Notice of the Office of Wenzhou Municipal People's Government on printing and distributing the Interim Measures for the open recruitment of staff in Wenzhou public institutions

Issuing Authority: Office of Wenzhou Municipal People's Government, Zhejiang Province

Document number: Wen Zhengban [2006] No.220

Release date: 2006-12/30

Implementation date: 2006-12/30

County (city, district) people's governments and units directly under the municipal government:

The Interim Measures for the Open Recruitment of Staff in Wenzhou Public Institutions have been agreed by the Municipal People's Government and are hereby issued to you, please implement them carefully.

December 30th, 2006

Interim Measures of Wenzhou Municipality on Public Recruitment of Staff in Public Institutions

Chapter I General Principles

Article 1 In order to deepen the reform of personnel system in public institutions and improve the quality of personnel in public institutions, these Measures are formulated in accordance with the Interim Provisions of the Ministry of Personnel on Open Recruitment in Public Institutions (Order No.6 of the Ministry of Personnel in 2005) and in combination with the actual situation of our city.

Article 2 These Measures shall be applicable to Wenzhou public institutions (except those engaged in production and operation with reference to the management and assessment of the Civil Service Law) to supplement all kinds of staff.

Article 3 Supplementary staff of public institutions must be conducted through open recruitment within the staffing approved by the organization staffing department and according to the qualifications of supplementary posts.

Article 4 Open recruitment shall adhere to the principles of having both ability and political integrity, "openness, equality, competition and merit-based", implement the combination of macro-management by the government and the implementation of the autonomy of the employing units, and be unified and standardized, with hierarchical and classified management.

Article 5 The personnel administrative department of the government is the competent department of open recruitment of public institutions, and the personnel administrative department of the government and the superior competent department of public institutions are responsible for guiding, supervising and managing the open recruitment of public institutions; The employing unit or its superior competent department is responsible for the specific organization and implementation of open recruitment.

Chapter II Recruitment Scope and Conditions

Article 6 Public recruitment of staff by public institutions is generally oriented to the administrative region or the whole society. All qualified personnel can apply for this job.

Article 7 To apply for public institution staff, the following conditions must be met:

1. Support the leadership of China * * * production party and love socialism;

2. Abide by the Constitution and laws and have good conduct;

3. Have the academic qualifications, qualifications and professional or technical conditions required for the post;

4. Have physical and age conditions that meet the requirements of the post;

5. Have other conditions required for the post.

Eighth institutions to recruit staff, shall not set discriminatory conditions.

Chapter III Recruitment Methods and Ways

Article 9 Open recruitment shall be conducted by the employing unit through examination and assessment according to the qualifications and requirements of the recruitment position.

Tenth the following personnel can be directly employed or appointed according to the relevant provisions:

1. People with civil servant status;

2 due to the adjustment of the leadership, according to the cadre personnel management authority appointed personnel;

3. Personnel who flow from institutions with the same fund management form at the same level or from full financial allocation to self-supporting institutions in balance allocation, full or balance allocation (not including the flow from institutions without administrative law enforcement functions to institutions with administrative law enforcement functions).

Eleventh meet one of the following conditions, approved by the administrative department of personnel of the government at the same level, can take the form of direct assessment, can also take the same kind of personnel through the examination of merit:

1. belongs to the high-level or short-term professionals that our city urgently needs to introduce;

2. Persons who meet the resettlement policy;

3. Personnel with confidential positions or special majors who are difficult to form competitive positions.

Twelfth institutions open recruitment of staff is divided into regular recruitment and irregular recruitment.

Regular recruitment is organized by the personnel administrative department of the government at the same level, generally twice a year. Among them, the public * * * subjects implement a unified entrance examination; Professional subject examination, interview, physical examination and assessment work plan, approved by the personnel administrative department of the government at the same level, can be organized and implemented by the employer and its superior competent department. The employing units participating in regular recruitment shall report the recruitment plan to the personnel administrative department of the government at the same level 1 month before unified recruitment.

