Huangpi District Human Resources and Social Security Bureau’s policy on competition for teacher positions

In accordance with the requirements of relevant national and provincial documents, in 2009 the municipal party committee and the government required all counties and districts to launch competition for positions at the public institution level. Since last year, the county education and sports bureau, human resources and social security bureau, finance bureau and other departments have conducted This reform work has been fully deliberated and investigated, and opinions and suggestions from relevant departments and some teachers have been solicited. Finally, it was submitted to the county party committee and county government for study and approval, and the "Competition for Recruitment" document was formed. The relevant policies are now interpreted as follows:

1. Principles of competitive recruitment for graded positions

Competitive recruitment for teacher positions is based on position setting. According to the total number of positions, grade and quantity, within each job level, high-level competitive recruitment is implemented. Competitive recruitment work is carried out through a combination of competitive recruitment for all employees at the lowest level. Schools with more qualified candidates than the approved number of positions will carry out high-level recruitment competitions among the already employed personnel in accordance with the new job levels and competition requirements. The number of positions for which unemployed personnel will be appointed shall not exceed the existing unemployed qualifications at most. 20 of the number of people; units with qualified candidates that do not exceed the number of approved posts will determine the number of posts based on the ratio of 10 candidates who participated in the competition. This competitive appointment lasts for three years (December 31, 2013 - December 30, 2016). There will be no replacement appointments during the period. It is a transitional appointment and the salary will remain unchanged during the transition period. The purpose is to fully mobilize the enthusiasm of the county's faculty and staff, stimulate internal vitality and motivation, give those who want to be officers and can be officers "a stage", and let those who fail to perform their job responsibilities or cannot perform their job responsibilities normally be dismissed or postponed. "Resign early", forming a good job competition mechanism in the county's education system in which the capable are promoted, the mediocre are given way, and the mediocre are dismissed.

2. Scope of competition for grade-level positions

This competition for grade-level positions is a competition for professional and technical-level positions. Professional and technical positions are divided into main series of professional and technical positions and auxiliary series of professional and technical positions. The main series of professional and technical positions are teacher positions; the auxiliary series of professional and technical positions mainly include professional and technical positions with teaching auxiliary responsibilities such as subject experiments, library materials, financial accounting, audio-visual education, and health care.

3. Procedures for grade-level job competition

The job competition procedures mainly include job setting, formulation of work plans, review and approval of work plans, application qualification review, score review, and confirmation of employment. personnel, signing of appointment letters for graded positions, etc.

IV. Relevant Policies

(1) Competition for Retired Personnel

Those who have left their jobs and have not reached the legal retirement age with the approval of the organization may not participate Competition for graded positions. Anyone who applies not to participate in the competition must make a written application in person and retain the salary and benefits of the lowest-level professional and technical position within the current employment level during the current employment period. Anyone who applies to participate in the competition must apply in writing and participate in the competition for the corresponding professional and technical positions. Those who are qualified for promotion and appointment of professional and technical positions must obey the work arrangements of the school (unit), perform their job responsibilities at the school (unit), and enjoy corresponding benefits. If you are unable to perform your job responsibilities, your appointment qualifications and corresponding salary benefits will be cancelled. In addition, if men are over 55 years old (born before January 8, 1959), and women are over 50 years old (born before January 8, 1964), if they apply not to participate in the competition, they must be approved by the school (unit). , after registration with the human resources and social security department, they will no longer participate in competitions and will not occupy professional and technical positions until the retirement procedures are completed.

(2) Competition for secondment and other personnel

1. Approved loanees need to return to their original school (unit) if they participate in the competition, and they must be in the position they are competing for after being hired. If you are employed but do not work in the hired position after being hired, you will not be allowed to cash out the benefits based on your professional and technical title; if you apply not to participate in the competition, you can temporarily keep your original benefits unchanged.

2. If the series of employed professional positions do not correspond to the set series of professional positions in the school (unit), they should be transferred in accordance with regulations; those who have not been transferred can temporarily retain their current benefits. But in principle, you will not participate in hierarchical competition.

3. The military cadres who have been transferred to the military under the directive should be directly hired to the corresponding professional and technical positions during the current employment period according to the professional and technical positions they hold in the military or the professional and technical qualifications recognized by the state. Sign an employment contract of no less than three years, which does not account for the number of professional and technical positions.

4. Anyone who is seriously ill and unable to perform the duties of a professional and technical position can apply in person and no longer participate in the competition. The original salary will be applied and appropriate work will be arranged in the unit.

Anyone who has any of the following circumstances will not be able to participate in the competitive appointment of professional and technical positions at the next level: receiving a serious warning within the party or a major administrative demerit or above within three years, or failing one of the annual assessments; without reason; Those who have been absent from work for more than 5 days in a row or more than 10 days in a year; those who did not participate in the assessment in the previous year; those who were basically competent in the current year's assessment.