Teacher Establishment, Position Setting, and Orienting Standard
1. ** New graduates will be promoted to official positions (specialized skills)** - Secondary technical school, junior college, specialized level 13. - [Bachelor's degree: Level 12 specialized skills, but some places set it at Level 13 specialized skills.] According to the national policy, full-time undergraduate graduates could be recognized as junior professional titles after one year of probation. When they became full-time employees, they could first formulate 12 professional skills (and then apply for junior professional titles). For part-time enrollment qualifications (adult education, self-study, online education, TV University, etc.), they could not recognize professional titles. They needed to obtain a junior professional title before they could hire 12 professional skills. Therefore, they could only set 13 professional skills first. If the recruitment notice clearly stated that it was a recruitment level position, even if one had a junior professional title certificate and a bachelor's degree, they could only set a specialized level 13 first. - Master's students: Level 11 specialized skill, but there are some disputes. Some places set it as Level 10 specialized skill, some set it as Level 12 specialized skill, etc. Talent introduction could be higher by one level. Some places would directly set the specialized skill level to ten (intermediate) after passing the probation period assessment. 2. ** Non-first-time employees are admitted to the teaching department **: Generally, it is a three-month or six-month probationary period. After passing the probationary period, they will be promoted to a full-time teacher. 3. ** Teacher post setting principle (in terms of post setting)**: Based on the principle of "professional division of labor, easy coordination, and separation of incompatible duties." Specifically, the positions were set up according to the specialization (the principle of professional division of labor, the pursuit of knowledge and experience accumulation); the positions with low business complexity could realize more than one position to reduce unnecessary coordination (the principle of minimum coordination cost); some positions were separated by incompatible positions when mistakes or fraud might occur if they were held by the same position (the principle of incompatible position separation). 4. ** Determination of the number of teachers **: The number of teachers is determined according to the size of the school and the number of students to ensure that the number of teachers meets the needs of education and teaching. For example, according to the attached table of the "Regulations on Establishing the Standard Establishment of Primary and Secondary School Teaching Staff"(Decree No. 74 of the Ministry of Education in 2001), the teacher-student ratio of primary school teachers was 1:23, 1:21, 1:19 (primary school), 1:18, 1:16, 1:13.5 (secondary school). 5. ** Position management **: By clearly setting up the positions of teachers, their responsibilities, and the standards of personnel allocation, the management of the teaching team will be standardized. For example, secondary schools with more than 1200 students should be allocated a full-time principal, primary schools with more than 1500 students should be allocated a full-time principal, primary school management and logistics posts should not exceed 9% of the total establishment, and secondary schools should not exceed 15% of the total establishment. He also had to break down, refine, and implement the department's responsibilities to the posts, clarify the department's functions and post responsibilities, and form a closed loop management for each job. 6. ** In terms of headcount **, a combination of job analysis and industry benchmark methods will be adopted. The job analysis method determines the post establishment by calculating the total score of the post work frequency and work intensity; the industry benchmark method determines the post establishment according to the usual proportion of the engineering survey and design industry, according to the total number of employees or the proportion of the total number of certain types of personnel. Read more exciting novels for free
Is the teacher establishment a fixed position?
The teacher establishment was not fixed. The establishment of a teacher was usually based on a fixed number of people but not a fixed position. The establishment of a teacher followed the person and was relatively stable. It could be regarded as an " iron rice bowl." On the other hand, the fixed position referred to the division of teachers into different levels according to the responsibilities and requirements of each position. It belonged to the category of position management. The two concepts were different. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
After taking the teacher establishment exam, will there be a corresponding position?
