Detailed Rules for the Implementation of Open Recruitment of Public Institutions in Guilin

Article 1 In order to further standardize the recruitment of public institutions and promote the scientific, institutionalized and standardized open recruitment, according to the Interim Provisions on Open Recruitment of Public Institutions (Order No.6 of Ministry of Personnel in 2005), Notice on Further Regulating Open Recruitment of Public Institutions (No.92 of [20/KLOC-0]) and Trial Measures for Open Recruitment of Public Institutions in Guangxi Zhuang Autonomous Region (Gui Fa [2005])

Article 2 All new employees (including management positions, professional and technical positions and workers' skills positions) in public institutions (except those managed by referring to the Civil Service Law and transformed into enterprises) shall be openly recruited. In addition to national policy placement, appointment by superiors according to the authority of cadre personnel management, and confidential positions, it is really necessary to use other methods to select and appoint personnel.

Article 3 Open recruitment shall adhere to the employment standards of having both ability and political integrity, and implement the principles of openness, equality, competition and merit selection. Adhere to the combination of government macro-management and the implementation of unit employment autonomy, unified regulation, classified guidance and hierarchical management.

Article 4 Open recruitment shall be conducted by means of examination and assessment according to the responsibilities and qualification requirements of vacant posts.

Article 5 The Organization Department of the Municipal Party Committee and the Municipal Human Resources and Social Security Bureau are the departments in charge of public recruitment of public institutions in the city, and are responsible for the comprehensive management, policy guidance, audit and filing, supervision and error correction of public recruitment of public institutions. The office of the Municipal Organization Committee is responsible for the preparation and management of the open recruitment of public institutions such as the preparation of use plans, recruitment examination and approval, and recruitment registration. The competent department of public institutions and the county human resources and social security department are responsible for standardizing management and organizing and coordinating the open recruitment of subordinate institutions.

Organize and start

Article 6 The open recruitment of institutions directly under the municipal, county, office and bureau (including institutions under the Party-mass system, the same below) shall be organized and implemented by the Municipal Human Resources and Social Security Bureau.

Personnel examination service agencies and talent exchange service agencies affiliated to the government human resources and social security departments can provide services for open recruitment.

Article 7 The Municipal Human Resources and Social Security Bureau shall formulate an open recruitment plan according to the post setting implementation plan, annual preparation and use plan and annual recruitment plan of public institutions. The open recruitment plan shall ensure the fairness and scientificity of the open recruitment. The main contents of the plan include: the name of the organization, the nature of the unit, the number of staff, the number of recruits, the scope of recruitment and the target; The position, major and qualification of the recruitment; Time, form and procedure of recruitment; Recruitment organization and leadership, discipline requirements and other related content.

Public institutions open recruitment plan submitted to the Municipal Human Resources and Social Security Bureau for approval, and public institutions affiliated to the Party-mass department submitted to the Municipal Party Committee Organization Department for the record. If the open recruitment plan is not approved for filing according to the prescribed procedures, it shall not organize open recruitment.

The open recruitment examination for institutions in the city is organized once a year in principle. In case of special circumstances, it can be organized and implemented as needed.

Eighth City Human Resources and Social Security Bureau open recruitment for the society. The contents of the recruitment announcement include the introduction of the recruitment unit, the recruitment scope, the recruitment position, the number of recruits and their treatment, the conditions of candidates, the recruitment procedure and time schedule, the examination time (time limit), the content and scope, the registration method and other contents that need to be explained. Except for special jobs and posts, institutions shall not set discriminatory conditions for recruiting staff. Recruiters are generally required to be under the age of 35. Individual professionals and special posts are in short supply, and the age requirement may be appropriately relaxed with the consent of the Municipal Human Resources and Social Security Bureau.

The recruitment announcement shall be released before the official registration of open recruitment, and the release time shall not be less than 7 working days. The recruitment announcement should be published on the website of the municipal organization and personnel department or the website of the municipal human resources market.

Once the recruitment announcement is issued, it shall be strictly implemented and shall not be changed without authorization. If it is really necessary to adjust, it shall be approved for filing in accordance with the procedures stipulated in Article 7 of these Measures and published within the scope of the recruitment announcement.

Article 9 Basic requirements for recruiters:

(1) Having China nationality;

(two) law-abiding, moral integrity, with good professional ethics;

(3) Physical conditions that meet the requirements of the post;

(4) Having the educational level, knowledge and ability required to perform post duties;

(five) candidates who apply for the position of practicing (professional) qualification system must have the practicing (professional) qualification certificate issued by the state;

(six) other qualifications that meet the requirements of the post.

