What is the role of the annual assessment of public institutions?
The annual assessment of public institutions played an important role in many aspects. First of all, from the perspective of personal development, the results of the annual assessment were an important basis for promotion. For civil servants, if the results of the annual assessment were excellent, they would be rewarded once in the same year. If the results of the annual assessment were excellent for three consecutive years, they would be rewarded once. For example, in the case of a worker's position in a public institution (taking Henan as an example), if the worker obtained a skill level certificate and had excellent assessment results for two years (not required to be continuous), he could be promoted directly without being restricted by the proportion. In addition, in the pilot area of the promotion system for management positions in institutions below the county level, it was required that the annual assessment results were excellent within the relevant years. Secondly, the annual assessment would help in the evaluation of individuals. It was a general evaluation of the performance of the staff of the institution in a year. The results were generally divided into four grades: excellent, qualified, basically qualified, and unqualified. The number of excellent grades generally did not exceed 20% of the total number of staff who should participate in the annual assessment. The assessment results could be used as an important standard to assess whether an individual was excellent or not. Moreover, from the perspective of economic benefits, 30% of the individual performance deduction of public institutions was included in the year-end bonus pool every month. Originally, it should be redistributed according to the individual's annual assessment and position and title. Although the current assessment formalization led to this limited effect, in theory, the annual assessment was related to the individual's wallet. Finally, from the perspective of unit management and team building, the annual assessment is based on the job responsibilities and tasks they undertake, focusing on the assessment of morality, ability, diligence, performance, integrity, etc. This helps to comprehensively and accurately evaluate the moral performance and work performance of the staff of public institutions, thus strengthening the construction of high-quality professional public institution staff. The assessment results can also be used to select and appoint, train and educate, manage and supervise, encourage and restrain, The combination of responsibility and so on would be used as the basis for the staff of the institution to adjust their positions, positions, employee grades, salaries, evaluation of professional titles, rewards, and so on. Read more exciting novels for free
Qualification and failure of the employment period assessment of public institutions
If a staff member of a public institution completes the target task of the employment period and the annual assessment during the employment period is qualified or above, the assessment of the employment period shall be determined as qualified grade; if a staff member of a public institution fails to complete the target task of the employment period without justifiable reasons, the assessment of the employment period shall be determined as unqualified grade. For the professional and technical second-level post staff, if they complete the target task of the employment period and the annual assessment within the employment period is qualified or above, the employment period assessment is planned to determine the qualified grade; if they fail to complete the target task of the employment period without justifiable reasons, receive administrative punishment of demerit or above during the employment period, or are sentenced to punishment according to law, the employment period assessment shall determine the unqualified grade. The results of the employment period assessment will serve as an important basis for the staff of the institution to renew, terminate, or terminate the employment (term) contract, select and appoint, train and educate, manage and supervise, encourage and restrain, and recommend candidates for national professional and technical first-class posts (for professional and technical second-class post staff). Those who fail the employment period assessment will be hired at a lower level or dismissed. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
The annual assessment of the teacher establishment failed
Failing to pass the annual assessment of the teacher establishment would have many effects. In terms of promotion of positions and post levels, they could not be promoted in the same year; they were not qualified in terms of evaluation; performance pay would be deducted according to regulations; positions would be adjusted if necessary; if they caused adverse effects, they would be punished, and might even be disqualified as teachers or dismissed. For example, some regions stipulated that if the annual assessment failed, the school could lower the post level or adjust the post employment. For those who did not obey the organization's arrangements or failed the annual assessment after being arranged to a new post, the school could terminate the employment contract according to the prescribed procedures. In some areas, the mechanism of "transferring again and withdrawing from the job after three times" was implemented. If the assessment failed, they would no longer be hired. <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>
The institution did not participate in the annual assessment for a year
