What are the requirements for applying to public institutions?

Answers to Frequently Asked Questions about Public Institution Recruitment 1. Why do public institutions need to implement open recruitment methods for additional staff through examinations and assessments?

Answer: The implementation of open recruitment of additional staff in public institutions through examination and assessment methods is a major reform of the personnel allocation method of public institutions, and it is also an important measure for the trial implementation of the personnel recruitment system of public institutions. Public institutions use open recruitment methods to supplement staff through examinations and assessments. The purpose is to expand the horizons of selection, establish an open, equal, competitive and merit-based selection and employment mechanism, and provide a platform for fair competition for all types of talents to enter the work of public institutions, which is conducive to Further implement the employment autonomy of public institutions so that they can independently select the outstanding talents they need.

2. What are the requirements for public institutions to implement an open recruitment system?

Answer: When there are vacancies in public institutions, open recruitment must be implemented, except for confidential positions that really require other methods to select and policy-based personnel placement. Public recruitment of personnel by public institutions should be carried out within the establishment, and recruitment announcements must be published in the local area. Applicants who meet the registration requirements should be tested or assessed in a public way. The results of the examination or assessment and the candidates to be recruited should be made public.

3. How to implement unified guidance and hierarchical and classified management for public recruitment of staff in public institutions?

Answer: Provincial institutions with fiscal appropriation (subsidy) funds recruit staff and funds for public positions such as administrative and logistics managers, student counselors, teaching and research assistants, and work staff. Implement two-line management of revenue and expenditure, and public institutions that perform administrative management functions will replenish staff and adopt a unified method of organizing written examinations, which will be organized and implemented by the provincial personnel administration department. The examination work for recruiting professional and technical personnel for provincial institutions with financial appropriation (appropriation) funds shall be organized and implemented by the superior competent department in accordance with the management authority. It may also be entrusted to a qualified examination institution, or the recruitment unit may be authorized to organize and implement it on its own. The provincial personnel administration department shall provide supervision and guidance. Public institutions that are self-sufficient in funding and implement enterprise management can recruit staff through open recruitment through a combination of examinations and assessments, or directly through assessments, with the recruiting unit organizing and implementing it on its own, or the recruiting unit entrusts relevant agencies to do so. Organize and implement, and accept the supervision and guidance of superior authorities.

4. What are the basic conditions that people who apply for public institutions must meet?

Answer: (1) Have the nationality of the People’s Republic of China and be over 18 years old; (2) Abide by the Constitution, laws and regulations of the People’s Republic of China; (3) Abide by Discipline, good conduct, and good professional ethics; (4) Applicants for management and professional and technical positions should have a college degree or above, as well as the professional, vocational (practice) qualifications or skills required for the position. Among them, graduates from other provinces should generally have a full-time bachelor's degree or above from a general university; (5) Those applying for work positions should have a high school degree (including technical secondary schools and technical schools) or above, as well as the professional qualifications and skills required for the position; ( 6) Physical conditions that meet the requirements of the position; (7) The age when first hired by a public institution is generally not more than 40 years old; (8) Other conditions required for the position.

5. Can farmers and non-public economic and social organization personnel apply?

Answer: One of the goals of the reform of the personnel system of public institutions is to change identity management into position management. Therefore, regardless of whether the public institutions are recruiting staff for professional and technical, administrative, or work-related positions, as long as they meet the qualification requirements specified in the open recruitment plan, they can apply without being restricted by their original status.

6. What is the normal procedure for public recruitment of staff by public institutions?

Answer: Public recruitment by public institutions should be conducted according to the following procedures: (1) Formulate a recruitment plan; (2) Publish recruitment information; (3) Accept applications from applicants and review qualifications; (4) ) Examinations and assessments; (5) Physical examinations; (6) Determining candidates to be hired based on the results of examinations and assessments; (7) Publicizing recruitment results; (8) Signing employment contracts and going through employment procedures.

