Measures of Hunan Province on the Administration of External Employees of Public Institutions

Trial Management Measures for the Management of External Employees in Hunan Province

Personnel Management Office Management System Comprehensive Section of Hunan Employment Training Center 211-11-17 1:2:2

(1) Implementation Measures for Annual Target Management

Guiding ideology

Guided by Deng Xiaoping Theory and Theory of Three Represents, thoroughly implement the spirit of the Fifth Plenary Session of the 16th CPC Central Committee, Further deepen the reform of personnel distribution system in public institutions, completely break the traditional egalitarian distribution mode, comprehensively promote the responsibility system of target management for all staff, truly realize the linkage of work efficiency, cash rewards and punishments, fully mobilize the enthusiasm, initiative and creativity of all staff, ensure the completion of annual objectives and tasks, and promote the sustained, healthy and rapid development of training centers.

objectives and tasks

depend on the actual situation of the year.

assessment methods

there are three ways to conduct assessment: first, quantitative assessment of business work indicators is adopted, that is, the training work is assessed by the number of jobs completed by stages, proportions and benefits; The second is to adopt the quantitative scoring system, that is, teaching management and comprehensive management are assessed by the scoring method of 1%; The third is to adopt the method of lump-sum assessment, that is, enrollment, resettlement and employment agency work are assessed by means of lump-sum fees.

the person in charge of each department is the first responsible person for target management assessment and safety and family planning assessment.

assessment methods

1. assessment period: the assessment period is one year, that is, from January 1 of that year to December 31 of that year.

2. assessment time: organize the semi-annual assessment in the middle of July of that year and the annual assessment in the middle of January of the following year.

3. assessment organization: a joint assessment leading group, led by the director of the center, with the participation of the deputy director and the principal responsible persons of various departments, will assess the objectives and tasks issued by the center in that year one by one, and put forward preliminary assessment opinions. After discussion and decision by the branch committee, the assessment results will be announced to all employees, and rewards and punishments will be honored after being reported to the bureau leaders for approval.

4. For specific assessment methods, please refer to the Implementation Measures for Management by Objectives for various businesses.

Reward and punishment methods

1. Reward methods

(1) The center has fully completed the annual target tasks, giving year-end double-salary target management rewards to all employees in the center, and giving year-end target management benefits rewards to all employees in the center.

(2) The Center has overfulfilled the annual target tasks, and all departments and individuals who overfulfilled the target tasks will be rewarded with commission according to the standards stipulated in the Measures for the Implementation of Target Management. The royalty reward can be distributed independently according to the contribution of each person after the department reimburses part of the public expenses, and the personal income tax will be withheld and remitted by the center.

(3) On the basis of exceeding the annual targets and tasks, the Center can give special contribution awards to employees who have made outstanding achievements and made great contributions. The special contribution award is nominated by the department, reviewed by the assessment leading group, and reported to the central party branch for collective research and decision.

2. Reward standard

(1) The year-end double salary reward standard shall be implemented according to the prescribed standards of the office and the Provincial Employment Service Bureau.

(2) The reward standard of royalty shall be determined by collective research of the directors' meeting of the center according to the nature and difficulty of each business;

(3) The benefit reward standard should be decided by the branch committee according to the economic benefits of the center in that year.

3. Punishment measures

If the center fails to fully complete the work objectives and tasks this year, the departments and leaders in charge and their staff who have not completed the objectives and tasks will be punished according to the Implementation Measures for Target Management in various business work, and all the on-the-job staff of the center will cancel the year-end benefit award.

4. Ways to cash rewards and punishments

(1) Cash rewards and punishments once every six months, with unified settlement and cash at the end of the year.

(2) for the departments that have exceeded the target tasks in the semi-annual target assessment, the rewards will be paid quarterly in the second half of the year, and unified settlement will be implemented at the end of the year.

(II) Monthly assessment methods for staff

Guiding ideology

Guided by the spirit of the 16th National Congress of the Communist Party of China, we will conscientiously implement Theory of Three Represents, further deepen the responsibility system of target management for all staff, strengthen labor discipline, fully mobilize the work enthusiasm, initiative and creativity of all staff, and ensure the completion of all objectives and tasks this year.

assessment content

according to the rules, regulations and management measures formulated by the center, the assessment content is mainly to assess all on-the-job teaching staff from the aspects of work attitude, labor discipline, work quality and work effect.

assessment methods

each department is responsible for organizing and implementing the assessment. The General Department will assign special personnel to conduct daily assessment on the staff of each department and report the daily assessment to the head of the department. Each department reports the monthly assessment to the center at the end of each month, and the center announces the assessment results of last month at the beginning of each month, and will be punished according to the punishment standard.

Punishment standard

1. 1 yuan will be deducted every day if he doesn't wear a work card during work.

2. 1 yuan will be deducted for being late and leaving early for more than 15 minutes every day, and 2 yuan will be deducted for being late and leaving early for more than 3 minutes (except for bus reasons).

