Recruiting and serving blacks

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Chapter I General Provisions

Article 1 In order to implement the requirements of the Notice on Further Standardizing the Open Recruitment of Public Institutions (Ministry of Human Resources and Social Security Fa [2065438+00] No.92), further standardize the open recruitment of new employees in provincial institutions, improve the scientific, institutionalized and standardized level of personnel management in provincial institutions, and ensure that the ability and quality of new employees meet the needs of provincial institutions, combined with the actual open recruitment in recent years, according to the Interim Measures for Open Recruitment of Public Institutions in Heilongjiang Province,

Second these Provisions shall apply to the recruitment of professional and technical personnel and management personnel in provincial institutions. Except for institutions managed by reference to the Civil Service Law.

New staff of public institutions, in addition to national policy placement, appointment by superiors according to the authority of cadre and personnel management, and classified positions (mainly referring to some positions of public security, national security, confidentiality and other departments of public institutions), take other ways to openly recruit.

Article 3 Open recruitment should adhere to the combination of macro-management of the Party committee and government and the implementation of the autonomy of the employing units, and be based on post recruitment, unified and standardized, classified implementation and hierarchical management.

Article 4 Open recruiters shall strictly implement the relevant provisions on the establishment of public institutions, post setting and personnel structure management, adhere to the employment standard of having both ability and political integrity under the premise of vacancies, and adopt the methods of examination and assessment in accordance with the principles of democracy, openness, competition and merit.

Article 5 The Organization Department of the Provincial Party Committee and the Provincial Department of Human Resources and Social Security (hereinafter referred to as "the Provincial Department of Human Resources and Social Security") are the competent authorities for open recruitment of public institutions. In accordance with their respective work functions and management authority, they are jointly responsible for the guidance, supervision and management of public recruitment in public institutions. Recruiting units and higher authorities should set up a recruitment organization composed of personnel, discipline inspection and supervision departments and relevant experts to be responsible for the organization and implementation of recruitment; Discipline inspection and supervision departments and employee representatives supervise the whole recruitment process.

Chapter II Recruitment Scope, Conditions and Procedures

Article 6 Public recruitment of public institutions shall be geared to the needs of the society, and all types of personnel who meet the following conditions may apply for the examination:

(1) Having People's Republic of China (PRC) nationality;

(two) law-abiding, with good conduct and professional ethics;

(three) in principle, have a bachelor's degree or above, as well as the professional and technical conditions required for the post;

(4) Physical fitness, age and other conditions that meet the requirements of the post.

Seventh public institutions to recruit staff, not to set discriminatory conditions or conditions for specific personnel.

Article 8 Applicants shall truthfully provide their ID card, academic degree certificate, professional and technical qualification certificate, registration recommendation form issued by their school or the certificate that their unit agrees to participate in the application (or the certificate of termination of labor relations with their original unit) and other materials required for the post. Those who practise fraud, once found, are disqualified and may not apply for provincial institutions within three years.

Article 9 Open recruitment shall be conducted in accordance with the following procedures:

(a) to declare the annual recruitment plan;

(2) Making a recruitment plan;

(3) Publishing recruitment information;

(4) Accepting candidates' applications and conducting qualification examination;

(5) examination;

(6) Publicizing the performance and ranking of the interviewees;

(7) physical examination;

(8) evaluation;

(nine) according to the examination, assessment and physical examination results, determine the personnel to be employed;

(10) Publicizing the relevant information of the personnel to be employed;

(eleven) handle the transfer and other related procedures;

(12) Signing employment contracts.

Chapter III Recruitment Plan, Recruitment Scheme and Information Release

Article 10 When a public institution recruits personnel openly, it shall prepare an annual recruitment plan according to the staffing of the unit, the proportion quota of post structure and the corresponding vacancy situation. It mainly includes the following contents: the basic situation of the employer, the conditions of the recruitment position, the recruitment time, the number of recruits and the recruitment method. At the same time, fill in the Application Form for Open Recruitment Plan of Provincial Institutions in Heilongjiang Province (see Annex 1), and report it to the Organization Department of the Provincial Party Committee or the Provincial People's Social Welfare Department for review and filing after being approved by the higher authorities. Among them, directly submitted by provincial colleges and universities; The institutions affiliated to the provincial departments shall be reported by the competent department after summary and audit.

In principle, each organization shall organize open recruitment no more than twice a year, once in the first half and once in the second half. Institutions that fail to declare the recruitment plan or declare the recruitment plan without filing shall not recruit personnel in principle.

Eleventh annual recruitment plan for the record, the recruitment unit and the competent department at a higher level to draft a recruitment plan, according to the management authority reported to the Provincial Party Committee Organization Department or the Provincial People's Social Welfare Department for review and release, the main contents include:

(1) Brief introduction of the employer;

(2) The position, major, number of people to be recruited and relevant treatment;

(3) Conditions of candidates;

(four) recruitment procedures, methods, the ratio of the number of applicants to the number of recruits. ;

(five) the time (time limit), content, scope and scoring method of inspection and assessment;

(six) the telephone number, contact information of the recruitment discipline supervision department and other matters that need to be explained.

