Opinions on the staff recruitment work of Shaanxi Normal University in 2009

Opinions on the personnel replenishment work of Shaanxi Normal University in 2009

All units within the school:

In order to strengthen the construction of the faculty and staff of our school and continuously improve the personnel structure, there are Plan, focus, scientifically and rationally do a good job in staff replenishment. We hereby put forward the following opinions on staff replenishment in 2009:

1. The number of replenishments

After research and approval by the school, our school In 2009, it is planned to recruit 160 additional personnel of various types, including: 104 teaching and scientific research personnel; 14 student counselors; 26 management personnel; and 16 other professional and technical personnel.

2. Supplementary principles

1. Strictly introduce standards. In the personnel recruitment, except for the academic backbones and above who lead the development of the discipline, they will be treated as introductions, and other personnel will be accepted as regular recruitment.

2. Improve academic level. In principle, teaching and research personnel and student counselors should have a doctoral degree, and party and government management and other professional and technical personnel should have a master's degree or above. In principle, undergraduate and postgraduate students should study in “211” or “985” or related high-level professional colleges.

Three-optimal academic structure. Among the supplementary teaching and scientific research personnel, no less than 90% should have study experience in key universities and research institutions outside the school, and no less than 60% of other personnel should have study experience in key universities and research institutions outside the school; the subject knowledge structure of the supplementary personnel , academic experience and academic level should be significantly better than the overall level of existing personnel.

Four major efforts are made to introduce outstanding talents with overseas study or work experience. All units should combine the school development strategy and discipline development plan to actively recruit outstanding Ph.D.s with overseas study or work experience and outstanding overseas talents who hold teaching positions of assistant professor or above in high-level foreign universities.

5. Expand mobile establishment. To further expand the scale of mobile staff, the number of mobile teachers can be expanded to 25% of the total number of teachers in the unit; other positions must also make good use of mobile staff to reduce employment costs.

Sixth, increase personnel turnover. In accordance with the principle of “transfer if you are not promoted, transfer if you are not promoted”, we will systematically guide a small number of personnel who are not qualified for teaching and scientific research positions to transfer to other professional, technical or management positions that are suitable for them (specific measures will be formulated separately).

3. Supplementary Key Points

Firstly, combined with subject construction, especially focusing on the introduction of flag-shaped models based on the needs of the "985" teacher education advantageous subject innovation platform and the "211 Project" subject construction Subject leaders and academic leaders.

Second, taking the opportunity to enter the construction of the "985" teacher education advantageous discipline innovation platform, vigorously strengthen the introduction of high-end talents in teacher education-related disciplines.

3. Based on the needs of the development of non-teaching majors, actively recruit doctoral candidates with overseas study experience or graduates from key universities outside the school, and increase support for the construction of teaching staff in non-teaching majors.

Four colleges with key laboratories, research centers, and engineering centers at or above the provincial and ministerial levels should focus on strengthening the supplement of high-level and high-skilled engineering experimental technicians to enhance the professional and technical team's ability in teaching and scientific research. Work support capabilities.

4. Supplementary conditions

1. Teaching and research personnel

1. Possess a doctoral degree.

2. In principle, doctoral candidates should not be older than 35 years old, those with associate senior professional titles in liberal arts should not be older than 45 years old, and those in science majors should not be older than 40 years old, and those with senior professional titles in liberal arts should not be older than 50 years old, and those in science majors should be no more than 50 years old. No more than 45 years old.

3. The foreign language scores of non-foreign language professionals must not be lower than the national CET-6 or equivalent; under the same conditions, those whose foreign language scores such as GRE, TOEFL, and IELTS meet our school’s requirements for overseas training will be given priority.

Second-year student counselor

1. Possess a doctoral degree. Counselors who have graduated from their majors selected by colleges such as physical education, art, and foreign languages ??can be appropriately relaxed to have a master's degree, but those who have graduated from other majors and apply for these colleges must have a doctoral degree.

2. Doctoral candidates must be no more than 30 years old, and master’s candidates must be no more than 26 years old.

3. Official party member of ***.

Three management personnel

1. Those with a master's degree or above. For those who are particularly outstanding and perform particularly well, the academic qualifications can be relaxed to full-time undergraduate degrees from key universities in the "211" project. But it must be strictly controlled.

