Municipal Human Resources and Social Security Bureau, Education Bureau, relevant provincial units and universities:
In order to implement the Notice of General Office of the State Council issued by General Office of * * * * (the General Office of the Central Committee of the CPC [2016] No.77), the Implementation Opinions of General Office of Henan Provincial People's Government on Deepening the Reform of Professional Title System (General Office of Henan Provincial Party Committee [2017] No.53) and other documents, and further implement the autonomy of running universities and employing people, the evaluation of professional titles is now delegated.
I. Reform objectives
Implement the autonomy of employing people in colleges and universities, further decentralize the authority of professional title evaluation, give play to the leading role of colleges and universities in professional title evaluation, and promote the comprehensive independent evaluation of colleges and universities. Establish a professional title system of individual independent declaration, independent evaluation and employment of colleges and universities, and government guidance and supervision, and form an operating mechanism of self-management, self-restraint and self-development of colleges and universities. Dilute qualifications, strengthen employment, break the tenure system of professional and technical posts, continue to promote the transformation from identity management to post management and from fixed employment to contract employment, and form a competitive employment mechanism with merit-based employment, promotion and demotion, which will further release and stimulate the innovation and creativity of colleges and universities and promote the sustained and healthy development of higher education in our province.
Second, the reform content
Fully decentralize the evaluation authority of professional titles in colleges and universities. According to the requirements of relevant policies and the reality of the school, colleges and universities independently formulate evaluation standards, organize evaluation independently, publish documents independently, and examine and appoint independently, so as to realize the organic combination of employer evaluation and talent use. Government departments no longer organize evaluation, no longer examine and approve evaluation results, no longer issue employment documents, no longer apply for qualification certificates, but change to in-process supervision and post-record management.
Third, the scope of implementation
(a) from 20 17 onwards, to the province's ordinary undergraduate colleges and universities, independent colleges, junior colleges, higher vocational colleges and adult colleges and universities decentralized university teachers, experimental technology and other main and auxiliary series of high, middle and primary titles evaluation authority.
Party schools, administrative colleges and cadre colleges at or above the provincial level, as well as units that refer to the evaluation of professional titles of college teachers, shall be implemented in accordance with this notice.
(2) Universities that do not have the conditions and cannot independently organize evaluation, as well as series (majors) that independently evaluate universities that do not have the evaluation conditions for the time being, can be evaluated by means of joint evaluation among universities, external experts, entrusting other universities or relevant evaluation committees. The implementation of the "test on behalf of the evaluation" and "combined evaluation" series, professional and technical personnel in accordance with the relevant provisions of the examination, after passing the examination, according to the requirements of the school's independent evaluation and employment.
Self-rated colleges and universities entrust the relevant review committees to review the qualified personnel. Like the self-rated personnel in our school, the government departments no longer approve the evaluation results and issue documents for identification, and entrust colleges and universities to hire themselves according to the evaluation results.
(III) According to the principle of combining talent evaluation with use, professional and technical personnel who implement personnel agency in colleges and universities will participate in independent evaluation or entrusted evaluation of their colleges and universities after being recommended by the colleges and universities where the archives are located, audited by the talent flow service institutions or the management service institutions for demobilized cadres who choose their own jobs.
Fourth, improve the evaluation criteria.
Colleges and universities should formulate scientific and reasonable school evaluation standards according to the development goals of the school and the needs of the construction of professional and technical personnel, combined with the characteristics of disciplines (majors) and job requirements. In principle, school standards are not lower than provincial basic standards. Independent accreditation institutions can also directly use provincial basic standards to carry out accreditation work.
The evaluation criteria should fully reflect the incentive orientation of attaching importance to teachers' morality, ability and performance, and highlight the actual contribution of teachers' education and teaching level and personnel training, as well as the contribution of academic ability, innovation ability, transformation and popularization of achievements, service decision-making and scientific popularization.
