Full funding for the relocation of personnel from public institutions to enterprises
There were usually several ways to arrange for the personnel of a full-funded public institution to change into an enterprise: 1. ** Personnel placement of the enterprise transformation unit ** - ** Statuted retirement and early retirement **: The identification time of the current employees and retired personnel shall be determined according to the time point of the approved enterprise transformation plan. The restructuring date was June 30, 2019. If the permanent staff reaches the legal retirement age before the time of restructuring, they shall go through the retirement procedures according to the regulations; if they have not reached the legal retirement age and have worked for 30 years, or if they are 55 years old for men and 50 years old for women and have worked for 20 years, they may retire early upon their written application, the approval of the enterprise restructuring unit and its competent department, and the approval of relevant departments. The payment period and treatment of the endowment insurance shall be implemented according to the relevant policies and regulations of the government agencies and institutions. - ** Labor relations of personnel participating in the restructuring of enterprises **: The permanent staff participating in the restructuring of enterprises shall sign labor contracts with the enterprise units after the restructuring of enterprises according to law. After reaching an agreement to terminate the employment (labor) contract with the enterprise unit after the enterprise transformation and restructuring, and the state-owned capital withdrawing from the enterprise unit after the enterprise transformation and restructuring, the enterprise unit shall pay the economic compensation. The working years of the staff in the original unit shall be combined and calculated as the working years of the new employer. The specific standards and methods shall be implemented in accordance with the relevant laws, regulations and policies. - ** Dealing with the personnel relationship of those who do not participate in the restructuring of the enterprise **: The permanent staff who do not participate in the restructuring of the enterprise during the restructuring of the enterprise can be transferred to the same funding channel by the competent department after their written application and the consent of the restructuring unit and its competent department. They can also enjoy the salary and welfare benefits of the staff with the same conditions in the institution. They can also resign and find another job. If there was no empty staff in the receiving and placement institutions, they could temporarily overstaff and place them over their posts, gradually digesting them through natural attrition. - ** Management of Retired Personnel of the Enterprise Reformed Unit **: The retired personnel of the Enterprise Reformed Unit shall be managed by the original competent department. 2. ** Labor Contract ** - ** Institution staff **: After the institution is transformed into an enterprise, the personnel relationship between the institution staff and the institution staff will be terminated immediately. A labor contract shall be signed according to the law. The term of the contract shall be determined by both parties through negotiation, but it shall not be lower than the remaining term of the employment contract of the original institution. If it is in line with the law that a non-fixed-term labor contract should be signed, unless the employee requests to sign a fixed-term labor contract, a non-fixed-term labor contract shall be signed. - ** Labor Contract Staff **: An employee who signed a labor contract with the unit before the public institution was transformed into an enterprise. After the transformation, the original labor contract will continue to be performed. According to actual needs, the employee can sign a new labor contract with the unit after the transformation. - ** Dispatched workers and labor service personnel **: Dispatched workers and labor service agreement (including retired re-employment) personnel before the transformation into an enterprise, after the transformation into an enterprise, the original labor dispatch relationship and labor service agreement relationship will continue, and the dispatch agreement and labor service agreement can also be re-signed according to actual needs. 3. ** Settling of Retired Personnel ** - ** National legal retirement age of less than 5 years **: I applied for and was approved by the unit. I can leave the post early and sign a leave agreement. The treatment during the leave is based on the salary of my post before the transformation of the enterprise, the salary grade, and the benefits and subsidies issued by the state and the local government. After reaching the legal retirement age, they would retire and receive pension insurance benefits in accordance with the relevant provisions of the urban enterprise employee pension insurance. - ** Special post employee **: Those who are less than 5 years away from the retirement age of the special post can apply to leave the post in advance. With the approval of the unit, they can sign a leave agreement. After reaching the retirement age for special posts, they would retire and receive pension insurance benefits in accordance with the relevant regulations of the urban enterprise employee pension insurance. 4. ** Termination of employment (labor) contracts proposed by employees or units **: Before the transformation of the enterprise, if the employees or units agree to terminate the employment contract or labor contract, the unit shall pay economic compensation to the employees according to relevant regulations; after the transformation of the enterprise, if the employees propose to terminate the contract, no economic compensation will be paid. Read more exciting novels for free
Full-scale transfer of personnel from public institutions to enterprises
Fully-funded enterprises usually undertake basic public service functions and generally do not transfer to enterprises. They are often the last batch that may involve the transfer of enterprises. If it involved the diversion of personnel in the process of transforming an institution into an enterprise, there were generally the following methods of placement: 1. ** Management of Level 8 (Deputy Section Chief) and above **: Settled by the organization department, can be assigned to other institutions, or retain the organization relationship and continue to work in the enterprise. 2. ** Business personnel less than 5 years from retirement **: Handed over to the social security department for early retirement. 