First, the purpose of the competition
In order to promote the reform of the company's personnel system, and constantly broaden the selection and employment channels, the establishment of the "full employment, stratified appointment" as the main content of the staff can enter the employment mechanism, in order to "open selection, competition" as the main way of the staff can get up and down the management mechanism. "Open selection and competition for posting" as the main way of staff can be up and down the management mechanism. Through the reform, standardize the employment system, and comprehensively improve the quality of the company's cadres. Competition to promote incentives to stimulate the work of managers (employees) enthusiasm and creativity, and promote the overall development of the company. Now combined with the actual company, has developed this implementation program.
Second, the implementation of the principle
(a) adhere to the principle of openness, fairness, impartiality and meritocracy;
(b) adhere to the principle of focusing on both academic qualifications, but also pay more attention to the principle of work experience and performance;
Third, the establishment of the Competition Review Group (hereinafter referred to as the "Review Group"), is responsible for Recommendations and comprehensive evaluation of the competitiveness of the participants in the competition. Personnel by:
Fourth, the competitive positions
(a) the administrative center of the Department of Competition: 5 people;
(b) the director of a person, personnel commissioner 2 people, administrative specialists 2 people;
(c) job duties and job requirements see (Annex I).
V. Competitive process
(a) the publication of the competitive program
Through the company's internal documents published to compete for positions, appointment conditions, competitive procedures and other information, to encourage the company's internal talents to participate in the competition.
(B) the conditions of competition
1, good ideological and political quality, a strong sense of organization and the overall situation, strong sense of enterprise and responsibility, hard work and positive, the actual performance is relatively obvious, in the masses have a high degree of recognition;
have a certain organization and leadership and coordination of the management capacity, with the post and the middle level of the relevant knowledge and work experience required to serve in this position. Work style is solid, fair and decent, clean and self-disciplined, good at uniting comrades. Healthy, energetic; strict self-discipline, honesty and integrity; with good management of employees, give full play to the ability of staff enthusiasm; quality and quantity to complete the work task, can properly coordinate with the relevant departments of the working relationship, the work of pioneering and innovative ability, the work of new issues with good decision-making ability;
2, to participate in the bidding for a college degree or above, good health! (C) open enrollment
1, all voluntary and recommended enrollment of employees must fill out the "TECS, information supervision company job competition enrollment form" (see Annex II), with personal self-recommendation materials, not less than 1000 words (self-recommendation materials: including personal business skills, management knowledge, ability to self-description, knowledge of the position of the bidding, the work envisioned, the work objective, etc.), accompanied by academic certificates and professional and technical qualifications; copies of certificates of professional and technical qualifications; and the work of the company. Technical qualification certificates; "application form" can be obtained from the company's administrative center.
2, the "application form" must be directly to the company's administrative center before the month.
(D) qualification review
1, the company's administrative center in accordance with the requirements of the competitive positions, the qualification review of personnel applying to participate in the competition, the initial determination of candidates to participate in the competition, and announced.
2, the qualification review shall end before the month.
(E) Competition Interview:
1, Competition Speech Time: January;
2, Competition Speech: basic personal situation, competitive advantages, awareness of the position of the competition and work ideas, specific objectives and implementation measures.
3, requirements: qualification review qualified candidates, in the bidding meeting to do a limited time 7 minutes of job application statement. Then by the competition leading group members of its random question and answer; focusing on the investigation of the declaration of the position of knowledge, work ideas, work objectives and logical thinking ability.
4, comprehensive assessment: Competition Review Group based on the applicant's application materials, bidding speech, comprehensive consideration of the basis for determining the appointee, the specific assessment methods:
① comprehensive quality assessment of the staff accounted for 50%;
② 30% of the usual work situation
③ bidding interview scores accounted for 20%
(F) to determine the candidate for appointment
1, after the end of the evaluation, the administrative center to the evaluation team to inform the evaluation, and put forward the list of candidates to be appointed in the company-wide publicity, other employees can be published within 2 days of the date of objection;
2, the expiration of the objection period, the administrative center will be appointed to the list of the chairman of the final review and approval of the determination.
