Competitive recruitment implementation plan

Competitive recruitment implementation plan (1)

In order to continuously improve the overall quality of our school's cadre team, increase the intensity of cadre exchanges, further promote the reform of the cadre system, and form a vibrant These measures are formulated in accordance with the Central Committee of the Communist Party of China's "Interim Regulations on the Selection and Appointment of Party and Government Leading Cadres", "Interim Regulations on the Exchange of Party and Government Leading Cadres" and relevant provincial and municipal documents.

1. Principles and scope of application of competitive recruitment

(1) Principles

1. The principle of party management of cadres.

2. Principles recognized by the masses.

3. The principle of having both ability and political integrity.

4. The principles of openness, equality, competition and merit selection.

5. The principle of echelon configuration and reasonable structure.

6. The principle of combining personal aspirations with work needs.

(2) Scope of application

1. This method first applies to department-level cadres under the appointment system and employment system at the school headquarters.

2. In principle, cadres who are elected under the electoral system in party affairs and mass organization organizations must also go through the competitive recruitment process, and they must complete the relevant procedures after being competitively recruited.

2. System regulations

1. Communication mechanism. Through competitive recruitment, a wider range of cadre exchanges should be implemented. From 1995 to the present, in principle, all division-level leading cadres whose work departments have not changed have implemented job exchanges (except for cadres who have not been regularized during the probation period); during cadre exchanges, in order to maintain the continuity of work, under normal circumstances, regular employees of the same unit , deputy positions do not communicate at the same time. Cadre exchanges are mainly with cadres from agencies and directly affiliated institutions and party cadres from teaching institutions. Business cadres (deans or vice-deans, directors or deputy directors) of teaching institutions are not the main exchange objects. During the communication process, in principle, the leadership positions of the departments should not be exceeded.

Cadre exchanges are divided into horizontal exchanges and vertical exchanges. Horizontal communication refers to the communication between different positions within agencies, directly affiliated institutions, and teaching institutions. Vertical exchanges refer to exchanges between agency cadres and cadres of directly affiliated institutions and teaching institutions, as well as exchanges between party and government cadres.

2. Age regulations. According to the state's regulations on the retirement age of cadres, cadres who have reached the legal retirement age are not allowed to compete for department-level positions in principle.

For department-level cadres who are not old enough to serve for one term (three years) when appointed in the new term, men should not exceed 58 years old and women should not exceed 53 years old. In principle, cadres who reach a certain age no longer hold leadership positions and can engage in professional and technical work and non-leadership work that they are specialized in.

3. Probation period system. All new and newly promoted cadres recruited through competition will be subject to a probationary period of one year. Upon expiration of the probation period, the organization's Human Resources Department will conduct an assessment. Anyone with more than 40% incompetence votes will be dismissed or demoted, and the grade and benefits during the probation period will not be retained; those with incompetence votes for 20** years; those who are deemed competent will be officially Appointment, the employment (appointment) period shall be calculated from the probation period.

4. Term system. QQ Daquan implements a term system for both department-level cadres under the appointment system and appointment system. Each term is three years, and the time is calculated from the date of appointment. After the expiration of the term of office, a performance report and assessment are required. After re-employment, cadres shall generally serve in the same position for no more than two consecutive terms (including two terms).

5. On-the-job training system. All hired and appointed cadres must undergo on-the-job training. The main purpose of training is to improve the ideological and political quality and comprehensive ability of cadres.

6. Audit system. When department-level cadres, especially top leaders and department-level cadres in charge of economic work, expire or leave office, their economic responsibilities must be audited by the audit department, and the audit results and evaluations shall be used as an important basis for promotion, appointment and removal.

3. Basic conditions and qualifications for office

(1) Basic conditions

1. Seriously study Deng Xiaoping Theory and the important thought of Comrade Jiang Dali’s "Three Represents" , stress study, politics, integrity, and consciously implement the party's basic line and educational policies.

