What do grassroots positions in counties and townships in difficult and remote areas mean?

It means the expression of recruitment of civil servants or public institutions personnel. This expression actually refers to "civil servants or public institutions positions in villages and towns in difficult and remote areas." To put it more simply, after joining the job, you have to go to work in remote towns. Such as village officials and the like.

The Organization Department of the Central Committee of the Communist Party of China, the Ministry of Human Resources and Social Security and the National Civil Service Bureau issued the "Opinions on Carrying out the Examination and Recruitment of Grassroots Civil Servants in Hard and Remote Areas" (hereinafter referred to as the "Opinions"). Specific measures were put forward to implement the requirements of the "Decision" of the Third Plenary Session of the 18th Central Committee of the Communist Party of China on "improving the recruitment system for grassroots civil servants and appropriately lowering the entry threshold in difficult and remote areas." The specific opinions are as follows:

The Organization Departments of the Party Committees of all provinces, autonomous regions, municipalities directly under the Central Government and the Xinjiang Production and Construction Corps, the Government Human Resources and Social Security Departments (Bureaus), and the Civil Service Bureau:

In order to implement the Party’s In accordance with the spirit of the Third Plenary Session of the 18th CPC Central Committee and to improve the recruitment system for grassroots civil servants, the following opinions are hereby put forward on the examination and recruitment of grassroots civil servants in counties and townships in difficult and remote areas.

1. Attach great importance to the examination and recruitment of grassroots civil servants. In recent years, some grassroots agencies have experienced "difficulty recruiting" due to remote locations and difficult conditions. Problems such as staff shortages and unreasonable structures among grassroots civil servants have become prominent. The Third Plenary Session of the 18th Central Committee of the Communist Party of China made an important decision to "improve the recruitment system for grassroots civil servants and appropriately lower the entry threshold in difficult and remote areas." , has important strategic significance. From the strategic perspective of the long-term development of the party and the country's cause, all localities must fully understand the importance and urgency of recruiting grassroots civil servants in difficult and remote areas, constantly improve and improve the grassroots examination system, and promote the grassroots recruitment work in a solid and orderly manner so that The problem of "difficulty in recruiting" for grassroots agencies in difficult and remote areas has been effectively solved.

2. Appropriately lower the entry threshold for grassroots civil servants. According to the actual situation in difficult and remote areas, various localities can take the following six measures individually or comprehensively to lower the entry threshold: (1) Appropriately lower the academic requirements for recruitment positions, to the lowest high school or technical secondary school; (2) Relax the professional restrictions for recruitment, and township agencies may not Restricted to majors; (3) Appropriately adjust the age requirements for the positions to be applied for; (4) No restrictions on working years and experience; (5) Reasonably determine the proportion of examinations, and the proportion of examinations can be reduced if the number of applicants is small; (6) Separate written examinations Passing score.

Based on the actual work and team building needs, various localities can provide a certain number of positions for those with household registration in the city (prefecture, state, league), county (city, district, banner) or those who are registered in the city (prefecture, district, banner) Recruitment of personnel who live and work long-term in states, leagues) and counties (cities, districts, banners).

In addition to the above policies, the following policies can be further adopted in Tibet and Tibetan areas in the four provinces of Sichuan, Yunnan, Gansu, and Qinghai, as well as counties and townships in southern Xinjiang: setting up separate job recruitment; setting up a certain number of positions for local people Recruitment of county and township public service personnel and retired non-commissioned officers and soldiers; if necessary, the examination opening ratio may not be set.

3. Expand sources of grassroots civil servants. All localities should actively guide and encourage young people to make achievements in difficult and remote areas. It is necessary to strengthen the publicity of recruitment policies, carry out publicity in colleges and universities, attract recent college graduates to apply, and increase the proportion of college graduates recruited by grassroots agencies. Increase efforts to recruit grassroots civil servants from university student village officials and other grassroots project personnel. After 3 to 5 years, the proportion of targeted recruitment should generally reach more than 30% of the township civil servant recruitment plan for that year. Increase efforts to recruit township civil servants from outstanding village cadres. Actively carry out pilot projects to recruit township civil servants from outstanding workers, farmers and other front-line production personnel.

