Measures for the implementation of open recruitment of staff in institutions in Jiangsu Province

Article 1 In order to further deepen the reform of personnel system in public institutions, establish a scientific, standardized and fair employment system, standardize the recruitment behavior of staff in public institutions, and ensure the basic quality of recruiters in public institutions, these Measures are formulated in accordance with the Opinions of the Ministry of Personnel on the Trial Appointment System in Public Institutions.

Article 2 An institution approved by the provincial organization department and registered as a legal person (whether or not the personnel employment system is implemented) must openly recruit new employees (including professional and technical positions, management positions and ground positions) in accordance with the provisions of these Measures.

Article 3 When recruiting staff, public institutions shall adhere to the principles of openness, equality, competition and merit-based, and adopt the method of open recruitment (employment) for the society according to the employment standards of having both ability and political integrity and the professional, technical and qualification conditions required for the post.

Article 4 Public institutions shall adhere to the combination of macro-management by the government and the implementation of the autonomy of the employing units, and implement unified guidance, hierarchical regulation and classified management.

Chapter II Division of Responsibilities and Procedures

Article 5 The Organization Department of the Party Committee and the personnel administrative department of the government (hereinafter referred to as the organization and personnel department) are the competent departments for recruiting staff in public institutions, and are responsible for the comprehensive management, policy guidance, filing and auditing, supervision and error correction of recruiting staff in public institutions.

Article 6 The competent department of a public institution shall, according to the requirements of the organization and personnel department, standardize management, organize and coordinate the public recruitment of staff by its subordinate institutions.

Article 7 The public recruitment of staff by public institutions shall be specifically organized and implemented by public institutions. Institutions that have not established personnel institutions shall be responsible for this work by their competent departments.

Institutions should organize open recruitment in accordance with the principle of democracy and multi-participation, take various forms, and carefully listen to and absorb the opinions and suggestions of discipline inspection and supervision departments, trade union representatives and employee representatives.

Article 8 The basic procedures for recruitment are:

(a) the preparation of recruitment plan;

(2) Issuing a recruitment announcement;

(3) Registration and qualification examination;

(4) examination;

(5) evaluation;

(6) physical examination;

(7) publicity;

(8) Employment.

Chapter III Recruitment Plan and Announcement

Article 9 A public institution shall, according to the work needs, vacancy requirements and recruitment procedures, recruit staff within the staffing approved by the organization staffing department.

Article 10 The recruitment plan shall be prepared by the public institution, audited by the competent department and submitted to the organization and personnel department. Institutions directly managed by Party committees and governments directly report their recruitment plans to the organization and personnel departments.

Article 11 The contents of the recruitment plan shall include:

(a) the name of the employer and the number of personnel, the number of vacant personnel, and the total number of people to be recruited;

(2) The positions to be employed, the number of employees and the required qualifications;

(three) the object, scope and method of recruitment.

If special conditions and treatment are set for recruiting high-level talents or talents in urgent need, it should be explained separately in the plan.

Article 12 After the recruitment plan is approved, the institution shall publish a recruitment announcement to the public through the government personnel website and other media before the registration date 15. The contents of the announcement include:

(a) the name and position of the recruiting unit;

(two) the main contents of the employment contract and post agreement;

(three) the recruitment target, the number of people and the required qualifications;

(4) recruitment procedures;

(five) the time and place of registration and the required documents and related materials;

(six) examination subjects, methods and dates;

(seven) other matters that need to be explained by the employer.

Chapter IV Qualifications and Recruitment Methods

Thirteenth candidates should meet the following basic conditions:

(a) law-abiding, moral integrity, good professional ethics, willing to perform the obligations of staff in public institutions;

(2) Having academic qualifications, majors and qualifications that meet the requirements of the recruitment position;

(3) being in good health.

Open recruitment of public institutions shall not set discriminatory conditions or requirements.

Fourteenth recruitment registration and qualification examination by the unified organization of institutions. The competent department is responsible for the recruitment, registration and qualification examination of institutions without personnel institutions.

Fifteenth in any of the following circumstances, the employer, with the approval of the competent department, organization and personnel department, can be directly employed as a staff member without examination:

(a) high-level talents who meet the conditions for the introduction of high-level talents in this province;

(two) the civil servants of the party and government organs and the personnel managed by the civil servants;

(three) the resettlement personnel stipulated by the national and provincial policies.