Generally speaking, the number of teachers was the basis for the establishment of posts. Only when the number of teachers was sufficient could the corresponding posts be set up. However, the teacher establishment test did not necessarily mean that there would be a corresponding position immediately, because the setting of the position was also affected by many factors, such as the specific planning of the school, the structure of the teaching team, the allocation of educational resources, and so on. However, under normal circumstances, having an establishment provided an important prerequisite and guarantee for obtaining a position. Those with an establishment would have a greater chance of obtaining the corresponding position when the position was vacant. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Position Establishment
The structure of positions varied according to the type of unit: 1. ** Public institutions that provide social welfare services based on professional skills (such as schools, hospitals, research institutes, etc.)**: Professional and technical positions should be guaranteed to occupy the main body, and the position setting should generally not be less than 70% of the total number of positions in the unit. 2. ** Public institutions that are mainly responsible for the management of social affairs (such as institutions with management functions under the government, financial service centers, personnel service centers, etc.)**: It should be guaranteed that management positions occupy the main body, and the post setting is generally not less than 50% of the total number of positions in the unit. 3. ** Public institutions that are mainly responsible for skill operation and maintenance, logistics support, service, etc.(such as the service center of the government, logistics support center, etc.)**: It should be guaranteed that the technical skills positions are the main body, and the post setting is generally not less than 50% of the total number of positions in the unit. In terms of setting up ordinary management positions: 1. ** Division-level public institution **: The highest level of ordinary management posts is level 6 (deputy), which should not exceed 50% of the total number of management posts of the unit leaders or 15% of the total number of ordinary management posts (higher or lower). Level 7 and 8 ordinary management posts should not exceed 30% and 45% of the total number of ordinary management posts respectively. The establishment of level 9 and level 10 ordinary management posts is not limited by the proportion of structure. 2. ** Institution specifications equivalent to deputy level institutions **: The highest level of ordinary management positions of level 7 (regular department) shall be set up according to the number of management positions of the unit leaders not exceeding 50%, or 10% of the total number of ordinary management positions. If the internal organization specifications are regular department level institutions, the level 8 ordinary management positions shall not exceed 40% of the total number of ordinary management positions. The establishment of level 9 and level 10 ordinary management positions shall not be restricted by the proportion of the structure. If the internal organization is established as a deputy section-level, the level 8 ordinary management posts shall not exceed 35% of the total number of ordinary management posts; the establishment of level 9 and level 10 ordinary management posts shall not be restricted by the proportion of the structure. 3. ** Institution specifications are equivalent to the public institutions established by the department level **: The highest level of ordinary management positions is set up, which should not exceed 50% of the number of management positions of the unit leaders or 15% of the total number of ordinary management positions. The establishment of level 9 and level 10 ordinary management positions is not limited by the proportion of the structure. 4. ** Institution specifications are equivalent to the institutions established by the deputy department level **: Level 8 ordinary management positions are set up according to not more than 50% of the number of management positions of the unit leaders, or 10% of the total number of ordinary management positions; Level 9 and Level 10 ordinary management positions are not limited by the proportion of the structure. The establishment of posts was mainly to set up posts and allocate personnel within the framework of the organizational structure. The posts specified in the organizational structure were filled with appropriate personnel to ensure the normal operation of the department. The establishment of posts should follow the general principles of management range, management level, and total number of personnel control. In the implementation process of post establishment, the basic spirit and main content of post establishment management should be fully grasped. According to the principle of getting on track first and then perfecting it, the key links should be grasped, the procedures should be strictly enforced, and the operation should be standardized. The policies and regulations of post establishment management should be implemented in place. The key points should be to carefully formulate the post establishment plan, strictly follow the specified procedures for review, set up posts in a scientific and reasonable manner, regulate the employment of posts, and achieve the review and recognition of post establishment. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
How to write the description of the establishment and position setting of the human resources department