Insist on putting teachers' morality in the first place in the evaluation of teachers' professional titles, improve the evaluation methods of teachers' morality, and run through the whole process of education, teaching, scientific research and social service. We will implement "zero tolerance" for the anomie of teachers' morality and "one-vote veto" for fraud and academic misconduct. Consolidate the central position of teaching work, improve the system of teaching workload assessment and teaching quality evaluation, and improve the weight of teaching performance in evaluation criteria. Guide teachers to actively serve major strategies, serve economic and social development, promote the integration of Industry-University-Research, and improve the quality of personnel training. Carry out the evaluation mechanism of "representative achievements" and the anonymous external audit system of representative works, pay attention to the quality of achievements, dilute the number of papers, encourage professional and technical personnel to concentrate on research, and curb short-term behaviors such as academic impetuousness and quick success.
V. Establishment of the Review Committee
Colleges and universities should set up evaluation committees in accordance with relevant policies, clarify their work responsibilities and evaluation scope, standardize evaluation procedures, improve evaluation systems and strengthen supervision and inspection.
The evaluation committee for senior professional titles is generally composed of more than 25 people, with no less than 17 people attending the evaluation meeting. As a member of the evaluation committee for senior professional titles, he must have worked in a senior professional technical post of this major for 3 years; As a member of the deputy senior professional title evaluation Committee, he must have worked in the deputy senior professional and technical posts for 3 years, including not less than half of the senior professional and technical personnel.
The evaluation committee for intermediate professional titles is generally composed of more than 2 1 person, and the number of people attending the evaluation meeting is not less than 13. As a member of the intermediate professional title evaluation committee, one must have worked in the intermediate professional and technical post of this major for 3 years, among which the senior professional and technical personnel shall not be less than 1/2.
According to the needs of the work, the review committee may set up several discipline review groups, and each discipline review group shall have no less than 3 experts.
The superior title evaluation committee can evaluate the titles at the same level and below in this series.
The establishment of middle and senior professional title evaluation committees in colleges and universities shall be approved by the provincial human resources and social security department or the competent department of colleges and universities in accordance with the management authority, and reported to the provincial human resources and social security department and the provincial education department for the record.
Six, the establishment of the evaluation expert database
Colleges and universities should establish a professional title evaluation expert database in accordance with relevant policies, strictly put into storage conditions, strengthen supervision and management, and make timely and dynamic adjustments.
Simultaneously establish and improve a series of senior professional title evaluation expert database for college teachers in the province, provide alternative experts for independent evaluation of colleges and universities, and realize resource sharing.
Colleges and universities should, before the end of June each year, report the list of provincial college teachers and other series of experts with senior titles recommended by the school in accordance with the management authority.
Seven, to carry out independent review
(a) to formulate the implementation plan. According to the long-term planning of career development, the construction of teaching staff and the development of disciplines (majors), colleges and universities should formulate the implementation plan of independent evaluation of schools within the limit of the total number of posts and the proportion of structures for filing.
The implementation plan includes post setting, job title evaluation and engagement plan for the next three years, establishment of evaluation committee, evaluation criteria, evaluation methods, evaluation procedures, evaluation discipline, complaint supervision mechanism, and term evaluation methods. After the implementation plan is approved by the relevant procedures of the school, it shall be reported to the Provincial Department of Human Resources and Social Security and the Education Department for the record according to the management authority, and approved by the municipal human resources and social security department or the competent department of the university. If the relevant matters of the implementation plan have not changed, there is no need to repeat the filing every year; When relevant matters change, it should be reported in time.
The independent evaluation of private colleges and universities is not limited by the total number of posts and the proportion of structures.
(2) Standardize the evaluation and employment procedures. The independent evaluation of colleges and universities should be carried out in accordance with the recommendation method and evaluation rules of "openness, display, examination, evaluation and supervision" in our province. Insist on making plans, posts, standards, procedures and results public, and consciously accept supervision.