7. Is it the employer who has the final say when recruiting people for public institutions?

Answer: No. The annual recruitment plans of public institutions directly under the State Council must be reported to the Ministry of Personnel for record; the recruitment plans of public institutions directly under the ministries and commissions of the State Council must be reported to the superior authority for approval and reported to the Ministry of Personnel for record; the recruitment plans of public institutions directly under the people's governments of all provinces, autonomous regions, and municipalities must be reported Provincial (autonomous region, city) government personnel administrative departments for record; the recruitment plans of public institutions directly under the departments of all provinces, autonomous regions, and municipal governments must be reported to the superior authority for approval and reported to the same level of government personnel administrative department for record; prefecture (city), county (city) Recruitment plans of public institutions affiliated to the people's government must be submitted to the regional or districted municipal government's personnel administration department for approval.

8. How to strengthen the supervision of public recruitment work in public institutions?

Answer: This is specifically reflected in four aspects: First, implement the recruitment information disclosure system and the proposed candidate disclosure system, strengthen the supervision of society and relevant departments, and ensure the disclosure of recruitment information, process, and results; The second is to clarify that open recruitment must implement an avoidance system in accordance with relevant regulations; the third is to emphasize that the government’s personnel administration department and the superior authorities of public institutions shall supervise and guide open recruitment, and violations of regulations must be stopped and corrected; the fourth is to improve violations of regulations The accountability system for disciplinary violations proposes corresponding measures for those who join public institutions in violation of open recruitment regulations, as well as staff, applicants and other relevant personnel who violate open recruitment disciplines. These supervision measures and methods play a very important role in ensuring the smooth implementation of the open recruitment system of public institutions.

9. Is it a disciplinary violation for the person in charge of a public institution to hire personnel without permission?

Answer: Of course it is a disciplinary violation. The following situations are all disciplinary violations and must be dealt with seriously. If a crime is constituted, criminal liability shall be pursued in accordance with the law. (1) Applicants forge or alter documents or certificates, or obtain qualifications through other improper means; (2) Applicants cheat during the examination and assessment process; (3) Recruitment staff instigate or condone others to cheat, or Participating in cheating during the examination and assessment process; (4) Recruitment staff deliberately leaking examination questions; (5) Persons in charge of public institutions hiring personnel privately in violation of regulations; (6) Staff members of government personnel administration departments and public institution competent departments violating regulations , affecting the fairness and impartiality of recruitment; (7) Other disciplinary violations.

10. Is it necessary to publicize the personnel to be recruited by public institutions?

Answer: The candidates to be recruited should be publicized within an appropriate scope, and the publicity period is generally 7 to 15 days.

11. When a public institution implements the employment system, which personnel should be subject to the avoidance system?

Answer: Applicants who have a marital relationship, direct blood relationship, collateral blood relationship within three generations or close marriage relationship with the person in charge of the employing unit shall not be hired to serve as the secretary or human resources or finance director of the unit. , work in discipline inspection positions, and are not allowed to work in positions with direct superior-subordinate leadership relationships. When members of the employment organization are handling personnel recruitment matters, they should also avoid anyone who has the above-mentioned family relationship with them.

12. When a public institution implements the employment system and signs an employment contract for the first time, what protective policies are there for employees?

Answer: According to the provisions of the "Interpretation of Issues Related to the Trial Personnel Employment System of Public Institutions" issued by the Ministry of Human Resources [2003] No. 61, if there is one of the following five situations, the unit should sign an employment contract with the employee:

1. Spouses of active military personnel;

2. Female employees during pregnancy, childbirth, or lactation;

3. Disabled persons;

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4. Those who suffer from occupational diseases or work-related injuries, and are diagnosed as disabled level 1-6

by the Labor Capacity Appraisal Committee;

5. There are clear provisions in national policies of.

13. When a public institution signs an employment contract for the first time, what should you do if some employees refuse to sign an employment contract with the unit?

Answer: According to the "Interpretation of Issues Relevant to the Trial Personnel Employment System of Public Institutions" issued by the Ministry of Human Resources [2003] No. 61, when an employee refuses to sign a contract with the unit when signing an employment contract for the first time, the unit shall give him no compensation. If the job selection period is less than 3 months and he has not been transferred out after the expiration of the job selection period, he should be advised to go through the resignation procedures. If he has not been transferred out and refuses to resign, he will be dismissed.

