Taiyuan institutions push full employment system to open up "mouth" will be punished

Starting today, more than 80,000 employees in the “iron rice bowl” in Taiyuan City will formally register employees and will gradually sign employment contracts with their employers. Today, Taiyuan City held a meeting for the setting up of management positions for public institutions in the city. The pattern of personnel management in more than 3,400 institutions in the city will be changed from identity management to job management and from fixed users to contract employees. This means that the institution will implement the full-time employment system.

At present, there are more than 3400 various types of public institutions in Taiyuan City, with more than 80,000 employees, of which more than 60,000 are professional and technical personnel, accounting for nearly 70% of the city's total professional and technical personnel. The institutions are the city's education and scientific research. The foundation for the development of various undertakings such as culture and health.

Li Junming, standing member of the Standing Committee of the Taiyuan Municipal Committee and deputy mayor, said that at present, the original personnel management system of public institutions has problems such as the administration of personnel management methods, inflexible employment mechanisms, and low efficiency. The specific performance is that people can't enter or exit, professional and technical positions can't work, and the treatment can't be low. This leads to the lack of vitality in many institutions, which affects the enthusiasm and creativity of the staff, and urgently requires reform to establish a set of differences. The party and government organs are also different from the enterprises, and they can fully reflect the personnel management system of the job characteristics of the institutions.

Ren Shuwen, deputy director of the Organization Department of the Municipal Party Committee and director of the Municipal Bureau of Human Resources and Social Security, said that the job setting management of the public institution can be summarized as "setting jobs on demand, competing for posts, employing by posts, and contract management".

According to regulations, prior to the completion of job setup and job engagement according to national regulations, the professional and technical personnel shall temporarily lower the salary of the corresponding position of the employed job, and wait for the completion of the normative post setting and job appointment. , and then according to the determined position to implement the corresponding post salary standards. For example, high-quality professional and technical positions are in the position of high-quality job staff. Prior to the implementation of job setting management, the position wages are honored according to the low four levels. After the implementation of post-setting management, if the position is employed in the third-level professional and technical positions, the position wages can be The monthly increase of more than 300 yuan, such as the use of professional and technical secondary positions, an increase of 825 yuan per month. There is a large gap between the wages before and after the implementation of post-setting management, and this can be a good incentive.

The implementation of job setup management has defined general grade standards for the various positions of public institutions, and also clearly defined the relationship between job setup and job hiring, and provided a policy basis for “changing wages and salary changes”. Particularly noticeable is that in the competition for employment, breaking the boundaries of identity, allowing the management, professional technology, workers and technicians of the three categories of post candidates for cross-position competition, to break the seniority, allowing professional and technical personnel unqualified from the limitations of seniority, competition.

According to regulations, municipal institutions should strive to basically complete the post setting by the end of November, and all counties (cities, districts) must strive to complete the task of setting up no less than 95% of public institutions by the end of the year.

A [Scope]

Two "all"

In terms of the scope of implementation of the job management of public institutions, Ren Shuwen describes, in a nutshell, the two “all”, that is, all institutions listed in the scope of institutional management (except those managed by the Civil Service Law) and all official establishments in institutions. personnel. “A detailed analysis of the existing overstaffed personnel requires specific analysis. Some are caused by the over-combination of units and some are caused by long-term changes in the need to supplement the development of the business. This problem must ultimately be resolved by deepening institutional reforms in public institutions. In any case, as long as it is a staff member who is formally registered in the company, and who has formal personnel relations and wage relations with the company and who manages it according to the personnel management system of the institution, it should be included in the scope of implementation, said Ren Shuwen.

After setting up a post for a public institution, it must be reported to the competent authority for approval, and then reported to the same level organizations, human resources, and social security departments for approval according to the division of functions and the affiliation of personnel. Only approved job setup programs can be used as the basis for employers to hire personnel, determine job status, adjust positions, and approve wages.

B [Settings]

Three levels of multiple positions

“Setting jobs on demand” is based on the social functions, responsibilities and tasks of public institutions, etc., and defines the total number, grades, and specific responsibilities of the job positions of public institutions. Jobs are divided into three categories, and each category is refined into several levels. When setting up a post, it is required that each post must have the corresponding post qualifications so as to eliminate the phenomenon of setting up posts. This is also the basis and prerequisite for job management. “Acquisition by post” refers to the fact that the institution must determine the personnel according to the existing positions. Because of the selection of personnel, it is necessary to focus on solving the problem of “there is no matter what the person does and there is no work”.

Three types of job categories

In the future, public institutions will adopt three types of jobs, namely, management positions, professional and technical positions, and job-related skills positions. The basic principles for the establishment of three types of posts are: the establishment of management positions, a foothold in enhancing the operational efficiency of units, improving work efficiency, and improving the management level; the establishment of professional and technical positions, based on the development of social welfare undertakings and professional requirements, in line with professional and technical work The law and characteristics of the workers and technicians are set based on improving the operation and maintenance skills, improving the service level, and meeting the actual needs of the unit's business work.