2. Have a strong sense of professionalism and responsibility, be full of dedication and pioneering spirit, do practical things and focus on performance.

3. Have a democratic style of work, be diligent and honest, be decent, have a sense of overall situation and organizational discipline, be good at uniting comrades, maintain close contact with the masses, and be able to adhere to and implement the party's principle of democratic centralism and a pragmatic work style .

4. Have the organizational ability, management ability and business knowledge required to be competent in certain aspects of school work, and also have the ability to independently analyze and solve problems and the decision-making level.

5. Be in good health and able to assume the normal leadership work of the department.

(2) Basic Qualifications

Current position:

Those who meet one of the following conditions:

1. Qualified after assessment, Current department-level cadres who meet the age requirements.

2. Current deputy division level cadres who have a bachelor’s degree or above, an intermediate professional title or above, and have held deputy division level positions for more than three years, have passed the assessment and are outstanding, and are under the age of 45 (according to relevant national policies, The conditions for demobilized military cadres can be relaxed appropriately).

To meet this condition, if you are competing for cadres in teaching, scientific research and postgraduate departments, you must also have a master's degree or above and a senior professional title.

3. Those with a master's degree or above, senior professional titles in teaching, scientific research, medical care, and personnel, under 45 years old, and outstanding candidates in current position assessments.

Deputy Division Positions

Those who meet one of the following conditions:

1. There is no current division-level leading cadre who has not been competitively recruited for a division-level position.

2. Current deputy division level cadres who have been assessed as competent and meet the age requirements for the position.

3. Current department-level cadres who have a bachelor's degree or above, have an intermediate professional title or above, have held a department-level position for more than three years, have been evaluated as outstanding, and are under the age of 40. To meet this condition, if you are competing for the position of deputy director-level cadre working in the teaching, scientific research and postgraduate departments, you must also have a master's degree or above and a deputy senior professional title.

4. Teaching, scientific research, and medical personnel with a master's degree or above, deputy senior professional titles, under the age of 45, and outstanding candidates in current position assessments.

IV. Procedures for competitive recruitment

1. Party committee mobilization. The party committee held a mobilization meeting for cadres at all levels and various types of personnel to correct the ideological understanding of cadres, establish a correct sense of competition and communication, and lay a good ideological foundation for the smooth progress of competitive recruitment.

2. Public opinion polls. Before competing for a job, conduct a large-scale, multi-level public opinion poll on current division-level cadres. Those with more than 40% of incompetent votes will be removed from their posts and their qualifications for competition will be cancelled. Non-business leading cadres with incompetence certificates exceeding 20** and whose work departments have not changed since the present (except for cadres who have not been regularized during the probationary period) shall not fill in their original positions. Cadres who fill in a position are deemed to be disobedient to the assignment. If they are unable to compete for the position they filled in, the Party Committee will not consider the possibility of adjusting them to other positions and will disqualify them from competing for the next level position.

2. When cadres competing for positions at the upper level and business cadres competing for positions at the same level fill out their applications, they can apply for one or two positions and are not subject to the restrictions in Article 1.

3. For business cadres and shoulder-to-shoulder cadres who have reached the retirement age, they will no longer retain their original administrative treatment, and can engage in teaching and scientific research in their own profession in accordance with relevant regulations; administrative cadres who have reached the retirement age will be subject to relevant Provides for direct retirement procedures.

4. Cadres who are unable to participate in the competition due to age restrictions will retain their original level of benefits until retirement. After business cadres and double-shouldered cadres return to the team, their professional titles and benefits are not lower than their original levels, they will no longer retain their original level. Level treatment.

5. Cadres who are unable to assume the normal leadership work of the department due to physical health reasons may not participate in the competition with the approval of the Party Committee. Business cadres may engage in teaching and scientific research in their own majors, and administrative cadres may be reassigned to corresponding non-department positions. Leadership positions.