4. Maintain the stability of newly recruited civil servants at the grassroots level. All localities should pay close attention to the newly recruited civil servants at the grassroots level in difficult and remote areas, proceed from reality, work hard to solve their difficulties and problems in work and life, and do a good job in ensuring relevant services so that they can love the grassroots, take root at the grassroots, and be at ease with their jobs. All localities must clarify the minimum service years for newly recruited civil servants in difficult and remote areas. The minimum service period for newly recruited township civil servants in township agencies is 5 years (including probation period). During this period, transfer to a higher authority is not allowed.

Higher-level agencies are generally not allowed to transfer township civil servants by means of borrowing, helping work, etc. If they are seconded for a short period due to special work needs, they must obtain the consent of the organizational department of the party committee at the same level of the seconded unit and specify the secondment time. It is necessary to strengthen the training and management of newly hired civil servants so that they can become familiar with the situation at the grassroots level as soon as possible and improve their ability to serve the grassroots level.

5. Lay a solid foundation for the examination of civil servants at the grassroots level. All localities should improve their examination work institutions and enrich their examination work force to provide organizational guarantee for the examination of grassroots civil servants in difficult and remote areas. It is necessary to intensify research and development to comprehensively understand the situation of grassroots civil servants in difficult and remote areas, accurately grasp the distribution and characteristics of positions that are "difficult to recruit", and formulate scientific and reasonable recruitment plans. When determining the number of grassroots civil servants recruited in difficult and remote areas and the eligibility requirements, we must carefully listen to the opinions of grassroots civil servants in counties and townships. It is necessary to adhere to the hierarchical management of county and township administrative establishments. If the county is the unit, and the overall establishment of township agencies is empty, examination and recruitment work must be carried out in a timely manner to supplement the personnel for grassroots agencies in difficult and remote areas. It is necessary to improve the scientific level of recruitment, scientifically design the content of the county and township civil servant recruitment examinations based on the actual needs of grassroots work and the characteristics of grassroots administrative law enforcement, with ability testing as the core, and actively promote the work of setting up separate written examinations and interview questions for the grassroots. For positions that require minority and local language proficiency to perform their duties, appropriate tests can be conducted.

6. Strengthen the leadership of grassroots civil servant examination work. The civil service departments of all provinces (autonomous regions and municipalities) must, under the leadership of the party committee and the government, uniformly deploy and organize the implementation of grassroots civil servant examination and recruitment work in difficult and remote areas. It is necessary to insist on taking examinations in accordance with the law and insist on "everyone must take the examination" to ensure the overall quality of the grassroots civil servants. It is necessary to strictly control the scope of application of the policy of lowering entry barriers, and the definition of difficult and remote areas and the setting of job qualifications must be realistic, scientific and standardized, and strictly controlled. The admission process shall not be simplified, and the entire process shall be open and transparent to ensure fairness and justice. It is necessary to adhere to the standards of having both ability and political integrity, putting morality first and being a good cadre, strengthen the inspection of candidates' political quality and moral conduct, and pay attention to the control of ideological and political issues. Work discipline must be strictly enforced and it is strictly prohibited to set qualifications for specific personnel that are irrelevant to the performance of duties. It is necessary to do a good job in publicity work for grassroots civil servant recruitment in difficult and remote areas, establish correct public opinion guidance, and enhance the credibility of civil servant recruitment work. It is necessary to intensify supervision and inspection efforts and severely deal with those who violate disciplines and regulations.

All localities should, based on these opinions and in combination with local realities, clarify the scope of difficult and remote areas and related supporting policies, and formulate specific implementation measures. Implementation measures must be submitted to the central civil service department for filing. The central civil service department will strengthen supervision and inspection of the implementation of the policy of lowering the threshold in various places.