Employment system and the establishment of public institutions

Employment system and establishment of public institutions The employment system of public institutions refers to a personnel management system in which public institutions and staff sign employment contracts, determine the employment relationship between them, and clarify the responsibilities, rights and obligations of both parties. By implementing the appointment system and transforming the employment mechanism of public institutions, the personnel management of public institutions will be transformed from identity management to post management, and from administrative appointment relationship to equal consultation employment relationship. In implementing the employment system, public institutions must adhere to the principles of self-employment, self-employment, supervision according to law, fairness and equality, and competition for the best. The employment of staff in public institutions must be carried out within the scope of the determined staffing amount and personnel structure ratio.

Institutions to implement the employment system, should be based on the needs of the work, in accordance with the principle of scientific and reasonable, efficient, determine the professional and technical personnel, management personnel and workers, according to the post employment, competition for posts.

Regulations on personnel management of public institutions

Chapter III Post Open Recruitment and Competitive Recruitment

Article 8 Newly-hired personnel of public institutions shall be openly recruited for the society. However, personnel who are placed by the state policy, appointed by the superior according to the personnel management authority, and classified positions are excluded.

Ninth public institutions to recruit staff in accordance with the following procedures:

(1) Formulating an open recruitment plan;

(2) Publish recruitment information such as recruitment positions and qualifications;

(3) Examining the qualifications of candidates;

(4) Examination and inspection;

(5) physical examination;

(6) Publicizing the list of persons to be employed;

(seven) to conclude an employment contract and go through the employment procedures.

Tenth institutions have job candidates need to compete for posts, in accordance with the following procedures:

(a) to formulate a competitive employment plan;

(two) in the unit announced competitive positions, qualifications, employment period and other information;

(3) Examining the qualifications of competitors;

(4) evaluation;

(5) Publicizing the list of persons to be employed by the unit;

(6) Handling the appointment procedures.

Article 11 The staff of public institutions may communicate in accordance with the relevant provisions of the state.

I have worked in the organization and personnel department established by public institutions. I combine my own work experience and talk about my views, hoping to have useful reference value for you.

1, career establishment generally refers to staff, and administrative establishment is basically civil servants at present.

2. Under the present circumstances, it is impossible to make a smooth transition. If you are putting on a show, you generally need to take an examination of civil servants. However, if you work in a public institution under the bureau, you will naturally be transferred to the administrative establishment if you have the opportunity to transfer to the bureau in the future.

3. It is better for institutions to choose professional titles for promotion, and the salary and treatment are also relatively high. If you don't occupy the administrative establishment, you won't follow the administrative rules. If you do that, you will also lose money on your salary.

4. There is no hard and fast difference between cadres in public institutions and cadres in administrative units in promotion and appointment. As long as you have the right conditions and the needs of the position, you can be promoted normally. The specific development depends on your opportunities, age and other aspects as well as comprehensive factors.

5. At present, the transformation of public institutions into enterprises is just talk, and some are only linked to the benefits of the unit (such as the income of individual departments such as fees). Water resources management belongs to the management of functional departments. You can rest assured that such departments will not be transformed into enterprises in the current era when the state emphasizes ecological environmental protection.

I hope you can cherish the opportunity, worry less and do more, then your tomorrow will be brighter, the road will be wider and wider, and the leadership position you want will be closer and closer to you.

1) depends on the quota allocation of institutions.

2) correct.

3) It is the same as non-public institutions, but the contract is different. One is a public institution contract and the other is a non-public institution contract.

Wages will go up in the future, so you have to hold on.

The agency said it was an employment system. Is it compiled? See if the announcement says to sign the employment contract, as long as it says not to prepare the contract.

On the employment contract and labor contract of the employment system of employees in public institutions (with establishment)

Regarding the employment system of public institutions, it is necessary to sign contracts when going to public institutions. It's hard to say whether it's stable or not. It is impossible to say when the state will introduce the policy of transforming public institutions into enterprises. At present, some institutions are also engaged in appointment system. If you take part in the work, your performance is not bad, but it should be stable.

The appointment system of public institutions is bad news for some people, because it is no longer an iron rice bowl for life, and some people should be linked according to benefits, but they can highlight truly capable people. On the other hand, in this place of China, really capable people rarely come out. . . . . .

What is the difference between the appointment system of public institutions and the establishment of civil servants? Their identities are different, and their welfare benefits and salary standards are also different ~ However, there is a kind of public participation management in the career establishment (referring to the career establishment staff managed by civil servants), which should belong to the management of civil servants ~ Usually, the career establishment staff refers to the technical personnel distributed in public institutions, such as schools, hospitals, agriculture, animal husbandry and science and technology bureaus, etc. And teachers, doctors and related technicians all belong to the establishment personnel (among them, administrative law enforcement personnel belong to the establishment personnel managed by referring to civil servants). At present, their salaries have been determined by the way of post creation and grading, and approved according to the evaluation of professional titles and the employment of units. Professional titles were originally divided into primary, intermediate and advanced levels, and were divided into many levels after the reform. Each grade needs to meet the grade conditions before it can be promoted. For example, if you are promoted from junior level to intermediate level, even if you fully meet the intermediate standard, there are no intermediate positions available in the company, so you can't be hired and still can't be promoted. Civil servants generally refer to the staff of state administrative organs such as party committees, organs and mass organizations. Wages and benefits are borne by the state finance, and clerks (with junior college education or below), clerks, deputy directors and directors are promoted step by step. After meeting the conditions, they still need the unit to have time to prepare. Institutions need to pay medical insurance, unemployment insurance and provident fund. Nowadays, institutions in many areas also need to pay endowment insurance, and receive pensions in accordance with the provisions of endowment insurance after retirement; Civil servants only need to pay medical insurance and provident fund, and they can enjoy the retirement salary subsidized by the state after retirement.

The employment system of public institutions refers to a personnel management system in which public institutions and staff sign employment contracts, determine the employment relationship between them, and clarify the responsibilities, rights and obligations of both parties. By implementing the appointment system and transforming the employment mechanism of public institutions, the personnel management of public institutions will be transformed from identity management to post management, and from administrative appointment relationship to equal consultation employment relationship. In implementing the employment system, public institutions must adhere to the principles of self-employment, self-employment, supervision according to law, fairness and equality, and competition for the best. The employment of staff in public institutions must be carried out within the scope of the determined staffing amount and personnel structure ratio. Institutions to implement the employment system, should be based on the needs of the work, in accordance with the principle of scientific and reasonable, efficient, determine the professional and technical personnel, management personnel and workers, according to the post employment, competition for posts. The establishment of public institutions is the core system of employing people in public institutions, which plays an important role in retaining people and improving their quality. However, in recent years, some institutions have been overstaffed and lied about "empty salary" frequently, which eventually led to some abnormal phenomena such as overstaffing and inbreeding. Therefore, when institutions implement the employment system, the original establishment system should be abolished. Starting from the person in charge of the unit, according to the functions and development needs of the institution itself, all positions and personnel are openly recruited for the society, which fully reflects the equal treatment, openness and fairness.