6. Cadres who have not been appointed to corresponding positions can compete for lower-level cadre positions. In principle, business cadres who have not been appointed to division-level positions should return to their original teaching units to engage in professional work; other unemployed cadres will be awaiting assignment in their original departments.

7. Except for cadres who do not meet the application requirements due to age and physical health factors, other cadres who do not declare their positions during the competition will be deemed to have given up their right to be hired and will be treated as unemployed cadres.

8. After the competition, if the department has no suitable candidates and is in urgent need of department leadership positions, in order to avoid affecting the work, the candidates can be determined through discussion by the Standing Committee of the Party Committee based on the actual situation.

9. Those who participate in the competition must talk about unity and the overall situation, eliminate abnormal emotional factors, correctly treat the legitimate competition between comrades, and ensure that the recruitment work goes smoothly.

10. Regardless of whether you are applying for a job, being hired, communicating, or not being hired, you must obey the organizational arrangements without justifiable reasons. Those who refuse to obey will be deemed to have automatically resigned.

VI. Supplementary Provisions

1. These Measures shall be implemented from the date of promulgation.

2. The Human Resources Department of the organization is responsible for interpreting these regulations.

Competitive recruitment implementation plan (2)

According to the "About Issuance of Pengzhou Municipal Government Middle-Level Cadres" by the Organization Department of the Pengzhou Municipal Committee of the Communist Party of China and the Pengzhou Municipal Human Resources and Social Security Bureau According to the spirit of the documents "Measures for Competitive Employment (Trial Implementation)" and "Measures for Rotation and Exchange of Middle-Level Cadres in Pengzhou Municipal Government (Trial Implementation)" (Peng Zutong [20**] No. 86), combined with the actual situation of our office, the work of competitive employment for middle-level cadres is now The following implementation suggestions are put forward:

1. Guiding ideology

Guided by Deng Xiaoping Theory, the important thought of "Three Represents" and the Scientific Outlook on Development, we must strictly implement the Civil Servant Law, the Party's The relevant provisions of the Regulations on the Selection and Appointment of Government Leading Cadres and the relevant documents of Sichuan Province and Chengdu City, in accordance with the "Competition for the Appointment of Middle-Level Cadres of Agencies" formulated and issued by the Organization Department of the Pengzhou Municipal Committee of the Communist Party of China and the Pengzhou Municipal Human Resources and Social Security Bureau Measures (Trial Implementation)", adhere to the principle of the party's management of cadres, adhere to the principle of "appointing people on merit, having both ability and political integrity, putting morality first, being recognized by the masses, focusing on reality, openness, equality, competition and merit selection", and adhering to the principle of democratic centralism, Gradually form a scientific employment mechanism of "people who can move up and down, people who can move in and out, and people who can move out reasonably," to inspire all cadres to be dedicated to their jobs, fulfill their duties, pioneer and innovate, and work hard to make progress.

2. Principle of competition

The first is to adhere to the principle that the party manages cadres; the second is to adhere to the principle of appointing people on merit, having both ability and political integrity, and putting morality first; the third is to adhere to the principle of being recognized by the masses and paying attention to The fourth is to adhere to the principles of openness, equality, competition and merit-based selection; the fifth is to adhere to the principle of democratic centralism; the sixth is to adhere to the principle of acting in accordance with the law.

3. Organizational Leadership

In order to ensure the smooth progress of the competition for middle-level cadres, a leading group for the competition for middle-level cadres has been established. The leadership group is responsible for the organizational leadership of this work. The leadership group is composed of the following personnel :

Team leader: Duan Yi

Members: Zhu Liyue, Nie Jun, Zhu Jialin, Chen Rong

4. Qualifications and conditions that should be met when competing for middle-level cadres

Those who participate in the competition for mid-level cadres must meet the following conditions and qualifications:

(1) Must meet the basic conditions stipulated in the Civil Servant Law and the Regulations on the Selection and Appointment of Party and Government Leading Cadres; < /p>