14. Should the employment system be implemented for workers in public institutions?

Answer: According to the provisions of the "Interpretation of Issues Relevant to the Trial Implementation of the Personnel Recruitment System in Public Institutions" issued by the Ministry of Human Resources and Social Security [2003] No. 61, among the public institutions that implement the trial personnel employment system, employees under the original fixed employment system and those under the contract system Employees and new employees of public institutions, including service personnel, must implement the employment system.

15. When public institutions implement the employment system, what preferential policies are there for demobilized military cadres and demobilized veterans?

Answer: According to the provisions of the "Interpretation of Issues Relevant to the Trial Personnel Employment System of Public Institutions" issued by the Ministry of Human Resources and Social Security [2003] No. 61, policy resettlement personnel such as demobilized military cadres and demobilized veterans can sign medium- and long-term employment contracts. There is no probation period when signing an employment contract for the first time, and the term of the employment contract shall not be less than 3 years.

16. How to determine that an employment contract is invalid?

Answer: According to the provisions of the "Interpretation of Issues Relevant to the Trial Personnel Employment System of Public Institutions" issued by the Ministry of Human Resources and Social Security [2003] No. 61, the following four types of contracts are invalid contracts:

1. An employment contract that violates national laws and regulations;

2. An employment contract concluded using fraud, threats and other improper means;

3. The rights and obligations are obviously unjust and seriously harm one party Employment contract with legitimate rights and interests;

4. The employment contract is signed by others without my written authorization, and I raise objections. The invalid contract shall be determined by the personnel dispute arbitration committee with jurisdiction.

17. Under what circumstances should the employing unit pay financial compensation to the dismissed personnel when it terminates the employment contract? What are the criteria for financial compensation?

Answer: In any of the following three situations, the employing unit shall pay financial compensation to the dismissed personnel based on their actual working years in the unit:

1. The employing unit proposes The employment contract is terminated and the employed person agrees to the termination;

2. The employed person is ill or injured not due to work, and after the medical treatment period expires, he cannot engage in the original job or other work arranged by the employing unit. The employer unilaterally terminates the employment contract;

3. The employed person fails the annual assessment or the employment period assessment and does not agree to the employing unit’s adjustment of his/her job position, or even though he agrees to adjust his/her job position, he fails to do so upon arrival. If the employee still fails to pass the assessment after taking the new position, the employing unit shall unilaterally terminate the employment contract.

In addition, if the employing unit is divided, merged, or cancelled, and the employed personnel cannot be placed in the corresponding unit for employment and the employment contract is terminated, economic compensation shall also be given.

According to the provisions of Guobanfa [2002] No. 35 document, economic compensation shall be based on the average monthly salary of the dismissed employee in the first half of the year for one month for each year of working in the employing unit; If the average monthly salary is more than three times the local average monthly salary, the calculation shall be three times the local average monthly salary. According to the spirit of the document No. 61 [2003] issued by the Ministry of Human Resources, the economic compensation for terminating the employment contract is based on the employee's length of service in the unit, not the compensation for the length of service in the unit.

18. Our unit is a public institution managed by civil servants. I heard that the system based on nature will be abolished. We entered the unit through the unified recruitment of civil servants in Jiangsu Province. What does the unit reform say to us people?

Answer: There is currently no cancellation policy based on the opinions of public institutions. Issues such as the nature identification and daily management of public institutions will be handled in strict accordance with the Civil Service Law.

19. Can the distribution system for public institutions only take one form?

Answer: When public institutions implement a diversified distribution system, they essentially need to carry out various combinations according to the specific conditions of the unit. A unit does not necessarily have only one distribution system: salary based on position, and annual salary system, project salary, etc. may not be applicable to all units. Therefore, public institutions must choose among the 9 main distribution systems based on the actual situation of the unit, position, personnel, etc. One or more of them, combined together, form an effective distribution plan.

20. What is the diversified distribution system of public institutions?

Answer: The diversified distribution system of public institutions means that under the state's macro-control of the total wages of public institutions, public institutions enjoy full autonomy in internal distribution and follow the distribution according to work and the participation of production factors in distribution. In principle, after certain deliberation procedures, the internal allocation system of public institutions can be determined independently. It is no longer a wage system with unified national policies, unified standards, and centralized management, but a distribution system with the characteristics of a public institution and a combination of multiple distribution forms that can better reflect the value of individual labor.

