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. Read more exciting novels for free
Promotion system for professional technical personnel in public institutions
The promotion system for professional technicians in public institutions mainly includes the following aspects: ** I. Position classification and starting position confirmation ** 1. ** Position Level ** - There were 13 levels from member level to senior level, which were divided into five levels: technician level, junior level, intermediate level, assistant lecturer level, and senior level. 2. ** Starting position confirmed ** - Secondary technical school, college graduate: After the probation period, the official rank will be specialized level 13 (member level). - Full-time undergraduate graduation: After a year of probation, you will be given a specialized level of 12 (the lowest level of the primary level, full-time undergraduate graduates can be directly recognized as a primary title after working in this profession for one year). - Full-time Master's degree: The official rank is 12 professional skills, and the talents introduced from some regions can be upgraded to 10 professional skills. - [Non-full-time qualifications (self-study, adult education, online education, TVU, and national college and bachelor's degree): When you become a full-time official, you can only set the professional level 13 first because you can't directly determine the professional title.] ** 2. Professional Title Evaluation and Promotion ** 1. ** Job Title Evaluation Requirements ** - Different academic qualifications and working years corresponded to different job titles and evaluations. For example, full-time master's degree students can work in this major for 3 years after graduation, doctor's degree students can directly be recognized as intermediate professional titles after graduation, undergraduate students can apply for intermediate professional titles after working for a certain number of years, etc. 2. ** Position Level Promotion ** - After obtaining a professional title, one must have a corresponding vacant position in order to be employed to the corresponding position level and enjoy the corresponding treatment. For example, Xiao Li graduated from undergraduate course and became a professional level 12 after a one-year probation period. After four years, he obtained an intermediate professional title certificate. If there was a vacancy in the unit's professional level 10 position, he could be hired to a professional level 10 position. If there was no vacancy, he would have to wait. - There were corresponding conditions for promotion within the same professional title grade, but there might be differences in different regions. For example, some places had an internal promotion interval of four years for intermediate professional titles, while others had an internal promotion interval of six years. ** 3. Type of Promotion ** 1. ** Cross-level Advancement (Major Advancement)** - From a low professional title to a high professional title, such as promotion to a junior position, promotion to a secondary position, promotion to an assistant lecturer, and promotion to a senior lecturer. 2. ** Promotion within Level (Minor Promotion)** - The promotion within each level was unique to the specialized skill position. There was no such promotion within the level for the labor service position and the management position. In terms of the number of positions for professional titles, according to the policy, the ratio of junior high school students was generally 1:3:6. There were certain standards for the internal quota of each professional title. For example, intermediate professional titles were set according to 3:4:3, four for level eight, six for level nine, and five for level ten. <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>
Work application for personnel diversion in public institutions
The following is an example of a job application for a public institution: #<<Public Institution Personnel Diversion Work Request>> Dear [Name of Receiving Department], My name is [Name], and I am currently [Position Name] in [Name of Institution]. My employee number is [Precise Number]. After careful consideration, I hereby submit this job diversion application. ##1. Basic Personal Information 1. ** Work Experience and Achievement ** During the [X] years of working in this unit, I have always adhered to my post and actively participated in the work of the unit. In [specific project or work content], you have successfully [described the results achieved, such as improving work efficiency by X%, saving the unit's cost by X yuan, etc.] with your own professional knowledge and skills, and have won [internal commendation name or award] many times. 2. ** Professional Skills and Aptitude ** I have [list my professional skills, such as proficiency in XX software, XX industry qualification certificate, etc.]. These skills and qualifications enable me to adapt to different job requirements. ##2. Understanding the Triage Work I deeply understand that the diversion of personnel in public institutions is an important measure for the reform and development of the unit. It aims to optimize the allocation of resources and improve the overall work efficiency. At the same time, it is also an inevitable requirement to adapt to social development and changes. I'm willing to actively cooperate with this work and see it as an opportunity for personal career development and transformation. ##3. Directions for applying for a diversion 1. ** Target Position 1:[Position Name 1]** - ** Reason for Choice **: - My professional skills are highly compatible with the requirements of this position. For example, the ability in [Professional Skills] could be directly applied to the [Work Details] of the position, which would help improve the quality and efficiency of the work. - I have always been interested in the business field involved in this position, and I have conducted in-depth study and research in my spare time. I have a certain understanding of the development trend and business process in this field, and I believe that I can quickly adapt to the requirements of this position. - ** Personal advantage **: - In addition to professional skills, I also have good communication skills and teamwork spirit. In his past work, he had cooperated with colleagues from different departments to complete complex projects many times. He could effectively communicate and coordinate with all parties, which was of great significance to [Position Name 1]'s requirement of working with multiple departments. - I have a strong learning ability and can quickly grasp new knowledge and skills. When faced with new situations and challenges that may arise in [Position Name 1], I am confident that I can cope with them through continuous learning. 2. ** Target Position 2:[Position Name 2](if available)** - ** Reason for Choice **: - [Explain reasons for personal experience, interests, or abilities related to the position] - ** Personal advantage **: - [List the advantages of this position] ##4. Personal Promise 1. If I am lucky enough to be assigned to a new position, I will actively adjust my mentality, adapt to the new working environment and work requirements as soon as possible, and strive to learn new knowledge and skills to ensure that I can integrate into the new team in the shortest time possible and be competent for the new job. 2. In my new position, I will continue to maintain a rigorous and serious working attitude, strictly abide by the various rules and regulations of the unit, actively play to my own advantages and potential, and contribute to the development of the unit. Thank you again for taking the time to review my application. [Name] Date of application: [specific date] <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>