3. ** Other personnel **: They can choose their own jobs or be placed with the company; they can also be transferred to other public institutions with public welfare functions (this refers to the personnel who are qualified to use their own salary and self-supporting personnel after entering the public institution through proper channels, excluding the contractual personnel employed by the public institution itself, and the early retirement personnel does not include the personnel guaranteed by the company). In the process of changing companies, if the company could not accommodate all the business staff, there might be a diversion of personnel. Some of them would enter the transformed enterprises, while others might be transferred to other institutions through internal adjustments, or they might be given financial compensation according to relevant policies and terminated labor relations. In addition, in the process of personnel diversion and placement, those who were less than five years away from the national legal retirement age at the time of the transformation could leave their posts ahead of time. During the period of leaving their posts, the basic benefits such as wages and benefits would remain unchanged. The units and individuals would continue to pay various social insurance fees according to regulations. When they reached the national legal retirement age, they would go through retirement procedures according to the enterprise's methods. For the on-the-job employees, according to the provisions of the Labor Contract Law, all the on-the-job employees will sign labor contracts from the date of industrial and commercial registration. The working years of the employees in the public institution will be combined and calculated as the working years of the enterprise after the transformation. The basic treatment, social insurance fees and economic compensation required by the personnel who left the post early could be reserved from the net assets after evaluation or paid in priority from the income from the transfer of state-owned property rights. If the net assets were insufficient, the financial department could also give a one-time subsidy. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Full funding for public institutions and teachers
Teachers were allocated to public institutions with full funding and enjoyed the benefits of working in public institutions. In terms of salary, the salary structure of teachers generally included basic salary, performance salary, teaching salary, and subsidies. The basic salary was determined according to the teacher's qualifications. The monthly basic salary of primary school teachers was about 3000 yuan, junior high school teachers about 3500 yuan, high school teachers about 4200 yuan, junior college teachers about 4800 yuan, and undergraduate teachers about 5300 yuan. Moreover, the average salary of teachers should not be lower than or higher than the average salary of national civil servants. The current average monthly minimum salary for teachers was 2320 yuan, and the minimum wage for part-time workers was 24.4 yuan per hour. In terms of welfare benefits, teachers who had been assigned enjoyed the "five insurances and one fund" treatment, including medical insurance, housing accumulation fund, etc. They also enjoyed subsidies, benefits, and bonuses (some areas had performance pay). Teachers with a fixed number of posts had more stable jobs and would almost never lose their jobs. After retirement, they would enjoy the corresponding social security and occupational pension. At the same time, the teaching pressure was less than that of private teachers, and the performance appraisal was not linked to the salary. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Public institutions can invest in enterprises
Personnel of public institutions could not invest in private enterprises, even if they did not hold any positions, but family members of public institutions could invest in private enterprises without violating laws and policies. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Are the secondary institutions subordinate to public institutions state-owned enterprises?
No, the secondary institutions under public institutions are not state-owned enterprises. Public institutions were a supplement to the administrative agencies. They mainly replaced the government to perform public service functions such as science, education, culture, and health. As for state-owned enterprises, they were enterprises. The state only controlled or conveniently managed some industries that were related to the national economy and the people's livelihood and were closely related to the interests of the people. It used state-owned capital to control or occupy shares to realize the dominance of enterprises. The nature of the two was different. The secondary institutions under the public institutions naturally did not belong to state-owned enterprises. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
The reason for the increase in personnel in public institutions
The main reasons for the increase in personnel in public institutions were as follows: 1. ** Business volume growth **: As the functions of the unit are brought into play, the business volume continues to increase, and the existing staff cannot meet the work needs. For example, in the aspect of government procurement, the business volume may increase from several cases to more cases, and the purchasing volume will increase greatly. At the same time, the purchasing projects, parameters, and procedures will become more and more complicated, and the time and energy required for the preparation of bidding documents and the investigation of doubts and complaints will multiply. In the aspect of project construction bidding, the number of bidding projects, the winning bid price, and the number of transaction certificates will increase year by year, and the work requirements will gradually increase. The original staff establishment cannot adapt to the workload brought by the growth of these businesses. 2. ** Work task refinement and development create new situations **: For example, with the gradual refinement and development of the training work in the technical training school, many new situations and problems will appear. The tasks such as student training, student application, examination preparation, implementation, and follow-up are quite heavy. The contradiction of fewer staff and heavy tasks is prominent, and it is difficult to adapt to the needs of work development. 3. ** Internal post setting requirements **: For example, in the Land and Resources Bureau, with the development of business, the internal unit needs to supplement personnel in different positions, such as secretaries, supervisors, and workers (drivers, etc.), to ensure the normal operation of the functions of each unit. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Personnel of government agencies and institutions go to private enterprises to train
The Law of the People's Republic of China on Civil Servants stipulated that according to the needs of training civil servants, civil servants could be sent to lower or higher authorities, other regional authorities, and state-owned enterprises and institutions to hold corresponding positions for temporary training. However, there was no mention of temporary training in private enterprises. The civil servants who were temporarily trained would not change their personnel relationship with the original organization during the period of temporary training, and the temporary training was temporary. Usually, the destination of temporary training was government agencies or state-owned enterprises and institutions. There was currently a lack of clear legal basis and relevant regulations for the personnel of government agencies and institutions to go to private enterprises for temporary training. However, in some special cases, there may be individual regions or units that explore similar exchanges and cooperation for specific purposes, but this is not a universal behavior with clear system norms. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Public institutions and central enterprises in coastal areas