3, the list of finalized, issued by the administrative center of the letter of formal appointment and the period of time, not after all on the post on the staff, by the company on its position to re-adjust the position, the employees do not comply with the arrangements, in accordance with the relevant provisions of the labor contract law, for the separation procedures.
Attachment: Job responsibilities
Director of the Administration Center
Job responsibilities:
(a) human resources management
1, responsible for the preparation of the company's human resources planning.
2, corporate organizational structure design, staff posting and establishment of talent retention incentive mechanism.
3, is responsible for the development of staff recruitment management, training management, compensation and incentives system personnel change management.
4, responsible for the preparation of annual staff training plan, training organization and implementation and evaluation of results.
5, responsible for the company's attendance management, employee labor relations management, retiree management;
(B) Office Administration
1, is responsible for regularly convening the company's office meetings, the preparation of meeting minutes.
2, responsible for the company's annual review of qualifications and external important documents, the drafting of manuscripts.
3, responsible for the company's management system, management standards issued and implementation supervision.
4, responsible for the implementation of corporate culture construction work;
5, responsible for the management of external reception, office supplies, health, safety, government relations coordination.
(C) to complete other tasks assigned by the leadership.
Job Requirements:
1, college degree or above, more than one year of related work experience;
2, good conduct, work seriously, strong sense of responsibility, with affinity;
3, good writing skills, familiar with the basic application of the writing;
4, proficient in the use of office software, with strong organization, coordination, communication Ability to organize, coordinate, communicate and team management skills.
Compensation and benefits:
1, monthly salary system + year-end bonus salary system (average monthly salary: yuan,);
2, payment of five insurance + accident insurance + medical examination subsidies + holiday benefits.
Personnel Specialist
Job responsibilities:
1, responsible for the company's staff recruitment, induction, training, transfer, transfer, promotion, separation and other procedures and attendance management and other related work;
2, responsible for the company's qualification management, maintenance, upgrading, and other related work, and timely detection and resolution of problems with the payroll, qualification management, and to the direct leadership to provide Reasonable and effective recommendations;
3, responsible for the management of the company's official seal, the strict implementation of the company's official seal, personnel file management system;
4, responsible for the company's social security, provident fund and other welfare matters;
5, to complete the leadership of the other tasks assigned.
Job Requirements:
1, college degree or above, more than one year of work experience, human resources management or related management majors;
2, understanding of labor laws and regulations and related policies;
3, good communication skills, patience and meticulous, full of sense of responsibility, a strong sense of teamwork;
4, the ability to use all kinds of proficient software and daily official documents processing ability. Software and the ability to deal with daily correspondence;
5, with a strong sense of responsibility, dedication, excellent communication skills, patience, careful, and rigorous logical thinking ability.
Salary and benefits:
1, monthly salary system + year-end bonus salary system (average monthly salary: yuan,);
2, payment of five insurance + accident insurance + medical examination subsidies + holiday benefits.
Administrative Specialist
Responsibilities:
1, responsible for archives and related information management, timely receipt and categorization of departmental information and archives and the company's various official documents drafting, issuing, archiving work;
2, responsible for the office supplies requisition, purchasing, archiving and distribution of work;
3, responsible for the day-to-day management and supervision of office environment (work order, accident insurance, medical examination subsidies and holiday benefits). Supervision and management work (work order, office supplies, security) and vehicle management work;
4, responsible for the company's daily transactional work (cafeteria, reception, booking tickets).
5, to complete other tasks given by the leadership.
Job Requirements:
1, college degree or above, more than one year of work experience, management-related majors;
2, received training in clerical writing, file management, public relations etiquette, etc., with secretarial, public **** relations, administrative management and other related knowledge;
3, with strong communication skills, expression skills, resilience, Time management skills, strong organization;
4, honest, responsible, patient and meticulous work, work enthusiastically, proactively;
5, skilled use of office automation equipment.
Compensation and benefits:
1, monthly salary system + year-end bonus salary system (average monthly salary: yuan);
2, pay five insurance + accident insurance + medical examination subsidies + holiday benefits.