The following is a guide to writing a description of the human resources department's establishment and position setting: * * I. Department Introduction ** Firstly, it briefly described the overall position and scope of the human resources department in the enterprise. He mentioned how the department was responsible for handling matters related to human resources within the framework of the company's strategy, such as employee recruitment, training, salary and welfare management, performance management, labor relations maintenance, and other core functions. He emphasized its key role in promoting the development of the company and enhancing the competitiveness of the company. * * II. Establishment basis ** 1. * * Enterprise strategic goal ** - Explain the influence of the company's long-term and short-term strategic goals on the establishment of the human resources department. For example, if the company was in the expansion stage and planned to open up new markets or launch new product lines, more human resources specialists might be needed to carry out large-scale recruitment activities and organize new employee training to meet the demand for manpower for business growth. - Explain how the manpower of the human resources department matches the strategic focus of the enterprise at different stages. For example, during the strategic transformation of the enterprise, it may be necessary to increase the number of people with specific skills or experience to drive change. 2. * * Analysis of workload ** - To evaluate the workload of the HR department. For example, a detailed analysis of the recruitment process, considering the number of positions expected to be recruited each year, the difficulty of recruitment for different positions (such as high-end technical positions that may require more time and effort to screen), the management workload of recruitment channels, and so on. - As for training, one had to consider the variety of training needs of employees, the frequency and scale of training courses, and other factors. If the company had a large number of employees and complex training needs, it might need to be equipped with more training specialists or introduce external training resource management positions. - In terms of salary and benefits management, it analyzed the complexity of the salary structure, the variety of benefits, and the impact of the number of employees on the workload of salary calculation, social security and benefits management. * * 3. Position Setting ** 1. * * Senior management position ** - * * HR Director ** - Duties: Overall planning the company's human resource strategy; establishing and perfecting the human resource management system, including recruitment, performance, training, salary and employee development; providing suggestions on human resource strategy and organizational construction to the company's senior management; shaping, maintaining, developing and spreading corporate culture; organizing the formulation of human resource development plans and supervising their implementation; planning and designing the career of the company's managers above the supervisor level; dealing with major human resource issues, etc. - Requirements: Bachelor degree or above in human resources, management or related majors, training in strategic management, strategic human resource management, etc., more than 8 years of relevant work experience, more than 3 years of working experience as a human resources director or human resources manager, familiar with various functional modules of human resource management, relevant laws, regulations and policies, good English skills, strategic thinking, ability to solve complex problems, strong planning and execution skills, team leadership skills, etc. 2. * * Middle management position ** - * * HR Manager ** - Duties: Assist in the formulation and implementation of the company's human resources strategy, participate in the formulation of human resources strategic planning and provide suggestions and information support for major personnel decisions; organize the formulation, implementation and supervision of the company's personnel management system; assist the Human Resources Director in carrying out various human resources work, such as the specific management and optimization of some modules (such as recruitment module). - Job requirements: Usually required to have a professional degree in human resources, have a certain number of years of human resources work experience, be familiar with the personnel management system and process, have good organizational and coordination skills, etc. 3. * * Basic Position ** - * * Recruiting Specialist ** - Duties: Release recruitment information, screen resumes, organize interviews, communicate with candidates, and other recruitment related work. According to the needs of the enterprise, determine the expansion and maintenance of recruitment channels, such as establishing contact with the employment department of the university, maintaining the account of the recruitment website, etc. - Job Requirements: Major in human resources is preferred. Good communication skills, keen talent identification skills, familiar with recruitment process and relevant laws and regulations. - * * Training Specialist ** - Duties: Understand the training needs of employees, formulate training plans, organize training courses, evaluate training effects, etc. He might also need to be responsible for the connection with external training institutions and the management of cooperative projects. - Requirements: Possess training related knowledge and skills, have good organizational skills and curriculum design skills, and be able to effectively communicate with employees in different departments. - * * Remuneration and Welfare Specialist ** - Duties: responsible for employee salary accounting, social security benefits, salary and benefits policy explanation and answering questions. He needed to accurately grasp the company's salary structure and welfare policies to ensure that the salary was accurate and in compliance with laws and regulations. - Requirements: Familiar with the relevant laws and regulations on salary and benefits, strong digital processing ability and confidentiality awareness. - * * Performance Specialist ** - Duties: Design and improve the company's performance evaluation system, organize the implementation of performance evaluation work, analyze performance data, and provide suggestions for employee performance improvement. - Requirements: Familiar with performance management theory and methods, have data analysis ability and good communication skills, be able to treat performance evaluation work objectively and fairly. * * 4. Number