What is the level of the director of township hospitals?

The director of a health center is a stock-level, that is, a clerk, and a few of them may go to management level 8, depending on the actual structure of the local township. The name of the director of the township health center looks tall, but the actual level is not high.

Although the institutional nature of township hospitals is more secure than in the past, as a member of the "seven stations and eight hospitals" in the past, there has been no substantial change in the institutional specifications of township hospitals. Take towns and villages in ordinary counties as examples. Township grass-roots institutions are generally stock-level structures, that is, the administrative level is staff, such as planning and construction offices, agricultural technology stations, water conservancy stations and so on. , are GuJi units, its director or stationmaster is naturally GuJi cadres, namely staff. Township hospitals are no exception, and their administrative specifications are basically the same as those of these stations, so Dean III is designated as the administrative level, that is, management level 9 (corresponding staff). Therefore, at the administrative level, although the dean of township hospitals sounds awesome, in fact, the level is no different from that of the lowest-level staff.

However, because institutions can "shoulder heavy burdens" and the directors of township hospitals are in management positions, they can also enjoy professional title treatment through professional title evaluation. In reality, many township hospital directors take the professional title route, and their salary is actually higher than that of the general township station directors. This is also one of the few advantages of the dean of township hospitals compared with other township institutions.

legal ground

Regulations on personnel management of public institutions

Ninth institutions to recruit staff in accordance with the following procedures:

(1) Formulating an open recruitment plan;

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

(3) Examining the qualifications of candidates;

(4) Examination and inspection;

(5) physical examination;

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

(seven) to conclude an employment contract and go through the employment procedures. Tenth institutions have job candidates need to compete for posts, in accordance with the following procedures:

(a) to formulate a competitive employment plan;

(two) in the unit announced competitive positions, qualifications, employment period and other information;

(3) Examining the qualifications of competitors;

(4) evaluation;

(5) Publicizing the list of persons to be employed by the unit;

(6) Handling the appointment procedures.