(2) On-the-job employees of the unit (among them, the captain and deputy captain of the tourism brigade are limited to 10 comrades from the law enforcement brigade);

(3) Calculated according to the prescribed registration deadline month, the competition For mid-level full-time positions, one must have served as a mid-level deputy for one year or as a section member for three years;

(4) To compete for mid-level leadership positions, the age is generally not more than 45 years old, calculated based on the prescribed month of deadline for registration; The age for current middle-level cadres who compete for positions of corresponding ranks can be appropriately relaxed;

(5) Newly promoted middle-level cadres should generally have a nationally recognized college degree or above. Current middle-level cadres who participate in competition for posts can be Appropriate relaxation;

(6) Personnel participating in the competition for employment must be those who have been assessed as competent or above in the annual assessment within the past three years;

(7) Comply with the provisions of avoidance of employment< /p>

(8) Good health.

5. Implementation methods for competition for middle-level cadres

(1) Operating procedures

In accordance with "formulate plans, submit plans for approval, announce positions, open registration, qualifications It will be carried out in twelve steps including review, speech defense, democratic assessment, () organizational inspection, discussion and decision, pre-appointment announcement, written removal from office, and submission for record.

(2) Number of positions

There are a total of 8 middle-level cadre positions in the entire office. They are: Director of the Office, Chief of the Planning and Construction Section, Chief of the Scenic Spots Management Section, Chief of the Administrative Approval Section, Chief of the Market Development Section, Chief of the Disciplinary Inspection and Supervision Section, Captain and Deputy Captain of the Tourism Law Enforcement Brigade.

6. Implementation steps and time schedule

(1) Publicity and mobilization, organization registration, and qualification review stages

1. Announced at the cadres and workers meeting of the entire office Implementation plan for competition for middle-level cadres;

2. Announce the positions and numbers of positions for middle-level cadres to compete for positions;

3. Open registration, every comrade who meets the qualifications to compete for middle-level cadres can apply Two positions. Registration time: February 6, 20** to February 7, 20**

4. Qualification review. Before February 10, 20**, the leadership group will review the qualifications of the applicants, and after soliciting opinions on party style and integrity from the Seventh Discipline Working Committee, the candidates will be determined and the candidates will be notified in a timely manner.

(2) Speech defense, democratic assessment, and organizational inspection stage

1. Speech defense (accounting for 60% of the total score). In mid-February, a speech defense will be organized. Participants will give a 5-minute speech in the order of drawing lots, and then a 5-minute defense. The judges are composed of members of the Tourism Office, representatives of general cadres and employees, and relevant leaders from the Organization Department of the Municipal Party Committee, the Municipal Human Resources and Social Security Bureau, and the Seventh Discipline Working Committee. The evaluation team uses a 100-point scale to score: responsibility and enterprising spirit (30 points), policy level (20 points), adaptability (15 points), language expression ability (10 points), and appearance and demeanor (5 points).

2. Democracy assessment (accounting for 40% of the total score).

In mid-February, the leadership group organized cadres and employees to conduct democratic evaluations of candidates. Content includes: political and ideological quality (20 points), work ability (30 points), organization, coordination and service ability (20 points), professionalism (20 points), integrity and self-discipline (10 points), etc.

3. Organize inspections and discuss decisions. The leading group will conduct a comprehensive inspection based on the candidates' speech defense scores and democratic assessment opinions, combined with the candidates' usual moral, ability, diligence, performance, integrity, etc., and convene a meeting of the directors of the Tourism Office to listen to the inspection situation Report and discuss collectively to decide on candidates for the proposed positions.

(3) Pre-appointment publicity, submission and filing stage

1. Pre-appointment publicity. The leading group will conduct a pre-appointment announcement on the proposed candidates in late February in accordance with regulations. The pre-appointment announcement will be conducted in the form of a list, and the publicity period will be 7 days (excluding statutory holidays).