3. 2 yuan will be deducted every time he plays games, chats, plays cards and walks the post on the Internet during working hours.

4. If you don't participate in the political and business study activities or related meetings organized by the Center without reason, 3 yuan will be deducted every time.

5. 3 yuan will be deducted for personal leave every day. 1 yuan will be deducted from the monthly leave for more than 3 days (including 3 days), and the annual leave for more than 15 days (including 15 days) will be deducted from the annual attendance award and the year-end target management award.

6. 1 yuan will be deducted for sick leave every day. 1 yuan will be deducted for monthly sick leave of more than 5 days, and the annual attendance award and year-end target management award will be deducted for annual sick leave of more than 3 days (including 3 days).

7. Those who leave their posts without permission according to regulations are regarded as absenteeism, and 5 yuan will be deducted for each absenteeism, and 1 yuan will be deducted for absenteeism more than twice a month. The annual attendance award and year-end target management award will be deducted for absenteeism of more than 4 times throughout the year.

8. If the work attitude and service quality are poor, which has caused adverse effects or complaints among students, leaders or faculty, 5 yuan will be deducted every time after investigation.

9. 5 yuan will be deducted every time he disobeys the work arrangement and contradicts the leader unreasonably.

1. If the work task is not completed according to the regulations, which is caused by subjective reasons, 2 yuan will be deducted every time.

11. I don't have a strong sense of safety. I don't close the doors and windows, electrical appliances, lights, faucets, etc. after work, and 1 yuan is detained every time.

12. If there are major mistakes or mistakes in the work, which cause adverse effects to the unit or direct economic losses of more than 5, yuan, the party's post allowance for half a year and the year-end target management award will be deducted. At the same time, the two-month post allowance and 5% of the year-end target management award will be deducted from the main person in charge of the department and the leader in charge of the center.

(III) Measures for the Administration of Enrollment Training Rewards

1. Measures for the Enrollment Rewards of Vocational Qualification Training

Scope of Application

These Measures are applicable to the on-the-job employees, retirees and other social personnel in the Center. However, the staff of the training section of the center are not within the scope of these measures.

incentive methods and standards

for students who have obtained through introduction, recommendation or direct access through personal and social relations, the center can reward them according to the following criteria after the students have paid all the training fees (excluding appraisal fees and teaching materials fees, the same below).

(1) reward standard for technician enrollment

A. After the trainees pay all the training fees, the center will reward them according to the proportion of 2% of the total training fees.

b, if the trainees enjoy a 1% discount when paying the training fee, the center will reward them according to the proportion of 1% of the total training fee.

c, if the trainees enjoy a 2% discount when paying the training fee, the center will reward them according to the standards of each trainee in 5 yuan.

d, if the trainees enjoy a discount of more than 2% (excluding 2%) when paying the training fee, the center will not reward them.

e, if employees enroll in groups and can recruit more than 3 students (including 3 students) to form a training class at the same time, the center will give a 5% proportional reward on the basis of the above rewards.

(2) Admission award criteria for junior, middle and senior workers

A. Under the condition that the training fee is not discounted, the center will give employees 3 yuan/person, 5 yuan/person and 8 yuan/person admission awards according to the skill levels of junior, middle and high.

b, senior workers enjoy a 1% discount and give 5 yuan/person a bonus. Senior workers who enjoy more than 1% discount will not be rewarded with bonuses.

c, junior and intermediate workers who enjoy the discount of training fees will be given 2 yuan/person enrollment reward.

reward cashing method

(1) Before enrolling students, employees must apply to the central training section orally or in writing according to their occupations (jobs), and the trainer will fill in the Approval Form for Employee Enrollment Award for registration, which will serve as the basis for enrollment award.

(2) The enrollment reward is paid once a month. That is, before the 1th day of each month, the back office staff of the training department shall be responsible for summarizing and reporting, which shall be reported to the center leader for approval and cash after being audited by the head of the training department.

the measures shall be implemented as of the date of promulgation, and the training section shall be responsible for the interpretation.

2. Reward and punishment measures for enrollment of long-term training classes in labor preparation system

(1) According to the annual work plan, the center determines the enrollment tasks of long-term training classes. According to the actual situation of personnel in various subjects, specific enrollment indicators are issued.

(2) Reward and punishment methods: According to the enrollment indicators issued by the Center, each department will pay the enrollment fee according to the 7 yuan standard for each enrollment after completing the enrollment task, which will serve as the basic condition for the year-end awards and evaluation. 1 yuan will be awarded to the admissions staff by the center for each extra student in the long-term training class. For the relevant departments and staff who have not completed the enrollment task, the center will punish the staff or the person in charge of the relevant departments, 2 yuan, for each student who recruits a long-term training class less, which will affect the year-end awards and evaluation of the relevant departments and individuals. The completion of enrollment objectives and tasks and the payment of enrollment fees shall be subject to the payment of tuition fees for the first year after students enter the school.

these measures shall be implemented as of the date of promulgation, and the general department shall be responsible for the interpretation.

