How about the nine-level treatment for the management of the public institutions directly under Guangxi?
The treatment of the nine levels of management of public institutions directly under Guangxi was different according to the territory. It was roughly divided into three standards: the first level was in the territory of Nanning, and the nine levels of management were equivalent to the staff level. After deducting the pension and other insurance and accumulation funds, the salary was about 2600 - 2700 yuan; The second level was in Liuzhou, and the third level was in other cities. The overall treatment was about 10,000 - 12,000 yuan per month. Read more exciting novels for free
What are the public foundation examinations for Guangxi public institutions?
The contents of the public foundation examination for Guangxi institutions included: philosophy of philosophy, public management knowledge, legal knowledge, scientific and technological knowledge, citizen moral construction, practical writing, current affairs and politics, etc. At the same time, different regions may have differences on this basis, and it may also involve politics, economy, law, management, humanities, science and technology, and other aspects, such as the principles of the philosophy of Confucianism.(Materialistic Materialism, Materialistic Deities, Materialistic Materialistic Theory of Knowledge, Historical Materialism), Introduction to Mao Ze-dong Thought (Formation and Development of Mao Ze-dong Thought, Theory of the New-democratic Revolution, Theory of the Transformation of the Society), Theory System of the Society with China Characteristics (Deng Xiao-ping Theory, the important thought of Three Represents1 and the scientific outlook on development), the government and politics of contemporary China (China's state system and political system, central government and local government, citizen's rights and obligations, public administration, public policy, public service), professional ethics of government officials (Basic content, value orientation, moral cultivation, code of conduct), basic knowledge of Chinese and official document writing (Chinese characters, vocabulary, grammar, rhetoric, general knowledge of literature, basic knowledge of official documents of party and government organs, common official document writing, common affairs document writing, official document processing), economic knowledge and scientific and technological knowledge (micro-economy, macro-economy, international economy, financial economy, industrial economy, scientific and technological innovation, scientific frontier, general knowledge of science and technology), historical knowledge (modern history of China and modern history of the world), current political knowledge, etc. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Guangxi public institution management level seven and eight
In the classification of management positions in Guangxi institutions, level seven employees belonged to the section level, and level eight employees belonged to the deputy section level. From the perspective of promotion and other related situations, the promotion of an employee to the eighth level required the employee to serve in the next level (level nine employee) for more than three years and there was a vacancy for the eighth level employee in the unit. Due to the limitation of the number of leadership positions in the management position, the eighth level employee began to have corresponding position restrictions. For example, at the county level, an institution with less than 50 employees could transfer one leader, two deputy leaders, and three leadership positions. In other words, there were only two eighth level management positions and one seventh level management position. In terms of personnel appointment, for example, Yi Xiaodong was appointed as Level 8 Management of the Emergency Rescue Center of Guangxi Zhuang Autonomous Region, and Ni Zhiping was appointed as Level 7 Management of the Emergency Rescue Center of Guangxi Zhuang Autonomous Region. From the perspective of the level eight staff taking up leadership positions, after the implementation of the management post promotion system in institutions below the county level in January 2022, theoretically, certain conditions were met.(If you have worked in a level 9 management position for more than 4 years and meet the preliminary conditions, you will become a level 8 employee and enjoy the treatment of a deputy section chief), and have a level 8 management position in the unit.(The actual position of the deputy department of the institution is vacant), the level eight staff has the possibility of being promoted to the management level eight position, but they still need to meet various requirements such as work experience (including the number of years of work in the management level nine position, the number of years of professional and technical positions, etc.), academic qualifications (the minimum requirement for the leaders of institutions below the municipal level is a college degree, etc.), annual assessment (generally, the individual is required to pass the annual assessment results for two consecutive years before promotion), etc. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Public institutions directly under the jurisdiction of the county
A unit directly under a county was an administrative agency set up in the county-level government to be in charge of certain professional businesses. The institutions it was in charge of were county-level institutions, which were the institutions of the county-level people's government and its component departments. These institutions were run by state agencies or other organizations using state-owned assets to engage in education, science and technology, culture, health, and other activities, such as county-level schools, hospitals, and research institutes. A public institution accepted the leadership of the government and was a legal entity in the form of an organization or institution. It was generally an institution set up by the state with a certain public welfare nature, but it was not a government agency. Its staff was different from civil servants. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Xuchang City directly under the unit, the treatment of institutions