and ratio of personnel ** Based on the size of the company (total number of employees), business complexity, and other factors, the number of people in each position or the approximate proportion was determined. For example, in a small and medium-sized enterprise, there might be one human resources director, one human resources manager, two to three recruitment specialists, one to two training specialists, one salary and welfare commissioner, and one performance commissioner. It also explained the rationality of setting the number and proportion of personnel, such as matching with the workload analysis and being able to efficiently complete various human resource tasks. * * 5. Position Relationship and Cooperation ** 1. * * vertical relationship ** - Explain the reporting relationships between different levels of positions. For example, the hiring commissioner would report to the human resources manager, and the human resources manager would report to the human resources director, etc., to clarify the chain of command and management authority. 2. * * Horizontal relationship ** - Explain the cooperative relationship between the various positions within the human resources department. For example, the recruitment specialist and the training specialist cooperated in the new employee's induction process. The recruitment specialist would transmit the new employee's information to the training specialist in time to arrange the induction training. The salary and welfare specialist and the performance specialist would cooperate in the adjustment of the employee's salary. The performance specialist would provide the performance evaluation results as the basis for the salary adjustment of the salary and welfare specialist. At the same time, the relationship between the human resources department and other departments could also be mentioned, such as the cooperation between the finance department and the business department in terms of personnel requirements. * * 6. Future development and adjustment ** Considering the development trend of the enterprise, changes in the market environment, and other factors, predict the possible impact of the establishment and position setting of the human resources department. For example, if a company plans to introduce new technologies or business models, it may need to adjust the job skill requirements or add new positions (such as digital human resource management specialists). Propose a mechanism to evaluate and adjust the establishment and position setting within a certain period (such as every year or every two years) to ensure that it always meets the needs of the company's development. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
What are the important elements in orienting a reader to the setting of a story?
One important element is the description of the landscape. If it's a mountainous area, describe the jagged peaks, the steep slopes, and the valleys. Another key element is the architecture. In a story set in Paris, for example, mention the Eiffel Tower, the old buildings with their ornate facades. And cultural elements like language, food, and festivals also play a big role in orienting the reader to the setting. For example, in an Italian - set story, talk about pasta, opera, and the Italian language.
The new standard for the establishment of doorplates
Different regions had different standards for the establishment of doorplates: - Hangzhou City: - The preparation work is in charge of the city's work by the competent department of geographical names of the Hangzhou City People's Government. The competent departments of geographical names of the district, county (city) people's governments are responsible for the work within their respective jurisdiction. Some development zones and resort areas are in charge of designated specialized agencies, and the business is under the guidance of the municipal competent department of geographical names. - All buildings and residential buildings within the city must be equipped with doorplates. The construction unit or the owner of the property right shall apply to the district, county (city) competent department of geographical names where the building is located. The competent department of geographical names shall make a decision on the establishment of doorplates within 15 working days from the date of acceptance of the application. If it is impossible to establish doorplates under special circumstances, it shall explain to the applicants and prepare temporary doorplates. - The compilation shall be scientific, standardized and orderly, and shall not be the same number, missing number or jumping number. When the city door number is compiled, the door numbers on both sides of the road are consecutively numbered from east to west, from south to north, and from left to right (Non-east-west or north-south roads shall be numbered according to the neighboring direction); the main roads extending from the urban area to the suburbs shall be numbered from the urban area to the suburbs; the roads with short length, few buildings on both sides or natural geographical entities such as rivers on one side can be numbered freely and continuously; the house numbers on both sides of the road shall be basically corresponding. Different areas shall be numbered according to different distances. If there are no units or related buildings, reserved numbers shall be prepared; if the distance is large, collective house numbers can be used;"Zhi" sign is not used on both sides of the main road. The lane starts from the lane that is less than 100 meters long on one side of the main road and is not connected at the other end. The name of the lane is the house number of the place where the road is located, or the house number of the place is continuously incorporated into the lane. The residential buildings along the road in the enclosed residential area shall be numbered according to the name of the road, the residential buildings not along the road shall be numbered according to the order of the independent entrance, and the residential buildings in the open residential area shall be numbered according to the order from east to west or from south to north. - Zhejiang