(IV) Interim Measures for the Management of External Personnel

Employment Conditions

1. According to the needs of the development of training in the center and the requirements of the post, the training, appraisal, teaching management, enrollment and resettlement business personnel are mainly employed, and the necessary back-office and logistics personnel are appropriately employed.

2. The basic requirements for external employees are:

(1) Good ideological quality, love for the Party and the motherland, and no criminal record;

(2) have a college education or above (professional technicians and workers with more than two years of practical experience can be appropriately relaxed);

(3) Under 35 years of age (professional technicians and workers with high academic qualifications and titles can be appropriately relaxed);

(4) Good health, no family infection and no history of mental illness.

Time limit for employment

External employees are employed once a year. When the employment contract expires, the contract shall be terminated. Both parties may renew the employment contract after consultation.

Employment Procedures

1. If it is really necessary to recruit staff for the society due to work needs, the department shall first apply in writing, put forward opinions on employment conditions, job responsibilities and salary standards, and then openly recruit them after being studied and approved by the office meeting of the director of the center.

2. The General Department is responsible for organizing and implementing recruitment. Publish the recruitment information, organize the preliminary examination of the qualifications and conditions of the candidates, and then organize interviews and examinations with the relevant departments after passing the preliminary examination. According to the results of the interviews and examinations, the list of candidates to be hired is put forward, and after being reported to the Party branch Committee for study and decision, the general department is responsible for handling the formalities for arrival.

3. The probation period for new employees is 1-3 months. Upon the expiration of the probation period and passing the examination, the employing department shall submit a written application for becoming a full member, and after being approved by the Party branch committee, the general department shall be responsible for the formalities for signing the labor contract.

Employment treatment

1. Salary: It consists of post salary and seniority salary. The standard of post salary is comprehensively determined according to the nature, responsibilities and tasks of the job and the social insurance premium paid by the unit. The length of service salary is determined according to the working years of the employed personnel in the center, that is, after working in the center for one year, the length of service salary will be calculated from the second year. The standard of seniority wage is 15 yuan/month, and the seniority wage is 3 yuan/month after working for two years, and so on. If you work overtime on national holidays, you will be paid overtime wages according to the standards stipulated in the Labor Law.

2. Bonus (including subsidy): After signing the Labor Contract, all external employees will enjoy the same attendance award, half-year and year-end target management award as the on-the-job staff in the center, and enjoy the same communication fee and lunch fee subsidy in the center.

3. Welfare: After signing the Labor Contract, the external employees enjoy the full welfare of the six major festivals of the Central Trade Union and have the right to participate in various activities organized by the Central Trade Union.

4. Social insurance: External employees should participate in social insurance according to the relevant regulations of the state and provincial governments. According to the complicated social insurance situation of the center's external employees, in order to embody the principle of fairness and rationality, it is decided to include the social insurance premium that the center should pay into the total wages of the external employees, and the external employees will pay it in full according to the regulations. The center will assist the external employees to go through the insurance formalities at the provincial employment center.

5. If an external employee terminates the Labor Contract in advance due to his own reasons, he will be deducted from his salary and various allowances for the current month, and his half-year and year-end target management awards. If the Labor Contract is terminated in advance due to the employer's reasons, corresponding wages, bonuses and subsidies may be paid as appropriate.

Employment requirements

1. All departments should go through the formalities of approval and strictly follow the employment procedures when recruiting staff from abroad. Without the approval of the Central Party Committee, they are not allowed to recruit staff from abroad.

2. The external staff of each department must have references (except those who are openly recruited for the society), and the general department is responsible for them. Together with the employing department, they will conduct a comprehensive investigation on the basic conditions, realistic performance and family situation of the personnel to be hired, and strictly control the quality of the external staff.

3. All departments should strengthen the supervision and management of external staff, report problems in time and handle them properly to prevent all kinds of unstable and unsafe problems.

(V) Wage management system for external employees

These measures are formulated in accordance with the relevant national labor wage policies and the Interim Measures for the Management of External Employees of the Center, and in combination with the actual situation of the wages of external employees of the Center.

guiding ideology

according to the principles of distribution according to work, salary fixed by post and openness, fairness and rationality, a system for comprehensively determining the labor remuneration of external staff by indicators such as post responsibility, labor skills, labor time, labor performance and employment time is established, so as to fully mobilize the initiative and creativity of external staff and promote the sustained, healthy and rapid development of the center.

scope of application

all external staff of the center.

payment method

1. Salary mode

All the external staff of the center implement the structural salary system. That is, employee's salary = basic salary+post salary+seniority salary+subsidy+bonus

2. How to determine salary

(1) Basic salary

Basic salary should be comprehensively determined according to local employees' monthly average salary level, minimum living standard, cost of living price index, my education and professional and technical titles. (See Table 1 for details)

(2) Post salary

Post salary should be based on the level of the post, the size of the post responsibility and the labor