If a staff member of a public institution did not participate in the annual assessment for a year, it might have many effects and involve different ways of handling it. From the perspective of the assessment system itself, the annual assessment was aimed at comprehensively and objectively evaluating the performance of the staff in terms of morality, ability, diligence, performance, and integrity. Without an assessment, it was difficult for the unit to accurately measure the employee's work contribution, ability development, and whether they met the job requirements in this particular year. From the perspective of personnel management, the assessment results were the main basis for the continuation, dismissal, low employment, promotion, capital increase, rewards and punishments of various personnel in public institutions. Without the results of the annual assessment, there was a lack of key evidence for personnel decisions such as salary adjustments and job promotions. For example, under normal circumstances, if an employee performed well, an excellent annual assessment might become a strong support for his salary increase or promotion. Conversely, if he did not participate in the assessment, he would not be able to participate in the relevant incentive evaluation based on the assessment results. For those who did not participate in the annual assessment, the unit might investigate and find out the reason. If it was due to special reasons (such as long-term sick leave, assignment, and other reasonable factors), the unit may take supplementary assessments or special treatment methods according to relevant regulations. However, if it was not for no reason, it may face certain disciplinary actions or adverse effects on personnel management, such as warnings, affecting future evaluation, etc. The specific treatment methods were usually based on the internal personnel management regulations of the unit and the personnel management policies of local institutions. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
In 2021, the public recruitment of public institutions in the Kashgar Prefecture
In 2021, according to the Regulations on Personnel Management of Public Institution and the Methods for Public Recruitment of Staff by Public Institution of the Independent Region and other relevant regulations, according to the principles of publicity, equality, competition and merit selection, it is planned to recruit 177 public institution staff from the public. Recruiting targets include registered permanent residence in Kashgar Prefecture (including the Third Division of the Corps) or graduates from colleges and universities.(Including graduates of the University of Kashi); Spouse or children of registered permanent residence personnel in Kashgar Prefecture;"University Student Western Plan volunteers" who have served in Kashgar Prefecture for a full year; Temporary employment staff of government agencies and institutions who have worked in Kashgar Prefecture for one year and passed the assessment; Spouse or children of the cadre who assisted the construction of Kashi; Spouse or children of active military personnel stationed in Kashi; Spouse of soldiers who are currently on duty in Kashgar Prefecture; With the approval of all levels of organizations, human society, education, health and other departments in the Kashgar Prefecture, graduates from non-registered colleges and universities were introduced from outside the region. The candidate should have the following requirements: nationality of the People's Republic of China; abide by the Constitution and laws, safeguard the unity of the motherland and national unity; have good conduct; have the professional knowledge, professional qualifications and working ability required by the post; adapt to the physical and age conditions required by the post; Possess the education level required for the recruitment position, hold a graduation certificate recognized by the education administrative department of the state, province (district, city), autonomous region, Xinjiang Production and Construction Corps or the leading group of cadre education (including the graduation certificate of military academies obtained during the period of military service); meet all other requirements for the application position. In this recruitment examination, the applicants 'age, political appearance, education background, degree, household registration, service period, marital status, Mandarin level, computer level, relevant work experience and various qualifications (qualifications) conditions need to be specified. The deadline is the day of release of the general rules (December 30,2021). <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Reading novels in public institutions
In a public institution, there might be different situations when a staff member read a novel. On the one hand, some units might have strict work discipline requirements and were not allowed to read novels during working hours. For example, the Huai 'an District Business Office's special inspection of the implementation of work discipline of window service units found that some staff members were reading novels at work, which indicated that reading novels during working hours was a violation of work discipline. However, from another perspective, if it was in their spare time, employees reading novels was considered a personal leisure activity. As long as it did not violate other regulations of the unit, it could be carried out. At the same time, there were also some workplace novels that might reflect the working environment and interpersonal relationships of public institutions. These novels might be read by employees in their spare time to gain relevant experience or simply for leisure and entertainment. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Are the employees of public institutions in danger?