2. Submit for filing. After the expiration of the public announcement period for the proposed candidates, if there is no impact on the appointment status, the appointment procedures shall be completed in a timely manner in accordance with relevant regulations, the appointment and removal materials shall be completed, and the appointment and removal records shall be submitted to the organization, human resources and social security departments in accordance with regulations.

7. These implementation opinions are interpreted by the Municipal Tourism Office’s middle-level cadre competition leadership group

Competitive recruitment implementation plan (3)

In order to fully mobilize cadres Employees' enthusiasm for work, promote the rapid growth of young cadres, and enable high-quality and capable cadres to take up important positions. In accordance with the spirit of the "Implementation Opinions on the Implementation of Competition for the Appointment of Stock-Level Cadres in Government Institutions and Public Institutions", the bureau's party group studied and decided, Competitive recruitment will be implemented for the appointment of stock-level positions. The following embodiments are now proposed.

1. Guiding Principles

Guided by Deng Xiaoping Theory, the important thought of "Three Represents" and the spirit of the 18th National Congress of the Communist Party of China, we must conscientiously implement the scientific concept of development, the concept of talents and the correct concept of the masses view, fully implement the "four modernizations" policy for cadres, adhere to the employment standards of having both ability and political integrity, adhere to openness, fairness and impartiality, adhere to the combination of examinations and inspections, adhere to the combination of personal wishes and organizational arrangements, further optimize the structure of the cadre team and rationally allocate Human resources, and strive to build a team of cadres who are politically firm, professionally proficient, honest and honest, and have a good work style.

2. Scope of competitive employment

This competitive employment is limited to those who are promoted to deputy stock level positions or who are promoted from deputy stock level positions to full stock level positions. If a previously appointed deputy-level cadre does not sign up to participate in the competition or participates in the competition but fails, his or her original position will remain unchanged.

3. Competition method and quantity

This competition adopts the method of job qualification competition, with 5 full-level positions and 4 deputy-level positions. Those who participate in the competition will compete to obtain the qualifications of section chief or deputy section chief through interviews, democratic assessments, inspections, etc. The bureau's party group will determine the specific positions of the appointed personnel.

If the number of applicants is equal to or less than the number of competitive positions, there will be no competition for positions, no interviews, and direct entry into the democratic evaluation process. Finally, the bureau's party group will study and determine the candidates.

IV. Qualifications for Competitors

(1) Have the theoretical level of Marxism-Leninism, Mao Zedong Thought, and Deng Xiaoping Theory required to perform their duties and responsibilities, and conscientiously practice the important thought of "Three Represents";

(2) Have a strong sense of professionalism and responsibility, and have certain organizational skills, coordination skills, cultural level and professional knowledge;

(3) Have a technical secondary school degree or above and good physical fitness Health;

(4) Have been working for two years;

(5) The annual assessment in the past two years has been rated as competent (passed) or above;

( 6) Agency personnel have passed civil servant training; professional and technical personnel have completed continuing education tasks;

(7) Those who sign up to compete for principal-level positions must be current deputy-level positions.

5. Methods and steps

1. Establish a leadership organization

In order to strengthen the organizational leadership of the competitive recruitment work, Director Chen Shuhua was established as the team leader and other teams Members serve as members of the competitive induction leadership group and are responsible for organizing and implementing the competitive induction work.

2. Registration and qualification review

Those who sign up to participate in the competition fill out the "Competition Registration Form", clearly fill in the qualifications for the position to be competed and whether to obey the organizational arrangements, etc., and follow the Relevant documents and materials are required. The bureau's competitive appointment leading group will review the qualifications of the applicants, and after the bureau's party group has studied and determined, the list of personnel approved to participate in the competitive appointment will be announced.

3. Interview

The interview mainly tests the basic qualities and abilities necessary for competitors to perform competitive job responsibilities. The interview adopts a structured interview method, with a maximum score of 100 points and a time limit of 15 minutes. After the interview, the interview results will be announced on the spot and the interview results will be published.

