What does it mean for civil servants to apply for "whether to enjoy the policy of document No.64"

"Document No.64 Policy" refers to "Document No.64 issued by Hunan People's Society [2065438+04]".

Thoughts on doing well the work of grass-roots civil servants in hard and remote areas

Opinions on the implementation of the examination and employment work

Municipal Party Committee Organization Department, Human Resources and Social Security Bureau, Civil Service Bureau:

In recent years, grass-roots organs in some hard and remote areas of our province, especially township organs, have found it difficult to recruit and retain people. The problems of insufficient number of grass-roots civil servants, unstable ranks and unreasonable structure are more prominent. In order to implement the spirit of the Third Plenary Session of the 18th CPC Central Committee and improve the examination and employment system for grassroots civil servants, according to the Opinions on Doing a Good Job in the Examination and Employment of Grassroots Civil Servants in Difficult and Remote Areas (No.614) issued by Ministry of Human Resources and Social Security, combined with the actual situation in our province, we now put forward the following implementation opinions on strengthening and improving the examination and employment of grassroots civil servants in difficult and remote areas in our province.

First, reduce the regional scope of the entry threshold policy for grassroots civil servants. The areas where the policy of lowering the entry threshold is applicable in our province are ethnic autonomous areas (prefectures, counties and townships), national contiguous poverty-stricken areas in Wuling mountainous areas (3 1 county and city), contiguous poverty-stricken areas in Luo Xiao mountainous areas (Chaling County, Yizhang County, Rucheng County, Guidong County, Anren County and Yanling County) and national poverty-stricken counties (Pingjiang County) that are not included in the above areas.

Other cities and counties are remote and difficult to recruit. After being approved by the competent department of civil servants at the provincial level, the entry threshold may be lowered with reference to applicable policies and measures.

The second is to appropriately reduce the entry threshold for grassroots civil servants. In the hard and remote areas of our province, according to the local actual situation, we can choose to take the following policies and measures to reduce the entry threshold alone or in combination.

(1) Appropriately lower the academic requirements of the recruitment position. The education requirements of township civil servants are generally junior college or above. For outstanding village cadres, outstanding workers and farmers, the qualifications of township civil servants can be relaxed to high schools and technical secondary schools.

(2) relax the professional restrictions in the setting of recruitment post conditions. Township organs are not limited to majors.

(3) adjust the age conditions for the positions you apply for. According to the actual situation of the age structure of township cadres, the age conditions for applying for positions are reasonably determined. Outstanding village cadres and staff of township institutions can be relaxed to 40 years of age.

(4) The working years and experience are not limited (except for directional recruitment).

(5) Reasonably determine the examination proportion. When recruiting township civil servants in hard and remote areas, the minimum proportion of written examination can be reduced to 1︰3.

(6) Appropriately expand the recruitment of local household registration personnel. According to the actual work and the needs of team building, all localities can determine a certain proportion of the number of posts recruited by township civil servants in that year, and recruit people who are registered in this city (state) or county (district) for themselves or their spouses and registered in this city (county) before entering the university.

(seven) to maintain the basic balance of the gender ratio of grassroots hard jobs. According to the work intensity, working environment, working nature and other special circumstances and actual needs of some grass-roots posts, the requirement of a basic balance between men and women in recruitment positions can be stipulated.

Third, broaden the scope and sources of the examination for grass-roots civil servants. All localities should actively guide and encourage young people to make contributions to hard and remote areas and grassroots, and expand the source of grassroots civil servants.

(1) Encourage and guide recent college graduates to apply for grass-roots civil servants, and increase the proportion of college graduates employed by grass-roots organs.

(2) Expand the proportion of grass-roots civil servants recruited from university student village officials and other service grass-roots project personnel. After three to five years, the proportion of orientation examination should generally reach 30% of the township civil servant recruitment plan of that year.

(3) Increase the recruitment of township civil servants from outstanding village cadres.

(four) actively carry out pilot work from outstanding workers, farmers and other front-line production personnel.

(five) to explore the employment of township civil servants for the staff of township institutions and retired non-commissioned officers and soldiers.

Fourth, strictly regulate the examination of grassroots civil servants. The examination of grass-roots civil servants in hard and remote areas should strictly adhere to the principles of "every exam must be taken" and "openness, equality, competition and merit-based", and the examination should be conducted according to law, fair and scientific, so as to ensure the overall quality of grass-roots civil servants. Adhere to the hierarchical management and use of county and township administrative establishment, taking the county as the unit. If the township organs are generally vacant, it is necessary to fill in the personnel in time. Grassroots civil service examinations should generally be included in the "four-level joint examination" in the province. According to the needs of the province, it is possible to organize the examination of grassroots civil servants in villages and towns separately to achieve social unity. According to the working characteristics and quality requirements of grass-roots civil servants, improve the content of the recruitment examination for grass-roots civil servants, and promote the independent proposition work of the written examination and interview for grass-roots civil servants.

Strictly implement the minimum service life of newly recruited grassroots civil servants. Newly recruited township civil servants in hard and remote areas shall sign a minimum service period agreement, and the minimum service period in township organs shall be 5 years (including probation period). During this period, it is not allowed to transfer to the superior department. The higher authorities are generally not allowed to mobilize township civil servants by borrowing or helping with their work. If short-term secondment is needed due to special work, the organization department of the Party committee at the same level of the seconded unit shall be agreed in advance, and the secondment time shall be specified.

Strictly implement the rules of civil service examination and employment, do not simplify procedures, and ensure openness, fairness and justice. Adhere to the standards of having both ability and political integrity, putting morality first and being a good cadre, and strengthen the investigation of candidates' political quality and moral conduct. Strictly abide by the discipline of the examination and registration of grassroots civil servants. It is strictly forbidden to set qualifications unrelated to the performance of duties for specific personnel, and resolutely prevent deliberate "around-the-exam" and "radish recruitment". Strengthen supervision and inspection, seriously deal with those who violate discipline and discipline, and ensure the smooth implementation of the examination registration for grassroots civil servants.