Province: - The Civil Affairs Department of Zhejiang Province shall be in charge of the management of the province's doorplates. The civil affairs departments of each county (city, district), township (town) people's governments, and sub-district offices shall be responsible for the preparation, establishment, and management of doorplates within their respective jurisdiction (specific responsibilities and division of labor shall be stipulated by the civil affairs departments of each city, county (city, district)). - All kinds of unit buildings and individual residences within the province should be prepared and set up with door plates, and the system of one card and one certificate should be implemented. The construction unit or the owner of the property right of the newly-built building shall apply to the local doorplate management unit for the preparation and setting of doorplates before the delivery of the building for use. The management unit shall complete the application within 10 working days after receiving the application. If it is impossible to prepare the doorplate under special circumstances, it shall explain and prepare the temporary doorplate. For the buildings on both sides of the road under construction or planning, the civil affairs departments of the city, county (city, district) shall plan and prepare the doorplate according to the actual situation. - If it is necessary to change the door plate due to changes in geographical entities and place names, the party concerned shall go through the relevant procedures with the door plate management unit of the place where he is located with the door plate certificate. After the management unit has approved it, the door plate certificate shall be replaced within 3 working days and the door plate shall be replaced in time. When the door plate is lost, damaged or changed, the owner should report for replacement or replacement in time. - The number of the door plate could be numbered in an order (from the starting point of the road (street, alley), each household had a number) or a quantitative code (calculated by the distance from the starting point of the road (street, alley) to the center line of the door, every 2 meters was a number). The number was based on the principle of from east to west, from south to north, left single and right double. - The specifications, style, writing, and installation of the door plate shall comply with the relevant national regulations and standards. - ** Ningbo City (draft for comments)**: It is applicable to the establishment of house numbers, building plates, units, floors, rooms, parking spaces and supporting houses with clear property rights within the jurisdiction of Ningbo City, but the specific details of the establishment are not clearly given. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
What are the requirements for the establishment of a position?
The requirements for different positions were as follows: ** I. Requirements related to administrative establishment (Part of the requirements are reflected in the case of transferring to a career establishment)** 1. According to the Regulations on the Transfer of Civil Servants and the relevant requirements of the Civil Servant Law, there were restrictions on qualifications. For example, if you want to be transferred from the establishment to the administrative establishment, if you want to be transferred to the position of a member of the leading group at the department level, the department level, the county (city) level, or the department level, you must not exceed 40 years old, 45 years old, 50 years old, or 55 years old respectively. There must be a unit to accept it, and the receiving unit has a vacancy in the administrative establishment. In principle, the transfer above the municipal level requires a bachelor's degree or above, and the county can relax to a junior college. In addition, he had to obtain a leadership position above the deputy department level or a title above the deputy high school in the institution, and he had to be in the position for more than two years. 2. The basic requirements for a civil servant include: having the nationality of the People's Republic of China, supporting the Constitution of the People's Republic of China, having good moral character, etc.; generally, the age is above 18 years old and below 35 years old. The age limit can be relaxed in special cases such as academic qualifications and professional titles; having a state-recognized academic qualification.(If there are special requirements on the job list, follow the requirements), the physical conditions meet the relevant standards for the physical examination of civil servants, and there are also many situations that do not meet the requirements, such as being dismissed from public office. ** II. Requirements for the Establishment of Public Institution ** 1. ** Basic Requirements for Class III Position ** - Abide by the Constitution and laws; have good conduct; have the professional, ability, or skill conditions required by the post; adapt to the physical conditions required by the post. 2. ** Management Position ** - Staff positions should generally have a technical secondary school education or above. Staff positions above Grade 6 should generally have a college education or above. Staff positions above Grade 4 should generally have a university education or above. - There were also requirements for the number of years of service for each level of staff. For example, Level 3 and Level 5 staff positions must work in Level 4 and Level 6 staff positions for more than two years respectively; Level 4 and Level 6 staff positions must work in Level 5 and Level 7 staff positions for more than three years respectively; Level 7 and Level 8 staff positions must work in Level 8 and Level 9 staff positions for more than three years respectively; Level 1 and Level 2 staff positions shall be implemented in accordance with relevant national regulations. 