The implementation of the program of post competition on the second:
According to the implementation of the post-setting management system and the implementation of the relevant provisions of the personnel employment system, in accordance with the requirements of the East People's Republic of China Social Words [20__] No. 48 document, the development of our professional and technical job evaluation and recruitment, the implementation of the work of the competition on the program.
First, the guiding ideology
Adhere to Deng Xiaoping Theory and the "Three Represents" as the guidance of the important idea, adhere to the emancipation of the mind, seeking truth from facts, advancing with the times, pioneering and innovative, the full implementation of the party and the country's health care policy and talent policy, fully mobilize the enthusiasm and creativity of the staff to promote the reform and development of health care. Reform and development of health care, and comprehensively improve the quality of care.
Second, the principle of competitive recruitment
Professional and technical positions competitive recruitment, the implementation of people-oriented and everyone can become a scientific concept of talent, adhere to the principle of "openness, equality, competition, and merit", adhere to the principle of meritocracy, moral integrity, pay attention to the work of the actual performance and ability, the first line of professional and technical positions. Priority is given to the employment of staff. By the leading group of the competition for post unified organization competition, assessment, management, accept social supervision.
Third, the organization and leadership
In the county human resources and security bureau leading group and the guidance of the Health Bureau, according to the relevant requirements of the higher level, hereby set up the _______ People's Hospital Competitive Recruitment Academic Committee, the list of members is as follows:
Group Leader: _______
Deputy Group Leader: _______
Membership: _____________ (the implementation of the recusal system, myself, immediate or collateral
relatives recuse themselves).
Fourth, the competition conditions
1, bidding for professional and technical positions, should have the "Shandong Province, the implementation of the views of the management of job creation in institutions" (LU People's Development [20 __] No. 28), the basic conditions of service, and in line with the specific conditions of service of the post.
2, continuing education must comply with the "Taian City, professional and technical personnel continuing education management regulations" (Municipal Government Decree No. 119) document requirements, the employment of the appointment period should be completed each year not less than 10 credits of continuing education.
3, bidding for professional and technical positions, must be to participate in the national unified organization of professional and technical qualification examinations.
4, competing for professional and technical positions, the title of the foreign language and computer application ability exam qualified personnel.
5, since 20__, obtaining the qualification of intermediate or above professional and technical positions but not appointed professional and technical personnel, to take the competitive recruitment.
V. Competition requirements
1, can firmly implement the party line and the country's policies.
2, a strong sense of enterprise and responsibility, strong business skills, compliance with the law, unity of comrades, decent style, medical ethics, and safeguard the collective interests of the hospital.
3, no medical incidents and major medical errors occurred during the term.
Sixth, the competition method
1, first of all, by the competition for the staff to report, the academic committee on the spot scoring.
2, this professional and technical positions in the competition for induction, adhere to the character, knowledge, ability and performance as a measure of talent as the main standard, listed as the relevant scoring criteria column.
VII, strict competition procedures, standardized operation
1, announced the program;
2, announced the name of the competing positions;
3, individual registration, clarification of 20__ to 20__ the list of non-recruited personnel and reported personal materials;
4, the unit hiring organization to carry out qualification review, meet the post conditions, to participate in the Competition for publicity;
5, to take the evaluation and assessment of competition;
6, the specific program held by the General Assembly of all staff through.
Eight, scoring standards
Comprehensive the above two types of scores that is the final score, for publicity, from high to low points for competition.
1, the Academic Committee deliberations (out of 10 points): by myself to all applicants to the job description, on the tenure of morality, ability, performance, diligence to make a concise summary (no more than three minutes), the Academic Committee according to the job description, while combining its usual work performance, work performance to comment on the scoring. (Remove a maximum score, remove a minimum score, take the average score for the final score of the Academic Committee deliberations)
2, other:
①, the annual assessment (maximum score of 10 points): the cumulative results of the annual assessment of the last five years, the excellent for 2 points, qualified for 1 point.
②, position: 10 points at the hospital level, 8 points at the vice-hospital level, 6 points for the head of the department (head nurse), 4 points for the deputy head of the department (deputy head nurse), 2 points for the general staff.