Irregular recruitment shall be applied by the employing unit according to the actual situation, approved by its superior competent department, reported to the personnel administrative department of the government at the same level for approval, and organized and implemented by the employing unit and its superior competent department.

Chapter IV Recruitment Procedures

Thirteenth open recruitment should be carried out according to the following procedures:

1. Make a recruitment plan. The recruitment plan is compiled by the employer, which mainly includes the positions and conditions of recruitment, recruitment time, number of recruits and recruitment methods. The employing unit shall, within the staffing approved by the organization department, put forward a recruitment plan according to the personnel structure and job vacancies, and report it to the personnel administrative department of the government at the same level for examination and approval after being audited by its superior competent department.

2. Formulate and publish recruitment announcements. The employing unit draws up the recruitment announcement according to the recruitment plan, reports it to the personnel administrative department of the government at the same level for examination and approval after being audited by its superior competent department, and publicly releases it to the public through the website of the personnel administrative department of the local government and the news media 15 days before the registration starts. The recruitment announcement shall specify the introduction of the recruiting unit, the positions, the number of recruits, qualifications, recruitment methods, time, content and scope of registration and examination, registration methods and other matters that need to be explained.

3. Registration and qualification examination. Registration is organized by the employing unit, and the employing unit may not refuse to register those who meet the prescribed conditions. The qualification examination of applicants shall be the responsibility of the superior competent department of the employing unit. The number of applicants for the same position and the number of recruitment plans shall not be less than 3: 1.

4. Organize exams. Exams are generally divided into written tests and interviews. The examination content is mainly the professional knowledge, business ability and work skills necessary for the recruitment position. The examination subjects and methods are determined according to the characteristics of the industry, specialty and post. The interview mainly examines the applicant's comprehensive quality and practical ability to adapt to the actual job requirements. According to the written test results, the interview candidates are determined according to the number of positions not less than 2: 1 from high score to low score.

5. Physical examination and evaluation. According to the relevant standards for the recruitment of civil servants, special posts must set supplementary conditions in the recruitment announcement according to the nature of the posts. Physical examination should be carried out in comprehensive medical institutions at or above the county level. The assessment content mainly includes the candidate's ideological and political performance, moral quality, professional ability and work performance. Physical examination and assessment shall be organized by the employing unit and its superior competent department.

6. Employment. According to the results of examination, physical examination and assessment, the candidates are determined from high score to low score according to the examination results, and they are publicized. Upon the expiration of the publicity period, the employing unit shall report to the personnel administrative department of the government at the same level for relevant entry procedures, and sign an employment contract after being audited by its superior competent department.

Chapter V Discipline and Supervision

Fourteenth institutions open recruitment work to implement the avoidance system. Anyone who has husband-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 shall not be employed as the secretary of the person in charge of the unit, or as a post in personnel, finance, discipline inspection, etc., or as a post with direct superior-subordinate leadership relationship.

Fifteenth recruitment work should be open information, process and results, and accept the supervision of the society and relevant departments.

Article 16 The personnel administrative department of the government and the superior competent department of the employing unit should conscientiously perform their supervisory duties and strictly enforce the recruitment discipline. The employing unit shall strictly follow the conditions, procedures and requirements stipulated in the recruitment announcement. In the process of open recruitment of public institutions, violations of cadres' personnel discipline and these provisions must be resolutely stopped and corrected to ensure openness, fairness and justice in recruitment.

Seventeenth candidates who violate the discipline of open recruitment will be disqualified from the examination or employment according to the seriousness of the case; Staff who violate the discipline of open recruitment will be dismissed or disciplined according to the seriousness of the case. If a crime is constituted, criminal responsibility shall be investigated according to law.

Chapter VI Supplementary Provisions

Eighteenth municipal organs and institutions with reference to the management of the civil service system shall be implemented with reference to these measures.

Nineteenth approach by the Wenzhou Municipal Bureau of personnel is responsible for the interpretation of.

Twentieth these measures shall come into force as of the date of promulgation, and the original documents No.36 (2000) and No.36 (2002) 197 shall be abolished at the same time.