Public institutions in coastal areas were public welfare units with high job stability, less overtime, good welfare benefits, and high social status. The basic salary was paid by the finance department, and the bonuses and performance related benefits were solved by the unit itself. The income situation varied due to the different benefits of the unit. The overall income was relatively stable, but it might be less than that of the central enterprises. Moreover, the number of people recruited every year was small, so it was difficult to apply for employment. They needed to take a unified examination. Central enterprises were all profitable enterprises owned by the state. They had higher job stability in coastal areas. Their income was higher than that of public institutions, and their welfare benefits were good. Work pressure is relatively high, overtime and business trips may be more, social status is slightly lower than public institutions, but the number of people recruited every year is more than public institutions. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Requirements for the restructuring of enterprises under public institutions
Taking Changzhou City as an example, the requirements for the restructuring of enterprises affiliated to municipal administrative institutions were as follows: 1. Comprehensively understand the situation of the enterprises affiliated to the municipal administrative institutions, and speed up the separation of government and enterprise, the separation of business and enterprise, and the effective transformation of government functions through classification and cleaning. 2. We will steadily incorporate the state-owned capital of the enterprises affiliated to the administrative institutions into the unified supervision system of operational state-owned assets, and straighten out the investment relationship between the municipal administrative institutions and their affiliated enterprises in accordance with the law. 3. To further improve the supervision system of state-owned assets of enterprises affiliated to municipal administrative institutions, to prevent the loss of state-owned assets, to improve the level of business performance, and to promote the high-quality development of state-owned assets. 4. According to the nature of the enterprise and the characteristics of the industry, the system will be implemented in four different ways: bankruptcy, public transfer, reorganization and integration, and entrusted management, so as to ensure that all work is stable, standardized and orderly, employees 'thoughts are not scattered, work order is not chaotic, business operations are continuous, and state-owned assets are not lost. It was planned to completely complete the restructuring of enterprises run by municipal administrative institutions by September 30, 2020. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Public notice system for competitive personnel of public institutions
The public announcement system for the competitive recruitment of public institutions was an important part of the competitive recruitment process of public institutions. In the process of competition in different regions and units, the publicity period and related requirements were different. For example, some places have a publicity period of 7 working days. For example, Quzhou County's 2022 public institution recruitment of staff to be employed will start from March 30,2023 to April 10,2023; In 2024, the publicity time of the list of personnel to be employed for the exchange competition of the staff of the Education Bureau of Pudong New District is from August 19 to August 23,2024; The relevant competition for the 2024 Taihu County Forest Institution was held from June 28 to July 4,2024. During the publicity period, any unit or individual could report problems through letters, calls, and visits. Those who reflect problems in the name of the unit should be stamped with the official seal, and those who reflect problems in the name of individuals should be stamped with their real names and contact numbers. The reflection of problems should be realistic, true and accurate. This system helped to ensure that the competition process was fair, just, and open. It was subject to the supervision of society and guaranteed the rationality and credibility of the competition results. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Personnel reform of public institutions in Ergun City
Ergun City had taken a series of measures to reform the personnel of public institutions: 1. ** Strengthening leadership **: Ergun City office actively implemented the work requirements of the central government and the autonomous region on the reform of public institutions. All departments attached great importance to it and established a working group to promote the reform of public institutions by classification. They exchanged the reform situation, studied common problems, put forward work suggestions, and organized the reform of their affiliated institutions. At the same time, he worked closely with the finance, human resources, and social protection departments to carry out relevant work, improve the working mechanism, and formulate and implement implementation opinions based on the actual situation of the city. 2. ** In terms of strict control **: clean up and regulate the existing institutions, cancel those that have not been established according to regulations or have completed their original specific tasks, and integrate those that have unreasonable layout structure, too scattered settings, seriously insufficient work tasks, or similar responsibilities. Strictly control the growth of the establishment of public institutions, regulate the management of public institutions, thoroughly sort out the administrative functions of the public institutions in the city, establish work accounts, and link up with the comprehensive law enforcement reform, government agency reform, industry system reform, etc. In addition, the number of personnel, leadership positions, and the growth of internal institutions in existing administrative institutions should be strictly controlled, and no new institutions with administrative functions should be established. 3. ** Stable implementation **: adhere to the work policy of classified guidance, separate promotion, hierarchical organization, and step-by-step implementation, grasp the rhythm, strengthen overall planning and coordination, and achieve the integration of the top and bottom. The conditions are ripe to take the lead in the reform, and those who do not have the conditions are allowed to transition. It is strictly forbidden to suddenly promote cadres, to allocate more than the number of cadres, or to violate the regulations to increase the rank of the cadre, so as to ensure the healthy development of public welfare. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>