and then reported to the personnel administration department of the government at or above the districted municipal level for approval.

6. Employment in public institutions

52. What are the prerequisites for employment in public institutions?

Answer: Personnel recruited by public institutions should be selected on the basis of the "Interim Regulations on Public Recruitment of Personnel by Public Institutions" (Ministry Order No. 6 of the Ministry of Personnel) and the relevant regulations on competitive recruitment, provided that there are vacancies in the positions. .

53. What are the principles for hiring positions in public institutions?

Answer: In accordance with relevant government regulations and approved job setting plans, public institutions determine specific positions, clarify job levels, hire staff, and sign Employment contract (please refer to the "Employment Contract for Public Institutions (Template)"), Guo Ren Ting Fa [2005] No. 158.

54. What is the basis on which public institutions determine the wages and benefits of employed personnel?

Answer: Public institutions determine job salaries based on the positions employed.

55． Can employees of public institutions hold different types of positions at the same time? How to review and approve those who really need to hold concurrent posts?

Answer: In principle, personnel of public institutions are not allowed to hold two types of positions at the same time. If they really need to hold concurrent positions due to the characteristics of the industry, they must be approved according to the personnel management authority.

7. Job conditions in public institutions

56. What is the basis for institutions to formulate employment conditions for different types of positions?

Answer: The basic conditions for management positions, professional and technical positions and work skills positions in public institutions are mainly determined based on the responsibilities and tasks of the positions and the conditions of employment.

57． What are the basic qualifications for management positions, professional and technical positions and work skills positions?

Answer: The basic qualifications for the three types of positions in public institutions include:

(1) Compliance Constitution and laws;

(2) Having good conduct;

(3) Professional, abilities or skills required for the position;

(4) Physical conditions that meet the requirements of the position.

58． What are the educational requirements among the basic requirements for management positions?

Answer: Staff positions generally require a technical secondary school education or above. Staff positions above Level 6 generally require a college degree or above, and staff positions above Level 4 generally require a bachelor's degree or above.

59． What are the basic qualifications for different levels of management positions?

Answer: The basic qualifications for staff positions at each level are:

(1) For third-level and fifth-level staff positions, you must work for two years in the fourth-level and sixth-level staff positions respectively. More than three years;

(2) Level 4 and Level 6 staff positions must have worked for more than three years in Level 5 and Level 7 staff positions respectively;

(3) Level 7 and Level 7 staff positions respectively For Grade 8 staff positions, one must have worked in Grade 8 and Grade 9 staff positions for more than three years respectively.

60． What are the basic qualifications for professional and technical positions?

Answer: The basic qualifications for professional and technical positions shall be implemented in accordance with the current regulations on the evaluation and employment of professional and technical positions.

61. How to formulate the specific conditions for professional and technical positions at each level?

Answer: All provinces (autonomous regions, municipalities directly under the Central Government), relevant departments of the State Council, and public institutions, on the basis of the basic conditions for advanced, intermediate, and entry-level professional and technical positions stipulated by the state, and in accordance with industry guidance and combined with actual conditions, formulate The specific conditions of this region, this department and this unit.

62． How to formulate the specific conditions for various levels of professional and technical positions?

Answer: The conditions for positions at different levels within professional and technical senior, intermediate and junior positions are determined by the competent departments and public institutions in accordance with the requirements of the "Trial Measures", "Implementation Opinions" and industry guidance opinions, based on the positions. The responsibilities and tasks, professional and technical level requirements and other factors are comprehensively determined.

63． What are the basic qualifications for job skills positions?

Answer: Basic qualifications for work-related skills positions:

(1) For first- and second-level work-related skills positions, one must have worked in the next-level position for five years. And pass the technical level assessment of senior technician and technician respectively;

(2) For third-level and fourth-level work attendance skills positions, one must have worked in the next-level position of the job for five years, and pass the senior technician and technician technical level assessment respectively. Intermediate worker technical level assessment;

(3) After the apprenticeship (trainee) study period and the worker apprenticeship and probationary period expire, and pass the junior worker technical level assessment, they can be determined as a fifth-level work skill position.

8. Division of responsibilities for job establishment management in public institutions

64. How does the state manage job placement in public institutions?

Answer: The state implements macro-control, classified guidance, and hierarchical management of job establishment in public institutions.

The state determines the general job categories and levels of public institutions, and controls the total number, structural proportion and highest level of positions based on the functions, specifications, scale, and affiliations of public institutions.

65. What is the role of the government personnel administration department in the management of job establishment in public institutions?

Answer: The government personnel administration department is the comprehensive management department for the post establishment management of public institutions. It is responsible for policy guidance, macro-control, and supervision and management of post establishment in public institutions.

66． What is the role of industry authorities in the management of job establishment in public institutions?

Answer: The relevant industry authorities, together with the Ministry of Personnel, have formulated guidance on the management of job establishment in industry and public institutions as part of a series of documents on the management of job establishment in public institutions.