21. What are the main forms of diversified distribution systems for public institutions?

Answer: The General Office of the Provincial Government forwarded the Provincial Department of Personnel and the Provincial Department of Finance's "Opinions on the Implementation of a Diversified Allocation System for Public Institutions" (Su Zhengbanfa [2001] No. 107), which stipulates that public institutions can Different distribution systems are implemented according to their own characteristics:

1. A distribution system in which the total salary is linked to the unit's efficiency;

2. A distribution system in which the total salary is linked to the unit's contribution;

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3. Distribution system that determines pay based on position and salary changes based on position;

4. Distribution system that determines pay based on tasks and performance-based pay;

5 , Distribution system for part-time and part-time salary;

6. Distribution system for high-tech price-setting shares;

7. Distribution system for rewarding job technical achievements in proportion to income;

8. A distribution system that links the personal income of the legal representative of a public institution to work goals and performance;

9. A distribution system that supplements the purchase of commercial insurance.

(Among them: Articles 1 and 2 are the national macro-control system for the total allocation of public institutions, and Articles 3-9 are the internal allocation systems of public institutions.)

II 12. How to ensure the interests of employees after the reform of the distribution system of public institutions?

Answer: The reform of the distribution system of public institutions must effectively implement the requirements of the "Three Represents", establish an awareness of the overall situation, strengthen the concept of the masses, correctly handle the relationship between reform and stability, give full play to the party's political advantages, and deepen We must do a good job in ideological and political work in an all-round way. While guiding cadres and the masses to actively support and participate in the reform, we must help pilot units solve their practical difficulties and actively and steadily push the reform in depth. Public institutions must formulate corresponding systems in accordance with relevant laws, regulations and policies regarding wages and benefits related to employees' work-related injuries, maternity leave, wedding and funeral leave, annual leave, family leave, etc. We must adhere to the principle of giving priority to efficiency and taking into account fairness. When formulating internal allocation plans, the minimum income level of employees must be guaranteed. Wage standards should be adjusted in a timely manner based on actual conditions and efforts should be made to improve the income distribution level of all employees.

23. When a public institution formulates a distribution plan, what rights do employees have?

Answer: Public institutions should actively publicize relevant policies on the reform of the distribution system, do a good job in ideological work among employees, and strive to win the understanding and support of the majority of employees for the reform of the distribution system. In the process of formulating the allocation plan, the internal allocation plan must be researched and formulated based on extensive solicitation of opinions and full demonstration in accordance with relevant regulations. The plan must be discussed collectively by the leaders of the unit, approved by the unit’s employee congress or all personnel meeting, submitted to the competent department for approval, and submitted to the human resources and finance departments of the government at the same level for review before it can be implemented. Employees of public institutions have the right to propose, modify, review, and vote on distribution plans. The income distribution of the legal representatives and main operators of public institutions shall be assessed and approved by relevant departments in accordance with the cadre management authority.

24. Can employees’ file wages be canceled when public institutions implement distribution system reforms?

Answer: Public institutions implement a diversified distribution system, giving them full autonomy in internal allocation. The personal income of staff can be determined by the unit within the total salary approved by the government personnel department, according to certain procedures. Formulate a distribution plan, distribute it after assessment, and closely link personal performance, contribution and income to better mobilize the enthusiasm of employees. At the same time, the files should record the positions and professional titles held by the staff, as well as the basic wages and allowances stipulated by the country and region where the staff are located. When staff are transferred or retire, the salary will be introduced or retired according to the basic wages and allowances recorded in the files. fee. Therefore, the reform of the distribution system of public institutions does not mean the elimination of archived wages, but the strict standardization of the management of the separation of archived wages and actual income. Actual income must be formulated in accordance with relevant documents and scientific distribution plans, and a strict assessment and payment system must be established; archived wages must be adjusted on time in accordance with national wage policies and filed in a timely manner to ensure that employee wage file records are accurate and complete.