Article 12 The recruitment information shall be publicly released on the official website of the Organization Department of the Provincial Party Committee and the Provincial People's Social Welfare Department at least/0/5 working days before the registration deadline, and may also be publicly released on the websites of employers and higher authorities, human resources market websites or other media.

Chapter IV Online Registration and Qualification Examination

Article 13 Online registration shall be adopted, and the higher authorities of institutions shall organize the qualification examination of applicants (institutions directly under the province and provincial universities shall organize the qualification examination themselves) to determine qualified personnel.

Article 14 In principle, the ratio between the number of people who apply for the same post, pass the qualification examination and take the examination and the number of recruits shall not be less than 3: 1. If this ratio is not reached, it shall be reported in writing to the Organization Department of the Provincial Party Committee or the Provincial People's Social Welfare Department to reduce the number of recruits for this position or cancel the recruitment for this position. For special posts, high-level talents or majors in urgent need or shortage, with the consent of the Organization Department of the Provincial Party Committee or the Provincial People's Social Welfare Department, recruitment may be appropriately reduced.

Chapter V Written Examination and Interview

Fifteenth institutions open recruitment examination, according to the actual situation, take different ways to entrust professional examination institutions, unified organization by the higher authorities of institutions, or organized by the employer itself.

Article 16 The examination content is the professional quality, professional knowledge, professional ability and work skills necessary for the recruitment position. According to the characteristics of industry, specialty and post, the scope of proposition should be carefully studied.

Seventeenth written examination should be closed writing questions, strictly enforce the confidentiality standards, and select experts with rich proposition experience to form a proposition group. At the same time, we should formulate reference answers and standard answers for subjective questions and objective questions respectively.

Eighteenth written test results announced by the organization and implementation department, candidates can go to the relevant website. Candidates who enter the interview are determined according to the order of written test scores from high to low, and the ratio with the number of recruits is not less than 2: 1.

Article 19 According to the needs of the recruitment position, the interview can be conducted by means of defense (structured interview), trial lecture, scenario simulation, discussion without leading group, practical operation (demonstration) and so on.

Twentieth set up an interview organization, do a good job of interview questions and confidentiality. In principle, the interview examiner is composed of professional and technical personnel of public institutions, relevant professionals of competent departments, personnel with interview examiner qualification certificates recommended by the organization and personnel departments, and other experts who are suitable to serve as examiners, generally 7-9 people. Before the interview, the employer or its superior competent department shall formulate an interview plan and report it to the Organization Department of the Provincial Party Committee or the Provincial People's Social Welfare Department for approval before organizing the implementation.

Twenty-first to strengthen the construction of interview examiner team, regular business training, interview examiner qualification certificate issued, and gradually realize the interview examiner certificates. Before each interview, institutions or higher authorities should report the determined examiner list to the Organization Department of the Provincial Party Committee or the Provincial People's Social Welfare Department for the record according to the management authority. Before organizing the interview, the examiner should organize the members of this group to conduct pre-test training, study and discuss the test questions, clarify the scoring principles and unify the scoring standards.

Twenty-second Provincial Party Committee Organization Department or Provincial People's Social Welfare Department can inspect and supervise the implementation of written examination and interview.

Twenty-third senior professional and technical positions or doctoral degrees, as well as talents urgently needed to be introduced, should also be openly recruited in principle. Under special circumstances, with the approval of the Organization Department of the Provincial Party Committee or the Provincial People's Social Welfare Department, institutions and their superior departments can be organized by direct assessment.

Article 24 After the examination, the unit or department in charge of the examination will submit the qualifications of all candidates entering the interview, such as majors and academic qualifications, together with the Summary of Examination Results of Open Recruited Staff in Provincial Institutions in Heilongjiang Province (see Annex 2), to the Organization Department of the Provincial Party Committee or the Provincial People's Social Welfare Department for examination and filing, and make it public on the relevant website for 3 working days.

Chapter VI Physical Examination, Assessment, Publicity and Employment

Twenty-fifth institutions according to the actual situation, can be set in the recruitment plan written test, interview minimum score, the written test score below shall not enter the interview; If the interview is lower than the minimum score, it will not be hired in principle. The written test and interview scores are converted into the total test scores according to the prescribed scoring method, and accordingly, according to the ratio of recruitment positions 1: 1, the candidates for physical examination and assessment are determined from high scores to low scores.

Twenty-sixth candidates who have passed the examination shall be organized by the employing unit or its superior competent department in hospitals above the municipal level with reference to the revised General Standard for Civil Servants' Physical Examination (Trial). Some industries have clear requirements for post physical examination standards, which shall be implemented in accordance with the standards formulated by the competent departments of industries at or above the provincial level. If the recruitment position has special requirements for the applicant's physique, the physical examination can be carried out before the examination.