2. Master’s degree candidates must be no more than 30 years old, and outstanding undergraduate graduates must be no more than 24 years old.

Four other professional and technical personnel

1. Except for middle school, primary school and kindergarten teachers, other series should generally have a master's degree; engineering laboratory personnel should have a doctoral degree. For special For those who are excellent and have strong business skills, the qualification can be appropriately relaxed to a master's degree, but must be strictly controlled.

2. Doctoral candidates must be no more than 35 years old, master’s candidates must be no more than 30 years old, and outstanding undergraduate candidates must be no more than 24 years old.

5. Recruitment Time

1. Each unit must complete the recruitment announcement and submit it to the Human Resources Department for review within 10 working days after the plan is issued. The recruitment announcement mainly includes the following content: number of positions, job responsibilities, qualifications and special requirements, recruitment procedures and time schedule, examination or assessment method, content and scope, registration method and other matters that need to be explained.

The recruitment of counselors, managers and other professional and technical personnel should be completed before June 15, 2009; the recruitment of teaching and scientific research personnel should be completed before December 31, 2009.

6. Recruitment Procedures

One teaching and scientific research personnel

The recruitment of teaching and scientific research personnel shall be carried out according to the following basic procedures:

1. Announcement . After the recruitment announcement is reviewed and approved by the Personnel Department, it will be published in the "Talent Recruitment" column of the Personnel Department website. At the same time, each unit must also publicize the recruitment through various forms such as the Internet and newspapers.

2. Candidate registration. The employer should assign a dedicated person to be responsible for accepting applications from applicants. In principle, the registration time should be no less than 20 working days.

3. Qualification review. The employer will review the qualifications of the applicants and determine those who meet the requirements.

4. Assessment and evaluation

Employers can assess the candidates in various forms such as course trial lectures, academic reports, job reports and defenses, and evaluate the candidates based on the assessment. Make accurate evaluations of the teaching and scientific research level, development potential, etc., and form written assessment materials.

⑴Teaching assessment. The teaching assessment group is composed of the teaching committee of each unit, the main party and government leaders of the department, experts in related majors, and teacher representatives from specific teaching and research departments. Mainly responsible for assessing and evaluating applicants in terms of teaching content, teaching methods and teaching effects.

⑵Scientific research assessment. The scientific research assessment team is composed of the academic committees of each unit, the main leaders of the party and government of the department, experts in relevant majors, and teacher representatives from specific teaching and research departments. It is mainly responsible for comprehensive assessment and evaluation of the scientific research results and scientific research level of the applicants. In the comprehensive assessment of scientific research achievements and scientific research level, at least 3-5 representative teachers in the same discipline of the college should be selected for comparison.

⑶ The number of experts in the assessment team should generally not be less than two-thirds (inclusive), and in principle, the number of experts from external units should not be less than one-third (inclusive).

5. Determine the candidates to be hired. For those who pass the assessment, the employer will conduct collective research and select the candidates based on the assessment results.

6. Public announcement. Each unit must publicize the proposed candidates for each position, and the publicity period is 5 days.

7. Submit for approval. After the publicity period expires and there are no objections, the application will be reported to the Human Resources Department for approval. When reporting, you must accurately fill in the relevant forms as required. Among them: Doctors and those with associate senior professional titles or above fill out the "Approval Form for Personnel to be Introduced (Transferred) to Shaanxi Normal University", and those with master's degrees and those with professional titles below intermediate level fill out the "Approval Form for the Employment of Non-Teaching and Scientific Research Personnel" and the "A-Class Human Resources Agency Personnel" Application Form" (relevant forms can be downloaded from the website of the Personnel Office). Before submitting materials, each unit is required to hold the proposed candidate's works or award certificate to the Science and Technology Department and Social Science Department for review. The materials to be submitted include originals and copies of recruitment descriptions, assessment materials, "Approval Form" and relevant certificates, treatises, etc. The Human Resources Department will not accept relevant candidate materials that have not been assessed as required or whose assessment materials are not comprehensive, standardized or have not been reviewed.

2. Other personnel

The recruitment of student counselors, managers and other professional and technical personnel shall be carried out according to the following basic procedures:

1. Publish an announcement. After the recruitment announcement is reviewed and approved by the Personnel Department, it will be published in the "Talent Recruitment" column of the Personnel Department website. At the same time, each unit must also publicize it to the outside world through various forms.