Chapter V Examination, Assessment and Physical Examination

Sixteenth open recruitment of staff examination work by the institutions themselves. The examination of institutions without personnel institutions shall be the responsibility of the competent department. When necessary, institutions can also entrust competent departments or personnel departments to assist in organizing examinations or providing related services.

Seventeenth examination subjects, contents and methods should be determined according to the requirements of industry, specialty and post.

Article 18 Examinations can be conducted in various forms, such as written examination, interview and practical operation.

Nineteenth examination organization units shall formulate examination organization procedures and rules, and publish them to all applicants. The examination organizing unit shall organize the examination comprehensively and strictly in accordance with the procedures and rules.

Twentieth assessment by the employer is responsible for organizing the implementation. The competent department is responsible for the assessment of institutions without personnel institutions. The assessment content is mainly to examine ideological and political performance, moral quality, professional ability, work performance and so on. Conduct qualification examination of candidates.

Article 21 The employing unit shall be responsible for organizing the physical examination of the personnel to be employed. Institutions without personnel institutions shall be examined by the competent department. Physical examination standards can refer to the implementation of civil service physical examination standards.

If the recruitment position has special requirements for the applicant's physique, a physical examination can be arranged before the examination, but this special requirement should be announced in the recruitment announcement.

Twenty-second candidates who fail to meet the requirements after examination or physical examination shall not be employed. Vacant recruitment places, according to the provisions of the recruitment announcement, can be made up by institutions in the order of ranking results or organized separately.

Chapter VI Employment Procedures

Twenty-third institutions responsible for personnel should be based on job requirements and examination, assessment, physical examination results of collective discussion and decision to hire personnel. Institutions to hire staff, fill in the "Jiangsu Province, provincial institutions to recruit staff for the record form", sent to the organization and personnel department for the record.

Twenty-fourth institutions open recruitment, direct employment of staff procedures according to the following procedures:

(a) institutions to "Jiangsu province institutions to recruit staff for the record form" and related certification materials, after the audit by the competent authorities, reported to the organization and personnel departments for the record.

(two) after the organization of the personnel department for the record, the legal representative or entrusted agent of the institution and the employed person shall sign the employment contract uniformly printed by the personnel department on the principle of equality, voluntariness and consensus.

Chapter VII Avoidance, Supervision and Disciplinary Action

Article 25 If an employed person has a husband-and-wife relationship, lineal consanguineous relationship, collateral consanguineous relationship within three generations or close in-laws relationship with the person in charge of the employing unit, he shall not be employed as the secretary of the person in charge of the unit or engage in personnel, finance, discipline inspection and supervision posts, nor shall he be employed as a post with direct leadership relationship between superiors and subordinates.

Recruiting staff should avoid the above-mentioned kinship with themselves when handling personnel recruitment matters.

Twenty-sixth open recruitment work should disclose information, process and results.

Organizations, personnel departments and competent departments shall, jointly with the discipline inspection and supervision departments, seriously investigate and handle reports and complaints from the masses.

Twenty-seventh institutions do not employ staff according to the qualifications and recruitment procedures stipulated in the preparation, planning and recruitment, and the organization and personnel department shall order them to re-apply according to the prescribed procedures; For those who refuse to apply for the exam without justifiable reasons or violate the rules in the interview, assessment and list of candidates, the organization and personnel department shall order them to make corrections and give informed criticism if necessary; The staff who are mainly or directly responsible shall be investigated for their responsibilities in accordance with the relevant provisions according to the seriousness of the case.

Institutions can cancel the examination or employment qualification of candidates who cheat or cheat in registration, examination, physical examination and assessment, and at the same time file with the organization and personnel department.

Twenty-eighth open recruitment of staff disputes, the parties may, in accordance with the relevant provisions of the personnel dispute mediation and arbitration, put forward mediation to the personnel dispute mediation organization of public institutions or apply to the local personnel dispute arbitration institution for arbitration.

Chapter VIII Supplementary Provisions

Twenty-ninth recruitment funds should be collected from candidates in accordance with the items and standards approved by the price department, and the insufficient part should be solved by institutions.

Thirtieth institutions leadership recruitment measures shall be formulated separately.