Under normal circumstances, the work of public institution employees did not have obvious high-risk risks. The main advantage of working in a public institution was stability. Wages and benefits were stable. As long as employees did not violate laws, regulations, and relevant disciplines, there was basically no risk of losing their jobs. The job content usually did not involve high-risk factors such as the extreme natural environment faced by Alaskan crab fishermen (128 km/h winds, 12-meter-tall waves, extreme fatigue and cold weather), the dangers faced by bullfighters fighting bulls (every performance could cause casualties), and the high speed chainsaws faced by loggers and the danger of falling tree branches (the mortality rate in 2013 was close to 25%). However, from the broad concept of "danger", if there is a violation of discipline in the institution,(For example, if a civil servant was reported to work for speculation, he would eventually be dismissed from public office and pursued for legal responsibility), he would face the risk of losing his job and being pursued for legal responsibility; Or in the face of situations such as salary reform and streamlined establishment, he might also face pressure such as performance appraisal and the risk of losing his job (if it was a contract employee outside the system or a staff member who had left the post for a long time), but these were different from the traditional high-risk work. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Profits and losses of public institutions
The profit and loss accounts of public institutions were related to the income, expenses, and profits of public institutions. The income category included financial subsidy income, superior subsidy income, business income, operating income, contributions from affiliated units, other income, capital construction allocation income, etc. According to the regulations, the funds that should be handed over to the budget and the extra-budget funds that should be handed over to the special financial account shall not be included in the business income; the extra-budget funds allocated from the special financial account shall be included in the business income. The expenses category included business expenses, expenses handed over to superiors, subsidies to affiliated units, operating expenses, and other expenses. Business expenses included basic salary, subsidy salary, other wages, employee welfare fees, social protection fees, bursaries, official expenses, business expenses, business entertainment expenses, equipment purchase expenses, repair expenses, and other expenses. These profit and loss accounts helped to calculate and monitor the operating results of the institution. At the end of the period (month end, quarter end, year end), the accumulated balance usually needed to be transferred to the corresponding balance account. After the transfer, the profit and loss account usually had no balance at the end of the period. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
The reform target of public institutions by 2020
The reform objectives of public institutions in 2020 are as follows: - All public institutions engaged in production and business activities will be transformed into enterprises by the end of 2020. Transformed units should cancel the legal person of the institution, write off the establishment of the institution, and the on-the-job employees should sign labor contracts. This type of institution included engineering construction, maintenance, maintenance, and many other types. - Personnel of public institutions (participating public institutions) who undertake administrative functions may be transferred to civil servants or placed in other public institutions in the future. If a public institution that fully assumed administrative functions was adjusted to an internal organization of an administrative organ, its personnel could be transferred to civil servants; some public institutions that assumed administrative functions were revoked or merged into other public institutions after the transfer of functions, and the personnel would be diverted accordingly. - The situation of public service institutions was more complicated, which was the key to the success of the reform. Public welfare institutions were divided into the public welfare category (such as compulsory education, primary medical care, basic research, etc.), which enjoyed full financial assistance; the public welfare category (such as universities, tertiary Grade A hospitals, applied research institutions, etc.), which received partial financial assistance from the government. It was necessary to differentiate the situation, implement precise policies, and implement different reform measures according to different situations. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>
Registration statistics of public institutions in 2021
As of 18:00 on April 22,2021, 9898 people had been recruited for the joint examination of public institutions in 2021. A total of 78880 people had signed up, and 53055 people had passed the qualification examination, of which 26887 had paid the fees. The average competition ratio was 8:1. There were 1084 positions with no applicants, 742 positions with only one person applying, 1610 positions with zero qualifications, 903 positions with only one person qualified, 2464 positions with no one paying, and 2693 positions with a competition ratio of less than 3. Among them, 587 positions had a competition ratio of 2:1, and the other 573 positions had a competition ratio of 3:1. <a href="/?from=ask_words" style="color:red" target="_blank">Read more exciting novels for free</a>