③, awards
a. Comprehensive honors: 10 points at the provincial level, 8 points at the municipal level, 6 points at the county level, and 4 points for unit advanced workers. (The same year according to the highest honor as the base calculation, other honors according to half of the base for accounting, for cumulative) Remarks: the honor issued by the government administration shall prevail.
b, published papers: 8 points at the national level, 6 points at the provincial level, 4 points at the municipal level, 2 points at the county level; the second author of 4 points, 3 points, 2 points, 1 point. Note: the published papers and their own specialties must be consistent with the objections to the academic committee deliberations shall prevail.
c, scientific research achievements, patents: national patentee 10 points, the second person 8 points, the third person 6 points, the fourth person 4 points; provincial patentee 8 points, the second person 6 points, the third person 4 points, the fourth person 2 points.
Reward time definition: the original title of the years of service to the end of December 20__.
Honors, scientific research achievements and published papers must provide original certificates and published documents, otherwise they will not be recognized.
④, length of service: 4 points per year (20__ minus the time of participation in the work)
⑤, years of service in the original title: 2.5 points per year.
⑥, education: bachelor's degree: 5 points, 4 points for specialties, 2 points for junior colleges.
⑦, evaluation time
10 points for those who obtained the qualification of the proposed professional and technical position in 20__. Forward cumulative increase, an increase of 10 points per year.
IX, the relevant provisions and requirements
1, the whole hospital staff on the evaluation of the title of the work should be from a high degree of righteousness, learning, and unity, to actively participate in the attitude of the master, to the organization, to the work, to the comrades, and to their own highly responsible attitude, objectively and impartially evaluate each professional and technical personnel to participate in the competition.
2, in the evaluation period, must strictly abide by the discipline, strictly prohibit all non-legitimate activities, violators cancel their appointment qualifications.
3, disobedience to the results of the evaluation and recruitment, unreasonable personnel according to the pending treatment, within two years, cancel the evaluation and recruitment qualifications.
The implementation of the program of competition for posts III:
In order to implement the "Weifang City, Weifang City, professional and technical positions in the implementation of the views of the competition for posts" and other relevant documents of the spirit of the implementation of the school's job setup management, according to the higher level of the approval of the setup of the post program, is now on the school of professional and technical positions in the competition for posts work to put forward the following views:
First, the basic principles
1. adhere to the principle of openness, equality, competition, meritocracy;
2. adhere to the principle of meritocracy, moral integrity;
3. pay attention to the principle of work performance, qualifications and ability;
4. adhere to the principle of employment by post, contract management; based on the higher authorities approved the job setup program, in accordance with the total number of permitted job setup, the category level and the number of posts Organization of post appointment.
Second, the scope and requirements of appointment competition
1. Participating in the competition must be the school's professional and technical jobs within the establishment of the plan in-service personnel; according to the provisions of the higher provisions of the departed personnel can participate in the competition;
2. Qualified professional and technical personnel in accordance with the conditions and requirements of the position, the implementation of the employment of the post, the competition for the job;
3. Qualifications not appointed professional and technical personnel, in the case of vacant posts in the competition for the lowest level of the corresponding professional and technical positions;
4. Professional and technical positions in the main series and auxiliary series in accordance with the provincial and municipal institutions, as well as the job setup program and job setup structural ratio of the guiding standards for appointment, the implementation of the same conditions of the competition;
5. within the approved quota to actively implement the "All staff competition" system, the establishment of "survival of the fittest, can be up and down" competition and incentive mechanism to promote the vitality and vigor of the school.