3. ** technical position ** - The basic qualifications shall be implemented in accordance with the relevant regulations on the evaluation and employment of professional and technical positions. The basic conditions for professional and technical posts that implement professional qualification access control should include the requirements for access control. All regions, departments, and units will formulate specific conditions based on the actual situation on the basis of national regulations. The conditions for different levels of professional and technical senior, intermediate, and junior posts are also determined by the competent departments and institutions. 4. ** Job Position ** - For Level 1 and Level 2 technical service skills, one must work in the next level of the job for at least 5 years and pass the assessment of senior technician and technician level respectively; for Level 3 and Level 4 technical service skills, one must work in the next level of the job for at least 5 years and pass the assessment of senior technician and intermediate technician level respectively; after the apprentice (trainee)'s learning period and the worker's probation and probation period, one can be determined as a Level 5 technical service skill position after passing the assessment of junior technician level. ** 3. Military civilian establishment (including military establishment + administrative establishment) 1. Some of the requirements for applying for the examination are reflected in the requirements, such as having the nationality of the People's Republic of China, supporting the Constitution of the People's Republic of China, having good moral character; Age 18 - 35 years old, special educational background, professional title can relax the age limit, such as university degree, intermediate professional technical position qualification and technician level applicants, the age can be relaxed to 40 years old and below; The age of applicants with master's degree or above, deputy senior or above professional technical position qualification and senior technician level can be extended to 45 years old or below; The age of applicants with doctor's degree and senior professional technical position qualification can be extended to 50 years old or below. 2. Possess a state-recognized educational background (The academic qualifications in the post table are clearly "full-time ordinary colleges and universities", excluding part-time ordinary colleges and universities of the same level), graduate students who have obtained state-recognized academic qualifications and degrees are not subject to graduation institutions and full-time restrictions; Physical conditions meet the relevant standards for the employment of civil servants; It also stipulated some situations that did not meet the requirements, such as not being able to adhere to the Party's basic line, not being able to maintain the same line with the Party Central Committee on major political issues, and so on. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
The reverse position of the standard dance
The reflexive position starts at the position where the legs are separated and ends at the intersection of the reflexive position where the legs are separated. It is generally used in the side position and the lateral position. " Yun Anlu's Body Sacrifice " is equally exciting. Everyone is welcome to read it!
Establishment standard of point inspection plan
The preparation of the point inspection plan must be based on various standards. Firstly, it was based on the standard of spot inspection. The standard of spot inspection stipulated the spot inspection position, spot inspection item, spot inspection content, spot inspection cycle, management value, spot inspection method, spot inspection division of labor, and under what condition to carry out spot inspection. It was one of the important basis for the preparation of the spot inspection plan. Secondly, the classification and division of labor of the equipment must be considered. Different types of equipment and different divisions of labor would have different requirements and focus for point inspection. Furthermore, it should be arranged according to the equipment's point inspection cycle. For example, the daily point inspection standard was used for short-term production operations and daily point inspection operations on duty. The regular point inspection standard was used for the basis of the long-term professional point inspection personnel to prepare the cycle management table and regular point inspection operations. In addition, the equipment instruction manual, relevant technical drawings, maintenance technical standards, actual information of similar equipment, and actual experience accumulation were also factors that needed to be considered in the preparation of the point inspection plan. It was necessary to ensure that the point inspection plan was feasible and safe. It could be used to inspect the equipment in a scientific manner without affecting the normal scientific research and production work. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
The standard of table setting
The table setting standard included the following requirements: First, the tablecloth should be laid neatly, the raised seams should overlap with the middle seams of the table, and the middle raised seams should be upward. Secondly, the order of placing the vase, salt and pepper bottle, and candlestick should be placed according to the distance from the center of the tablecloth. The vase should be placed in the middle of the table, the salt and pepper bottle should be 10CM away from the vase, the salt bottle should be on the left, and the pepper bottle should be on the right. The candlestick was 10CM away from the salt and pepper jar. The display plate, bread plate, and mouth cloth were also placed in the middle of each table. The distance between the plate and the table was 2CM. The bread plate was on the left side of the display plate, 5CM away from the display plate and 2CM away from the table. The cloth was placed on the display plate, facing away from the guests at an angle of 45 degrees to the right. In addition, the main knife and fork, butter knife, and red and white wine glasses needed to be placed. When setting up the stage, there were also requirements for the appearance of the staff, including keeping their hair clean, nails clean, and dressing neatly.