In any of the following circumstances, you may not sign up for work: active servicemen; Non-fresh graduates who are studying; Persons who have received criminal punishment for crimes; People who have been expelled from public office; Having been found to have committed fraud in the recruitment of civil servants and staff of public institutions at all levels, and being given a time limit for not applying; Persons who have been legally dismissed from public office for less than five years; And other personnel who are not allowed to be employed by laws and regulations. Persons who have not been dismissed from party discipline or political discipline or are undergoing disciplinary review, and persons whose criminal punishment period has not expired or who are suspected of violating the law and committing crimes are under judicial investigation and have not yet reached a conclusion.

Article 10 Application for registration can be made on-site or online. The recruiting unit and its competent department are responsible for the qualification examination and pre-test confirmation of candidates according to the requirements of the positions to be hired and the qualifications stipulated in the recruitment announcement, and accept the candidates' consultation on specific recruitment matters. The recruiting unit (competent department) shall designate a special person to be responsible for the qualification examination of the candidates in strict accordance with the post conditions published in the brochure. If the examination is lax or the published recruitment conditions are changed without authorization, the candidates who participated in the written examination will be disqualified from recruitment because they do not meet the requirements for entering the examination, and the recruitment unit (competent department) will bear the corresponding responsibilities.

On-site registration time shall not be less than 2 working days, and online registration shall not be less than 5 working days. Candidates should carefully check the recruitment conditions of the positions they apply for, and those who do not meet the conditions will be disqualified from recruitment, and the responsibility will be borne by the candidates themselves.

If the number of qualified applicants for the same position is less than 3 times the number of recruitment positions, the number of recruitment positions should be reduced or the recruitment positions should be cancelled, and the examination can be started only after notifying the applicants. The number of individual applicants does not reach the prescribed proportion, and it is really necessary to fill the vacancy in that year. After the recruitment unit submits a written report to the competent department for examination and approval, the Municipal Human Resources and Social Security Bureau will determine whether to start the examination after reviewing according to the prescribed working procedures.

Examination and evaluation

Eleventh open recruitment takes the form of examination, which mainly tests the comprehensive basic knowledge, professional knowledge, business ability and work skills that candidates need. Examination and assessment methods should conform to the characteristics of public institutions and fully reflect the characteristics of industry, specialty and post.

Article 12 The examination shall be conducted in various ways, such as written examination and interview (including practical operation ability test). The written test subjects are "Basic Knowledge of Public Affairs" and "Comprehensive Ability Test", which mainly include current political knowledge, Marxist philosophy knowledge, theoretical knowledge of socialist market economy, legal knowledge, administrative management knowledge, official document writing and processing, and administrative professional ability.

The written test of professional subjects mainly tests the professional ethics of candidates and their mastery and application ability of professional knowledge and skills required for the post. The subjects and methods of professional examination and whether to conduct professional examination can be determined according to the actual work situation and the characteristics of industry, specialty and post.

Interview mainly examines the professional quality and potential ability of candidates, including comprehensive analysis, oral expression, planning and organization, interpersonal relationship, contingency coordination, self-awareness, etc. Structured interview is the main interview method.

As a way of interview, practical ability test is determined by the recruitment organization and implementation department according to the post needs. Structured interviews, practical exercises, structured interviews plus practical exercises, trial teaching, etc. can be adopted.

Before the interview, the Municipal Human Resources and Social Security Bureau shall organize a special person to review whether the candidates who enter the interview meet the recruitment conditions. For those who do not meet the recruitment requirements, the interview qualification will be cancelled and the written test results of the same position will be replenished.

Thirteenth recruitment methods should be determined according to the post category and post level.

(1) The recruitment of junior staff, that is, management posts below grade 9, professional and technical posts below grade1/kloc-0, and ground positions below grade 3, shall be conducted by public examination in principle;

(two) recruitment management level 8 or above, professional and technical 10 or above, workers' level 2 or master's degree, after being audited by the competent department and reported to the municipal human resources and social security department, can take the form of direct interview;

(3) Recruiting high-level talents, such as management level 7 or above, professional skills level 7 or above, work experience level 1, or doctoral degree, foreign master's degree, shortage of professional and technical talents, high-skilled talents, etc. certified by the study abroad service center of the Ministry of Education, shall be audited by the competent department and reported to the Municipal Human Resources and Social Security Bureau for approval, and the organization department of the Municipal Party Committee may put it on record.

(IV) Recruiters of professional and technical posts in township institutions and those who need to work in other places all the year round may, after being examined and approved by the Municipal Human Resources and Social Security Bureau, directly interview candidates who have graduated from a university and obtained a bachelor's degree or above. The personnel who apply in this way shall have a service period of not less than three years in the employed unit or the post with the same conditions.