Twenty-seventh institutions or their higher authorities should organize qualified personnel to take the exam. It mainly examines its ideological and political performance, moral quality, professional ability, work performance and other aspects in various forms, and reviews the qualifications of candidates.

Twenty-eighth of the assessment or physical examination does not meet the requirements of the personnel, cancel the qualification. Institutions can be based on the number of vacancies, identified by the competent department at a higher level and reported to the Organization Department of the Provincial Party Committee or the Provincial People's Social Welfare Department for approval, according to the position, grade and assessment results.

Article 29 According to the management authority, after the leading group collectively studies and determines the candidates according to the examination results, assessment and physical examination results, it is necessary to fill in the Record Form for Open Recruiters of Provincial Institutions in Heilongjiang Province (see Annex 3) and the Publicity Form for Open Recruiters of Provincial Institutions in Heilongjiang Province (see Annex 4), and submit the written test papers, interview examiner scores and academic qualifications (professional) certificates of the top three candidates to the Organization Department of the Provincial Party Committee or the Provincial Organization Department.

Article 30 If there is no objection at the expiration of the publicity period, the institution or the competent department at a higher level shall, with the relevant materials of the personnel to be hired, go to the Organization Department of the Provincial Party Committee or the Provincial People's Social Welfare Department to receive the Notice of Employment of Open Recruitment Staff in Provincial Institutions in Heilongjiang Province (see Annex 5), and go through the relevant procedures such as preparation, examination and approval of salary fund, adjustment (transfer) and so on according to the authority of cadre and personnel management.

Thirty-first employees are staff of other units, government agencies and institutions shall terminate or terminate the employment (labor) contract with the original unit according to law, and the staff of government agencies and institutions shall have written opinions of the original unit agreeing to transfer.

Thirty-second public institutions to recruit staff in accordance with the provisions of the probation system. The probation period generally does not exceed 6 months (fresh graduates do not exceed 1 year), unless otherwise stipulated by the state. The probation period is included in the labor contract. Those who pass the probation period will be formally employed; Unqualified, cancel the employment.

Chapter VII Discipline and Supervision

Thirty-third institutions to recruit staff to implement the avoidance system.

Applicants who are husband and wife, lineal blood relatives, collateral blood relatives within three generations or close in-laws with the person in charge of the employing unit shall not apply for positions such as secretary of the person in charge of the unit, organization of personnel, finance, discipline inspection and supervision, and positions with direct leadership relations between superiors and subordinates.

If the person in charge of the employing unit and the recruitment staff are involved in the above-mentioned kinship or other matters that may affect the fairness of recruitment, they should also withdraw.

Thirty-fourth recruitment work should disclose information, process and results, and accept the supervision of the society and relevant departments.

Thirty-fifth to strengthen the construction of inspectors, organize inspectors training on a regular basis, and issue provincial institutions open recruitment inspectors qualification certificates. Before each exam, institutions or higher authorities should report the list of inspectors to the Organization Department of the Provincial Party Committee or the Provincial People's Social Welfare Department for the record.

Thirty-sixth higher authorities of public institutions shall actively cooperate with supervisors, earnestly perform their supervisory duties, stop and correct violations of cadres' personnel discipline and these rules in the recruitment process, and ensure the openness, fairness and impartiality of recruitment.

Thirty-seventh strict open recruitment discipline. Any of the following violations must be dealt with seriously. If a crime is constituted, criminal responsibility shall be investigated according to law.

(1) The applicant forges or alters his certificate or obtains the qualification for application by other improper means;

(2) Candidates cheat in the process of examination and assessment;

(three) recruiting staff to instigate or condone others to cheat, or participate in the examination and assessment process to cheat;

(four) the recruitment staff deliberately leaked the examination questions;

(five) the person in charge of a public institution employs personnel privately or in other ways within the scope of open recruitment in violation of regulations;

(six) the staff of the competent department of the institution violates the regulations, which affects the fair and just recruitment;

(seven) other circumstances in violation of the provisions.

Thirty-eighth candidates who violate the discipline of open recruitment shall be disqualified from examination or employment according to the seriousness of the case; Those who recruit employees in violation of regulations shall be dismissed from the employment contract once verified.

Thirty-ninth staff who violate the discipline of open recruitment shall be transferred from the recruitment post or given disciplinary action according to the seriousness of the case; Other relevant personnel who violate the discipline of open recruitment shall be investigated for responsibility in accordance with relevant regulations.

Chapter VIII Supplementary Provisions

Article 40 These Rules shall come into force as of the date of issuance.

Fortieth these rules shall be interpreted by the Organization Department of the Provincial Party Committee and the Provincial People's Social Welfare Department.

If in doubt, please consult the public education enterprises in China.