2. Candidate registration. In principle, each employer will take no less than 10 working days to accept applications.

3. Qualification review. The employer will review the qualifications of the applicants and determine those who meet the requirements. The number of applicants for each position who have passed the qualification review and participated in the examination and assessment should not be less than 5. If there are less than 5 people, the registration application time should be appropriately extended; if the requirements cannot be met after extending the registration time, other procedures can only be carried out after reporting to the Human Resources Department for approval.

4. Examination or assessment. Applicants can be assessed through examinations. It mainly tests the professional knowledge, business ability and work skills necessary for the recruitment position. The examination should take various forms such as written examination, interview and statement defense. For those who apply for other professional and technical positions, they must also conduct a practical ability test based on the characteristics of the job responsibilities.

5. Determine the candidates to be hired. For those who have passed the examination and assessment, the responsible personnel of the employing unit will conduct collective research and determine the candidates for recruitment based on the results of the examination and assessment. For each position, at least 2-3 candidates will be selected to determine the candidates to be hired.

6. Announce the recruitment results. Each unit must publicize all proposed candidates for each position, and the publicity period is 5 days.

7. Submit for approval. After the publicity period expires and there are no objections, the application will be reported to the Human Resources Department for approval. There should be no less than 2 candidates submitted for each position. If there are less than 2 candidates, the Human Resources Department will not accept the application. When submitting for review and approval, each unit must sort the candidates to be hired according to the assessment results.

When reporting, you must accurately fill in the "Approval Form for the Employment of Non-Teaching and Scientific Research Personnel" and the "Application Form for Class A Personnel Agents" as required (download the relevant forms from the website of the Personnel Department). Before submitting materials, each unit is required to hold the proposed candidate's works or award certificate to the Science and Technology Department and Social Science Department for review. The materials to be submitted include originals and copies of recruitment descriptions, assessment materials, "Approval Form" and relevant certificates, treatises, etc. The Human Resources Department will not accept relevant candidate materials that have not been assessed as required or whose assessment materials are not comprehensive, standardized or have not been reviewed.

Three other related issues

1. The recruitment of counselors is organized and implemented by the Student Affairs Office; the recruitment of other personnel is organized and implemented by each employer.

2. High-level, key talents and candidates with senior professional titles that the school urgently needs to introduce can be directly recruited through assessment.

3. Candidates for full-time counselors with doctoral degree must be professionally evaluated by relevant professional colleges, mainly to evaluate whether they are qualified for teaching and scientific research work. For specific evaluation procedures, please refer to the assessment and evaluation methods for teaching staff. conduct.

7. Discipline and Requirements

1. Strengthen guidance. Each unit must adhere to the plan as a guide when replenishing personnel, and cannot relax conditions at will. The Personnel Office will generally not accept requests for temporary additional personnel that are not included in the 2009 personnel demand plan.

2. Strengthen the management of new personnel. Each employer must make full use of the probation period to inspect new employees. After the probationary period expires, each employer will organize and implement assessment work, focusing on the assessment of their performance of job responsibilities and completion of work tasks during the probationary period. Those who pass the probation period can continue to be employed, otherwise the employment contract will be terminated.

3. Do a good job in returning targeted (appointed) doctoral students to school. For on-the-job personnel who have studied for 6 years or more (i.e., enrolled before September 2003) and for full-time personnel who have studied for 5 years or more (i.e., enrolled before September 2004) and failed to obtain a doctorate, the following regulations will be followed: :

1. Refund the 5,000 yuan subsidy for computer purchase enjoyed during the doctoral studies;

2. For those who obtain a doctorate outside the above-mentioned stipulated time, the school will no longer issue scientific research start-up fees;

3. All welfare benefits will be suspended for targeted (appointed training) off-the-job personnel until they return to school.

For doctoral students who have graduated and have not returned to school on time to work, all units should proactively contact them and urge them to return to school as soon as possible. For workers who fail to return to school on time, each unit should report the relevant situation to the school in a timely manner, and the school will stop all their treatment on campus and pursue liability for breach of contract in accordance with the relevant provisions of the orientation (training) agreement or handle it in accordance with relevant regulations; if the unit fails to If you can report it in time, the school will deduct the indicators for evaluating excellent grades during the annual assessment.