Fourteenth positions that require written examination and interview should generally be written first. After the written test, according to the overall level of the written test and the recruitment situation, the qualified score line is delineated. According to the ratio of not less than 1:3, the interviewer is determined from high score to low score for each position. Because the number of applicants can't reach the proportion of the examination, and the positions that have been approved are excluded, individual positions can't reach the prescribed proportion because of the small number of references, and it is really necessary to fill the vacancy in that year. It must be audited by the competent department of the recruiting unit and reported to the Municipal Human Resources and Social Security Bureau for approval before entering the interview process. Those who apply for the same position and have the same written test results will enter the interview process in parallel.

The Municipal Human Resources and Social Security Bureau provides candidates with personal inquiries about written test scores and job rankings. The name, performance and job ranking of the interviewer must be published on the website of the municipal human resources and social security department or its talent website.

Fifteenth Municipal Human Resources and Social Security Bureau shall set up an interview evaluation group, which is generally composed of 7 to 9 people. It is necessary to strengthen the training of interview examiners, improve interview skills, and gradually establish a database of interview examiners in qualified counties and industries, so that interview examiners can be randomly selected.

After the interview of each position, the interview results of the candidates for that position should be announced immediately. Within 2 working days after the interview, the interview results and job rankings of all candidates must be published on the website of the recruitment department.

Article 16 After the interview, according to the candidates' grades from high to low, according to the nature and characteristics of the recruitment position, the candidates for assessment are determined according to the ratio of 1: 1, and the candidates' scores are calculated by adding 50% to the written test scores and interview scores. When the candidates have the same score, the one with the highest interview score will enter the assessment link; If the interview results are the same at this time, the Municipal Human Resources and Social Security Bureau will organize another exam, and then determine the assessment candidates according to the principle of high score to low score.

Seventeenth assessment work by the Municipal Human Resources and Social Security Bureau unified arrangements, the recruitment unit is responsible for organizing the implementation. Mainly examine the ideological and political performance, moral quality, professional ability, work performance, diligence and honesty, compliance with national laws and regulations and the rules and regulations of the original work unit, and review the qualifications and related conditions of the applicants. The evaluation team consists of two or more people, and must make an evaluation conclusion according to the evaluation contents, prescribed procedures, facts and legal reasons, and issue a named evaluation report. The appraisal conclusion made by subjective guess appraisal is invalid, and the recruiting unit must reorganize the appraisal. In principle, the evaluation should be completed within 10 working days.

Those who fail the exam can be replenished from the candidates who apply for the same position in order of their grades.

Physical examination, publicity and employment

Article 18 Physical examination

(a) in order to reflect the principles of justice, fairness and openness, the Municipal Human Resources and Social Security Bureau is responsible for organizing and implementing the physical examination of the persons to be employed in the city, and for organizing personnel to go to medical institutions with prescribed qualifications at or above the county level for physical examination. The physical examination standard shall be implemented with reference to the General Standard for Physical Examination of Civil Servants. If the superior competent department of special industry has clearly stipulated the medical examination standard, it shall be implemented according to the industrial medical examination standard.

(2) Recruiting units and candidates may ask for re-examination when they have doubts about the conclusion of the medical examination. Re-inspection requirements should be put forward within 7 days from the date of receiving the notification of the conclusion of the medical examination. The re-inspection is organized by the Municipal Human Resources and Social Security Bureau, and the re-inspection can only be conducted once. The results of physical examination shall be subject to the re-examination conclusion. Those who fail the physical examination will be eliminated naturally, and the replacement personnel can be determined in accordance with the provisions of Articles 16 and 17 of these Measures.

(three) the organization of physical examination, to be serious and responsible, strict procedures, strict organization, open and transparent. Medical inspectors and medical inspectors with avoidance relationship should be avoided. In violation of operating rules, fraud, malpractice, dereliction of duty, resulting in adverse consequences of the staff, in accordance with the relevant provisions will be punished. In the process of medical examination, anyone who practices fraud or conceals the real situation, resulting in distorted medical examination results, will not be hired or cancelled.

Nineteenth open recruitment results should be publicized within the scope of the recruitment announcement, and the time should be no less than 7 working days. The publicity content shall include the name of the recruitment position, the situation of the recruitment position and the basic situation of the personnel to be hired. If there is no objection at the expiration of the publicity period, or the problem does not affect the employment, the competent department and the Municipal Human Resources and Social Security Bureau shall review and agree in turn, and then go through the relevant procedures such as preparation and use approval, employment and salary. If there are serious problems and there is evidence, they will not be hired; To reflect the serious problem, but it is difficult to verify, suspend employment, and then decide whether to hire after verification and conclusion. For those who have gone through the recruitment procedures and fail to meet the recruitment requirements after verification, the Municipal Human Resources and Social Security Bureau will make a written decision to cancel the recruitment qualification.

After being publicized, the personnel to be employed will automatically give up their employment qualifications or those who fail to pass the publicity will no longer be employed.