Xuchang City's municipal units and institutions receive the following benefits: - The salary during the probation period was about 2000 yuan, plus the assessment award of 1280 yuan, the municipal civilization award of 300 yuan, and the provincial civilization award of 600 yuan (the assessment award and the civilization award were distributed on a seasonal basis). At the end of the year, the full salary for one month was about 40,000 to 50,000 yuan. - After becoming a regular employee, the salary was about 2500 yuan, the assessment award was 1280 yuan, the municipal civilization award was about 400 yuan, and the provincial civilization award was about 800 yuan. At the end of the year, there was 30% performance, the salary in March, the National Civilized City Award in April, the Peace Construction Award in May, and the heating subsidy. The amount received was about 70,000 to 80,000 yuan (the data was 2020.8). - The monthly salary of the staff who worked for two years was about 4000 yuan, the monthly assessment was 1100 yuan, the accumulation fund was about 1300 yuan, and the year-end bonus was more than 20000 yuan. Only the Mid-Autumn Festival and the Spring Festival had benefits throughout the year, 500 yuan each time. - After the reform, the monthly salary of the staff of the municipal unit was 6100 yuan, and the double accumulation fund was 1300 yuan. The year-end income was uncertain. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Treatment of agricultural technical posts in public institutions
The treatment of agricultural technical posts in public institutions included many aspects: - ** Wage composition **: Wages are divided into post salary, salary grade salary, subsidy allowance, performance salary, etc. - ** Wages **: - In 2021, the monthly salary of professional technicians was 6000 yuan and the year-end bonus was 20000 yuan. - There are relevant preferential policies for working at the grassroots level in villages and towns. Those engaged in professional technical work in township agricultural technology extension institutions can enjoy a floating salary. After eight years of service, the floating salary can be fixed and then floated up by one level. Staff members (including workers) who have been engaged in agricultural technology promotion work in institutions below the county level (excluding the town) for a long time can enjoy 8% of the hardship post allowance. The service period is 25 years for men and 20 years for women. If they are still in the above posts when they retire, the hardship post allowance can be included in the base of their retirement expenses. - Those who had the title of Senior Agronomist and worked for a long time had a salary plus performance of about 15,000 yuan per month. After retirement, their pension was close to 10,000 yuan. - ** Retired Treatment **: - Since he had already enjoyed the salary and benefits brought by professional and technical positions when he was in office, and paid basic old-age insurance and occupational pension according to his salary, the pension after retirement actually included the treatment of professional and technical titles, so there was generally no corresponding professional and technical position subsidy after retirement. - However, some senior technical experts with outstanding contributions, such as those who won the third and fourth prizes of the Provincial Science and Technology Achievement Award before 1984, could enjoy a one-time retirement subsidy after retirement (senior professional technical personnel who retired from Sichuan enterprises, when applying for retirement with relevant certificates, would receive an additional pension of 0.1% of their average monthly contribution salary according to the number of years of contribution). <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Guangxi Public Institution Comprehensive Management Award
The comprehensive management award for the institutions in Nanning was an award that could be given or not. Under normal circumstances, the comprehensive treatment award was two months of salary income. For units that were rated well, they could receive two and a half months of salary income. The main source of income was the local financial revenue. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Endowment insurance for public institutions directly under the Foshan City
The minimum pension payment base is 3315 yuan and the upper limit is 16575 yuan. The total contribution ratio is 28%, of which the individual contribution ratio is 8%, and the unit contribution ratio is 20%. For example, based on the lower base, the individual contribution amount is 3315×8% = 265.2 yuan. In terms of contribution period, those who participated in the endowment insurance before June 30, 1998 (including that day) and reached the retirement age stipulated by the state before June 30 (including that day) must have accumulated contribution period of 10 years, and the rest must have accumulated contribution period of 15 years. The calculation of the pension was affected by many factors. During the period of 2014 - 2024, the retirement personnel may involve a combination of the old and new methods. After October 2024, the new method will be used to calculate the pension. The new method will determine the amount of pension based on factors such as the rank and title. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Is it easy to recruit public institutions directly under Handan City?