67. What is the role of the competent departments of public institutions in the management of job establishment in public institutions?

Answer: The competent departments of public institutions are responsible for the work guidance, organization, implementation, and supervision and management of the job settings of their affiliated public institutions.

68. What is the role of public institutions in job creation?

Answer: Public institutions shall independently set up specific jobs in their own units according to the policies and regulations on job setting, and in accordance with the approved total number of positions, structural proportions and highest levels.

9. Implementation scope of job establishment management in public institutions

69. Which public institutions should carry out job setting management in accordance with the "Trial Measures" and "Implementation Opinions"?

Answer: For the purpose of social welfare, public institutions organized by state agencies or other organizations using state-owned assets, including public institutions whose funding sources are mainly financed by financial appropriations, partially supported by finance, and funded by themselves, must Implement post setting management in accordance with the "Trial Measures" and "Implementation Opinions".

70． Which units refer to the "Trial Measures" and "Implementation Opinions" for job setting management?

Answer: Staff members of various societies, associations, foundations and other social groups using public institutions shall be included in the management of job setting with reference to the "Trial Measures" and "Implementation Opinions".

71. Which units do not apply to the "Trial Measures" and "Implementation Opinions"?

Answer: Public institutions and social groups that have been approved to be managed with reference to the Civil Servant Law of the People's Republic of China, public institutions affiliated to various enterprises and independently accounted enterprises affiliated to public institutions, as well as For institutions that have been transformed into enterprises, the "Trial Measures" and "Implementation Opinions" do not apply.

72. Which positions and personnel in public institutions should be included in position setting management?

Answer: Management positions and personnel (staff), professional and technical positions and personnel, and work skills positions and personnel in public institutions must be included in position setting management.

73． How should the position management of leaders of public institutions be implemented?

Answer: If the management of position setting involves leaders of public institutions, it shall be implemented in accordance with the relevant provisions of cadre personnel management authority.

10. Issues with first job setting

74. Which personnel will participate in the recruitment after the first job establishment?

Answer: Official staff registered in public institutions that implement job setting management.

75. How do public institutions that have not yet implemented the employment system and position management system set up positions?

Answer: Public institutions that have not implemented the employment system and position management system should follow the "Opinions on the Trial Implementation of the Personnel Recruitment System in Public Institutions" and the "Trial Measures", "Implementation Opinions" and industry guidance. spirit, promptly set up positions, implement the employment system, and organize job recruitment.

76. How do public institutions that have implemented the employment system and position management system organize existing personnel into positions of different levels?

Answer: Institutions that have implemented the employment system and signed employment contracts can, in accordance with the requirements of the "Trial Measures", "Implementation Opinions" and industry guidance, and in accordance with the approved position setting plan, make adjustments to the existing positions of the unit. Personnel determine positions at different levels and change the corresponding content of the contract.

77. How to determine whether a public institution has completed job setting and job recruitment?

Answer: The government personnel administrative department and the competent department of public institutions shall determine the completion of job setting, organization of job recruitment and signing of employment contracts by public institutions. The specific identification methods and procedures shall be determined by the government personnel administrative departments and the competent departments of public institutions based on their respective actual situations.

78. What is the relationship between the existing personnel structure ratio of a public institution and the approved job setting structure ratio?

Answer: The existing personnel structure ratio is the ratio of registered management personnel, professional and technical personnel and work-skilled personnel in the public institution; the approved position structure ratio is determined by the government personnel in accordance with relevant regulations. The proportion of positions approved by the administrative department that meet the needs of public institutions to complete the social welfare service functions they undertake.

There may be three situations between the two: namely, the proportion of the existing personnel structure is consistent with the approved position structure ratio; the proportion of high-level positions in the existing personnel structure exceeds the approved position structure ratio; the proportion of high-level positions in the existing personnel structure is lower than that of the approved position structure. Approved job structure ratio.

79. What should be done if the existing personnel structure ratio of a public institution exceeds the approved structure ratio?

Answer: If the structure ratio of existing personnel has exceeded the approved structure ratio, the stipulated structure ratio should be gradually reached through natural attrition, transfer, low-level employment or dismissal.

80． What should be done if the existing personnel structure ratio of a public institution has not reached the approved structure ratio?

Answer: If the approved structural ratio has not yet been reached, the number of job positions must be strictly controlled and gradually implemented year by year based on the requirements of career development and the status of the personnel team.

81． What problems should be avoided during the first job setting process?

Answer: All regions, departments and public institutions must strictly adhere to policies and must not exceed the existing number of positions in violation of regulations, and must not recruit personnel or positions by surprise. Measures should be taken to strictly limit the establishment of high-level, intermediate, and junior professional and technical positions.

82． Why should qualified regions, departments and institutions be encouraged to establish job placement management information databases?

Answer: The establishment of a public institution position management database will help improve the scientific and standardized personnel management of public institutions. It will also help enhance the management department's grasp of the overall situation of the public institution and improve the institutionalization of management.