1. Make an annual plan. According to the school's independent evaluation implementation plan and the professional title evaluation plan for the next three years, under the premise of ensuring key points, ensuring quality and reserving certain development space, the annual evaluation work plan is formulated, including the annual evaluation plan, jobs, evaluation series and majors, evaluation methods, acceptance material requirements and evaluation time. , approved by the provincial human resources and social security department or the competent department of colleges and universities, and then reported to the provincial human resources and social security department and the Education Department for the record to carry out evaluation work.
2. Personal statement. According to the evaluation criteria and job conditions, individuals declare independently. The position that an individual applies for should remain relatively stable during an employment period.
3. Material publicity. The school shall publicly display the applicant's evaluation materials on campus for not less than 5 working days.
4. Recommended by the department (department). According to the principle that people and posts are suitable, each department (office) conducts a comprehensive assessment of the applicant's ideological and political performance, professional ethics, teaching and scientific research level, work performance and performance of duties through personal debriefing, assessment and opinion polls according to the requirements of different posts, and verifies the authenticity and effectiveness of individual application materials and puts forward recommendations.
5. Expert review. Experts are selected from the evaluation expert database of the school or province to form an evaluation committee, which shall be evaluated according to the evaluation work rules. According to the needs of work, a certain proportion of off-campus experts can be hired, and a third-party evaluation mechanism can also be introduced. According to the characteristics of different series (specialties), the evaluation work can adopt various evaluation methods such as peer expert evaluation, interview defense, combination evaluation, practical operation, assessment and appraisal. The evaluation work should be inclined to the professional and technical personnel who have been in the front line of teaching and scientific research for a long time; Young and middle-aged outstanding talents who have made outstanding contributions to their performance, high-level talents introduced, and talents in urgent need can make an exception or leapfrog to apply for review and encourage outstanding talents to stand out.
6. Publicity of results. The evaluation results will be publicized throughout the school for no less than 5 working days.
7. School appointment. The school will sign an employment contract and issue a letter of appointment with those who have passed the evaluation after publicity without objection. Determine the corresponding salary and other benefits according to the positions employed during the employment period.
(3) Archiving the evaluation results. Colleges and universities should, within 1 month after the publication of the evaluation results, summarize the evaluation results and evaluation work of senior and intermediate professional titles according to the management authority, report them to the provincial human resources and social security department or the competent department of colleges and universities for the record, and incorporate them into the provincial professional title management information system.
(IV) The professional and technical personnel of independent evaluation units flow in universities or other units in the province, and the transferred units can be employed independently according to the standards and job requirements of their own units, or they can be re-evaluated or transferred. Professional and technical personnel from other provinces and central units stationed in Henan go to work in independent evaluation and employment units in our province, and government departments no longer confirm their qualifications, and the transferred units independently evaluate and employ them in accordance with the above provisions. Professional and technical personnel flow across provinces and are transferred in accordance with relevant regulations.
(5) Changing the mode of centralized evaluation once a year, colleges and universities can independently arrange the annual evaluation work according to the school structure and the proportion of job vacancies; It can also be combined with the duration assessment to assess the work according to the duration.
(VI) After the independent evaluation of colleges and universities, the government departments will no longer organize the "green channel" for the evaluation and identification of associate professors of basic courses in colleges and universities, the evaluation and identification of returned high-level overseas students in colleges and universities, and the evaluation and employment of professional titles of outstanding personnel in colleges and universities, which will be decided independently by colleges and universities according to relevant policies.
Eight, strengthen the main responsibility
(1) As the main body of employment, colleges and universities should strengthen their leadership over independent evaluation and earnestly fulfill their main responsibilities. We must adhere to the people-oriented principle and earnestly safeguard and guarantee the legitimate rights and interests of faculty and staff, such as the right to know, the right to participate and the right to supervise. It is necessary to widely and deeply publicize the great significance and related spirit of the reform of the professional title system, correctly handle the relationship between reform, development and stability, give full play to the incentive-oriented role of policies, and combine promoting reform with strengthening team building, promoting professional and technical personnel to fully perform their duties, and promoting the scientific development of colleges and universities to ensure the smooth and orderly progress of the reform work.