Death subsidy for retired personnel of Shangqiu public institutions
After the death of the retired personnel of Shangqiu public institutions, the state would give them a one-time pension and funeral expenses. After a retiree died of illness, there was a funeral subsidy and pension, which was usually 20 months of his own salary. The funds needed for the one-time pension would still be settled according to the current channels. If the surviving family members have difficulties in life, they will be given subsidies in accordance with the relevant regulations of the state. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Request for instructions on recruiting personnel from public institutions
From the reference materials, he saw some places asking for instructions on recruiting public institution staff. For example, Wuwei City's housing and urban and rural construction bureau had "Request for instructions on recruiting public institution staff", Fengyang County's agricultural and rural bureau had "Request for instructions on publicly recruiting public institution professional and technical personnel". These requests were mainly based on work needs. For example, some subordinate institutions in Fengyang County had asked for instructions on recruiting personnel due to lack of staff or insufficient actual staff. The recruitment unit, approved establishment, number of people currently lacking, number of people to be recruited, academic qualifications, professional requirements, age requirements, and other contents were specified. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
policy of employing personnel to participate in shares of public institutions
At present, only the regulations of Hefei University of Technology regarding the participation of teaching staff in off-campus enterprises were found. The teaching staff included career staff or labor contract staff. In the school, the teaching staff's participation in off-campus enterprises (instructing the staff to hold or hold shares related to their professional and business fields on behalf of others, excluding the purchase of stocks, funds and other financial investment behaviors) must be applied in writing on the basis of completing their own work with quality and quantity. After being studied and approved by the joint meeting of the party and government of the college or the leadership group meeting of the unit, it shall be reported to the state-owned assets management department and the personnel department for approval after 5 working days. At the same time, if the state further introduced policies related to the participation of public institution personnel in enterprises, it would be implemented in accordance with national policies. There was no more information on the general policy of hiring personnel to participate in the shares of public institutions, so it was impossible to give a definite answer. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
The Labor Law provides for the leave of absence for personnel of public institutions
The following are the relevant provisions of the Labor Law regarding the leave of absence of employees of public institutions: ** I. Regulations on Sick Leave ** 1. ** Sick Leave Duration ** - Those with less than 10 years of service and less than 5 years of work in the unit had 3 months of sick leave. Those who had worked in the unit for more than 5 years had 6 months of sick leave. - For those who have worked for more than 10 years, the sick leave for those who have worked for the unit for less than 5 years is 6 months; for those who have worked for the unit for more than 5 years and less than 10 years, the sick leave is 9 months; for those who have worked for more than 10 years and less than 15 years, the sick leave is 12 months; for those who have worked for more than 15 years and less than 20 years, the sick leave is 18 months; for those who have worked for more than 20 years, the sick leave is 24 months. 2. ** Calculation of salary during sick leave ** - ** Sick leave within 6 months ** - For those who have less than two years of continuous service, sick leave pay is 60% of their salary. - For those who have worked for two years but less than four years, the sick leave pay is 70% of their salary. - For those who have served for four years but less than six years, the sick leave pay is 80% of their salary. - For those who have worked for more than six years but less than eight years, their sick leave pay is 90% of their salary. - For those who have worked consecutively for eight years or more, their sick leave pay is 100% of their salary. - ** Sick leave of more than 6 months ** - For those who have less than one year of continuous service, the sickness relief fee is 40% of their salary. - For those who have worked for more than one year but less than three years, the sickness relief fee is 50% of their salary. - For those who have worked for three years or more, the sickness relief fee is 60% of their salary. - ** Public institution performance pay (sick leave period)** - Those who had taken sick leave for five days but less than ten days and had worked for less than ten years would be paid 90% of the basic performance salary; those who had worked for ten years but less than twenty years would be paid 95%; and those who had worked for twenty years or more would be paid 100%. - For those who have worked for less than 15 days and less than 10 years, 85% of the salary will be paid; for those who have worked for less than 20 years, 90%; for those who have worked for more than 20 years, 95% will be paid. - For those who have worked for 15 days or more and less than 10 years, 80% will be paid; for those who have worked for 10 years or less, 85%; for those who have worked for 20 years or more, 90% will be paid. The sick leave days mentioned above will be accumulated in the current month, and will be re-calculated if the sick leave exceeds the month. During the treatment period of the work-related injury, the basic performance salary and reward performance salary will be paid in full. ** II. Regulations on Personal Leave ** 1. ** Wage Deduction Standard ** - If the personal leave of the month is less than 1 working day, the basic performance salary will be paid in full; if it exceeds 1 working day, the corresponding daily basic performance salary will be deducted