Each class corresponds to multiple levels

Depending on the nature of the job, duties, tasks, and terms of service, the job positions of the three positions of the institution are divided into general job positions (see attached table). The rank of skilled workers is consistent with the current assessment of the technical level of workers in institutions and institutions. High-quality technicians, technicians, high-quality workers, intermediate-level workers, and junior workers in public institutions are assigned to one-to-five-level work-related skill positions.

Each rank has access conditions. For example, in the sixth grade of management positions, it should generally have a college education level or above, and must hold a position of more than three years in a seven-level staff position.

The proportion of posts differs depending on the nature of the unit

The proportion of post structure is divided into two categories: one is the structural proportion of post categories, and the other is the structural ratio of post grades.

In terms of the proportion of post categories, for example, institutions that are mainly responsible for social affairs management responsibilities should ensure that management positions are the main body, generally not less than 50% of the total number of posts in the unit; and rely mainly on professional skills and knowledge to provide social welfare services. Units should ensure that professional and technical positions account for the majority of the units, and are generally no less than 70% of the total number of unit posts. At the same time, the other two types of posts outside the main post should maintain a relatively reasonable proportion of the structure.

The structural ratio of post grades, for example, the proportion control objective of the Gong Qin skill post structure, is that the total amount of primary and secondary posts generally accounts for about 5% of the total number of workers’ and skill skills posts, and is mainly based on workers’ and technical skills posts. The institutions and scientific research, teaching experiment, medical and health fields have set up professional and technical assistant posts that require higher skill levels.

C [Management]

Competition management contract management

“Competing for jobs” means that after a public institution completes job setting work, personnel obtain positions through competition. The essence is to reflect competition and merit in the employment system of public institutions, break down the original identity management, and use the system to ensure that outstanding talents come to the fore. "Contract management" is a form of representation of the full employment system of public institutions. The purpose is to break the fixed relationship between staff and institutions. After a hiring period is completed, if you do well, you can reappoint or hiring in the original position. If you don't do well, the unit will be hired or dismissed, so that you can really achieve the goal of being able to enter and leave the job, to work under the job, and to be treated with high energy and low energy. Institutionally effectively enhance the vitality and vitality of public institutions.

Full employment

In the future, public institutions will employ staff, sign employment contracts, and implement contract management through open recruitment, job placement, and other methods in accordance with the approved job placement plan. Units that have not yet implemented the employment system will also organize job hiring in accordance with the relevant provisions of the employment reform of public institutions. The employers who have already implemented the employment system and signed the contract for employment shall, according to the approved post setting plan, determine the positions of different grades for the current staff members of the company who are currently on the list, and change the corresponding contents of the contract.

Taiyuan City made it clear that, when it is employed for the first time, the proportion of the post structure must not exceed the structural proportion of the existing personnel, and it is not allowed to rush to hire personnel and not to rush to appoint positions. If the proportion of the existing personnel has exceeded the approved proportion of the structure, the proportion of the required structure should be gradually achieved through the method of natural staff reduction, transfer, lower appointment or dismissal. If the proportion of the approved structure has not yet been reached, the number of posts to be employed shall be strictly controlled, and the position shall be gradually put in place year by year according to the requirements of the development of the undertaking and the status of the personnel team. Taiyuan City will ensure that the official staff of the business units are currently on the list, and they will enter the corresponding positions according to their current positions or posts.

In principle, "dual shoulders" are not allowed

In professional institutions such as education and public health, due to the special nature of their leadership positions and management work, they need certain professional and technical backgrounds for some leaders, resulting in a position in the management position and still serving as professional and technical personnel. Shoulders pick" phenomenon. For "double-shouldered" personnel, if they invest too much in subject professional research, they will affect the performance of the leadership's duties; if they occupy a leadership position and perform professional and technical position wages, it will bring new inequities. Therefore, Taiyuan City stipulates that the personnel of public institutions cannot, in principle, serve in two types of positions at the same time. If they need to be concurrently due to the characteristics of the industry, they must be examined and approved according to the authority of personnel management.

Indiscriminate opening of "mouth" will be punished

The management of job positions involves various aspects of the personnel management of public institutions, with strong policies and complicated procedures. Taiyuan City requires that in the implementation of the problems that arise, it is necessary to strengthen the reporting of reports, timely communication, can not be free to open "mouth", "new recruits", shall not be included in the scope of implementation of the temporary recruitment of personnel. Those who violate their regulations, abuse their power, and retaliate will be held accountable. For institutions that do not provide posts and positions according to the regulations, the relevant departments shall not confirm the rank of the position, refrain from paying the wages, and shall not allocate funds. If the circumstances are serious, they will be subject to criticism, and the parties concerned shall be disciplined if necessary.

Next:Installation, use and regulation of marine diesel generator sets
Previous post:Xinghua "Pop" dispute scene camera was confiscated camera