6. Higher documents otherwise required by the document requirements.
Third, the conditions of service
(a) the basic conditions
1. love of duty, loyalty, hard work, with good professional ethics;
2. have "Shandong Province, the implementation of the views of the management of job setups" (LU People's hair [20 ___] No. 28), the basic conditions of service, and in line with the specific conditions of the job;
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3. The current appointment period of the annual assessment are qualified above;
4. Healthy, with the normal fulfillment of the duties of the physical conditions of the post.
(B) the conditions of competition
1. Professional teachers should have the relevant practical skills and practical teaching ability;
2. Senior title five, six positions were in accordance with the higher level of human resources and social audit of the permitted amount of vacancies and the appointment of the senior title of the time of the order of selection of 1.5 times the number of people to enter the scope of the competition; the vacancy of the seventh level of the senior title positions by the With senior title qualifications to compete;
3. Intermediate title eight, nine positions in accordance with the higher level of human resources and social services departments to review the permitted amount of vacancies and the appointment of intermediate title in the order of time, selecting 1.5 times the number of people into the competitive range; vacant intermediate title ten positions by the intermediate title qualifications to compete;
4. Has been appointed to the assistant title can compete for 11-12 level positions;
4.
Fourth, the methodological procedures
1. Announcement of the competition for jobs. Based on the higher level approved job setup program, the announcement of the job title, number, duties and conditions of service.
2. Individual applications and qualifications. Competitors to the evaluation of the Committee of Experts (preliminary evaluation committee) to make a personal written application, and submit the relevant materials within the specified time. Each person can only apply for a position. Evaluation of the Committee of Experts (preliminary evaluation committee) on the application of the competitors one by one according to the conditions of qualification examination, the determination of the candidates to be publicized.
3. According to the professional and technical personnel (5-12 levels) of the order of precedence, respectively, the organization of the competition. Competitive recruitment to take a comprehensive assessment of the scoring, evaluation and recruitment of expert committee (initial evaluation committee) review method. Evaluation of the Committee of Experts (preliminary evaluation committee) according to the order of scoring to study and determine the position to be recruited.
4. Public notice. School professional and technical positions, professional and technical positions qualification level, number, title appointment program, the basic situation of the applicant, appointment results to the whole school faculty and staff publicity, publicity time is not less than 5 working days. During the period of publicity, the evaluation of the expert committee (preliminary evaluation committee) and the evaluation of the supervisory committee to accept a variety of reports and seriously investigate and verify the failure to meet the conditions of the personnel to cancel the qualifications for appointment, the vacant positions in turn replacement.
5. Audit record. After the end of the publicity period, the school will be in accordance with the requirements of the higher level to report the relevant materials, after the Municipal Education Bureau audit, reported to the Municipal Bureau of Human Resources and Social Security audit.
6. Sign the contract and issue the letter of appointment. To be appointed by the personnel department to confirm and for the record, the principal in accordance with the "Interim Measures for the Implementation of Personnel Employment System in Shandong Province" and other provisions of the letter of appointment issued to the appointee, signed the contract, and announced in writing. Appointed personnel in accordance with the requirements of the Municipal Personnel Bureau to implement the new post salary.
V. Organizational leadership
1. Weifang Commercial School title assessment and recruitment of experts Committee (preliminary assessment)
Director: Yu Jianping
Deputy Director: Chen Zhaofang Sun Zhongsheng
Members: Wang Geyi Liu Shaoli Feng Le Yao Zhao Zhongtai Ge Yuzhen Song Yun Mao Yanli Tan Baojun Fan Shoucai Wang Zhi Pei Yaqing Wang CuiLing He Gu Lin Yong Gao Lian Sheng
2. Weifang Business School title evaluation and recruitment Supervisory Committee
Director: Ren Yunjie
Members: Li Naiqiang Wang Yuanhong Yang Liyan Yu Yongkang Ma Gaomei
Six, tenure management
1. Career position competitions for recruitment to carry out the management of tenure. Appointment period according to the work needs of each position, professional characteristics and requirements reasonably determined. School positions are generally employed for three years. Employment time should generally be full of an appointment period. If there is a change in the rank of the post during the appointment period, the appointment period shall be executed according to the new employment contract. The appointment period of high-level shortage of talents can be appropriately extended or open-ended.
2. In one of the following cases, the school post employment expert committee confirms and agrees to the study, after not less than five working days of publicity without objection, the contract can be signed until retirement:
(1) in the same professional and technical position level has been continuously employed for more than 10 years, and the annual assessment is qualified or more, and I affirmed that I will no longer be promoted to the next level of position and no longer bid for the next level of position, can be signed until retirement. position, may sign a contract until retirement.