according to the number of days of personal leave (daily basic performance salary = monthly basic performance salary/21.75 days). The number of days of personal leave will be accumulated in the current month, and will be calculated again if it exceeds the month. - If the staff member's annual leave does not exceed 20 days or the one-time leave does not exceed 15 days (excluding public holidays), the original salary will be paid. - If a staff member takes personal leave for more than 20 days in a year or takes personal leave for more than 15 days at one time, the salary for the number of days in excess will be paid at 70% of his basic salary. - If a staff member takes personal leave for more than 30 days in a year, the salary for the days that exceed will be paid at 50% of his basic salary. - If the staff member's annual personal leave accumulated to more than 60 days, the salary of the staff member would be suspended. - For those who have accumulated 11 days of personal affairs leave within a month and have taken half a month of continuous personal affairs leave, the "full amount of monthly bonus" and "others" of that month will be deducted. The treatment of going abroad for personal reasons: 70% of the basic salary and job allowance will be paid in the first month of the leave; 60% in the second month; 50% in the third month; if the leave exceeds three months, the salary will be suspended from the fourth month. ** 3. Absenteeism Regulations ** For those absent from work for less than one day, 85% of the basic performance salary of the month would be paid; for those absent from work for more than one day but less than two days, 60% of the basic performance salary of the month would be paid; for those absent from work for more than two days but less than three days, 30% of the basic performance salary of the month would be paid; for those absent from work for more than three days, the basic performance salary of the month would be suspended. The number of days of absenteeism will be accumulated in the current month, and will be calculated again if it is beyond the month. ** IV. Other holiday related regulations ** 1. ** Annual paid leave ** - The annual leave for those who had worked for more than 1 year but less than 10 years was 5 days, 10 days for those who had worked for 10 to 20 years, and 15 days for those who had worked for more than 20 years. The annual leave will not be deducted from the salary. If the annual leave is not taken, you can claim the salary for the annual leave, which will be calculated according to 300% of the daily salary.(When you actually claim it, because the normal salary has been paid, you can claim 200% of the daily salary.) 2. ** The basic performance pay and reward performance pay will be paid in full during the holidays stipulated by the state (including family leave, annual leave, marriage leave, funeral leave, birth control leave, nursing leave) or during the maternity leave of female staff who meet the family planning regulations. If a female staff member who meets the family planning regulations has difficulties raising a baby after the expiration of her maternity leave, and the unit approves the granting of breast-feeding leave upon her application, the basic performance salary during the breast-feeding leave will be paid at 70%. 3. ** Annual assessment related performance pay ** - If the staff of a public institution were evaluated as unqualified in the annual assessment, the basic performance salary for the next year would be paid at 60%, and the reward performance salary would be suspended. If the staff of a public institution were evaluated as basically qualified, the basic performance salary for the next year would be paid at 80%, and the reward performance salary would be determined according to the internal distribution method of the unit, but the calculation and payment ratio should not be higher than 80%. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
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>
Participating in the public examination of public institutions
The relevant information about the public examination of public institutions is as follows: ** I. Job Nature and Establishment ** 1. ** Job Nature ** - The full name of the public institution was an institution that was governed by the Civil Servant Law. This type of unit had the function of managing public affairs. 2. ** Staffing Status ** - The establishment of the public service personnel was a business establishment, which was different from the administrative establishment of civil servants. The nature of the unit was essentially a public institution. ** 2. Exam related ** 1. ** Entrance advantage ** - The competition in the public sector was relatively small, and it was not as popular as the civil service positions. However, after passing the examination, the salary, benefits, insurance, retirement benefits, appointment and dismissal, promotion, evasion, dismissal, and other aspects were all the same as civil servants. 2. ** Restrictions on application ** - Although the staff members enjoyed the same treatment as civil servants, if they were already public officials, they generally could not participate in the national or provincial examinations (but if the unit's standards were low, they could change their status through the selection examination). - In Guangdong and other places, the public institutions should pay attention to the post setting requirements. For example, in the 2024 Guangdong public institutions unified examination, from the point of view of post setting, relevant work experience is a place where social personnel are prone to problems during the preliminary qualification examination. For positions with work experience requirements, it is necessary to ensure that they have truly engaged in work content that meets the job description for a specified number of years. The unit can issue a certificate and pass the political examination before they can apply for the examination. ** 3. Professional Development ** 1. ** Promotion ** - The prospects for promotion in county-level public institutions might be relatively slim. In this case, one could consider entering a public institution and take the path of a professional title to increase their salary. 2. ** Job Change ** - There was a possibility of communication between the staff of the participating public unit and the administrative unit. The participating public personnel could be transferred horizontally, and if the administrative unit accepted them, they could be directly transferred to the administrative department (as long as both parties agreed, one was willing to accept, and the other was willing to let them go). The participating public personnel could also directly participate in the selection. This was different from ordinary career editors. Ordinary career editors could not be directly transferred to administrative editors. They had to take an examination, and the vast majority of ordinary career editors could not participate in the selection. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>