(2) Colleges and universities should establish and improve various systems such as post setting, independent evaluation, assessment and appointment, complaint supervision, etc. according to relevant policies and regulations and on the basis of extensively soliciting the opinions of faculty and staff. In accordance with the reform requirements, policies and implementation plans, independently carry out the evaluation and employment work, strengthen supervision and inspection, promptly accept and investigate complaints, and ensure the openness, fairness and impartiality of the evaluation and employment work.
(3) Colleges and universities should implement the appointment system for professional and technical posts, establish and improve the appointment assessment system, strengthen the management of appointment assessment, take the assessment results as an important basis for professional and technical personnel to renew, promote, postpone, dismiss or adjust their jobs, implement the income distribution system of "fixing posts and changing posts and fixing salaries", and gradually form an employment mechanism of competition for posts, fixing posts by posts and promotion and demotion.
(4) Colleges and universities should make overall plans, fully consider the new requirements of sustainable development and team building, scientifically and reasonably determine the professional title evaluation and employment plans and annual evaluation and employment plans for the next three years, reserve certain development space for talent introduction and training, and establish and improve the benign operation mechanism of self-management, self-restraint and self-development.
(5) Universities should support and cooperate with each other. Independent evaluation of colleges and universities should strengthen the overall awareness, actively do a good job of tutors, conscientiously and responsibly do a good job in the evaluation of entrusted colleges and universities, and effectively ensure the quality of evaluation. Colleges and universities that do not have the conditions for independent evaluation can actively create conditions through entrusted evaluation and joint evaluation, and strive to carry out independent evaluation as soon as possible.
Nine. Strengthen supervision and service.
(a) human resources and social security, education and universities and other departments should strengthen the macro management, policy guidance, supervision and inspection of independent evaluation of colleges and universities, and timely study and solve the contradictions and problems encountered in the reform.
(2) Strengthen supervision during and after the event. Record the implementation plan of independent evaluation of colleges and universities, the establishment of evaluation committees, the annual evaluation work plan and evaluation results, and conduct spot checks, inspections and comments on independent evaluation of colleges and universities. During the spot check, inspection and review, it was found that there were many problems such as violating the policy and regulations, lax grasp of standards, irregular procedures, evaluation beyond the scope of professional titles, and many complaints. The evaluation results will not be put on record, and colleges and universities will be instructed to rectify. Informed criticism with poor rectification or serious problems; If the right to review cannot be exercised correctly and the quality of review can be guaranteed, the independent review will be suspended until the right to review is recovered, and the responsibility of the relevant responsible person will be investigated in accordance with relevant regulations.
(3) Improve the public service system. In accordance with the requirements of full coverage, accessibility and equalization, accelerate the construction of "Internet plus professional titles". Strengthen the construction of professional title management service information system, improve the evaluation expert database, gradually implement paperless evaluation, and incorporate the results of independent evaluation into the province's professional title management information system to provide convenient services for employers. Establish an online dynamic supervision system, create a "sunshine title", and promote the whole process of independent evaluation in colleges and universities to run in the sun. Explore the use of high-tech technologies such as big data and cloud computing, integrate data resources, and provide support for multi-dimensional evaluation of talents.
Decentralizing the authority of professional title evaluation and promoting the independent evaluation of colleges and universities are important measures and contents to implement the autonomy of employing people in colleges and universities and deepen the reform of talent development system and mechanism. It is a systematic project with strong policy and high social concern. All localities, relevant departments and universities should fully understand the importance, complexity and sensitivity of this reform, put it on the important agenda, earnestly strengthen leadership and pay close attention to the implementation of the work. The Provincial Department of Human Resources and Social Security shall, jointly with relevant departments, timely study and solve the contradictions and problems encountered in the reform, and promote the reform in an orderly manner. It is necessary to strengthen public opinion propaganda and policy interpretation, guide university faculty to actively support and actively participate in the reform, and ensure the smooth progress and implementation of the reform. ;