Article 20 The Municipal Human Resources and Social Security Bureau may establish an information base for public recruiters of public institutions according to their posts. Candidates who have entered the interview but have not been hired will be hired according to their positions and test scores. Within one year from the date of publication of the results, if there is a recruitment unit due to work needs and there are vacancies at the same time, the recruitment unit will submit a written report. After the examination and approval of the Municipal Human Resources and Social Security Bureau and the Office of the Municipal Organization Committee, the written test can be exempted, and the Municipal Human Resources and Social Security Bureau will directly conduct interviews, assessments, physical examinations and publicity according to the prescribed procedures. Those who pass the examination may apply for employment and publicity.

Twenty-first recruitment units must sign employment contracts with employees. The employment contract shall be jointly signed by the legal representative of the recruiting unit or its client and the employee, and stamped with the official seal of the recruiting unit. The employment contract shall not violate the provisions of national laws and regulations. The probation period system is implemented in the open recruitment of public institutions. Post-employment management shall be implemented in accordance with the relevant provisions of the state and the autonomous region.

Discipline and supervision

Article 22 The information, process and results of recruitment shall be made public and subject to the supervision of the society and management departments. It is necessary to set up a recruitment discipline supervision team with the participation of organizations, human resources and social security, discipline inspection and supervision departments, whose main duties are to supervise the whole process of examination, assessment and employment, and set up a recruitment supervision and reporting telephone number to the society.

Twenty-third written and interview questions must be intensively managed, and the printing, transportation, handover and storage, examination and marking of test papers should be kept strictly confidential to prevent leakage, omission and malpractice.

Twenty-fourth institutions to recruit staff to implement the avoidance system. Applicants who are husband and wife, immediate family members, collateral blood relatives within three generations or close in-laws with the person in charge of the recruitment unit are not allowed to apply for positions such as secretary, personnel, finance and discipline inspection. The person in charge of the unit, as well as the position with direct leadership relationship between the superior and the subordinate.

When handling recruitment matters, the person in charge of the recruitment unit and the person in charge of the recruitment work shall withdraw if they are related to themselves or otherwise may affect the fairness of recruitment.

County-level human resources and social security departments and staffing management departments shall not handle relevant procedures for the personnel recruited by institutions and their competent departments themselves. Anyone who enters a public institution in violation of national policies and regulations will be disqualified from recruitment once verified, and the relevant personnel will be held accountable according to laws and regulations.

Twenty-fifth strict public examination recruitment discipline. Under any of the following circumstances, it must be dealt with seriously, and if it constitutes a crime, criminal responsibility shall be investigated according to law.

(1) Forging or altering certificates or certificates, or obtaining qualifications by other improper means;

(2) Candidates cheat in the process of examination and assessment;

(three) recruiting staff to instigate or condone others to cheat, or participate in the examination and assessment process to cheat;

(four) the recruitment staff deliberately leaked the examination questions;

(five) the person in charge of a public institution employs personnel privately in violation of regulations;

(six) recruitment agencies, institutions and their competent departments in violation of regulations, affecting the openness, fairness and impartiality of recruitment;

(seven) other circumstances in violation of these measures.

Twenty-sixth staff who violate the discipline of open recruitment shall be given criticism and education, transferred from their posts or given corresponding punishment according to the seriousness of the case; Candidates who violate the discipline of open recruitment will be disqualified from examination or employment according to the seriousness of the case; In case of illegal recruitment, once verified, the employment contract shall be terminated.

Twenty-seventh open recruitment of staff really need to charge the project in accordance with the relevant provisions of the relevant departments of the autonomous region.

Supplementary rules

Twenty-eighth institutions need to recruit staff beyond the quota because of work needs, with reference to these measures, but it should be indicated in the recruitment announcement that it is an over-quota recruiter.

Twenty-ninth institutions need to recruit foreigners, must be reported to the Autonomous Region Department of human resources and social security review, and in accordance with the relevant provisions of the state and the autonomous region for recruitment.

Thirtieth according to the relevant documents of the state and the autonomous region, some special positions in public institutions can be openly recruited for specific groups and regions, and the specific measures shall be formulated separately.

Thirty-first these Measures shall be interpreted by the Municipal Human Resources and Social Security Bureau in conjunction with the Organization Department of the Municipal Party Committee and the Office of the Municipal Organization Committee according to the statutory duties.

Article 32 These Measures shall come into force as of the date of promulgation. According to the Measures for the Implementation of Open Recruiting Personnel in Institutions of Guangxi Zhuang Autonomous Region (Gui Ren She Fa [201]155) and the Detailed Rules for the Implementation of Open Recruiting Personnel in Institutions of Guangxi Zhuang Autonomous Region (Gui Ren Fa [2006] No.22), the implementation was stopped.