There were many factors that influenced the assessment of whether the recruitment of institutions directly under Handan City was easy. From the perspective of recruitment scale, Handan City's municipal institutions in 2024 had a certain number of recruits of different types, such as 189 comprehensive, 108 education, and 140 medical, which provided more opportunities to a certain extent. However, the degree of competition also depended on the number of applicants. If there were many applicants for a certain position, the competition would be fierce. In terms of application conditions, such as age requirements (generally above 18 years old and below 35 years old, some positions have special age requirements), academic requirements (generally requiring a bachelor's degree or above) and other conditions will screen out some people who do not meet the requirements, but the number of qualified applicants may still be a lot. Moreover, there were restrictions on the recruitment of applicants, such as those who had been punished for crimes or those who had been expelled from public office. This also affected the composition of applicants and the competitive landscape. From the perspective of the recruitment process, it was generally necessary to go through examinations, inspections, and other links. In the examination segment, candidates needed to have the corresponding level of professional knowledge, comprehensive ability, and other aspects to have the opportunity to enter the inspection segment. For example, in 2024, the second batch of municipal schools would be required to accept an expert group's test on teaching ability, skills, and mastery of professional knowledge within 10 minutes. The full score would be 100 points, and the minimum admission score would be no less than 80 points. In general, it was impossible to simply determine whether the recruitment of institutions directly under Handan City was easy to test. It depended on the comprehensive effect of many factors. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Public institutions directly under the county were transferred to the city
Generally speaking, it was impossible for a county-level institution to be directly transferred to the city. They could only take a roundabout approach. From the perspective of platforms and development space, the development platforms provided by municipal units and county units were very different. In the city-level units, there was a lot of room for promotion for career establishment officials, whether they were professional or management positions. For example, there was basically no pressure for professional technical positions to be promoted to intermediate positions, and the chances of promotion to deputy senior positions were also very high. It was only a matter of time before management positions were promoted to section level. Moreover, after professional technical positions were promoted to deputy senior positions, there was still a chance to become a management position. As for the career establishment of the county department, the deputy section chief was basically the end point, and only a very small number of people could reach it. Not everyone had the opportunity to reach the intermediate level of the professional position. From the perspective of fair management, everyone knew the difference between the municipal and county institutions. If direct transfer was allowed, the grassroots institutions 'officials might not be interested in their work and would spend all day trying to get transferred. In order to avoid this situation and reduce the work pressure of the county departments, all places basically had a system to prevent the county department's officials from being directly transferred to the municipal department. However, although direct transfer was not allowed, it could be done through indirect methods, such as the public institution selection test. This was one of the main ways for grassroots public institutions to work in municipal institutions. Its purpose was to strengthen the flow of grassroots officials and give them a better job platform and more opportunities for development. However, it was not easy to take the selection examination. Such examinations were often organized by the department itself. For the officials of the county-level institutions, if they wanted to work in the municipal department, not only did they have to pass the examination ability, but they also needed to plan in advance. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Is there a limit to the number of positions in the management of public institutions?
There was a limit to the number of management posts in public institutions. For example, at the county level, an institution with less than 50 staff members could have one leader and two deputy leaders, which meant that there were only two level eight management positions and one level seven management position. There was a limit to the number of positions from Level 5 to Level 8. Level 5 employees did not exceed 2% of the number of management positions, Level 6 employees did not exceed 10% of the number of management positions, Level 7 and Level 8 employees did not exceed 60% of the number of management positions, and Level 7 employees did not exceed 50% of the total number of Level 7 and Level 8 employees. However, there was no limit to the number of positions for Level 9 employees. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>