Regulations on personnel management of public institutions

chapter I general provisions article 1 these regulations are formulated in order to standardize the personnel management of public institutions, safeguard the legitimate rights and interests of the staff of public institutions, build a high-quality staff of public institutions and promote the development of public services. Article 2 Personnel management in public institutions shall adhere to the principle that the Party manages cadres and talents, and comprehensively and accurately implement the principles of democracy, openness, competition and merit selection.

the state implements classified management for the staff of public institutions. Article 3 The comprehensive personnel management department of central public institutions shall be responsible for the comprehensive personnel management of public institutions throughout the country.

the comprehensive personnel management departments of local institutions at or above the county level are responsible for the comprehensive personnel management of institutions in their respective jurisdictions.

the competent department of a public institution is specifically responsible for the personnel management of its subordinate institutions. Fourth institutions should establish and improve the personnel management system.

when a public institution formulates or modifies the personnel management system, it shall listen to the opinions of the staff through the staff congress or other forms. Chapter II Post Setting Article 5 The State establishes a post management system for public institutions, and defines post categories and grades. Article 6 Institutions shall set up posts according to their duties, tasks and work needs and in accordance with relevant state regulations.

the post should have a clear name, responsibilities and tasks, work standards and qualifications. Article 7 When a public institution formulates a post setting plan, it shall report it to the comprehensive personnel management department for the record. Chapter III Open Recruitment and Competitive Recruitment Article 8 Newly hired staff of public institutions shall be openly recruited for the society. However, except for those who are placed by the state policy, appointed by superiors according to the personnel management authority, and classified positions. Article 9 The public recruitment of staff in public institutions shall be conducted in accordance with the following procedures:

(1) Formulate an open recruitment plan;

(2) Publish recruitment information such as recruitment positions and qualifications;

(3) review the qualifications of candidates;

(4) Examination and inspection;

(5) physical examination;

(6) publicize the list of persons to be employed;

(7) conclude an employment contract and go through the employment procedures. Article 1 If there are job candidates in public institutions who need to compete for posts, the following procedures shall be followed:

(1) Formulate a competitive post plan;

(2) announce the competitive positions, qualifications, employment period and other information in the unit;

(3) Examining the qualifications of competitive personnel;

(4) evaluation;

(5) Publicize the list of persons to be employed in this unit;

(6) Go through the appointment procedures. Article 11 The staff of public institutions may communicate in accordance with the relevant provisions of the state. Chapter IV Employment Contracts Article 12 An employment contract concluded between a public institution and its staff shall generally have a term of not less than three years. Thirteenth first-time employment of staff and institutions to sign the employment contract for more than 3 years, the probation period is 12 months. Article 14 If a staff member of a public institution has worked continuously in this unit for 1 years and is less than 1 years away from the legal retirement age, and proposes to conclude a contract from employment to retirement, the public institution shall conclude a contract from employment to retirement with him. Fifteenth institutions staff absenteeism for more than 15 working days, or accumulated absenteeism for more than 3 working days in one year, institutions can terminate the employment contract. Article 16 If the staff of a public institution fail to pass the annual examination and do not agree to adjust their posts, or fail to pass the annual examination for two consecutive years, the public institution may terminate the employment contract by giving a written notice 3 days in advance. Article 17 A staff member of a public institution may terminate the employment contract by giving a written notice to the public institution 3 days in advance. However, unless otherwise agreed by both parties to terminate the employment contract. Article 18 If a staff member of a public institution is dismissed, the employment contract shall be terminated. Nineteenth since the date of dissolution and termination of the employment contract according to law, the personnel relationship between the institution and the personnel whose employment contract is dissolved or terminated is terminated. Chapter V Assessment and Training Article 2 A public institution shall comprehensively assess the performance of its staff according to the post responsibilities and tasks stipulated in the employment contract, with emphasis on the work performance. The assessment shall listen to the opinions and comments of the clients. Twenty-first assessment is divided into peacetime assessment, annual assessment and employment assessment.

the results of annual assessment can be divided into excellent, qualified, basically qualified and unqualified grades, and the results of employment assessment can be divided into qualified and unqualified grades. Twenty-second assessment results as the basis for adjusting the positions and salaries of staff in public institutions and renewing the employment contract. Twenty-third institutions shall, according to the requirements of different positions, prepare staff training plans and conduct classified training for staff.

staff members should participate in pre-job training, on-the-job training, job transfer training and special training to complete specific tasks according to the requirements of their units. Twenty-fourth training funds in accordance with the relevant provisions of the state. Chapter VI Reward and Punishment Article 25 The staff or collectives of public institutions shall be rewarded in any of the following circumstances: < P > (1) Those who have served the grassroots for a long time, are dedicated to their posts and have made outstanding achievements;

(2) outstanding performance in performing important national tasks and responding to major emergencies;

(3) having made major inventions or technological innovations at work;

(4) those who have made outstanding contributions in cultivating talents and spreading advanced culture;

(5) having made other outstanding contributions.