4. Democratic evaluation

Democratic evaluation mainly evaluates the competitor’s performance in terms of moral integrity and ability and their adaptability to competitive job qualifications. The bureau competition induction leading group organizes a democratic evaluation meeting attended by cadres and employees of the bureau to evaluate competitors.

The content of the democratic assessment includes five items: ideological and political quality, organizational leadership ability, work style, work performance, and integrity and self-discipline. It is subdivided into 18 elements. Each element is divided into "competent", "basically competent", and "not competent". There are three levels of "competent" and different scores are determined. The converted scores for each level are: "competent" accounts for 100% of the score of the element, "basically competent" accounts for 50% of the score of the element, and "incompetent" is 0 points. The democratic assessment subjects are divided into two categories: cadres at the deputy bureau level or above and other personnel. The assessment votes are counted separately, and each accounts for 50% of the score. Participants fill in the votes anonymously, and then the staff calculates the score of each competitor. Democracy assessments are scored on a 100-point scale. The results of the democratic assessment were announced.

5. Organize inspections

The inspection objects are selected through a comprehensive selection method, that is, competitors participate in the competition in the interview and democratic evaluation. According to the interview accounting for 40%, the democratic evaluation The score is calculated based on the proportion of 60%, and the inspection score is added to calculate the total score. The party group of the bureau selects the candidates for inspection based on the total score, and announces the list and the minimum admission score.

The determination of inspection scores mainly considers two aspects: annual assessment results and commendations in the past three years. If the annual assessment is excellent, 2 points will be added at a time. If the annual assessment is competent (passed), no points will be added. The commendations include comprehensive evaluation commendations and individual awards jointly commended by the business department and the personnel department. For advanced workers who are commended by the bureau, 1 point will be added at a time. For those who are commended by the county party committee (including the Party Working Committee of county-level agencies), county government or municipal departments, 2 points will be added for each commendation by the municipal party committee, municipal government or provincial departments. Add 3 points, receive a commendation at or above the provincial level once, add 4 points.

For those with the same overall score, academic qualifications and qualifications will be used as reference criteria.

Those whose democratic assessment scores are lower than 70 points and are indeed found to be incompetent upon inspection will not be considered as candidates for office.

After the inspection objects are determined, the bureau’s party group organizes personnel to set up an inspection team, which takes the form of filling out an opinion solicitation form and holding individual opinion solicitation meetings to comprehensively inspect the morality, ability, diligence, and performance of the inspection objects. After the inspection is completed, the inspection team writes signed inspection materials and reports to the Bureau Party Committee.

6. Appointment

The party group of the bureau will discuss and decide on the proposed candidates based on the interviews, democratic evaluations and inspections of competitors. After confirmation, the proposed candidates will be publicized for five days in accordance with the relevant provisions of pre-appointment publicity. If there is no objection at the expiration of the publicity period, the relevant materials will be submitted to the County Personnel Bureau for review according to relevant requirements.

For personnel appointed and dismissed after review by the County Personnel Bureau, if they are appointed or dismissed by the personnel department, they will be announced by the personnel department; if they are appointed or dismissed by the unit, they will be announced by the unit and the announcement will be sent to the personnel department within one week. Filing. Newly promoted stock-level cadres in public institutions shall be appointed under an appointment system with a term of two years.

VI. Disciplinary Requirements

The competition for employment is carried out under the leadership of the Party Committee of the Bureau. Relevant personnel must strictly abide by confidentiality disciplines and are not allowed to leak interview questions, inspection status, party group discussions, etc.; interview team members must be objective and impartial and not be disrespectful; personnel participating in the inspection must be fair and decent, and are not allowed to conceal or distort the truth; Those participating in the competition must treat the competition correctly and are not allowed to engage in fraud, canvassing and other unorganized behaviors. Disciplinary violations during competition for employment shall be organized and dealt with or disciplinary sanctions shall be imposed in accordance with relevant regulations.