(2) At the expiration of the contract, if the contract period is less than three years from the legal retirement age, and the annual appraisal is qualified or above, and the employee declares that he/she will not be promoted to a higher-level position and will not compete for a higher-level position, he/she may sign a contract until retirement.
3. Strengthen the tenure and post-tenure management. The establishment of a sound appraisal system, institutions should be in accordance with the relevant provisions of the personnel employment system for the appointment of professional and technical personnel to carry out an annual assessment of the work situation, if necessary, can also increase the appointment period assessment. Professional and technical personnel after the end of an appointment, the school should be combined with the results of the assessment and in accordance with the relevant provisions of the timely organization of the re-competition, renewal, dismissal or adjustment of positions.
VII, the number of positions and settings
The school's existing staff 210 people, the first appointment set management, professional and technical posts and work skills post *** counting 228 positions.
(a) management positions
12 management positions, has been appointed 9 people, including management 5 level 3 people, management 8 level 1 people, management 9 level 5 people.
(ii) professional and technical positions
school *** set up professional and technical positions post 212, according to the Provincial Personnel Office, senior, intermediate, primary ratio of 3:5:2. 64 senior professional and technical positions, 5, 6, 7 level post ratio of 2:4:4, of which 13 5 level post, 25 6 level post, 26 7 level post; intermediate professional and technical positions 106 posts, 8 level, 9 level, 10 level post ratio of 3:4:3, of which 32 posts at level 8, 42 posts at level 9, 32 posts at level 10; junior professional and technical positions, 42 posts, 21 posts at level 11, 21 posts at level 12; staff posts are employed according to the number of people on the ground. Of the above positions in this appointment: 7 senior posts, 19 intermediate posts. Senior 5-7 level post, intermediate 8-10 level post, junior 11-12 level post according to the empty post by level appointment, each level of post appointment to the faculty and staff before the empty post situation.
(C) labor skill positions
Labor skill positions *** set up 4 positions, including 1 skilled labor third grade, 1 skilled labor fourth grade, 1 skilled labor fifth grade, 1 general labor. According to the actual situation of the school has been appointed 16 people, of which the skilled labor third level 5 people, skilled labor fourth level 4 people, skilled labor fifth level 4 people, ordinary workers 3 people.
(a), enterprise employees bidding for the implementation of the program model (three) (b), institutions bidding for the implementation of the program model (two) (c), young party members of the Office of the Director of the bidding speech model (three) (d), enterprise Office of the Director of the bidding speech model (two) (e), the Office of the Director of the bidding of the advantages of how to write (four) (f), the university class president three-minute (VII), three-minute bidding speech model for early childhood teachers (three) (H), three-minute bidding speech model for college students (three) (IX), bidding for a sentence, with the bidding for a sentence (X), 2021 account manager bidding for a speech in a book
Eight, strengthen the supervision
1. school post employment on the job is a business unit Personnel system reform is an important element, involving a wide range of strong policy, the school attaches great importance to effectively strengthen the leadership, carefully organized and implemented, timely detection and resolution of new situations and problems in the implementation process, to ensure that the job employment work in a smooth and orderly manner.
2. Effectively do a good job of publicity and guidance and ideological and political work, enhance the transparency of the work, so that the policy is open, the procedure is open, the method is open, the results are open, to ensure that the staff's right to know, the right to participate in the right, the right to choose and the right to supervise.
3. Strengthen supervision and inspection, serious job hiring discipline, the violation of job setup management and job hiring policy provisions, as well as falsehoods, fraud, fraudulent direct responsibility and its relevant departments (units) of the relevant personnel, in accordance with the "Interim Provisions on the handling of professional and technical job evaluation and recruitment of violations of policy and discipline issues" (LU People's [1994] No. 9) and other organizational and personnel discipline seriously dealt with. Personnel discipline is seriously dealt with.
IX, this approach by the school evaluation of the Expert Committee (initial evaluation committee) is responsible for the interpretation.
X. Programs reviewed by the Municipal Education Bureau, through the 85% vote of all teachers agreed to implement. ;